Definition – Process

This type of Inclusion Nudge is intended to help people make better decisions (more objective, less biased, more inclusive) by altering the system and elements in organisational processes, such as candidate screening, promotions, performance reviews, successor planning, team collaboration and decision-making. They steer the brain’s unconscious system toward inclusiveness by changing the system default (such as opt out instead of opt in), altering the design of an organisational process or changing the data we see in a choice process. This type of Inclusion Nudge does not rely on rational understanding, willpower or motivation. It is designed simply to mitigate the negative impact of unconscious bias and create a more inclusive thought process. System/Process Inclusion Nudges can also be used in teamwork and facilitation of meetings to leverage diversity of thought and avoid conformity, while reducing the negative effects of group dynamics. They are also useful in creating compliance with training and capability requirements without using rewards as incentives.


The Inclusion Nudge: To accompany awareness training on gender balance, brochures with tips and paper “glasses” were distributed to managers prior to a Talent Assessment Meeting. At the close of the talent review discussion, in which no significant shift happened on increasing gender balance, the business unit CEO instructed his staff, to now put on their “gender lens” (which were on the table) and review the discussion for any biases at play.

Why It Works: The “glasses” were a physical prompting nudge that interrupted the business as usual decision making & to reflect on the stated organizational intention of achieving greater gender balance and the recent discussion and decisions that were made.

Source: Sue Johnson & Anita Cassagne, Nestle, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015.

The Inclusion Nudge “Anonymous CVs Process”: Remove identifying details from all CVs for first screenings. For Executive positions, have the search consultancy deliver the shortlist of candidates anonymously.
“Blind Interview”: Have at least 1 interview panellist participate by phone (not seeing the candidate).

Why It Works: These “Process Inclusion Nudges” aim to reduce the bias of selecting people similar to ourselves and drives more objectivity into the interview & selection process.

Sources: Tinna Nielsen, Move the Elephant for Inclusiveness, and Lisa Kepinski, Inclusion Institute