Chapter 4
Inclusion & belonging
“You can’t just train your way to inclusion. You must change how you operate.”
— Eric Severson, NMG inclusion strategy
Bias shows up in subtle ways, not just overt acts
Micro-inequities (tiny dismissals and interruptions) erode inclusion more over time than big acts do.
Othering distances us
Labeling people as outsiders sets up ‘us vs them’ dynamics.
Calling out common values brings us together.
Counter-stereotype exposure recalibrates minds
Imagining or seeing examples that break stereotypes, like female tech experts, reduces bias.
Bias interruption is systemic
Changing culture means reimagining hiring, promotion, and processes, not just mindsets.
Inclusivity is a system, not a slogan
Inclusion must be built into operations, not just values. Otherwise it remains an illusion.
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