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.
Celebrating differences in teams may sound well-intentioned, but research shows it pays to build inclusion through celebrating similarities.
Leaders may understand why inclusion matters, but still fail to put it into practice for their organization. A new NLI white paper offers some strategies.
Whether it's sharing an idea or challenging someone else's behavior, speaking up at work is fraught with feelings of threat.
Inclusion is proven to be good for business, but it's also been shown to afford employees a host of psychological and physical benefits.
Unconscious bias lives in everyone. For leaders, it’s exceedingly important to learn to mitigate that bias before it negatively impacts decision-making.
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.
When the right people come together, teams can think and act more efficiently. At NLI, we call this balance “optimal inclusion.”
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.
If you have a brain, you're biased. The SEEDS Model® organizes five kinds of unconscious bias that affect decision-making the most.