• Psychological Safety: Leaders create environments where employees feel safe to voice ideas and challenge the status quo.

• Growth Mindset: Teams embrace learning from mistakes and view feedback as an opportunity for growth.

• Synaptic Shifts: Organisational habits are rewired through sustained practice and reinforcement of inclusive behaviours becoming consciously inclusive.

• Attraction: Recruitment strategies are fully inclusive, using AI tools to identify and mitigate bias.

• Onboarding: Bespoke onboarding programs are tailored to individual needs, fostering a sense of belonging from day one.

• Development: Systemic changes remove barriers to progression, ensuring equitable access to opportunities.

• Retention: High levels of psychological safety lead to increased retention of diverse talent.

• Exit: Exit data is routinely analysed to improve the employee experience.

There are two levels of training. 1) for Leadership and 2) for employees. The content of each is tailored for positions in terms of power, privilege, influence and role.

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Module 1: Neuroscience of Inclusion 2.0

• Advanced Bias Recognition: Exploring deeper brain processes like the Default Mode Network (DMN) and its role in habitual biases.

• Empathy in Action: Strategies to strengthen empathy using active listening and intentional perspective-taking.

• Lifecycle Applications: Embedding empathy and bias awareness into recruitment decisions, customer service scripts, and leadership practices.

Module 2: Creating Psychological Safety 2.0

• Threat and Reward Systems: Exploring the brain’s SCARF model (status, certainty, autonomy, relatedness, fairness) in creating safety.

• Advanced Trust-Building: Techniques like vulnerability loops and constructive conflict management to foster safety.

• Lifecycle Applications: Integrating safety-building techniques into performance reviews, onboarding, and customer interactions.

Module 3: Habit Formation for Inclusion 2.0

• Building Inclusive Habits: Using habit loops (cue, routine, reward) to integrate inclusion into daily behaviours.

• Team-Level Practices: Introducing group practices like inclusive meeting protocols or collaborative decision-making.

• Lifecycle Applications: Embedding habit formation into performance management and customer feedback loops.

Module 4: Bias Disruption Techniques 2.0

• Neuroscience of Decision-Making: Understanding the brain’s shortcuts (e.g., heuristics) and how to disrupt them.

• Advanced Disruption Practices: Practical tools like structured decision-making frameworks or reverse mentoring.

• Lifecycle Applications: Embedding bias checks into hiring panels, succession planning, and customer surveys.

Module 5: Inclusive Communication 2.0

• Neuroscience of Framing: Exploring how different language choices trigger threat or reward responses in the brain.

• Advanced Feedback Techniques: Leveraging positive reinforcement and reframing to build belonging.

• Lifecycle Applications: Embedding inclusive communication into leadership training and customer engagement scripts.

Module 6: Anthropological Lens 2.0

• Cultural Bias and the Brain: How unconscious cultural assumptions influence decisions and behaviours.

• Global Inclusion Strategies: Tools for bridging cultural gaps and creating shared purpose in diverse teams.

• Lifecycle Applications: Embedding cultural awareness into global HR processes and customer engagement strategies.

1. Surveys and neuroscience-based assessments to measure psychological safety, belonging, and inclusion levels in teams.

2. Data visualisation tools to track progress and impact.

1. Access to a global network of licensees who share best practices, challenges, and solutions.

2. Option of review for verification from BARDO

3. Ongoing webinars, workshops, and updates to keep the framework fresh and relevant.

• Psychological Safety Assessment: Tools to measure and improve team dynamics.

• Neuroscience Training for Leaders: Workshops on managing resistance and creating cultural shifts.

• Inclusion Scorecards: Metrics to track systemic change and individual behaviours.

• Engagement: Customer insights are drawn from diverse perspectives to inform strategy.

• Feedback: Inclusive feedback loops actively seek input from underrepresented customer groups.

• Retention: High satisfaction among diverse customer demographics leads to increased loyalty.

1. Interactive modules, quizzes, and virtual scenarios to reinforce learning.

2. Customisable templates

3. Practical Tools & Templates - Checklists, conversation starters, and templates for fostering inclusion in meetings, hiring processes, and performance reviews.

4. Scripts and guides for addressing exclusionary behaviour compassionately.

5. (Enterprise Package only) An online portal where licensees can access videos, workbooks, toolkits, and other resources all framed around the employee and customer lifecycles:

6. (Enterprise Package only) Webinars – pre-recorded and networking

7. (Enterprise Package only) Live Q&A Sessions Monthly

1. Leaders are held accountable for inclusion outcomes.

2. Talent systems are restructured to ensure equity.

3. Regular pulse surveys measure psychological safety across teams.

A certified programme to train in-house facilitators to deliver the framework across their organisations.