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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.
These best articles from 2023 offer clarity around diversity, equity, and inclusion.
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.
Corporate jargon is annoying, exclusive, and confusing — so why do we keep using it?
Five generations in the workplace provides plenty of opportunity for friction — and innovation.
Diversity isn’t just a “nice to have.” It’s a key element of an innovative business culture.
Four steps organizations can take to ensure DEI is a business asset with a bottom-line business value.
As we look to 2023, we outline four leadership trends to keep your pulse on.
Don’t miss out on the many upsides of candidates with “portfolio careers.”
Taking inclusion beyond lip service requires constant, dynamic efforts at improvement.
Power doesn’t have to corrupt leaders. Here’s how to keep thinking about people first.
As the evolution of telework for the federal workforce continues, neuroscience can help leaders navigate new dynamics.
Whether you’re a seasoned DEI practitioner or looking to dive into organizational DEI efforts, NLI’s guide will get you up to speed.
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.
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.
We spoke with three neurodiversity advocates about how to create more neuro-inclusive hiring practices and workplace cultures.
As companies return to office, a staggering statistic has arisen: only 3% of Black Professionals want to return to in-person work. Why?
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?
Many workers won’t be returning to an in-office situation anytime soon. We know the biases baked into telework; now’s our chance to mitigate them.
Let’s Start a Conversation Read the Full Case Study KEY INDUSTRY Financial Services PRACTICE AREA Diversity, Equity & Inclusion PRODUCT Trusted as the Bias Mitigation Partner To Some of the
The pandemic has played havoc with our mental health, and a significant factor in our malaise is that we’re missing our people—terribly. We long for friends, family and colleagues. We
Change can be scary and tiring, but it also represents an amazing (and fleeting) opportunity to build a better world of work. Here’s how.
Unlocking the power of a diverse organization requires creating a sense of inclusion. These three action-oriented ideas can help offer a roadmap.
Inclusion is proven to be good for business, but it’s also been shown to afford employees a host of psychological and physical benefits.
Understanding the nuances between allyship and inclusion is important to helping your team act in everyone’s best interest, and correct past imbalances.
Deb Bubb, IBM’s Chief Leadership, Learning, and Inclusion Officer, is bringing her work home in an inspiring and transformative way. Here’s how.
Leaders who practice optimal inclusion—that is, deploying the right people for the right jobs—can create more efficient, effective teams.
The data say leaders need to get more intentional about cultivating diverse talent. The science of allyship and inclusion can show us how.
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
Bias and inclusion may appear together in D&I conversations, but from a scientific standpoint, they are undeniably different.
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
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
While many people have started going back into the office, talent leaders should stay mindful of those still at home—and how to cater to both groups.
Leaders may understand why inclusion matters, but still fail to put it into practice for their organization. Research from NLI can offer some strategies.
Social interaction significantly contributes to mental health—taking it away jeopardizes our stability. To stay connected, we to need bring back the personal.
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.
Learn the essential habits for leading inclusive virtual meetings and keep your team engaged, collaborative, and innovative in the process.
With many employees working from home full-time, developing these five habits to mitigate distance bias is critical to good decision-making.
Amid the CV-19 crisis, work relationships can be complex. The science of social threat and reward can help us understand and fulfill our partners’ needs.
Working remotely may be the new normal for the foreseeable future. Learn how you can make working remotely more brain-friendly, productive, and inclusive.
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.
Powerful people are revered for their visionary thinking and ability to inspire. But research also reveals the more dangerous, negative effects of power.
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.
This year’s NeuroLeadership Summit will feature scientists doing research around teamwork, learning, motivation, and more.
Author and speaker Douglas Rushkoff will give the opening keynote address at this year’s NeuroLeadership Summit, speaking on why we should keep teams human.
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.
Leaders typically think of growth mindset in terms of performance, personal growth, career development, and skills improvement. But the concept also can be crucial to driving diversity and inclusion efforts.
By Khalil Smith, Heidi Grant & Kamila Sip Organizations have rightly started making diversity and inclusion top priorities. And accordingly, managers have become more sensitive about who they hire, promote,
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
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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