Disrupting procedural memory for DEI behavioural change, en mass
There is no denying that making progress in Diversity, Equity, and Inclusion requires significant shifts in behaviour on a large scale. However, bringing about such significant behavioural change can be incredibly challenging, particularly when it comes to ingrained habits or social norms.
One of the most effective ways to achieve this transformation is by rewiring procedural memory. To apply this approach to the context of DEI, it can be helpful to examine successful initiatives in other social areas, such as environmental conservation.
Procedural Memory Explained
Procedural memory is our ability to automatically perform specific tasks without conscious thought, often called muscle memory. Actions like riding a bike or typing on a keyboard are governed by this type of memory. Changing procedural memory, therefore, involves introducing disruptions that force us to reevaluate and adjust these automatic processes.
A case study of large-scale behaviour change.
A great example of changing procedural memory at a societal level can be seen in the UK's introduction of a 5p charge for plastic bags. Even though people were aware of the environmental hazards posed by plastic, significant change in consumer behaviour was observed only after the nominal charge was introduced. This charge disrupted the procedural norm of receiving free bags at checkouts, leading to a dramatic 98% reduction in their use. Shoppers were prompted to reconsider their habits, such as whether they had reusable bags with them or if it was worth paying the new charge. Overnight, it became less convenient to use plastic. It's a phenomenal success story, where a significant behavioural shift has led to a staggering 98% reduction in plastic bag usage. Education alone could not have achieved this.
Applying These Lessons to DEI
Just as with environmental issues, awareness and education alone is rarely enough, but DEI progress can be accelerated through similar disruptions in procedural memory:
DEI Board Approval for Job Descriptions: Mandating that all job descriptions receive approval from a DEI-focused board ensures that diversity and equity are considered before a position is even advertised. This step encourages hiring managers to integrate DEI principles from the outset, altering the procedural memory of quick job creation. It also starts to change the behaviours around speed of hiring. Knowing approval is required, managers may begin to anticipate talent challenges sooner.
Diverse Interview Panels: Replacing the traditional 1:1 interview format with diverse panels can help mitigate unconscious biases and promote equity. This format change disrupts the normal interview procedure, encouraging a broader perspective during candidate evaluations. Managers begin to gather richer evidence, as they know they'll need to justify their scored and reasons.
Inclusive Meeting Starters: Beginning every meeting with the question, “What can I do this week to help you be great at your job?” shifts the procedural memory related to meeting conduct. It sets a tone of inclusivity and support, focusing on collective success rather than individual agendas.
Transparent Progress Tracking: Regularly publishing updates on DEI goals and achievements can alter the procedural memory associated with performance assessments. Making DEI progress a visible aspect of performance reviews compels leaders and employees to integrate these considerations into their routine evaluations and decision-making processes.
Implementing these targeted disruptions effectively rewires procedural memory, setting new norms and expectations that align with our broader goals for diversity, equity, and inclusion. The key lies in intentional, well-planned disruptions that align procedural habits with our highest values