One approach which has the advantage of tackling several issues at once is Nancy Kline’s Thinking Environment which values, encourages and celebrates deep quality thinking. From our discussions with organisations using this methodology, as well as Kline herself, it seems to be getting remarkable results. It includes a safe, inclusive environment as part of its design, and its 10 components also work according to the brain-savvy principles of minimising threat and increasing reward.
Kline’s method helps to mitigate gender bias in two ways:
These two components have an equalising effect, allowing men and women to practise a wider range of behaviours. The structured process also discourages any negative micro-behaviours, aggressive language or stealing of other people’s ideas. The method slows down thinking: going deeper, looking for quality over quantity, listening equally to everyone involved. And with some regular practise the process spreads throughout an organisation.
Create a thinking environment
To achieve a culture of inclusion, managers and leaders need to be able to create an environment where people do their best thinking. Applying Kline’s process to the issue of gender inequality might include considering such questions as:
The payoff? People who feel they belong perform better, are more willing to challenge themselves, and are more resilient.