| | NOVEMBER 2023MANAGEHRMAGAZINE.COM8In the complex ecosystem of a modern organization, even the most well-intentioned structures can sometimes fall short when it comes to encouraging diversity, equity, and inclusion (DEI). Often, underlying unconscious biases can steer decision-making processes astray. However, by leaning into behavioral design -- inspired by thought leaders such as Iris Bohnet, Daniel Kahneman, and Cass Sunstein -- we can cultivate environments that not only value but actively promote meritocracy and DEI.Understanding Unconscious BiasAt its core, unconscious bias refers to the implicit associations we hold outside our conscious awareness and control. The term is mostly linked with stereotypes and prejudices about different groups of people. These biases, embedded within societal norms, affect our understanding, actions, and decisions in an unintentional manner. Given that they operate below the level of consciousness, they can be particularly challenging to address. Many organizations on the higher end of the diversity and inclusion maturity spectrum offer unconscious bias training. These initiatives strive to enlighten individuals about their biases and catalyze behavioral change. Yet, empirical studies suggest achieving this objective is extremely difficult on a large scale. An emerging and increasingly celebrated approach is the promise of behavioral design to mitigate the impact of our biases.Behavioral Design: A Catalyst for ChangeBehavioral design delves deep into understanding human psychology and behavioral economics to design systems and processes that guide positive behaviors. It offers a practical approach to overcoming hurdles posed by our unconscious biases. A few areas merit emphasis as potential focal points that companies can address to advance the DEI agenda.1. Designing Recruitment: Iris Bohnet, in her acclaimed work "What Works: Gender Equality by Design," highlights the importance of reimagining recruitment processes. For instance, BEHAVIORAL DESIGN FOR POSITIVE IMPACT: FOSTERING DIVERSITY AND INCLUSION IN ORGANIZATIONSBy Julia Lundberg, Head of Diversity, Equity and Inclusion, Peab [STO: PEAB-B]In MyOpinionJulia Lundberg
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