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.