Neuroscienc - Blocks and Enablers

• Neuroplasticity: Initial efforts to rewire behaviours and attitudes through targeted programmes (e.g., mentoring, unconscious bias training, understanding fight, flight, freeze or sawn responses to change).

• Mirror Neurons: Programmes encourage empathy and perspective-taking, but leadership is not yet consistently modelling inclusive behaviours.

• Pause and Pivot: Efforts begin to disrupt reactive thinking by pausing to reflect before decision-making, but this is not yet widespread.

Employee Lifecycle

• Attraction: Proactive outreach to diverse communities and use of inclusive job adverts.

• Onboarding: Standardised onboarding processes include diversity training and a focus on creating psychological safety.

• Development: Introduction of mentoring programmes, Employee Networks, and targeted development initiatives for underrepresented groups.

• Retention: Diversity and inclusion initiatives reduce turnover slightly, but systemic barriers remain.

• Exit: Analysis of exit interview data begins to uncover patterns of exclusion or bias.

Training Modules Content

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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Examples of some content:

Module 1: Neuroscience of Inclusion 1.0

• Understanding Unconscious Bias: Introduction to how the brain forms automatic judgements through heuristics and implicit associations.

• The Science of Empathy: Basics of mirror neurons and how perspective-taking fosters connection and reduces bias.

• Employee and Customer Lifecycle: Identifying how unconscious bias and empathy gaps affect recruitment, retention, engagement, and customer satisfaction.

Module 2: Creating Psychological Safety 1.0

• Reducing Fear-Based Behaviours: Introduction to psychological safety and its role in mitigating the brain’s threat response.

• Open Dialogue Tools: Basic strategies for creating trust, such as active listening and feedback loops.

• Lifecycle Relevance: Understanding how psychological safety impacts team dynamics, retention, and customer loyalty.

Module 3: Habit Formation for Inclusion 1.0

• Neuroplasticity Basics: Introduction to the brain’s ability to rewire itself through repetition and focus.

• Daily Micro-Practices: Simple exercises like inclusive language checks or reflective pauses to build habits.

• Lifecycle Relevance: Identifying touchpoints where habit-building supports inclusion (e.g., in team meetings or customer engagement).

Module 4: Bias Disruption Techniques 1.0

• Cognitive Reappraisal: Basics of slowing down decision-making to challenge assumptions and reduce bias.

• Bias Disruption Tools: Introduction to pause-and-pivot techniques for rethinking knee-jerk reactions.

• Lifecycle Relevance: Exploring where bias arises in recruitment, development, and customer interactions.

Module 5: Inclusive Communication 1.0

• Language and the Brain: Basics of how inclusive language reduces threat responses and builds connection.

• Reward Language: Introduction to dopamine-driven feedback to reinforce positive behaviours.

• Lifecycle Relevance: Using inclusive communication in job descriptions, feedback sessions, and customer service.

Module 6: Anthropological Lens 1.0

• Cultural Evolution and Inclusion: Introduction to the evolutionary basis for group dynamics and in-group/out-group biases.

• Cultural Norms: Basics of how cultural differences influence workplace behaviours and expectations.

• Lifecycle Relevance: Understanding how cultural norms shape employee and customer expectations.

Assessment Toolkit (Enterprise Package only)

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.

Community of Practice (Enterprise Package only)

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.

Tools and Methodology

• Bias Disruption Techniques: Cognitive reappraisal exercises to challenge assumptions.

• Habit Formation for Inclusion: Daily micro-practices to encourage inclusive thinking (e.g., daily gratitude for team diversity).

• Impact Dashboards: Tools to track representation and participation in key initiatives.

• Critical Mass: Techniques to aid the need for consistent modeling to create mass adoption of inclusion.

Customer Lifecycle

• Engagement: Marketing and outreach efforts begin to consider diverse customer demographics and needs.

• Feedback: Customer feedback mechanisms start to include questions on inclusivity, accessibility and sustainability.

• Retention: Initial efforts to adapt services/products for diverse customer needs lead to modest improvements in satisfaction.

Digital Resources

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

Indicators of Progress

1. Demographic targets are set and monitored.

2. Inclusion training is extended beyond compliance.

3. Initial cultural audits reveal areas for systemic improvement.

4. Action plans are developed to address those areas

5. Resistance is change is reframed

Train the Trainers Programme (Enterprise Package only)

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