Inclusion Nudges

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The 3rd edition of the Inclusion Nudges Guidebook is coming out end of Spring 2020

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Matt Wallaert

Chief Behavioural Officer, Clover Health

Matt supports us with his experience in applying behavioural insights to make changes, and from building and scaling start-ups and tools to promote gender parity: GetRaised.com, SalaryOrEquity.com. He is working at the intersection of behavior change and business, based on his academic background in social psychologist. He has worked for Microsoft and now for Clover Health.

Thank you Matt for your advice and help.

Kate Glazebrook

CEO & BI Expert, Applied

Kate supports us with her experience from developing and scaling Applied, which is a web platform that takes the bias out of hiring decisions. Applied was incubated in the Behavioural Insights Team, a social purpose company applying behavioural science to social problems, where Kate was the Head of Growth and Equality.

Thank you Kate for your advice and help.

Vibeke Vad Baunsgaard, PhD

Founder & CEO of ManageMagazine

Vibeke has built ManageMagazine with the purpose of communicating research to leaders and managers to make the insights actionable and applicable. It’s a ‘free for all’ model. Vibeke is giving advice on how to make a sustainable model for the Inclusion Nudges initiative and scale up to reach millions of people by getting more traffic to the platform.

Thank you Vibeke for your advice and help.

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Supporting financially

Organisations, companies, foundations, philanthropy investors, and others that support the Inclusion Nudges Initiative financially to make it financially sustainable to make more impact. So far, Tinna and Lisa have self-financed it.

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Inclusion Institute has funded 50% of the Inclusion Nudges initiative and community since the beginning

It’s is specialized consultancy comprised of senior global Inclusion & Diversity and Organizational Development practitioners supporting with in-house experience on what works, and doesn’t, for holistic organisational change. Inclusion Institute is founded by Lisa Kepinski, one of the Founders of Inclusion Nudges initiative and community.

‘Move the Elephant for Inclusiveness’ has funded 50% of the Inclusion Nudges initiative and community since the beginning

It’s a change-organisation that moves people to redesign communities, organisations, and behaviours by challenging norms and empower people to make changes. It’s founded by Tinna C. Nielsen, one of the Founders of Inclusion Nudges initiative and community.

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Inclusion Nudges is a global non-profit initiative & Community

It’s free for all to join – we are in it for the impact!

We are thousands of people worldwide designing and sharing Inclusion Nudges.
Inclusion Nudges are behavioural interventions designed based on insights from behavioural and social science.
Inclusion Nudges mitigates unconscious bias and prod the unconscious mind to act inclusive. We achieve inclusiveness and equality faster and more effective. We innovate better, makes better decisions, collaborate better, and feel better. Why would we not do this?

Join us!

What it means to join:

You make a pledge to join this global movement to change how we achieve inclusiveness faster and more effective (below)
You are part of a community of thousands of other people and organisations committed to share Inclusion Nudges and enable each other to make more impact – simply by sharing Inclusion Nudges!
Your e-mail is on the community list and we keep you updated with new Inclusion Nudges examples and free resources
You receive a free 40 page pdf version of the Inclusion Nudges Guidebook with examples
You have free access to all the Weekly Inclusion Nudges on the website
It’s easy for you to share your Inclusion Nudge examples
You can write us to get an introduction to other Inclusion Nudges contributors in the community

Your Pledge:

I am one of the thousands of people worldwide…..
who believe the Inclusion Nudges approach makes a difference because it de-biases systems, cultures and behaviour. Together we can finally leverage the diversity of human potential for more inclusive growth, business, workplaces, communities, and societies. For the greater good of all of us.

Are you using Inclusion Nudges in your work?

We invite you to share your examples to inspire others!
It’s SIMPLE to do.

DOWNLOAD the submission form below
READ the 2 examples of each of the 3 types of Inclusion Nudges & the 9 examples in the free short pdf version of the Inclusion Nudges Guidebook. There are also over 70 examples in the full paperback version of the Inclusion Nudges Guidebook. Also, see the FAQs document below.
WRITE your Inclusion Nudge example using the submission form
SEND your Inclusion Nudges to the Founders and Inclusion Nudge experts Lisa Kepinski & Tinna C. Nielsen. We work with you on the final version of your Inclusion Nudge write up.

Inclusion Nudge examples will be shared with the Global Inclusion Nudges Community in the 2018 edition of the Guidebook & on the community platform/website as Weekly Inclusion Nudges.

What’s In It For You:

It’s simple to inspire & help others: You submit. We write it up together. We publish for you. You inspire others.
You get new examples from others: You will benefit from many other Inclusion Nudges. We keep you updated.
You receive the Guidebook for free: You receive the new edition of the Inclusion Nudges Guidebook (PDF).
You learn more: In the submission process, you collaborate with Tinna C. Nielsen & Lisa Kepinski.
Part of a global movement: By sharing, you are part of changing how we achieve inclusiveness faster & more effective.
You ensure equal access for all: All people have free access to the Inclusion Nudges we share.
Your/Your organisation’s impact is visible: You get global visibility as an Inclusion Innovator.

Share your Inclusion Nudges – Download Submission Form

Questions? -- Download the Inclusion Nudges Guidebook FAQS

You can learn how to design Inclusion Nudges to make more impact in your organisation or community – holistic and sustainable changes for inclusivity.

This is how: Inclusion Nudges Learning Lab

This is a full learning process which includes guidance, support, analysis, and learning over a period of time focused on learning and practising techniques for creating behavioural change and Inclusion Nudges. Your learn how to analyse current behaviour, identify desired behaviour, spot barriers and levers, and design behavioural interventions to create motivation, ability, simplicity, perceptions, buy-in, ownership, and commitment for behavioural change and inclusiveness.

The Inclusion Nudges Learning Lab is pragmatic and flexible to fit you and your colleagues and is designed to build internal organisational capability. You choose a real life organisational challenge to work on in the Learning Lab. As behavioural change designers and experts in the field of inclusion, we partner with you on using this innovative approach for impactful change. We guide you on designing nudges for inclusion. You become a master in making it easier to change behaviour, cultures, and systems for more inclusiveness – that will stick!

Everyone can do this – contact us learn more:

Inclusion Nudges Founders & Experts: Tinna C: Nielsen tinna@movetheelephant.org or Lisa Kepinski lisa.kepinski@inclusion-institute.com

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Informing others

Initiative partners are other initiatives and organisations working for the same purpose, joining forces with us to spread the Inclusion Nudges examples and collect more examples to share through your initiatives.

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Community Business is a not-for-profit organisation whose mission is to lead, inspire and support businesses to have a positive impact on people and communities. Founded in 2003 and based in Hong Kong with a presence in India and the United Kingdom, Community Business works with companies of all sizes and from diverse industries across Asia, harnessing the power of business to drive social change. www.communitybusiness.org

JUMP is the leading social enterprise working with organisations and individuals to close the gap between women and men at work, achieve sustainable corporate performance and create a more equal society www.jump.eu.com

ManageMagazine empowers leaders and managers by publishing actionable knowledge, advice, and education every week of the year. By bringing knowledge straight from researchers and experts to the practitioners, – we connect research, expertise, and practice and break down the dividing lines among them. This way we moreover help leaders and managers in creating prosperous, innovative, and inspiring organizations full of happy people. managemagazine.com

The International Training Centre is the training arm of the International Labour Organisation and runs training, learning and capacity development services for governments, employers’ organizations, workers’ organisations & other national and international partners in support of Decent Work and sustainable development. The NUDgEtool looks at policy design for gender equity by making use of social and behaviouralscience tools. nudging.itcilo.org

The Centre for Global Inclusion is a nonprofit public charity and home of the Global Diversity & Inclusion Benchmarks (GDIB). Our mission is to serve as a resource for research and education for individuals and organizations in their quest to improve diversity and inclusion practices around the world. centreforglobalinclusion.org

GoGetty is an employer branding platform, making gender diversity and inclusion measurable and transparent. Their goal is to help companies, with diversity on their agenda, attract the right candidates and achieve a reputation of an employer of choice. GoGetty helps companies achieve better results through diversity. At the same time, we enable more women reaching higher management and board positions to the benefit of companies and candidates. gogetty.co

#ShesGotThis is a non-profit, youth led organization founded in Norway in 2015 by a young medical doctor, Marie Louise Sunde. We now operate in several Nordic countries. Their aim is to address unconscious bias and gender stereotypes limiting both men and women. With humor and honesty they tackle the institutionalized gender discrimination that is hard to identify, but still happens on a daily basis and has significant implications for society and individuals alike. They seek to highlight through online campaigns individual episodes that separately don’t stand out, but when accumulated shape our views and actions. Together we change mindsets. shesgotthis.co

DerivSource – the source for clear thinkers in the evolving derivatives world
DerivSource is an independent information source and online community for OTC derivatives professionals globally. We provide industry trend analysis, peer commentary and various educational resources via our articles, podcasts, videos and interactive webinars and webcasts. derivsource.com

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Giving technical expertise

Organisations and people that provide services or skills to help develop and drive the initiative’s global activities. It could be: building online platform, social media campaigns, technical support.

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Great organisations supporting us

DEEP has designed our new logo and helped us design this website to establish, evolve or extend the Inclusion Nudges Initiative. They have done this 50% pro bono.

Thank you Adam and Kaeli for your support!

Treeshake is helping change makers gain buy-in for change, innovation, and new ideas. They have been helping us make a strategy for how to reach more people for more impact. Treeshake has done this work 50% pro bono.

Thank you Dave, Natalie, and Maximillian

Great people supporting us

Julian Garcia

Website Construction

Julian built this website from scratch and is a very dedicated person to work with. He has found solutions for all the web challenges we have encountered. Julian has helped many non-profit initiatives as a volunteer.

Thank you Julian for your help.

Silje Vallestad

Scale up expertise

Silje Vallestad is a serial entrepreneur and innovator. Since the age of 14 years, she has founded a number of international organisations and companies ranging from NGOs to tech startups. She is the co-founded of FutureTalks.

Thank you Silje for your help.

Christina Vega Pedersen

Fundraising

Christina is a business anthropologist and a social entrepreneur, helping organisations change human behaviour and to create great business for a better world. She is a trusted advisor for managers, CEOs and politicians.

Thank you Christina for your help!

You?

You would like to help?

We need help to reach millions of people through communication and social media campaigns. We need help to build an online platform as a tool with all the Inclusion Nudges examples. We need help for many things – just reach out to us.

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Contributing Inclusion Nudges

Practitioners and researchers worldwide are contributing examples of inclusion nudges to share with others (in the Inclusion Nudges Guidebook and online on this community platform). You can do the same HERE.

YOU?

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Join All Our Generous Contributors

Abigail Hiza, Alberto Platz, Alexa Mbowa, Alison Maitland, Anita Cassagne, Anita Curle, Ann Dunkin, Axel Jenztsch, Annette Stausholm, Barbara Hopland, Ben Capell, Carol Putnam, Charlotte Sweeney, Cindy Gallop, Debbie Esptein, Elaine Yarbrough, Eric Dziedzic, Flavia Micilotta, Flora Marriott, Gina Badenoch, Gudrun Sander, Howard Ross, Iris Bohnet, Janina Norton, Jo Ann Morris, Jolanda Verbeek, Josefine van Zanten, Julie O’Mara, Juliet Bourke, Karin Middelburg van Goinga, Karsten Jonsen, Katrien Van Eetvelde, Kevin Bradley, Leslie Traub, Lisa Kepinski, Louise Harringe, Lut Nelissen, Manon de Jongh, Martin Swain, Nia Joynson-Romanzina, Renee Anderson, Richard Spada, Sarah Boddey, Sarah Margles, Sergio Franca Leao, Sharon Kyle, Stephen Frost, Sue Johnson, Suzanne Price, Susanne Justesen, Thais Compoint, Tinna C. Nielsen, Ulla Dalgaard, Ursula A. Wynhoven, Verna Myers, Veronika Hucke, Virginia Argarate, Yves Veulliet

Your Monthly Inclusion Nudge: ‘All candidates ready now’ instead of ‘Who is ready?’

This is a ‘Process Inclusion Nudge’.
You can learn more on page 145 in the Inclusion Nudges Guidebook 2^nd edition

The Challenge

We all have thinking tendencies (biases) such as seeking out information to support what we already believe (confirmation bias) and over-valuing information we receive early on in an evaluation (anchoring and the halo effect). We also tend to rate recent performance more highly than earlier performance. This results in unequal evaluations, thus unequal opportunities for career opportunities and a loss of performance potential in the organisation. And we tend to opt-in on people who fit the implicit norm and have similarities to ourselves.

How it works: The Inclusion Nudge

Change the default in the meetings where candidates are being evaluated/discussed for a promotion or successor plan:

**from “Who is ready?” to “All candidates ready now”**

(‘All’ from a pool of candidates, team, department, level, etc.).

**Then, managers argue from that default and find facts for both “Why not?” and “Why” for each person,
instead of only “Why?” in the ‘who is ready’ default.**

This broaden the pool of candidates being evaluated, it shifts the perspective on what it means to be ready, it reduces bias in the decision making process, and promotes more objective evaluations.

Why it works: Behavioural Insights

Changing the default has been used in many situations to positive effect, such as in organ donation programs by shifting the default to all are signed up and can sign out if they want to, and in education by starting a course with all students assigned an ‘A’ (the highest grade).

Using default nudges to foster more inclusion changes thinking from an unconscious to a conscious search for facts. Selecting the best qualified candidates requires that we view a diverse pool of candidates, but most people have difficulty opting in on a person who is not like the majority, do not fit the implicit norm in the organisation, is a minority, does not look or communicate like those already working in that position, etc.. This requires more effort and the complexity in choosing and opting in on someone we do not recognise as a ‘fit’ is difficult. With the ‘all are ready now’ default we make sure it does not require a lot of effort to opt in on ‘outliers’ (visual diversity) and we make it less likely that they are going to opt out on a qualified candidate (due to visual diversity or not obvious cultural ‘fit’).

Share This Example

We received contributions from Japan, Australia, China, India, South Africa, Spain, Austria, France, Belgium, the Netherlands, Germany, Denmark, the UK, Switzerland, Liechtenstein, the U.S., Canada, Mexico, Brazil, and more. We deeply thank you for your participation in this

Abigail Hiza
Alberto Platz
Alexa Mbowa
Alison Maitland
Anita Cassagne
Anita Curle
Ann Dunkin
Axel Jenztsch
Annette Stausholm
Barbara Hopland
Ben Capell
Carol Putnam
Charlotte Sweeney
Cindy Gallop
Debbie Esptein
Elaine Yarbrough
Eric Dziedzic
Flavia Micilotta
Flora Marriott
Gina Badenoch
Gudrun Sander
Howard Ross
Iris Bohnet
Janina Norton
Jo Ann Morris
Jolanda Verbeek
Josefine van Zanten
Julie O’Mara
Juliet Bourke
Karin Middelburg van Goinga
Karsten Jonsen
Katrien Van Eetvelde
Kevin Bradley
Leslie Traub
Lisa Kepinski
Louise Harringe
Lut Nelissen
Manon de Jongh
Martin Swain
Nia Joynson-Romanzina
Renee Anderson
Richard Spada
Sarah Boddey
Sarah Margles
Sergio Franca Leao
Sharon Kyle
Stephen Frost
Sue Johnson
Suzanne Price
Susanne Justesen
Thais Compoint
Tinna C. Nielsen
Ulla Dalgaard
Ursula A. Wynhoven
Verna Myers
Veronika Hucke
Virginia Argarate
Yves Veulliet

… and more contributors who wished to remain anonymous

Contact Us

Feel the Need

These ‘Feel the Need’ Inclusion Nudges are interventions designed to motivate behavioural change for inclusion. The purpose is to make the unconscious mind ‘feel the need’ rather than making the rational mind understand. These interventions builds on the principle ‘show – don’t tell’.

Examples

The Inclusion Nudge: “Illustrate the Power of Implicit Associations” by using a simple question “Can you think of a famous world-class tennis player?” The purpose is to get leaders to experience the power of implicit associations and make them see the results of their answers. Have the leaders make the link to how this leads to exclusion of a wide range of talents.

Why It Works: This Nudge forces a widening of possibilities to counter stereotyping and implicit associations. It acts first as a ‘Feel the Need’ Inclusion Nudge and then becomes a ‘Frame/Anchor’ Inclusion Nudge to help people see the full talent pool.

Source: Alberto Platz, D. Swarovski Corporation AG, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015.

The Inclusion Nudge:

Humanize the Numbers by also using photos (ex: of the executive committee, or partners, etc.) to illustrate/convey the data.

Why It Works:

Photos (human faces) register differently in our mind than numbers. Use the power of both ways of engaging the full brain to see more accurately.

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

Process

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.

Examples

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

Framing

These ‘Framing’ Inclusion Nudges are interventions designed to frame specific perceptions that foster inclusion, diversity, equlity, gender parity, reduce dicrimination, mitigate unconscious bias and other related issues.

Examples

The Inclusion Nudge: Alter the recruiting /workforce planning process by starting with the orientation that all roles may be worked flexibly. If not, then the manager needs to present the case why a role may not be worked flexibly.

Why It Works: This “Opt In/Opt Out” nudge aligns practice with an organization’s intentions of rolling out Flex Work and it ensures the option is not limited to only working mothers. Note that it does not require all roles to be worked flexibly, but the beginning point of the discussion is from a “yes” or “Opt In” position than a position of flex work being the exception. It addresses the bias that flex work is for “less committed employees” or only women by making it for all as the beginning perspective.

Sources: Alison Maitland “Future Work”; Nia Joynson-Romanzina Swiss RE; Ursula Wynhoven, UN WEP; and Lisa Kepinski, Inclusion Institute, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015

The Inclusion Nudge: On gender diversity reports show both male & female data, with the majority figure listed first

Why It Works: By showing majority data first, it interrupts automatic thinking that “accepts” women with low %. It also enables the mind to focus on the majority dynamic in inclusion data and related actions. For example, it can be more jarring to the mind to see 90% male than 10% female, as often leaders are used to seeing such low percentages associated with women. By first seeing the majority, in this example 90% male, causes a pause to the automatic thinking and leaves open space for new questions to be framed.

Sources: Tinna Nielsen, Move the Elephant for Inclusiveness; Lisa Kepinski, Inclusion Institute; and Axel Jentsch, BASF, shared in the Inclusion Nudges Guidebook, Tinna Nielsen & Lisa Kepinski, 2015

We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion

When Lisa Kepinski and Tinna C. Nielsen met in 2013, they were both working in multinational organisations as internal executives leading the global inclusion and diversity (I&D) strategy & function. Using their deeply experienced backgrounds in I&D and as social scientists, they were both experimenting with designing behavioural interventions and nudging for inclusion.

United through their shared passion for creating more inclusive workplaces and societies, they decided to join forces and start sharing their examples of what worked with people across their networks and to also encouraged people to do the same.

They launched the Inclusion Nudges initiative with ‘You share one example and we give you all those we collect’. People started sharing and that was the start of this peer-to-peer community.

They also found it important to make it free of charge to ensure equal access for all people and encourage a wider dialogue and impact.

The people engaged in this initiative today come from all walks of life and all sectors, such as corporate, public, schools, social entrepreneurship, politics, government, NGOs, architects, and more.

We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion

Effort to promote inclusiveness, leverage diversity, and mitigate unconscious bias often get stuck. We have seen this over and over again, and its time to break this pattern. Research in behavioural and social science, and particularly behavioral economics, illustrates how we need to design systems, choice processes, environments, cultures, perceptions, and narratives to influence people’s behavior in a predictable direction.

This is needed because the unconscious mind. controlling 90-99% of our behavior, is biased, emotional, tribal, and irrational. Simply being consciously aware is not enough to achieve inclusiveness and mitigate bias, nor are mandates, willpower, or targets. We all have to make inclusiveness the default and norm.

That’s why the Founders, Lisa Kepinski and Tinna C. Nielsen, began this important initiative. We all need to enable inclusivity as a part of our daily jobs and daily actions, behavior, and communications.

This approach has impact as reported in the Newsweek global research report “Achieving Results” which shows that organizations using de-biasing tools, such as Inclusion Nudges, are 3.1x more likely to be on track with achieving their gender, inclusion & diversity goals.

We are a global non-profit peer-to-peer initiative connecting people on nudging to make impact for increasing inclusion

Designing nudges to achieve inclusiveness was something the Founders, Tinna C. Nielsen & Lisa Kepinski, had each done for years when coming together in 2013. They often experienced that even when they had designed great processes to mitigate bias (‘Process’ Inclusion Nudges), it could be a struggle to get people to buy-in on the changes, and they often found themselves having to convince people – this does not work because that appeals to the rational mind.

The mind that needs to be influenced is the unconscious mind. For that purpose, they developed motivational nudges to make people feel the need for the change (‘Feel the Need’ Inclusion Nudges) and framing people’s perceptions (‘Framing’ Inclusion Nudges) to engage in promoting inclusion and diversity as a performance enhancer and catalyst for innovation and better decision-making instead of a ‘nice to have’.

Each of these three types of Inclusion Nudges are key to enabling greater inclusiveness. And it’s more fun to facilitate change this way.

Inclusion Nudges is a global non-profit initiative.
It’s free for all to join – we are in it for the impact!

We are thousands of people designing and exchanging Inclusion Nudges worldwide. Inclusion Nudges are behavioural interventions designed based on insights from behavioural and social science.

You recieve the free 40 page pdf version of the Inclusion Nudges Guidebook with examples and we will let you when we have collected more Inclusion Nudges to share with you. Also, you can share your Inclusion Nudges.

I am one of the thousands…
who believe this approach makes a difference because it de-biases systems, cultures and behaviour. Together we can finally leverage the diversity of human potential for the greater good.

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