It’s no secret - New Zealand has a diversity problem in design and technology.
Throughout her career, Sachi often felt like the odd one out - the only woman, the only Pasifika person, the one who laughed too loud, the one who looked different and sounded different. But as a leader, Sachi has been able to create change.
Sachi Taulelei, Head of Design, ANZ, recently spoke at UX New Zealand, the leading UX and IA conference in New Zealand hosted by Optimal Workshop, on how she is building a diverse team of designers at New Zealand’s largest bank.
In her talk, Sachi shares the challenges she’s faced as a Pasifika woman in design and technology; and how this has shaped her approach to leadership and her drive to create inclusive environments where individuals and teams thrive.
Background on Sachi Taulelei
Sachi is a creative strategist, a design leader, and a recovering people pleaser. She has worked in digital and design for over 25 years, spending most of her career creating and designing digital experiences centered on people.
As a proud Pasifika woman, she has a particular interest in diversity, equity, and inclusion. She has spoken out about the need for more diversity within design and technology and the impact it can have on the technology we create.
Sachi is passionate about giving back - when she's not running after her two kids, you'll find her mentoring Pasifika youth, cheering on young leaders through the Young Enterprise Scheme, judging awards for Women in AI, or volunteering at the local hospice.
Contact Details:
Email: [email protected]
LinkedIn: https://www.linkedin.com/in/sachi-taulelei/
Odd one out: embracing diversity in design and technology ✨
Looking and sounding different from her peers, Sachi always felt like she was trying to find her place in the office. She always felt like she didn’t belong.
Sachi has experienced all forms of racism and discrimination as a result of her heritage. These experiences aren’t spoken about and often go unnoticed by the majority. She has held equivalent jobs to male counterparts but received lower pay, and was advised to change her name from Sachi to Sacha on her job applications to improve her chances.
Sachi’s response was to work hard and become great at what she does, which was recognized over time. Slowly, she began to rise through the ranks. However, having reached leadership roles, she struggled to be heard and participate, without knowing why. The advice was given freely by managers to “stick at it”, to “grow thicker skin”, and to grow through the “school of hard knocks”. Although this advice worked at face value and she flourished, Sachi began to feel like a fraud and constantly second-guessing herself. She began to “edit” herself to fit into an acceptable mold and, in doing so, felt like she lost part of who she was.
What is success? 🏆🎯💎
Success often comes in the form of our leaders who have already climbed the mountains of achievement. When you see success in this way, as someone who doesn’t fit the mold, there is pressure to conform to get ahead. Using the same tools and advice given to these leaders, she realized, would actually hold her back.
Realizing true value through our uniqueness 🪐🦋
Sachi recounts the treatment of Japanese-American citizens in the U.S. in the years following Pearl Harbour, where Japanese-American citizens were moved to concentration camps. This happened despite an official report finding conclusively that there was no threat from this population. Even though Germany and Italy were also at war with the U.S., for example, citizens with Italian and German heritage were not treated this way. This caused immeasurable pain, shame, and fear for the victims, and fostered a head-down, work-hard mentality in order to try and forget the treatment they received. This attitude, Sachi believes, was passed down to her from her ancestors who experienced that reality. Sachi explains that while there are many things that can hold someone back in life, creating meaningful change starts with introspection. Often, that requires us to work through fear and shame.
Reflecting on her heritage, which is part Samoan and part Japanese, Sachi started to embrace her unique traits. In her case, she embraced the deep empathy and human compassion from her Japanese side and the deep sense of community and connection from her Samoan side. Her uniqueness is something to celebrate, not to hide behind.
Becoming a leader and realizing this, Sachi wanted to create a team culture based on equity, openness, and a sense of belonging – all things that Sachi wished for herself on her journey.
Why it matters 💫
Once she understood herself and what she wanted for her team, Sachi set to work on building a new team culture. Sachi breaks down key learnings from how she turned this vision into reality.
Define
Define what diversity means for your team. You need to clearly understand what it is you want to achieve before you can achieve it. For Sachi’s team, they knew that they wanted to create a team that was representative of New Zealand. Sachi knew, for example, that she had a lack of Māori and Pacific representation within the team. Māori and Pasifika represent 25% of the population. So, an effort was made to increase ranks by hiring talent from these cultures.
Additionally, Sachi focused on creating new role levels - from intern right through to graduates, juniors, and intermediate-level positions. This helped to acknowledge age differences within her team and also helped to manage career progression opportunities.
Effort
It can be difficult to achieve diversity and inclusion and it requires a lot of work. For example, Sachi learned that posting an ad on job boards and expecting to receive hundreds of Māori and Pasifika applicants wasn’t realistic. Instead, partnerships were built with local design schools, and networking events were consistently attended. Job referrals from within the team were also leveraged, as well as establishing a strong direction for recruitment specialists within the organization.
Sachi also recognized that, as a leader, she needed to be more visible and more vocal about sharing her views of the world and what she was trying to achieve. It was important to be clear about the type of culture she was building within her team so that she could promote it.
In less than a year her team grew (from 11 to 40!) which meant a focus on building an inclusive team culture was required. The central theme throughout this time was, “You have to connect to yourself and your strengths first and foremost, before you can connect with others and as a team”. This meant that the team used tools like the Clifton Strength Finder, in order to learn about themselves and each other. Each designer was then encouraged to delve into their own natural working styles and were taught how to amplify their own strengths through various workshops. This approach also becomes handy when recruiting and strengthening potential weak spots.
Integrity
It’s important to have leaders who care - you can’t do it on your own. There can be pain points on the journey to creating diversity and inclusion, so it’s necessary to have leaders who listen, support, and work through some of the challenges that can arise.
Benefits of diversity and inclusion in design teams 👩🏼🤝👨🏿
Why push for diversity and inclusion? Sachi argues that the benefits are evident in the way that her team designs.
For example, her team:
- Insist that research is done with diverse customer groups
- Advocates for accessibility when no one else will
- Understand problems from different perspectives before diving into a project
Most importantly, the benefits show up in the way that each other is treated, and the relationships that are built with key stakeholders. Diversity and inclusion are wins for everyone - the team, the organization, and the customer.
