While demand for UX has exploded over the past few years, women and non-binary folks are still underrepresented in the field.
When we first launched in 2013, it began as a small local meet up in the Bay Area called XX+UX. We rebranded in 2017 and are now a community of over 3,000 women and non-binary folks worldwide. Hexagon hosts community events and mentorship programs. We’ve held events in London, Sydney, Paris, Toronto, Vancouver, Bangalore, and more. Check out our chapters.
Beyond our current programming, we aim to provide resources for those entering the field, and encourage individuals with more experience to pursue senior roles. We hope that Hexagon helps drive the conversation around diversity and inclusion in UX. Implicit bias is perhaps the greatest inhibitor of women’s growth — it affects how we hire, how we interact with co-workers, and how we recognize and promote “talent”. We know that diversity drives creativity, but change needs to come from within companies themselves and how they think about their own success.
the many facets of Hexagon
We are a community of boss women and non-binary folks who believe that together we can lean in and help each other out
We encourage personal growth and exploration – sharpening skills for the workplace and beyond
We inspire our community to lead, guiding them to step into UX leadership roles and embody greater change
We cultivate a culture of respect, support, and diversity. We encourage you to participate with your whole selves to Hexagon events
Opportunities to mentor and to be mentored are available through our 12-week program
Hexagon welcomes everyone who supports women and non-binary folks. See our code of conduct for more info
How to be an Ally
First, just listen! Listening in a way that inspires trust and respect is a fundamental relationship promise you must make, and then keep, with women who invite you to participate around equity.
Respect the space. Women’s conferences and ERGs are often one outgrowth of experiences of exclusion, marginalization, and discrimination. Tread respectfully into these spaces.
Remember, it’s not about you. Refrain from taking center stage, speaking for women, or mansplaining how women should approach gender equity efforts.
Get comfortable being uncomfortable. Learning about the challenges of women may produce feelings of self-shame/self-blame that cause anxiety. The solution is more interaction and learning, not less.
Engage in supportive partnerships with women. Share your social capital (influence, information, knowledge, and organizational resources) with women’s groups but ask how you can amplify, not replace existing gender parity efforts.