Replacing subjectivity with objectivity is the key to sustaining DEI amid changing internal priorities and external pressures.
Follow the science to unlock the value of diversity to improve organizational outcomes and culture.
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Some of the world’s largest and most impactful organizations benefit from thinking with NLI across practice areas led by world-renowned experts.
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Learn how organizations like yours leverage neuroscience to prioritize diversity, habituate inclusion, and systematize equity — with evidence-based practices and measurable results.
Keeping company culture and working conditions optimal for innovation is essential to Dataminr’s competitive position in the marketplace.
To preserve that position, the company’s leaders knew there was a need to revamp hiring processes to fully reflect the Diversity, Equity, and Inclusion (DEI) priorities to which they had committed. Long after other companies retreated from DEI work in the post-pandemic era,
Dataminr doubled down.
The idea was to go far beyond just improving hiring practices. Dataminr wanted to make the broad company culture and standard procedures equitable by design. To get there, they needed a partner with extensive experience managing behavior transformation at scale.
That’s how Dataminr and the Neuroleadership Institute began their work together.
Learn how organizations across a wide variety of business verticals build the habits to mitigate bias, accelerate inclusion and systematize equity.
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The Neuroscience of Breaking Bias
The Neuroscience of Smarter Teams
The Neuroscience of Speaking Up
The Neuroscience of Advocating for Others
The Neuroscience of Better Hiring
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Over the last 25 years, we’ve cracked the code for culture change at scale. Discover what science-backed habit activation can do for your organization.
In 2007, David and Lisa Rock and their team had been working in leadership development and executive coaching for ten years, when David coined the term “NeuroLeadership.”ef
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