Storytime!*
A long, long, time ago, I worked on a strategic planning project for a mid-size nonprofit organization. As a part of the process, I facilitated multiple in-person and virtual focus groups, including groups specifically for neurodivergent community members. Easy peasy, I thought. Some of my closest friends and loved ones have ADHD, and depending on which website you read, my C-PTSD places me under the neurodivergent umbrella as well. Surely, I was ready to facilitate a productive conversation with my fellow neurospicies.
Spoiler alert: I was not ready. Not even close. I don't think I got through half of my discussion questions. And at the end of the conversation, I deserved to be scolded for my hubris.
After that experience, I was frustrated with myself for not preparing properly. It also got me thinking about how some of my other processes were not as inclusive as they could have been for groups like those who spoke English as a second language. Over time, I have learned to be more intentional about adding inclusive practices to qualitative project planning. So, to help your organization avoid my past mistakes, here are my top tips for incorporating inclusivity into your next round of interviews and focus groups.
1) Create a project planning committee
I know, I know - not another committee. However, including stakeholders in the research planning process can help you catch language, cultural, accessibility, and other related issues before they become big problems. In the strategic planning example, I would have been much better prepared if we had a project committee that included neurodivergent community members. By working together on questions, format, and participation options, we could have created a better focus group protocol than the one I made without input.
A quick note about committee participation: compensate people for their time. It isn't fair to ask people, especially those in vulnerable populations, to educate others on top of their work and personal responsibilities without payment for their assistance and expertise.
2) Do your research
If your organization wants to interview groups of people who might face barriers to participation, like those without access to transportation, do some initial research to see how other people have overcome those barriers. If you like to dig deep, I have found helpful articles on Google Scholar, like this one about addressing participation barriers for older populations. If academic articles are a little overwhelming, try search terms like "barriers to interview participation + (group type)" in Google to find solutions from other organizations.
3) Book translators early
I've worked on projects that wanted to include English language learners in interviews and focus groups, but there was not enough time or resources to find translators. As a result, non-English speakers were excluded from the processes, which is a big design flaw. If your organization wants to include people who speak languages other than English, and no one on staff speaks their language, hire your translators before writing out your interview or focus group questions. In addition to serving as a facilitator, the translators can work with you to phrase questions in linguistically and culturally appropriate ways.
4) Be transparent
Being transparent is a good practice generally, but it can be especially helpful for anyone anxious about participating in interviews or focus groups. Make sure that all participants know:
What the purpose of your project is
How their data will be used
How you will protect participants' privacy
How you will share the results of the project
Include this information in outreach communications and repeat it at the beginning of the focus group or interview session before launching into the conversation. I've even shared interview questions in advance to help participants ease their anxieties.
5) Create multiple options for participation
Virtual interviews and focus groups are enormously popular and are great tools from an inclusivity standpoint. However, it is important to remember that not everyone has a stable internet connection or feels comfortable using video conferencing tools. Phone interviews and in-person meetings are still both great options to maximize inclusivity.
If your organization does go the virtual route, encourage people to participate however they feel most comfortable, including using the chat box. I have found that the chat box option works great for introverts, participants with childcare responsibilities, and others who cannot fully engage in the conversation for an entire hour. Chat transcripts can be downloaded and included in the analysis.
Finally, I always give participants my contact information at the end of the conversation and encourage them to contact me if they have other thoughts they want to share. By offering another participation option, I've collected some incredible insights that would have been missed otherwise.
What tips do you have for increasing inclusivity in qualitative research? What has worked well and what hasn't? Feel free to share your experiences in the comments.
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*Details have been changed to protect privacy.
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