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3 Ways Science Demystifies Diversity & Inclusion
With DE&I are at the forefront of everyone’s mind, we’ve curated the resources to help leaders understand, and act on, the science.
October 8, 2020
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With DE&I are at the forefront of everyone’s mind, we’ve curated the resources to help leaders understand, and act on, the science.
Building anti-racism and bias mitigation into the systems and processes of an organization might be one of the more effective and sustainable ways to dismantle systemic racism and ensure equal opportunities and fair processes.
The only constant in life is change, as they say. But you can’t expect your behaviors to change just because you really want them to. The same goes for leaders who want to create behavior change in their team members. Early excitement fades over time, and soon we settle back into our old ways.
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 in reshaping their D&I efforts to boost inclusion, mitigate bias, and become more human overall, we felt compelled to revisit the model and explain the underlying science. Because when it comes to addressing systemic racism, you can’t do it just by making it a priority.
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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