• The Centre for Inclusive Leadership

THE CEO’s NOTEBOOK: THE INCLUSIONOMICS COMPANY



Our CEO and Co-Founder Paul Anderson-Walsh, talks about The Inclusionomics Company and how this will change the way we look at employee engagement surveys.



As we all know, when it comes to the issue of workplace inclusion, one of the genuine obstacles to making lasting progress is the absence of reliable data. The truth is that elevating any aspect of the employee experience is in part hostage to the quality of data that we rely upon.


One of the first things that we say on our primer programmes is that diversity is not inclusion. DIVERSITY IS IDENTITY (self-identification and social identity); diversity is distinctiveness - so what that means is that far from being just 4 or 5 aspects of diversity (gender, race, faith, etc.) there are as many aspects of diversity as there are people in the world which is something like 7.9 billion – so in reality there are nearly 8 billion aspects of diversity – or to put it another way: EVERYONE IS DIVERSE. But whilst everyone is diverse, it is the reaction to and perceptions about the various aspects of diversity that means that not everyone feels included. And that’s the point - INCLUSION IS A FEELING.


“diversity is not inclusion. DIVERSITY IS IDENTITY (self-identification and social identity);”



Now feelings are a tricky business; in truth, for many of us there is often a stark difference between what we feel and what we feel we can say. At the surface level things look great (see Fig. 1.) and so it is tempting to shout, “nothing to see here – move on” but perhaps that is because we cannot really see what is here…



“Now feelings are a tricky business; in truth, for many of us there is often a stark difference between what we feel and what we feel we can say.”


FIG 1





Advances in Neuroscience over the last 30 years have shown that our emotions and feelings are deep seated, complex, and non-conscious in origin. They are often hidden from us. Because of this, traditional surveys do not provide us with accurate measurement and insight into how people really feel, and the extent to which they are included placing you at risk of designing the wrong action plans, and not addressing the actual causes.


It was in seeking a solution to that very problem that we were introduced to the directors of TruthSayers. Over the last few years, by combining their tech with our practitioners know how we have been able to radically shift the way in which we support our clients on their inclusion maturity journeys. TruthSayers provide the diagnosis and we provide the treatment and cure.


“Because of this, traditional surveys do not provide us with accurate measurement and insight into how people really feel, and the extent to which they are included placing you at risk of designing the wrong action plans, and not addressing the actual causes.”



TruthSayer’s Neurotech® platform bypasses peoples’ consciously moderated responses and quantitatively measures their unfiltered feelings, attitudes, and sentiments. We also measure the biased (i.e., explicit) responses, but we do so to provide you with the additional insight of seeing any dissonance between what people say and how they really feel. This contrast enables us to be forensic in terms of the engagement triggers and cues that identify the gaps which will need to be closed as a matter of priority. Neurotech® is the only people analytics platform on the market that can measure quantitatively without bias what people both think and feel.


Working with our Neurotech® partner, Truthsayers, we have created a series of assessments that enable us to measure at an implicit level of the lived experience as it relates to inclusion, engagement, retention, and culture.


So, what is The Inclusionomics Company (TIC)?


For nearly 30 years, the TCfIL team have been working with organisations to understand what causes people to feel included and what causes exclusion. We believe that inclusion is business critical and that ‘managing inclusion’ to create a sense of belonging has to be a key priority for everyone involved in human capital management.


This year we formed a joint venture with Truthsayers creators of the Truthsayers Brainlink® platform. Truthsayers have carried out hundreds of individual studies across the world and in numerous different languages and possess one of, if not the largest, databases (over 20 million individual pieces of implicit data) of commercial implicit test results in the market. The Truthsayers Implicit tests have been designed and developed by neuroscientists & psychologists with many years of expertise in conducting academic and peer-reviewed experiments using Implicit Reaction Time tests (IRTs). The expertise behind our methodologies means that they conform to the highest standards of scientific and academic rigour so we can deliver interpretable, accurate and predictive results.


“We believe that inclusion is business critical and that ‘managing inclusion’ to create a sense of belonging has to be a key priority for everyone involved in human capital management.”


Together we have combined to create an approach to inclusion-centred people analytics we call InclusionomicsTM The joint venture is a compelling integration of neuroscience, and know-how. The Science enables Inclusionomics to use the combined power of neuroscience, psychology, technology, and data analytics to acquire knowledge; the know-how allows us to analyse and interpret the data and then to create, curate and measure the effectiveness of the appropriate interventions.


“The expertise behind our methodologies means that they conform to the highest standards of scientific and academic rigour so we can deliver interpretable, accurate and predictive results.”


Oh yes, you may be wondering what lay beneath the surface in the audit score from Fig.1. Have a look – it might surprise you. See Fig. 2


FIG 2





As is demonstrated by Fig 2 90% our thought processes occur automatically, our behaviour is dominated by the subconscious. The unconscious impacts our beliefs, decisions, and behaviour - we are not aware of it happening nor, for that matter in control of it. Now it doesn’t follow that what’s below the surface will be worse in terms of scoring, but in this case, we have homed in on the five top cognitive dissonance scores.


Look out for the August edition of Inclusion Podcast where you can meet some of TIC’s leadership team as we drop in for a chat with Jagz Doheley.


If you would like to find out more about The Inclusionomics Company, you can reach out to us here- https://www.thecentreforinclusiveleadership.com/contact



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