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...
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...
Checklists can be a powerful tool to help us make wiser decisions when complexity is high. Checklists enable us to act and make decisions based on facts and considered perspectives rather than leaving our decision-making to unreflective thinking based on old habits...
This question comes from Barry Phillips who is a former practising barrister specialising in employment and equity issues and is the Chair of Legal Island, a workplace compliance focused company working across Northern Ireland and the Republic of Ireland. Barry is...
Setting targets to reduce homogeneity instead of focusing on women, minorities, and diversity can significantly reframe perceptions and increase support for change. The way most organisations set targets for diversity poses a challenge and can become an unintended...
In behavioural change work, an evidenced-based, data-informed approach is needed to support the intended changes in behaviours and organisational systems. By applying behavioural science designs and Inclusion Nudges, you can get the biggest impact from data to...