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Despite Detractors, Corporate DEI Is Here to Stay
Here are four things leaders must do to keep clear amid the chaos.
April 23, 2024
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Here are four things leaders must do to keep clear amid the chaos.
This article from The Hill includes commentary from Janet M. Stovall (NLI’s Global Head of DEI) about the dissolvement of The House Office of Diversity and Inclusion.
The CDO-CHRO alliance is a force to be reckoned with. The SHIELD model shifts the conversation from a technical concern to a core business and ethical imperative.
Organizations should think about their habits and reward systems to help women leaders thrive.
The decision to dissolve the House Office of Diversity and Inclusion (ODI) is a setback to a more inclusive society, with implications for both the public and private sectors. But there’s one big difference: Business can do something about it.
This article from The Hill includes commentary from Janet M. Stovall (NLI’s Global Head of DEI) about the dissolvement of The House Office of Diversity and Inclusion.
These best articles from 2023 offer clarity around diversity, equity, and inclusion.
Some of the world’s brightest science and business leaders convened to share solutions to major workplace challenges, including the RTO debate, DEI, AI disruption, and reskilling.
Hot-button issues like hybrid work, the future of DEI, and AI disruption will take center stage at the 2023 NeuroLeadership Summit. Here’s what leaders can expect to learn.
Achieving a universal feeling of inclusion can be challenging for even the most diverse teams, but it can be done with the right skills and habits.
In this infographic, we dive into how the brain reacts to unfairness and why systems must be overhauled to achieve true equity.
Here’s how to recognize — and mitigate — the most common mental shortcuts.
Employers can play a pivotal role in supporting gender diversity and ensuring everyone feels valued and included. Here are some steps to consider.
With a leadership gap looming, organizations need to challenge assumptions about what makes a good leader.
Diversity isn’t just a “nice to have.” It’s a key element of an innovative business culture.
In this CMSWire article, Global Head of DEI at the NeuroLeadership Institute, Janet M. Stovall, shares three touchpoints in the customer experience where diversity and inclusion impact the customer experience.
Four steps organizations can take to ensure DEI is a business asset with a bottom-line business value.
In this article written for Fast Company, NeuroLeadership Institute’s Global Head of DEI, Janet M. Stovall, explains how diversity training can work to change behaviors if done correctly.
Our best advice from 2022 about how leaders can mobilize toward achieving diversity, equity, and inclusion goals.
Although many organizations are striving to create a psychologically safe workplace, it can be hard to picture what that actually looks like. Here are three examples.
Taking inclusion beyond lip service requires constant, dynamic efforts at improvement.
Janet M. Stovall and Michaela Simpson discuss how genuine allies can examine their intentions and use their privilege to advocate for change.
A discussion on why it’s so hard to get authentic allyship right.
A look at the differences between performative allyship and authentic allyship.
Whether you’re a seasoned DEI practitioner or looking to dive into organizational DEI efforts, NLI’s guide will get you up to speed.
When we’ve invested time and effort into a project, it’s hard to let go — even if continuing will create more losses.
By mistaking employees’ perspectives, leaders risk losing valuable insights and making employees feel unheard. Here’s how to do it right.
If you think you need to focus #change or #DEI efforts on the people who disagree, you’re missing out on the power of the middle.
As we celebrate Pride month and Juneteenth and look to other national awareness months and holidays, set your sights on goals that show your company’s authentic activism.
Although most people would never admit to following the crowd, social norms are a surprisingly powerful impetus for behavior change.
Any type of job transition is hard, but particularly one in which your identity is so tied up in what you do. That’s what Eric Hipple, a former NFL quarterback for the Detroit Lions, found as he navigated life after pro football.
Science-backed ways to help you make sense of the world in times of crisis.
It can be helpful to reassess situations to regulate our emotions. But when we’re quite stressed, that reassessment could turn malevolent.
Transitions are tough. In this Q&A, we speak with a recent college graduate about what she’s learned about transitions, and why her viral video on the topic struck a nerve.
Recent research shows napping, when done right, can increase alertness, and enhance our cognitive performance, memory and training. Here’s how to get the most out of a midday snooze.
Studies show that power leads managers to focus on goals, not people. Here’s how to make employees feel cared for in a time of disconnection.
We spoke with three neurodiversity advocates about how to create more neuro-inclusive hiring practices and workplace cultures.
Companies are finding it hard to bring people back to the office, despite luring them with everything from free lunch to free concerts with Lizzo. Here’s how to bring people back, in a brain-friendly manner.
Anecdotal evidence speaks loudly, but here’s what the data says about women in neuroscience and why they’re leaving.
One soft skill has a place on the battlefield, the boardroom, the breakroom, and the Zoom room. Immerse yourself in stories that illustrate the benefits of compassion in any setting.
As companies return to office, a staggering statistic has arisen: only 3% of Black Professionals want to return to in-person work. Why?
Systemic change at scale takes time, effort, and an evidence-based approach. This executive order is a golden opportunity to follow the science, experiment with novel approaches, and follow the data about what works.
Diversity training can feel performative, and elicit groans from those asked to attend. But it absolutely can be impactful, and that’s through a mix of both delivery and measurement.
What does your brain look like on goals? What’s happening? How could the process be better?
If you’re trying to differentiate some of our learning and habit activation products based on your current needs, here’s (almost) all of our product explainer videos in one place.
A landing place for some of the big themes around work as of late 2021.
President Biden has continued his series of executive orders, the latest one focusing on DEIA. Here are some brain-based actions agencies can take.
Reports are coming due on how government agencies are advancing equity issues, and there’s a reinvigorated spirit around DEI topics in the government sector. How can government maximize this moment?
We talk often about the logistics of returning employees to offices, which is no doubt important. But what do managers need to do in order to manage the EMOTIONS of the moment?
As talent becomes increasingly global 18 months into the pandemic, more and more teams are having to achieve goals without ever having the pleasure of meeting in-person. How does that all work?
A look at the differences between performative allyship and authentic allyship.
COVID most assuredly is not “over,” and the fall might be an even worse time for some communities. Time will tell on COVID’s various impacts on work, but here’s some of what we know now.
How could companies start doing better around diversity and inclusion — but for real this time?
What three scientific elements should we focus on to create more inclusive Australian workplaces for the differently-abled?
Juneteenth has been officially recognized as a federal holiday by U.S. Here’s a list of resources to enrich your understanding of this important holiday.
The workplace is shaped by how people interact with other people. That’s where allies come in.
Psychological research can help us better direct diverse teams to the right places, and at the right time, to make the most of early wins.
Before you can launch any initiative, you’ll need your leaders’ buy-in. So we’ve compiled a list of our most foundational pieces on allyship to help you make the case to your organization.
Many business leaders aren’t quite sure how to define, develop, or deploy the “E” in DE&I. Here’s what the science says.
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Technology PRACTICE AREA Diversity, Equity & Inclusion PRODUCT Trusted as the Bias Mitigation Partner To Some of the World’s
In 1971, a Yale psychologist borrowed a chilling concept from the novel “1984” to label a new phenomenon of human behavior.
When tech giant Google fired a prominent AI researcher last week, it was not a great PR moment for the company. Will it also bring a legal headache?
Human beings enjoy cohesion so much that we are often afraid to say anything to disturb it. Diversity can help.
Bias affects the way we communicate, often obscuring our feelings and intentions. Science offers a better way to communicate.
Celebrating differences in teams may sound well-intentioned, but research shows it pays to build inclusion through celebrating similarities.
Unlocking the power of a diverse organization requires creating a sense of inclusion. These three action-oriented ideas can help offer a roadmap.
If leaders can make their organization a psychologically safe place to speak up, they can tap into a wellspring of new ideas from otherwise quiet folks.
Speaking up is essential to share ideas, question decisions, and challenge behaviors. Here are a few big ideas that can help any leader raise quiet voices.
Inclusion is proven to be good for business, but it’s also been shown to afford employees a host of psychological and physical benefits.
Do your employees feel comfortable speaking up in a constructive manner? Or do they fly blind with disastrous consequences?
Leaders who practice optimal inclusion—that is, deploying the right people for the right jobs—can create more efficient, effective teams.
Unconscious bias lives in everyone. For leaders, it’s exceedingly important to learn to mitigate that bias before it negatively impacts decision-making.
For over two years, Microsoft has been on a journey of cultivating allyship in its leaders and employees, and CDO Lindsay-Rae McIntyre has led the charge.
A recent Wall Street Journal article put Google’s diversity struggles on full display: Googlers of all ideologies and political leanings are finding it difficult to reconcile their personal beliefs with
Twin crises have renewed our appreciation for open and honest communication, and especially for those who speak up when it matters most.
Sephora is making concerted efforts to halt discrimination at its stores and within its corporate offices as the retail industry continues to experience a reckoning for a history of racist
Bias and inclusion may appear together in D&I conversations, but from a scientific standpoint, they are undeniably different.
Priorities aren’t enough to make lasting changes to diversity and inclusion. Leaders must also focus on building the right habits and systems.
Any business leader will tell you the right team is essential for fostering innovation and success. But is talent development an art or a science? Increasingly, it’s appearing the answer
As interest in allyship swells, so does the risk for misinterpretation. We’ve combed through the research and presented these myths about allyship.
Employees who are empowered to speak up and offer feedback to their superiors are more likely to offer ideas on how to improve the business.
We’ve written before on the importance of creating priorities, habits, and systems (PHS) when it comes to large-scale culture change. But with so many organizations taking a renewed—or perhaps unprecedented—interest
Recently, our social media feeds have been plastered with companies announcing their support of the Black Lives Matter movement and other racial justice initiatives. Some of those announcements, from companies
About 3 weeks ago, the emails started. Companies sent out emails to thousands of subscribers asking for forgiveness and pledging support for Black communities. The emails came suddenly and in spurts.
I&D initiatives should build upon other each other in meaningful and coherent ways, like movies in a shared universe. We call it the “Marvel Model.”
You wouldn’t expect to find Buzz Lightyear at Monsters University. It just wouldn’t happen. The miniature space explorer and the institution of higher learning for mythical creatures exist in two
Leaders may understand why inclusion matters, but still fail to put it into practice for their organization. Research from NLI can offer some strategies.
Sony Pictures Entertainment Chairman and CEO Tony Vinciquerra shared with employees today details about the studio’s racial equity and inclusion initiative program, Sony Pictures Action. Continue Reading on Deadline
Diversity without inclusion can lead to a revolving door of talent, which means leaders should focus on uniting teams around shared goals.
Diversity & inclusion isn’t a “nice to have” during a crisis. It’s how organizations ensure the best ideas help solve the most pressing problems.
We can learn a lot from the failed speaking-up moments from ill-fated flights like the Challenger. Learn how to help your team speak up when it matters.
Leaders who offer flexible work arrangements increase the diversity of their hiring pool, new data suggest. They may also build greater inclusion.
Range is critical for not only individuals, but teams too. Learn how cultivating collective range can help your team defeat groupthink.
Continue Reading on Forbes
Speaking up does more than just elevate new voices. It creates a richer, more creative network of ideas within an organization.
Individual contributors all the way up to CEOs are curious where to start when it comes to diversity and inclusion. Here’s the brain-based answer.
For the past few years, Microsoft has been embarking on a journey to diversify its workforce and increase feelings of inclusion company-wide.
It’s one of the most common missteps leaders make in expanding their talent pool: creating diversity without inclusion. Here’s why both matter.
Powerful people are revered for their visionary thinking and ability to inspire. But research also reveals the more dangerous, negative effects of power.
Dr. Mona Weiss studies why some people speak up at work, and others keep quiet. Here she presents leaders with some advice to raise quiet voices.
Diversity goes far beyond the mere notion of quotas. It’s how modern teams raise their collective intelligence and make smarter decisions.
Mastercard CIO Randall Tucker knows how to talk about diversity and inclusion so that people will listen. And it starts with a focus on business strategy.
In order to create more diverse and inclusive cultures, leaders need to learn how to change behaviors, rather than focus on changing beliefs.
It’s hard to know when we’ve assembled just the right people for just the right jobs. That’s where the idea of “thoughtful exclusion” comes into play.
Whether it’s sharing an idea or challenging someone else’s behavior, speaking up at work is fraught with feelings of threat.
There are two key habits leaders can build in their cultures to promote speaking up: minimizing a threat state in speakers and those being spoken to.
Continue Reading on strategy+business
When the right people come together, teams can think and act more efficiently. At NLI, we call this balance “optimal inclusion.”
Here’s how leaders create an environment in which both extroverts and introverts feel comfortable sharing their ideas in meetings.
Every meeting contains some mixture of extroverts and introverts — people who speak up and those who keep quiet. Here’s how to raise quiet voices.
As corporations and governments grow ever more reliant on artificial intelligence to help them make decisions, algorithms have more and more power to influence our lives. We rely on algorithms
A great deal of research makes it clear that identity diversity matters just as much as cognitive diversity in creating effective teams.
The Bay of Pigs Invasion, a political move widely viewed as a textbook case of failed decision-making, has helped psychologists study major organizations.
What causes groupthink? One major factor is the tendency people have in meetings to rush toward consensus, just so the meeting can end earlier.
Groupthink is what happens when team members stop thinking independently, don’t speak up, and race toward consensus. But leaders can still avoid it.
Whether someone speaks up at work or keeps quiet often comes down to their sense of social threat or reward, which leaders play a crucial role in creating.
The NeuroLeadership Institute is set to launch a new journal article, “Debunking Gender Myths: The Science of Gender & Performance.” It’s our deep dive into what the research says about how
Jam-packed meetings and overflowing project teams don’t do anyone any favors. They cause delays, create confusion, and generally make organizations less effective. At the NeuroLeadership Institute, we view this as
Author and professional poker player Maria Konnikova explained at this year’s NeuroLeadership Summit how leaders can make smarter decisions.
Everyone knows the pain of feeling left out, but fewer discuss the dread of needlessly being left in. This is what we at the NeuroLeadership Institute call over-inclusion, and the downsides are massive.
Peter Glick is a psychologist who studies benevolent sexism — the paternalistic belief that women are pure, fragile flowers in need of men’s protection. Benevolent sexism, unlike hostile sexism, feels
Business leaders can learn a lot about diversity from college kids solving fake murders. It was 2009. Northwestern University researchers had just given groups of fraternity and sorority members mock
If leaders want to make the best decisions possible, it’s critical for their employees to feel confident about voicing opinions that challenge the status quo — or at least what
Bias isn’t just something that happens within a person. It also happens between people — namely, in meetings. Without meaning to, people at the head of the table routinely make
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This week, Starbucks responded to public outrage following the arrests of two black men who were simply waiting to meet a friend at one of its Philadelphia locations. As a
Assessing “culture fit” shouldn’t be a gut decision. Here’s how to interview candidates with more precision, based on what your work culture is actually like. One of the hardest parts
In 2004, Pamela Smith, now an associate professor of management at the University of California, San Diego, happened upon a clue into what power does to the brain. She was
I had a fascinating conversation with a coworker the other day. The essence of it was a question: “Why do companies put diversity and inclusion in a silo?” What we
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.
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