Research in behavioural economics and organisational psychology shows that people do not act purely rationally. Decisions are largely driven by automatic and unconscious thought patterns. Time pressure, complexity and cognitive overload all amplify this effect.
Nudges use this knowledge in a targeted way to guide behaviour in a desired direction – without coercion, sanctions or persuasion.
In the context of increasing diversity within organisations, inclusion nudges play a particularly important role. These targeted interventions address unconscious decision-making processes and make diversity a natural part of everyday working life. Our approach focuses on three key levers:
- Making the invisible visible:
Through targeted data visualisation and shifts in perspective, leaders recognise where imbalances exist and why change is needed. - Reframing perceptions:
Through language, numerical framing and visualisation, we influence where attention is directed. Diversity is therefore not seen as an additional task, but recognised as a valuable resource – one whose underutilisation leads to measurable losses. - Systematically promoting inclusion:
We design decision-making, selection and collaboration processes in a way that allows inclusive behaviours to emerge naturally, without requiring additional effort. The goal is to reduce bias in everyday working life and systematically integrate diverse perspectives.