Diversity and Inclusion
Thinking differently and doing what works
Behavioural science can help transform our response to inequality at work. We partner with the brightest organisations in the world to apply new insights and experimentation to one of the great challenges of our time.
The articles below are curated to introduce you to our thinking and prompt a conversation.
Moving from good intent to meaningful progress with behavioural science. Inspired by presentations by Professor Iris Bohnet and Rony Hacohen from the Behavioural Insights Team, at the Behavioural Approach to Diversity Conference 2018.
The way we talk about inclusion matters: it influences how people feel about the agenda and their willingness to act in its service. This is a summary of a randomised controlled experiment we conducted in 2017.
A look at the silent influence of gender stereotyping at work, drawing heavily on Professor Alice Eagly’s keynote at the Behavioural Approach to Diversity Conference at the Rotman School of Management.
Unconscious bias training is not an effective way to reduce or mitigate bias in your organisation. Our inclusion lab combines engagement and awareness raising with research-led intervention design.
"Find ways to make people less resistant to information that is threatening. This might be through building them up first, challenging them to take on difficult information or creating a culture where openness is celebrated".
Our Behavioural Insights Director, James Elfer, calls for a more evidence-based approach to diversity and inclusion in this article for the London School of Economics Business Review.
“Gender inequality harms men. It forces us into boxes, mocks our fragility, distorts us with toxic expectations, isolates us from our families and damages our mental health. Progress is for everyone”.
Our laser-focused method of addressing a single, priority issues at work. We combine empirical evidence with organisational data and context to identify vulnerability to bias or exclusion.
Assessment processes are beset by bias and many organisations have data to show unequal outcomes by gender and ethnicity. We use existing research to identify and limit vulnerability.
“There is something worse than no access. And that is being told you can participate but having an experience when you get there that you’re not wanted. And that is the essence of exclusion.”
"With survey data, we can better understand the experiences of employees across the organization. We can identify whether particular groups feel that decisions are unfair, or that their voices aren’t heard".
If we change nothing, nothing will change.
Whether connecting employees with a new vision for inclusion, mitigating bias in your hiring, promotion and performance decisions, or exploring psychological safety and speak-up culture in your teams.
We'll help you think differently and do what works.