DIVERSITY & INCLUSION BY DESIGN

Focusing on the 'system'

Through embedding “nudges” and interrupters, we take small steps that lead to big change which can resonate across your business, your ethos and the way you are perceived in the market.

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IT'S TIME FOR A NEW APPROACH

Despite years of diversity trainings and anti-discrimination policies, one could argue we have not come very far. In fact, the World Economic Forum reports that the gender gap is widening in their 2017 report. McKinsey’s also reports in their 2017 ‘Women in the Workplace’ study, that women only represents 18% of all C-suite roles. That number compares to 12% for men of colour and only 3% for women of colour. This is despite the fact that McKinsey’s 2018 report, 'Delivering through Diversity' reinforced the link between diversity and positive company financial performance.

It’s time to rethink how we approach Diversity and Inclusion. To make diversity work, we need inclusion. To get to inclusion we need to redesign our systems and processes.

By using findings and techniques from Behavioural Economics, we can insert Inclusion Nudges and Bias Interrupters to mitigate bias, cultivate inclusion which ultimately allow us to harness our diversity for innovation.

Bias interrupters and Inclusion Nudges are evidence-based models that provides solutions. By taking small steps, embedding instead of throwing out, we can yield big change.

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WHAT IS A NUDGE?

Nudges and interrupters are tweaks to basic business systems (hiring, performance evaluations, assignments, promotions, and compensation) that interrupt unconscious bias in the workplace, often without ever talking about bias.

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