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Dear Friend,

Since the early 2000s, there’s been huge interest in ‘nudges’ as cheap, easy ways of creating behaviour change in our personal lives, workplaces and even wider society. Nudges act as a quick, clear, direct prompt to promote behaviour change. The whole point of them is they’re not lengthy, involved and complex. For example, a nudge could look like a text to your phone reminding you to work-out or could appear as a poster in a public space telling you what to avoid. It’s understandable why they’re so popular and the thinking behind them is not entirely unconvincing. And while we at FF see huge value in nudges as a part of any inclusion endeavour — we don’t believe, alone, they’re enough.


[Image description: A large blue drawn hand pokes at a person in a suit, looking back at it. Photo by MARK AIRS/GETTY IMAGES, ADAPTED BY M. ATAROD/SCIENCE] 
In her latest blog piece, our Director of Programmes Sara Shahvisi outlines three reasons why a nudge just isn't effective on its own when designing for inclusion in our companies. Click here to read more about the popular pitfalls of this practice, and what you can work on instead to provide robust opportunities for building equity into the workplace. 

What is true justice for George Floyd?

While many are celebrating the guilty verdict of Derek Chauvin, the police officer who murdered George Floyd last summer, we must be careful about how we frame this news within the broader context of justice for Black Americans. As Mariame Kaba and Andrea J. Ritchie explain, Chauvin's conviction is the exception to the rule, where police officers in the US on average kill three people a day and are extremely unlikely to lose their jobs for it, let alone be convicted. In a legal system historically and presently designed to target poor people of colour then, we can only define this moment as an accountability measure for Chauvin's violence. True justice can only be achieved by ensuring Black people can live their lives without fear of being killed by the police. Even as Chauvin was being "held to justice" on April 20, 2021, a 16-year old Black teenager named Ma'Khia Bryant was shot and killed by police after she herself called the police for help. Clearly, reforming the police will never serve those targeted by a racist system. What does this mean for our workplaces then? Considering how we support a process to defund institutions that perpetuate violence, and instead invest in the education and health of our communities. 

Virtual Workshop - Thinking Outside the Boxes:
a Holistic Approach

Thursday, 6th May from 9:00AM-11:30AM GMT
As unfashionable as it is to say it, creating an inclusive culture in your organisation relies on understanding the complexity of the underlying issues that prevent robust change. Leaders who care about inclusion therefore need new, sharper tools to make this a reality. This workshop will be an introduction to how leaders who care about making inclusion happen can sharpen their thinking outside of and across inclusion silos as you design and lead on making inclusion a reality. If you are interested, sign up below.
6th May Booking & Info
Design for Inclusion US (Virtual)
14th-18th June from 12:00PM-4:00PM EDT
The five-day DFI is broken down into three sequential stages for senior leaders and stake holders committed to inclusion in their respective organisations:
  • Deepening cognisance and understanding of complex inequities and exclusions at the interpersonal level (between people in teams, relationships).
  • Analysing complex inequities at a system level and the implications of these on individuals and organisational culture and outputs.
  • Building up new capacity: flexible frameworks and tools for applying this analysis into impactful action across: policies, processes, products and people.
June DFI Booking & Info
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