Learn what Inclusion Nudges are all about and why and how we can all be a part of re-designing our organisations, communities, and society to make inclusion the norm everywhere, for everyone. Introduction We assume that you are involved with or interested in driving change in organisations, communities, or society in a more inclusive and fair direction. We also assume that means that you, like us, have had the experience of moving three steps forward and then one step back, or maybe even one step forward and three steps back. We assume you have felt the frustrat ..read more

Learn WHY it matters how we frame diversity, equity, belonging, and inclusion, & belonging work and efforts. The outcomes are impacted by how we define the terms. We share the definitions behind the Inclusion Nudges change approach and how these make a powerful difference in revealing barriers and engaging people to take action to make inclusion the norm. “Uhhh!” or “Blah blah blah!” – Reactions a word can trigger Imagine if we could see what people are thinking when they hear the words “diversity“, “equity“, “inclusion“, and other words used within the context of change initiati ..read more

Under pressure to speedily process information, our cognitive system can steer our thinking off course from our intentions of open mindedness, respect, and inclusion. With the vast majority of our thinking (system 1) operating on auto-pilot, faulty judgements can result based on feelings, snap observations, previous situations, stereotypes, societal norms, and beliefs from our upbringing. Reframing by changing what we see and say is a way to reshape our mental shortcuts to be more accurate and aligned with how we wish to be with ourselves and other people. Normative patterns shape ou ..read more

What a tumultuous time the past two years have been! The pandemic-era (which we are still in) has been a massive, rapid-paced experimentation with new ways of working. It has brought about a profound shift in how we think about work and the future. There are still many open questions and evolving data. We have written an article series covering some of the emerging trends that we’ve categorised as ‘Purpose’, ‘People’, ‘Process & Policy’, and ‘Polarisation & Activism’. Plus, we share reflection questions on what these shifts might mean for DEI in your context during this highly ambiguou ..read more

What a tumultuous time the past two years have been! The pandemic-era (which we are still in) has been a massive, rapid-paced experimentation with new ways of working. It has brought about a profound shift in how we think about work and the future. There are still many open questions and evolving data. We have written an article series covering some of the emerging trends that we’ve categorised as ‘Purpose’, ‘People’, ‘Process & Policy’, and ‘Polarisation & Activism’. Plus, we share reflection questions on what these shifts might mean for DEI in your context during this highly ambiguou ..read more

What a tumultuous time the past two years have been! The pandemic-era (which we are still in) has been a massive, rapid-paced experimentation with new ways of working. It has brought about a profound shift in how we think about work and the future. There are still many open questions and evolving data. We have written an article series covering some of the emerging trends that we’ve categorised as ‘Purpose’, ‘People’, ‘Process & Policy’, and ‘Polarisation & Activism’. Plus, we share reflection questions on what these shifts might mean for DEI in your context during this highly ambiguou ..read more

What a tumultuous time the past two years have been! The pandemic-era (which we are still in) has been a massive, rapid-paced experimentation with new ways of working. It has brought about a profound shift in how we think about work and the future. There are still many open questions and evolving data. We have written an article series covering some of the emerging trends that we’ve categorised as ‘Purpose’, ‘People’, ‘Process & Policy’, and ‘Polarisation & Activism’. Plus, we share reflection questions on what these shifts might mean for DEI in your context during this highly ambiguou ..read more

What a tumultuous time the past two years have been! The pandemic-era (which we are still in) has been a massive, rapid-paced experimentation with new ways of working. It has brought about a profound shift in how we think about work and the future. There are still many open questions and evolving data. We have written an article series covering some of the emerging trends that we’ve categorised as ‘Purpose’, ‘People’, ‘Process & Policy’, and ‘Polarisation & Activism’. Plus, we share reflection questions on what these shifts might mean for DEI in your context during this highly ambiguou ..read more

Unconscious bias awareness training has become the most used response to combatting discrimination and inequality, and a quick fix solution to try to achieve equity and inclusion. It’s a global trend and a big industry. But we have a problem — at best it’s just ineffective, at worse it backlashes. Here’s why it’s not the way forward and why we need to design our way towards a more just world for the greater good of all. What’s up with all this bias awareness training? Does this sound like a familiar pattern in organisations? #MeToo Movement = Let’s do an unconscious bias awareness training! #B ..read more

In uncertain times (like the one we are in with the global pandemic and many others), it matters more than ever to have diversity on your team. A specific kind of diversity, that is. And one that goes beyond gender and race diversity, which are often given the most attention in the business case literature about all the benefits of diversity in teams. Continuously, more studies are finding that having the right mix of cognitive diversity in teams is a differentiator, and this is often overlooked. So, let’s give it some more attention. We all know by now that diversity of thinking and applying ..read more