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How to transform DEI with Neuroplasticity- Rewiring the brain For Inclusion!


neuro leadership, inclusive leadership, unconscious biuas, DEI


"Change or be left behind." 


These words echoed in my mind as I sat in yet another tense meeting, watching executives' faces twist with discomfort and resistance. As a new consultant of diversity, equity, and inclusion (DEI) at a Fortune 500 company, I was tasked with overhauling outdated approaches to workplace inclusivity. But my greatest obstacle wasn't the policies—it was the brains.


In today's rapidly evolving social landscape, inclusion is a business necessity. Yet, despite the pressing need for change, many organizations find themselves stuck in a quicksand of superficial diversity initiatives and resistant mindsets.


As a DEI professional with a neuroscience background, I've witnessed firsthand the powerful interplay between brain function and corporate culture. I firmly believe that the key to unlocking transformative change in DEI lies in understanding and harnessing the principle of neuroplasticity—the brain's remarkable ability to rewire itself in response to new experiences and learning.



The Neuroscience Of Resistance

Our brains are efficiency machines, constantly seeking to conserve energy. This evolutionary trait, while once crucial for survival, now poses a significant challenge in our efforts to create truly inclusive workplaces.


Unconscious biases and habitual thought patterns become deeply ingrained neural pathways, requiring minimal energy to maintain. When faced with the need to challenge these biases and adopt more inclusive behaviors, our brains instinctively resist, perceiving a threat to this energy-efficient status quo.


In that pivotal meeting described above, I observed resistance in seasoned executives—well-intentioned in their commitment to diversity, but balking at the idea of implementing comprehensive DEI initiatives. Their brains, hardwired for familiar thought patterns around diversity, were sending out warning signals, triggering a subtle but palpable pushback to the perceived threat of change.



The Neuroplasticity Revolution

But here's the game-changing insight: Our brains are not static. Neuroplasticity, the brain's ability to form new neural connections throughout life, offers a powerful tool for overcoming resistance and driving meaningful DEI transformation.


By understanding and leveraging neuroplasticity, we can effectively "rewire" the corporate brain for true inclusivity and equity.



Strategies For Neuroplasticity-Driven DEI Change

1. Micro-Learning And Repetition

Instead of overwhelming employees with massive DEI training sessions, break them down into small, digestible chunks. Repeated exposure to inclusive practices helps form new neural pathways. I have introduced "Inclusion Micro-Moments"—daily two-minute videos or activities that highlight various aspects of diversity and inclusion. This approach gradually reshaped a collective mindset, making inclusive behavior feel less forced.

2. Emotional Engagement

The brain forms stronger neural connections when emotions are involved. Create experiences that evoke positive emotions associated with diversity and inclusion. I've organized "Culture Celebration Weeks," where employees shared their heritage, traditions and personal stories. It helped rewire brains to view diversity as an enriching experience, not compliance.

3. Multisensory Experiences

Engage multiple senses—instead of dry presentations on unconscious bias, use interactive workshops, role-playing exercises and immersive scenarios.

Our "Empathy Labs" incorporated VR simulations of different experiences, exercises to understand physical disabilities and problem-solving tasks that required diverse perspectives. These multisensory approaches made the learning process more engaging and memorable.

4. Social Learning

The brain is highly attuned to social cues. Leverage this by creating opportunities for peer-to-peer learning and mentorship across diverse groups.

We implemented a "Diversity Champions" program where employees from underrepresented groups mentored colleagues from "majority" groups, fostering mutual understanding and creating a ripple effect of inclusive behavior.

5. Celebrate Progress

Recognize and reward behaviors that align with inclusive practices. This reinforces new neural pathways and encourages continued growth. We implemented a peer nomination system for "Inclusion Champions," highlighting employees who demonstrated inclusive behaviors. These stories were shared, inspiring others.

6. Create Psychological Safety

Create an environment where people feel safe to express their authentic selves—and make mistakes in their journey toward greater inclusivity. We adopted a "Learning Forward" approach, where teams openly discussed DEI challenges and missteps, framing them as opportunities for growth rather than failures.



A Turning Point

The turning point in the organization’s DEI journey happened during its struggle to increase representation in leadership roles. Despite their best efforts, traditional diversity recruitment drives weren't yielding results, and frustration was mounting.


My advice was to rewire their approach to the issue. Instead of focusing solely on recruitment, they needed to address the underlying neural patterns that were subtly influencing the hiring and promotion decisions.


We implemented a series of "Bias Disruption" exercises in the hiring process. Before reviewing any candidate's information, hiring managers engaged in a brief mindfulness exercise, followed by exposure to counter-stereotypical imagery related to leadership. This simple intervention, repeated consistently, began to shift deeply ingrained associations about what a leader "looks like."


The results were remarkable. Over the next year, they saw an increase in diverse hires at leadership levels. More importantly, these leaders were retained and thrived, as our neuroplasticity-informed approach had created an environment that truly valued and leveraged diverse perspectives.



Final Thoughts

As DEI leaders, we have the power to shape not just policies, but the neural architecture of our organizations. By embracing a neuroplasticity-driven approach to DEI, we can transform surface-level compliance into deep-rooted inclusivity.


Start small. Identify one DEI challenge in your organization. Apply these neuroplasticity-driven strategies consistently over the next 60 days. Monitor the shifts in attitudes, behaviors and outcomes.

You'll likely witness the beginnings of a neural revolution—a rewiring of your corporate brain toward genuine inclusion and equity.


Remember, meaningful DEI change isn't just about new initiatives or training programs. It's about creating new pathways in the minds of your team. By understanding and leveraging the principles of neuroplasticity, you're not just changing your organization's DEI approach—you're evolving it at the neural level.


The future belongs to those who can create truly inclusive environments where diversity is not just welcomed, but integrated into the organizational fabric. With neuroplasticity as your guide, you can lead your organization to avoid merely ticking DEI boxes and instead embody inclusivity as a natural state of being.


The power to rewire your corporate brain for inclusion is in your hands. Will you take the first step toward neuroplasticity-driven DEI transformation?


Let’s make change happen, together.


__________________________________________________________________________________________

Sahar Andrade, MB.BCh- Forbes Coaches Council Influencer


You can listen to my podcast "AI Cafe Conversations" on Amazon music Apple podcasts and Spotify


My name is Sahar Andrade, I help organizations increase their employee engagement by investing in Diversity/Inclusion practices as well as through Leadership Development Coaching.

I coach successful leaders that are stuck to reinvent their lives with courage, release their fears, get clarity on their purpose and pursue their dreams.


My teachings, my unique education and experience combined with singular approach to realizing change, form a proven system for long lasting positive transformation.


My methodology is based on human psychology, N.L.P. practices and research to break down issues, reverse engineer them, and deconstruct personal myths, while developing personal leadership skills development. It is a simple step by step program, modules, exercises, one on one and group coaching.



This is my TED TALK : Overcoming Negative Thoughts

I am the founder of “Sahar Consulting, LLC” and “Reinvent Yourself to Greatness



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