In the 1990s, Schiphol Airport in Amsterdam solved a simple yet costly problem by adding tiny fly decals in urinals to give users a target - cutting spillage by 80% and cleaning costs by 8%. This subtle environmental shift, known as a “nudge,” illustrates how minor tweaks can lead to significant behaviour changes.
Nudge theory, popularised by behavioural economists Richard Thaler and Cass Sunstein, shows that thoughtful adjustments can guide people toward positive actions without strict rules. While nudges have helped improve public health and finance, what could they do for diversity, equity, and inclusion (DEI)?
Below are innovative DEI nudges that, when integrated thoughtfully, can gently guide employees toward inclusive behaviour without feeling forced.
1. Meeting Rotation Reminders
In many workplaces, dominant voices often take the lead in meetings. By rotating who speaks first, everyone has a chance to contribute equally. Digital calendar reminders or meeting software prompts can reinforce this nudge, shifting hierarchical norms to ensure diverse perspectives.
2. Anonymous Idea Submissions
Some employees may feel hesitant to share their ideas in group settings. Anonymous “idea boxes,” either virtual or physical, allow everyone to contribute ideas without fear of judgement. This nudge promotes a broader range of ideas and reduces status bias.
3. Inclusive Recognition Systems
A regular, rotating recognition system that highlights unique contributions, like creative thinking or cultural insights, can subtly nudge employees to notice and value diverse perspectives. Prominently celebrating these recognitions builds a habit of inclusivity across teams.
4. Bias Checkpoints
Unconscious biases can affect hiring and appraisals. Adding gentle “bias checkpoint” prompts during hiring or assessments encourages managers to pause and reflect on their decisions. These subtle reminders can disrupt automatic biases, nudging decision-makers toward fairness.
5. DEI Progress Tracker
A visible DEI progress “thermometer” tracking collective efforts - like participation in DEI training or creating diverse project teams - can serve as a constant nudge toward inclusivity. This visual reminder motivates teams by showing incremental progress and reinforcing the importance of small, consistent actions.
Why DEI Nudges Work
Nudges work because they align with our brain's tendency toward simplicity and immediate cues over complex instructions. In DEI, this is invaluable.
By embedding subtle, consistent reminders and tweaks within the work environment, inclusivity becomes second nature rather than an aspirational goal.
As DEI becomes part of the workplace fabric, organisations build cultures where everyone feels seen, valued, and empowered to contribute.
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