6 strategies for creating a robust, multifaceted approach to improving diversity at your organization

D&I training
Create opportunities for coworkers of all backgrounds to gather and talk openly to bring about a more inclusive culture.

  • Diversity trainings are only the tip of the iceberg for improving diversity in the workplace.
  • Organizations need to move beyond implicit bias trainings by following up on their trainings.
  • Treat diversity as a real goal, measure it, and create dedicated spaces for underrepresented groups.
  • See more stories on Insider’s business page.

The racial reckoning of spring 2020 prompted much soul-searching at organizations, as companies, nonprofits, and schools realized they could no longer ignore failures of diversity and inclusion. Many quickly rolled out programming aimed at addressing these shortcomings – in particular, diversity trainings.

But training alone can’t address long-standing organizational failings, said Ivuoma N. Onyeador, an assistant professor of management and organizations at the Kellogg School. “It’s fine to have trainings,” she said, “but trainings are only the beginning of the efforts needed to improve diversity in an organization.”

Read more: Inside YouTube VP Malik Ducard’s push to fund Black creators and amplify their voices online

On their own, trainings can’t address systemic problems: pay inequity, leadership that is mostly white and male, failure to hire underrepresented groups. Additionally, some trainings just don’t work or even backfire. For example, research has shown that implicit bias training – a popular approach that seeks to help participants recognize and overcome unconscious prejudices – does not reliably reduce bias in the long term and may reduce participants’ sense of responsibility over their own behavior. Yet some organizations have implemented implicit-bias training and figured that’s enough.

In a new policy paper, Onyeador, along with coauthors Sa-kiera T. J. Hudson of Yale University and Neil A. Lewis Jr. of Cornell University, explores how organizations can move beyond implicit-bias training. The researchers reviewed the existing literature on diversity efforts in organizations and developed a set of evidence-based recommendations for creating a robust, multifaceted approach to achieving diversity goals.

Here, Onyeador highlights six key takeaways.

Prepare for bad reactions

Diversity efforts may be poorly received. The backlash can range from eye-rolling in a training session to a sense of grievance that underrepresented groups get “special treatment” to outright hostility.

Organizations should be realistic about these challenges and have plans to address them.

“We do this in other arenas – we would never launch a product without anticipating potential snags in the process,” Onyeador said.

Organizations can build support for diversity programs by proactively addressing employee concerns. Majority group workers may fear they’ll be passed over for promotions in the name of diversity or punished for “saying the wrong thing,” or they may simply believe that diversity isn’t important – worries that can be allayed before a new program is introduced by addressing them in ways that fit your specific organizations’ culture and context.

Facilitate intergroup contact – but also create dedicated spaces for underrepresented groups

When majority group members interact with underrepresented groups, their attitudes change. One recent study found that interracial interactions help white people perceive and combat inequality; another showed that, after hearing people of color discuss their cultural backgrounds, white people displayed more inclusive behavior toward nonwhite coworkers. By creating lots of opportunities for coworkers of all backgrounds to gather and talk openly, organizations can bring about a more inclusive culture.

But it’s essential to recognize that intergroup contact may also place a burden on underrepresented group members, who may feel exhausted, singled out, or responsible for teaching others. That’s why it’s just as important for organizations to create dedicated structures such as affinity groups that allow underrepresented groups to gather. In addition to providing camaraderie, these spaces can facilitate career networking and advancement.

“People of color, for instance, are having a very different experience in these organizations than white people, and it can be nice to have a space where you meet other people and solve problems, share resources, and find role models,” Onyeador said.

Messaging matters, but action matters more

It’s easy to sing the praises of, say, your company’s family-friendly policies in a job description. But it’s much harder to actually be accommodating when an employee needs several days off to care for a sick child.

In fact, research shows that organizations that include organizational-diversity messages in job descriptions aren’t necessarily better at recruiting a diverse pool of employees or less likely discriminate against them.

“We want to make sure that both of those pieces are in there,” Onyeador said. Including inclusive language “is important to do, because it signals to your potential pool of applicants that the organization could potentially be a supportive place for them. But then it’s really important to follow that up with action.”

Treat diversity as you would any other organizational goal

Action means creating accountability structures – which, according to one 2006 study, is the single most effective way to improve managerial diversity.

Assigning institutional responsibility “can look a number of different ways, like having a chief diversity officer with some sort of oversight role, or diversity officers within units reporting up to a leader who has the power to hold units and managers accountable,” Onyeador said.

Organizations can also create incentives for participating in inclusion efforts, like bonuses or perks for serving on a diversity council.

“People are very motivated by extra money at the end of the year,” she said. “I suspect that if bonuses were tied to diversity metrics, we would see things shift. We would find the Black engineers. They’re there.”

You can’t improve what you don’t measure

Often, organizations are reluctant to collect and analyze data on diversity programming.

But that mentality wouldn’t fly with any other important organizational objective, so it shouldn’t be acceptable for diversity efforts. If a particular program or training didn’t work, “it’s imperative that we know that,” she said, so it can be improved.

There’s a similar hesitance about studying outcomes for the overarching goals of organizational change. All too frequently, companies will set out to improve diversity – but fail to measure the variables of interest.

Onyeador summarizes the attitude this way: “Did we increase the number of women in the C-suite? It’s not clear. Is the climate different? We have no idea. Are we retaining more people? Nobody knows.” Organizations have the data to answer such questions. Deciding to pay attention to it “will go a long way.”

None of this is easy, and that’s OK

Diverse organizations are not built overnight or by accident. But just because the work is challenging doesn’t mean it’s impossible.

In fact, “as organizations, as companies, as universities, we’re used to doing hard things by putting our heads down, figuring it out, being really careful, and thinking through everything,” Onyeador said.

There’s no reason, she said, that the same level of effort can’t be applied to diversity.

Read the original article on Business Insider

Why you need to be aware of your implicit biases to support your colleagues during stressful times

stress migraine
To support our colleagues through stressful times, we have to leave bias at the door.

  • Gender bias – the tendency to associate certain traits more so with one gender – can creep into work.
  • Everyone should be aware of their own biases to create a climate of trust for colleagues experiencing stress.
  • Be mindful of others, and don’t assume a colleague’s stress is due to being in a marginalized group.
  • See more stories on Insider’s business page.

Let’s say your colleague shows up for your Zoom meeting crying. When you ask what’s wrong, they share that they’re having a tough time balancing the demands of work with three young children at home, caregiving for aging parents, and dealing with a spouse who travels constantly for work.

So, what does this colleague look like? Did you picture a woman?

If so, you’re not alone. Like so many of us, you may have some implicit gender bias about things like who’s more likely to cry at work, who takes care of young children, or who is a caregiver for aging parents.

Gender bias is the tendency to associate certain traits with one gender over another. Sometimes, this means favoring one gender over the other. And gender bias is just one of many biases that we need to be aware of – and work on – to support our colleagues during stressful times.

But let me start with some good news if you’re struggling with the assumptions you made: If you have a brain, you have bias. We tend to think of bias as a bad thing, but it isn’t always.

Read more: I went through a divorce and months of unhappiness in my role before I hit my breaking point. Here’s how I put my life back together.

Bias is a natural byproduct of the way our brains work. Biases help us categorize objects so that we can quickly determine what’s safe and what isn’t. Biases help us make decisions more easily so that we don’t have to tap into our cognitive bandwidth every time we decide something. A bias toward eating more vegetables and less dessert is a healthy bias, for example.

For most of us, starting at a young age, we start to discriminate between those who are like us – the “in group” – and those who are not like us – the “out group.” Recognizing our in group can help us develop our sense of identity, belonging, security, and safety – but it can also lead to harmful prejudices.

As researcher Jennifer Eberhardt explains in her book, “Biased: Uncovering the Hidden Prejudice That Shapes What We See, Think, and Do,” “at its root, bias is not an affliction that can be cured or banished. It’s a human condition that we have to understand and deal with.”

So, let’s look at some biases we should all be aware of, especially when creating a climate of openness and trust for our colleagues who are experiencing stress.

Be aware of discrimination and its effects

Chances are, you’re working with colleagues who are part of marginalized populations, which are groups that may experience discrimination because of unequal power relationships across economic, political, social, and cultural dimensions. Here are just a few:

  • LGBTQIA+ professionals
  • Senior citizens
  • Racial/cultural minorities
  • Military combat veterans
  • People with physical disabilities
  • People with mental illness, including substance abuse and other addiction disorders
  • People on the autism spectrum

Of course, your colleague doesn’t have to identify with one of these categories to be subject to discrimination. Perceived discrimination consistently has been shown to be associated with diminished mental health, and even the anticipation of discrimination can lead to higher stress levels. Constantly feeling on edge or unsure about how you’ll be treated can trigger a long-standing stress response.

Whether it’s related to ethnicity, sexual orientation, or beliefs, feeling undervalued and uncertain about the future directly impacts mental health now and in the future.

Learn about stereotypes and microaggressions

So what can we do about discrimination issues? We need to be mindful of our own stereotypes and microaggressions. Stereotypes are oversimplified ideas about a particular type of person or a group of people.

So, if you’re speaking with a woman about her stress, make sure you don’t assume that she’s the primary caregiver at home. If you’re speaking with a colleague with a disability about his stress, don’t assume that his stress is related to his disability.

And what about microaggressions? According to Columbia University’s Derald Wing Sue, “microaggressions are the everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.”

So, if you’re speaking with a non-native English speaker about stress, don’t “compliment them” for being able to speak so clearly or fluently. If you’re speaking with a non-binary colleague about their stress, don’t say, “I can’t keep up with your latest pronouns.”

Finally, we shouldn’t assume that the stress a colleague of ours is experiencing right now is about their marginalized group experience. And we also shouldn’t assume that it isn’t. There’s more about other people’s experiences, cultures, and backgrounds than we can ever truly understand. So be thoughtful, careful, compassionate, and open to feedback about how you’re speaking and showing up for everyone – equitably.

Read the original article on Business Insider

Virtual reality is offering timely narratives on race, diversity and culture by centering the perspectives of people of color

Blood Speaks_ Maya - The Birth of a Superhero
An image from Blood Speaks: Maya – The Birth of a Superhero.

  • Developers are using virtual reality to recreate both historic and everyday events, and allow users to hear and experience different perspectives.
  • Some experiences are designed to encourage people to look at their own behavior, while others tell lesser-heard stories. 
  • One takes users back to the civil rights movement of the 1960s, while another documents the discrimination experienced by a Black male during throughout his life.
  • Visit Business Insider’s homepage for more stories.

As demand for virtual reality and augmented reality continues to grow, people are increasingly using it to learn about racism or hear more stories from people of color.

Read more: What is augmented reality?

In some cases, developers are using the technology to recreate historic events and instances of racism in the hope it will make people address their own misconceptions, Axios reported. In other cases, projects led by people of color are creating highly inventive experiences that entertain as much as they educate. 

Demand for virtual reality is set to boom over the coming years. Shipments of VR headsets are expected to grow 48% annually over the next four years, according to estimates from the International Data Corporation.

The technology is allowing developers to create interactive documentaries, likened to “living museums.”

As part of this, people are using the technology to encourage empathy with marginalized groups. VR simulations show people what it’s like to be homeless, pregnant, in a wheelchair, autistic, or a different race, according to Erick Jose Ramirez, associate professor in the Department of Philosophy at Santa Clara University.

“The idea is that technology might help us better understand what it’s like to be someone on the receiving end of racist violence [which] can help us understand the roots of our own racism and then combat it,” Ramirez wrote.

Read more: Google employees sent a letter demanding leadership changes and a stronger commitment to ‘academic integrity,’ as tensions over AI ethicist’s exit continue to rise

Studies have previously suggested that adopting a different race during a VR experience can affect people’s unconscious behaviors during gameplay.

‘I Am A Man’ takes users back to the civil rights movement of the 1960s

“I Am A Man,” made by independent VR developer Derek Ham, takes users back to the key events of the US civil rights movement leading up to the assassination of Dr. Martin Luther King, Jr., including the 1968 Memphis Sanitation Worker’s Strike.

It combines historical film and photographs with voice narrations from actual civil rights participants, and worked alongside the Civil Rights Museum in Memphis to ensure its accuracy.

I Am A Man VR Experience from on Vimeo.

 

“The vision is to give people an experience of history in a way that provides a more personal understanding of the struggles of these marginalized people,” Ham said on the website.

“The VR experience allows one to literally walk in the shoes of people who fought for freedom and equality during the civil rights era. Most importantly, this project gives users a deeper awareness of their struggle.”

The project, which has won awards, including at the Cleveland and Nashville film festivals, can be downloaded from the Oculus Store but is also available for web, mobile, and screen immersive viewing.

Everyday racism

But not all these VR projects focus on historical events. Some, such as “1,000 Cut Journey,”  look at the everyday life of Black people to show how they face racism on a daily basis.

In the VR developed by Stanford and Columbia Universities, an assistant professor at Columbia’s School of Social Work, users witness the discrimination experienced by a Black male during both his childhood and adult life in the classroom, the workplace, and by police. This is all condensed into 12 minutes.

And “Traveling While Black,” produced by Academy Award winner Roger Ross Williams and Emmy Award-winning Felix & Paul Studios, takes users to Ben’s Chili Bowl, a diner in Washington DC that was used by many Black people as a space safe during the Jim Crow laws.

During the experience, users converse with diners who discuss their experiences of restricted movement and race relations as a Black person in the US. The experience aims to confront the way people both understand and talk about race.

 

“If you’re not African American, you get to go into a space and be part of a conversation that you probably normally would not be privy to,” Williams told The Guardian. “If you are Black, you get to delve deep into that inner trauma that we all carry with us in America as Black people.

“I think that’s really powerful in the way that 2D storytelling can’t provide.”

VR is a vehicle for companies to teach staff about implicit bias

These VR projects aren’t just for personal use. Some are being launched on a corporate scale, too, as an innovative way to provide workplace equality, diversity, and inclusion training. 

Vantage Point, for example, uses VR to teach both Fortune 500 companies and schools about racial discrimination and gender inequality. Vantage Point works alongside companies in the US, UK, Ireland, and France. During the pandemic, it has been shipping headsets to clients.

PwC and tech startup Talespin have launched similar VR implicit bias training, which immerses participants in scenarios where they learn to make inclusive hiring decisions and point out instances of discrimination.

Training programs like these could become more common in the future.

US companies spend $8 billion annually on diversity and inclusion initiatives, yet research shows that they’re actually more segregated now than they were 40 years ago.

VR could be an option for companies to ramp up their implicit bias training – and a PwC study found that it’s actually more cost-effective that classroom-based training. Participants learn quicker and stay more focused, too.

virtual reality VR

Beyond borders

In the UK, immersive technology is also being used to highlight the experiences of people from all backgrounds and ensure their voices are being heard. 

One timely example of this is The CreativeXR program, which is run by Digital Catapult and Arts Council England, and features a varied range of VR and AR-based stories, many of which have been created by people of color.

Blood Speaks: Maya – The Birth of a Superhero, Munkination, SONG, and A Place to Be are among these inventive offerings. Some can be accessed using VR headsets such as Oculus Quest; others via a mobile phone. 

In Blood Speaks, an ordinary 21st-century girl transforms into a superhero whose powers derive from the process of menstruation. The unflinching story is moving and thought-provoking in equal measure.

The project, which was developed specifically for Oculus Quest using Quill and Unity, is inspired by the stories of women in Nepal who are forced into exile because their menstrual blood is considered impure, according to creator Poulomi Basu.

In a statement, Basu said: “The first phase has seen massive impact and helped activate policy change in Nepal. With a little brown girl magic, we are looking to forge new audiences through this female-led narrative that features voices that reconfigure audience perceptions of BAME [black and minority ethnic] characters and, through their interaction with Maya, we want to inspire our audience to find the magic within themselves.”

Musical projects lend themselves particularly well to immersive mediums as Munkination – a hip-hop opera with a futuristic story about climate change at its heart – demonstrates.

Its creator, HAM The Illustrator, said in a statement: “I created this experience because I want to engage my community. There aren’t many stories by and for people like me, and I want to tell a story that puts us at the forefront; our heritage, our perspective, and that history of living in equilibrium with nature, because we don’t have much time left, and we all need to be involved.”

Equally, SONG, an immersive 360° performance based on the K-Pop phenomenon, also uses music to tell a powerful story. The action takes place inside a “planetarium” installation and features simultaneous live streams in VR and 2D environments.

According to creator Sammy Lee, the project emerged out of a deep commitment to the future of the performing arts, driven by the energy of pop music as military technology. 

A scene from A Place To Be
A scene from A Place to Be.

Finally, A Place to Be, by The Independent Film Trust, explores the black British experience beyond the constraints of the present day. The 360˚ VR experience is set in a south London shebeen and uncovers the untold histories of Black Britons. Set in 1981, days before the Brixton uprising, the experience transports viewers to one of the unlicensed clubs that offered a safe space to the African-Caribbean community away from systemic racism. 

Fans of immersive technology should expect to see many more similar inventive AR and VR experiences from a range of providers in 2021, as demand for diversity and culture-based projects continues to align with the need for creative ways to stay connected.

Read the original article on Business Insider

Ohio lawmaker who questioned the COVID-19 hygiene of Black Americans now leads legislative health committee

Stephen Huffman
State Sen. Stephen Huffman (R-Ohio).

An Ohio GOP lawmaker and doctor who last year described Black Americans as “colored” in questioning their hygiene as it relates to contracting COVID-19 will now lead the state Senate Health Committee, according to the Associated Press.

This past June, state Sen. Stephen Huffman, an emergency room doctor, openly questioned the coronavirus prevention methods of Black Americans while speaking with Angela Dawson, a Black woman and the executive director of the Ohio Commission on Minority Health.

“I understand African Americans have higher instances of chronic conditions that makes them more susceptible to death from COVID,” Huffman said. “But why does that make them more susceptible just to get COVID?”

He added: “Could it just be that African Americans – or the colored population – do not wash their hands as well as other groups? Or wear masks? Or do not socially distance themselves? Could that just be the explanation of why there’s a higher incidence?”

The comments fueled an uproar, with Huffman being fired from his emergency room position, along with the Ohio American Civil Liberties Union (ACLU) calling for him to resign and Black lawmakers criticizing his statements.

Democratic Rep. Stephanie Howse of Cleveland, who is Black, said at the time that Huffman’s comments stunt any hope for changing the racial climate.

“When we talk about the internalized racism that is deeply ingrained in our institutions and the obstacles black Americans face in ever achieving meaningful change, this is exactly what we are talking about,” she said shortly after the incident. “The fact that a well-educated legislator, a vice chair of the Health Committee and a practicing medical doctor, would, in a public setting, nonchalantly use such antiquated terminology, paired with a hurtful, racist stereotype, all in one breath reflects how unconscious this problem of racism is for too many.”

Read more: Trump tested the Constitution and shredded traditions. Biden and the Democrats have big plans of their own about what to do next.

Huffman took to Facebook shortly after the incident to apologize for his comments.

“I had absolutely no malicious intent, but I recognize that my choice of words was unacceptable and hurtful,” he wrote. “I apologize, and I make no excuses. Those who know me will tell you that I have nothing but love and respect for all people, and I would never intentionally disrespect or denigrate anyone for any reason.”

Huffman was tapped to lead the health committee by his cousin, GOP Senate President Matt Huffman.

John Fortney, a spokesman for the Senate president, released a statement defending Huffman’s chairmanship.

“Senator Huffman … has a long record of providing health care to minority neighborhoods and has joined multiple mission trips at his own expense to treat those from disadvantaged countries,” he said. “He apologized months ago for asking a clumsy and awkwardly worded question. Sincere apologies deserve sincere forgiveness, and not the perpetual politically weaponized judgment of the cancel culture.”

After the announcement, Huffman said that he is “proud” to chair the committee and tried once again to make amends for his comments.

“In our state’s effort to help understand why COVID-19 is disproportionately affecting African Americans, more than seven months ago I asked an awkwardly worded question that unfortunately hurt many people,” he said. “I immediately apologized and have been working to heal any harm caused.”

Read the original article on Business Insider

How developers are using immersive tech to offer timely perspectives on race, diversity and culture

virtual reality VR
  • Developers are using virtual reality to recreate both historic and everyday events, and allow users to hear and experience different perspectives.
  • Some experiences are designed to encourage people to look at their own behavior, while others tell lesser-heard stories. 
  • One takes users back to the civil rights movement of the 1960s, while another documents the discrimination experienced by a Black male during throughout his life.
  • Visit Business Insider’s homepage for more stories.

As demand for virtual reality continues to grow, people are increasingly using them to learn about racism or hear more stories from people of color.

In some cases, developers are using the technology to recreate historic events and instances of racism in the hope it will make people address their own misconceptions, Axios reported. In other cases, projects led by people of color are creating highly inventive experiences that entertain as much as they educate. 

Demand for both virtual reality is set to boom over the coming years. Shipments of VR headsets are expected to grow 48% annually over the next four years, according to estimates from the International Data Corporation.

The technology is allowing developers to create interactive documentaries, likened to “living museums.”

As part of this, people are using the technology to encourage empathy with marginalized groups. VR simulations show people what it’s like to be homeless, pregnant, in a wheelchair, autistic, or a different race, according to Erick Jose Ramirez, associate professor in the Department of Philosophy at Santa Clara University.

“The idea is that technology might help us better understand what it’s like to be someone on the receiving end of racist violence [which] can help us understand the roots of our own racism and then combat it,” Ramirez wrote.

Read more: Google employees sent a letter demanding leadership changes and a stronger commitment to ‘academic integrity,’ as tensions over AI ethicist’s exit continue to rise

Studies have previously suggested that adopting a different race during a VR experience can affect people’s unconscious behaviors during gameplay.

‘I Am A Man’ takes users back to the civil rights movement of the 1960s

“I Am A Man,” made by independent VR developer Derek Ham, takes users back to the key events of the US civil rights movement leading up to the assassination of Dr. Martin Luther King, Jr., including the 1968 Memphis Sanitation Worker’s Strike.

It combines historical film and photographs with voice narrations from actual civil rights participants, and worked alongside the Civil Rights Museum in Memphis to ensure its accuracy.

I Am A Man VR Experience from on Vimeo.

 

“The vision is to give people an experience of history in a way that provides a more personal understanding of the struggles of these marginalized people,” Ham said on the website.

“The VR experience allows one to literally walk in the shoes of people who fought for freedom and equality during the civil rights era. Most importantly, this project gives users a deeper awareness of their struggle.”

The project, which has won awards, including at the Cleveland and Nashville film festivals, can be downloaded from the Oculus Store but is also available for web, mobile, and screen immersive viewing.

Some focus on racism experienced in day-to-day life

But not all these VR projects focus on historical events. Some, such as “1,000 Cut Journey,”  look at the everyday life of Black people to show how they face racism on a daily basis.

In the VR developed by Stanford and Columbia Universities, an assistant professor at Columbia’s School of Social Work, users witness the discrimination experienced by a Black male during both his childhood and adult life in the classroom, the workplace, and by police. This is all condensed into 12 minutes.

And “Traveling While Black,” produced by Academy Award winner Roger Ross Williams and Emmy Award-winning Felix & Paul Studios, takes users to Ben’s Chili Bowl, a diner in Washington DC that was used by many Black people as a space safe during the Jim Crow laws.

During the experience, users converse with diners who discuss their experiences of restricted movement and race relations as a Black person in the US. The experience aims to confront the way people both understand and talk about race.

 

“If you’re not African American, you get to go into a space and be part of a conversation that you probably normally would not be privy to,” Williams told The Guardian. “If you are Black, you get to delve deep into that inner trauma that we all carry with us in America as Black people.

“I think that’s really powerful in the way that 2D storytelling can’t provide.”

VR is a vehicle for companies to teach staff about implicit bias

These VR projects aren’t just being used for personal use. Some are being launched on a corporate scale, too, as an innovative way to provide workplace equality, diversity, and inclusion training. 

Vantage Point, for example, uses VR to teach both Fortune 500 companies and schools about racial discrimination and gender inequality. Vantage Point works alongside companies in the US, UK, Ireland, and France. and during the pandemic, it has been shipping headsets to clients.

And PwC and tech startup Talespin have launched similar VR implicit bias training, which immerses participants in scenarios where they learn to make inclusive hiring decisions and point out instances of discrimination.

Training programs like these could become more common in the future.

US companies spend $8 billion annually on diversity and inclusion initiatives, yet research shows that they’re actually more segregated now than they were 40 years ago.

VR could be an option for companies to ramp up their implicit bias training – and a PwC study found that it’s actually more cost-effective that classroom-based training. Participants learn quicker and stay more focused, too.

Beyond borders

In the UK, immersive technology is also being used to highlight people’s experiences from all backgrounds and ensure their voices are being heard. 

One timely example of this is The CreativeXR program, which is run by Digital Catapult and Arts Council England and features a varied range of VR and AR-based stories, many of which have been created by people of color.

Blood Speaks: Maya – The Birth of a Superhero, Munkination, SONG, and A Place to Be are among these inventive offerings. Some can be accessed using VR headsets such as Oculus Quest; others via a mobile phone. 

In Blood Speaks, an ordinary 21st-century girl transforms into a superhero whose powers derive from the process of menstruation. The unflinching story is moving and thought-provoking in equal measure.

Blood Speaks_ Maya - The Birth of a Superhero
A scene from Blood Speaks: Maya – The Birth of a Superhero.

The project, which was developed specifically for Oculus Quest using Quill and Unity, is inspired by the stories of women in Nepal who are forced into exile because their menstrual blood is considered impure, according to creator Poulomi Basu.

In a statement, Basu said: “The first phase has seen massive impact and helped activate policy change in Nepal. With a little brown girl magic, we are looking to forge new audiences through this female-led narrative that features voices that reconfigure audience perceptions of BAME [black and minority ethnic]  characters and, through their interaction with Maya, we want to inspire our audience to find the magic within themselves.”

Musical projects lend themselves particularly well to immersive mediums as Munkination – a hip-hop opera with a futuristic story about climate change at its heart – demonstrates.

Its creator, HAM The Illustrator, said in a statement: “I created this experience because I want to engage my community. There aren’t many stories by and for people like me, and I want to tell a story that puts us at the forefront; our heritage, our perspective, and that history of living in equilibrium with nature, because we don’t have much time left, and we all need to be involved.”

Equally, SONG, an immersive 360° performance based on the K-Pop phenomenon, also uses music to tell a powerful story. The action takes place inside a “planetarium” installation and features simultaneous live streams in VR and 2D environments.

According to creator Sammy Lee, the project emerged out of a deep commitment to the future of the performing arts, driven by the energy of pop music as military technology. 

A scene from A Place To Be
A scene from A Place to Be.

Finally, A Place to Be, by The Independent Film Trust, explores the black British experience beyond the constraints of the present day. The 360˚ VR experience is set in a south London shebeen and uncovers the untold histories of Black Britons. Set in 1981, days before the Brixton uprising, the experience transports viewers to one of the unlicensed clubs that offered a safe space to the African-Caribbean community away from systemic racism. 

Fans of immersive technology should expect to see many more similar inventive AR and VR experiences from a range of providers in 2021, as demand for diversity and culture-based projects continues to align with the need for creative ways to stay connected.

Read the original article on Business Insider