Inclusive Nudges: What they are and why they matter.
Inclusive nudges are small, subtle changes in the environment or communication that encourage people to behave in more inclusive ways. They are designed to help overcome unconscious biases and create a more welcoming and respectful workplace for everyone.
In this blog post, we will break down what inclusive nudges are, provide examples of them across the organisation for each protected group, and explain why they are important.
What are inclusive nudges?
Inclusive nudges are interventions that aim to influence behaviour without restricting freedom of choice. They are based on the idea that people are more likely to do the right thing when it is made easy and attractive for them. Inclusive nudges can take many forms, such as:
- Changing the default option: For example, setting the pronouns field in the email signature to “they/them” by default, instead of leaving it blank or assuming binary gender.
- Providing feedback: For example, giving feedback to managers on their team’s diversity and inclusion metrics, such as the percentage of underrepresented groups in their hiring pipeline or promotion rates.
- Using inclusive language: For example, avoiding gendered language in job descriptions or using “partner” instead of “spouse” in benefits communications.
- Creating visual cues: For example, displaying posters or images that represent diverse groups of people in the workplace or using colour-coded name tags to indicate preferred pronouns.
Examples of inclusive nudges across the organisation for each protected group
Inclusive nudges can be tailored to specific groups of people who are protected by anti-discrimination laws, such as race, gender, age, disability, religion, and sexual orientation. Here are some examples of inclusive nudges for each group:
- Race: Using blind CV screening to remove names and other identifying information that could trigger unconscious bias, or providing cultural competency training to help employees understand and appreciate different cultural backgrounds.
- Gender: Offering flexible work arrangements to accommodate caregiving responsibilities or using gender-neutral language in job titles and descriptions to avoid gender stereotypes.
- Age: Providing training and development opportunities for older workers to keep their skills up-to-date or using age-inclusive language in communications to avoid ageism.
- Disability: Providing accessible technology and facilities or using person-first language to emphasize the person rather than the disability.
- Religion: Offering flexible scheduling to accommodate religious observances or providing prayer rooms or quiet spaces for meditation.
- Sexual orientation: Using gender-neutral language in communications to include same-sex partners or displaying rainbow flags or other symbols of LGBTQ+ inclusion.
Why are inclusive nudges important?
Inclusive nudges are important because they help create a more welcoming and respectful workplace for everyone.
They can help reduce unconscious bias, increase diversity and inclusion, and improve employee engagement and productivity.
Inclusive nudges can also help organisations comply with anti-discrimination laws and avoid legal risks. By making small, subtle changes in the environment or communication, inclusive nudges can have a big impact on creating a more proactive, inclusive workplace culture. Inclusive nudges are powerful tools for creating more inclusive workplace cultures. By making small, subtle changes in the environment or communication, organisations can encourage people to behave in more inclusive ways and overcome unconscious biases. By tailoring inclusive nudges to specific groups of people who are protected by anti-discrimination laws, organisations can create a more welcoming and respectful workplace for everyone.