These ‘Process’ Inclusion Nudges are interventions designed to make it easy for people to do inclusiveness as the default and the norm. The purpose is to redesign systems and processes to be inclusive and make people act inclusive as a part of an already existing process.
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, Tinna Nielsen & Lisa Kepinski