Creating a game is not just all about coding and design - equally as important is forming an inclusive team that values each and every person. We have found that being a part of a unique group of people brings so much to the development of a video game and the creative process, as well as to the enjoyment of our work. Recently, I ran a training for the eXplore core team on Diversity, Equality & Inclusion (DEI). When considering what topic to focus on, I reflected on the most useful trainings I personally had ever attended. What struck me most was a Microaggressions Training I had taken part in at a charity I used to work for. As a queer person with disabilities, I have always strived to learn as much as possible about the diversity in our world - as I could feel the impact of certain inequalities myself. Consequently, I did not imagine the Microaggressions Training would teach me very much new content. However, I was pleasantly surprised at how much it caused me to mull over other life experiences and words & behaviours which I have seen many times. No matter how much one already thinks they know, there is always room to keep learning. The training really helped me to develop even more empathy and understanding for people I encounter. It also reminded me of the key role every single one of us has in growing an accepting work environment.

As a result, I decided to create my own Microaggressions Training and deliver it to the team. I feel this topic is a slightly more advanced DEI training which matched the level of my team - who are already very diverse and knowledgeable about DEI. Nonetheless, about 75% had not heard of the term Microaggressions before, even though we came to realise we had all experienced them. I was so encouraged by the team’s ability to be vulnerable and share their life experiences. It allowed us to connect on a deeper level and discuss topics which can be slightly out of people’s comfort zones. Ultimately, this is what leads to the most growth, as long as one approaches it with curiosity and a willingness to change. So for all those looking to develop their work team, I would encourage you to deliver or purchase training for your colleagues. Developing this kind of culture means people feel more comfortable to bring their full selves to work. Whilst this is obviously the right thing to do, it also delivers real commercial value. If someone faces microaggressions regularly, they tend to distance themselves from those behaving in a prejudiced way. This affects ability to collaborate and ultimately quality of work. Studies have equally shown that companies with better DEI policies and practices are more financially successful. Overall, DEI sometimes can be discussed in a tokenistic way without real meaningful contemplation of its implications. Whilst it is by no means easy, we at eXplore are committed to making inclusivity a core value within our team by leaning into the complex conversations that are essential to meaningful change.