Design isn’t broken. But leadership often is.
In the polished world of digital design, we love to talk about empathy, inclusivity, and innovation. Yet beneath the glossy case studies and post-it walls, a silent rot undermines real progress: nepotism and leadership bias.
Let’s call it what it is — a design culture built not on capability, but on comfort. When hiring, promotions, and project leads are granted based on favoritism rather than expertise, the fallout isn’t just political — it’s architectural. The product suffers. The people suffer. And so does trust.
The Hidden Cost of Bias in Design Leadership
Favoritism in UX isn’t always obvious. It doesn’t wear a badge. It masquerades as “trust”, “chemistry”, or “culture fit.” But scratch the surface, and you’ll often find:
- Talented designers being overlooked for louder, more compliant voices.
- Strategic thinkers being sidelined by ego-driven managers.
- Critical feedback being suppressed under the weight of internal loyalty chains.
Design is supposed to be user-centered — but how user-centered can a culture be, if its own team feels disempowered?
The “Toxic Trinity” of Biased Leadership
- Comfort over Competence:
Leaders choose what feels familiar. The former intern becomes the new team lead. Not because they’re the best — but because they’re “known.” - Protection over Progress:
Critical questions get silenced. Why? Because loyalty is rewarded more than insight. And insight threatens power. - Image over Integrity:
Externally, it’s all about accessibility, diversity, and trust. Internally? Micromanagement, manipulation, and morale decay.
Why It Matters: Broken Cultures Break Products
Every UX decision is a mirror of the org chart. A broken leadership culture bleeds into every pixel:
- UX Debt piles up when juniors can’t challenge flawed assumptions.
- Design Systems fail when decisions are driven by hierarchy, not utility.
- Inclusion becomes a slogan, not a standard.
And users notice — even if they can’t name it.
Merit Is a Muscle — Not a Popularity Contest
Great design cultures are built on earned trust, transparent feedback, and visible growth paths. That means:
- Promotions based on outcomes, not politics.
- Clear career ladders and mentorship access for all.
- Psychological safety to challenge, debate, and co-create.
Because when designers know their work is valued — not their proximity to power — innovation flourishes.
Call to Action: UX Needs More Rebels, Not More Pets
If you’re in leadership: reflect on your decisions. Are you lifting based on potential — or just familiarity?
If you’re in the trenches: know this — being ignored doesn’t make you wrong. It might make you the bravest person in the room.
UX isn’t just about what users feel. It’s about how teams are allowed to work.
Let’s build systems where skill outshines favoritism — and where no one’s excellence is blocked by someone else’s ego.