In a project we're working on with Fryshuset called NextGen Solutions, we address both individual empowerment and systemic change. Like many youth-centered initiatives, NextGen Solutions emphasizes personal empowerment as a foundation for success. Through the program, we support young people, especially girls, in developing their entrepreneurial skills, ideas, and passions. While empowering young people is essential, it’s only part of the picture. Building resilience and skills means little if they encounter barriers upon entering the workforce. No matter how skilled or empowered a young person may be, they can still face a “wall” of biases and prejudice linked to their group. Despite our efforts to foster young women’s entrepreneurial skills in NextGen Solutions, structural biases in hiring practices and workplace cultures often stand in the way, especially for individuals from underrepresented groups.
The question arises: can nudging – a behavioural science tool used to influence decision-making – be applied to enhance diversity in organisations? And can it also encourage individuals from marginalised backgrounds to pursue roles in industries where they are underrepresented?
Nudges have proven effective in various domains, from public health to consumer behavior, by subtly steering people towards making beneficial decisions without limiting their freedom of choice. In the context of organisational diversity, nudges can be employed to encourage inclusive hiring practices. For instance, anonymizing CVs or restructuring job ads to use more inclusive language could reduce bias, making the hiring process fairer. This aligns with the broader strategy of not just empowering individuals but also transforming organizational systems.1
Similarly, by making small, thoughtful adjustments to recruitment processes, such as simplifying the application steps or providing clearer information about career paths, companies can indirectly encourage a more diverse pool of candidates. These actions lower psychological barriers for underrepresented groups who might otherwise feel excluded from particular sectors.2
Workplaces that embrace diversity and inclusion benefit from enhanced creativity and innovation by integrating a wide range of perspectives and experiences. To achieve this, organizations must prioritize strategies for attracting talent from a broad range of backgrounds. Behavioral science techniques, such as nudging, can play a pivotal role in guiding companies toward more inclusive hiring practices and fostering a culture that values diversity.
1 Cervantez, J. A., & Milkman, K. L. (2024). Can nudges be leveraged to enhance diversity in organizations? A systematic review. Current Opinion in Psychology, 60, 101874.
2 Ibid (2024)
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