GOALS

• David, as a seasoned game designer, wants to champion diversity and inclusion within his company and the broader industry by advocating for inclusive hiring practices and culturally diverse game narratives
• He actively looks for opportunities to mentor underrepresented talent, sharing his experience and guidance to help them advance their careers in game development
• David aims to create games that are not only entertaining but also promote empathy and understanding across different cultures and backgrounds.

Frustrations

• David is frustrated by the slow pace of progress in diversifying the game industry's workforce and leadership
• He faces resistance from some colleagues who are hesitant to embrace inclusive game design practices, viewing it as compromising artistic vision
• David struggles to find enough resources and support within his company to implement effective diversity and inclusion initiatives.

GOALS

• Maria aims to diversify her company's talent pool by actively seeking out and recruiting candidates from underrepresented backgrounds, particularly for technical roles
• She is committed to creating a more inclusive and equitable workplace culture where everyone feels welcome and respected
• Maria wants to implement diversity and inclusion training programs for employees to raise awareness and promote sensitivity towards different cultures and perspectives.

Frustrations

• Maria faces challenges in convincing hiring managers to prioritize diversity when evaluating candidates, encountering unconscious bias that favors traditional profiles
• She struggles to attract diverse talent due to her company's reputation for lacking inclusivity and the competitive nature of the tech industry
• Maria finds it difficult to measure the effectiveness of diversity and inclusion initiatives and demonstrate their impact on the company's overall success.