DIVERSITY & INCLUSION
While Diversity and Inclusion requires many strategies, we focus on two breakthroughs that are
crucial to wide-scale change.
We developed the world’s first model for mitigating bias, rather than just raising awareness.
And we’re experts in shifting just the right habits to create more everyday inclusion.
Prioritising Diversity and Inclusion isn’t enough. And if executed the
wrong way, programs can backfire.
The key is to understand the cognitive mechanics that hamper — and
support — diversity and inclusion.
As spotting unconscious bias in your own mind is exceedingly
difficult, we teach team members to call it out in one another. Focusing on differences only increases out-groups, Focussing cultivate in-groups.
In short: Work with the architecture of the brain, not against it.
Since the first study showing a link between diversity and financial performance, about 200 other studies have come to the same conclusion: Diverse and inclusive workplaces are more creative, more durable, and yield better financial...
Creating a D&I initiative at your organisation is a bit like the chicken and the egg problem: Which comes first, diversity or inclusion? On the one hand, diversity matters because it ensures multiple viewpoints and...
The traditional performance review is a confidential, closed-door meeting between no more than two people. Research suggests it is also totally misguided. Though we may think we’re making accurate, objective assessments during a performance review,...
NLI Perspectives: Cultures of Inclusion
In today’s world of work, leaders looking to gain a competitive edge must focus on employees’ ideas.
In “Cultures of Inclusion,” we’ve compiled seven articles and blog posts capturing the NLI perspective on inclusion — pieces that bust myths, shed light, and offer advice. Implemented correctly, we believe they can help any team work more effectively.