by The Inclusion Initiative

At The Inclusion Initiative (TII), we aim to produce open, rigorous, and transparent research. Find out more here


100 DIVERSE VOICES: A framework for the future of work in financial and professional services

To understand how to navigate the future of work this study undertook a listening tour of 100 colleagues across financial and professional services, inviting people of all genders and at different stages of their career to participate. UTOPIA allows for workplaces that maximise productivity, while simultaneously embracing diversity, inclusion and the advancement of women.

Read the report here

Honor Roll

How Empathy and Competence Promote a Diverse Leadership Culture

Achieving gender balance in management teams requires focusing on the role that the leadership environment plays in shaping ambitions, opportunities, and experience.

Read the piece here


Automation and the changing nature of work

This study identifies the job attributes, and in particular skills and abilities, which predict the likelihood a job is recently automatable drawing on the Josten and Lordan (2020) classification of automatability, EU labour force survey data and a machine learning regression approach. We find that skills and abilities which relate to non-linear abstract thinking are those that are the safest from automation. We also find that jobs that require ‘people’ engagement interacted with ‘brains’ are also less likely to be automated. The skills that are required for these jobs include soft skills. Finally, we find that jobs that require physically making objects or physicality more generally are most likely to be automated unless they involve interaction with ‘brains’ and/or ‘people’.

Read the report here

social skills

Return to work: a dictionary of behavioural biases

The Return to Work: Dictionary of Biases highlights inclusion issues that organisations and individuals will face as working practices continue to change. In the second edition of the series, the Be-Inclusive-2 researchers specify in which context biases in the return to work are likely to occur (in the office, hybrid or working from home) alongside a situational example.

BE-Inclusive-2 Group: The second cohort of a group of LSE students focused on using behavioural science to promote inclusion in the workplace: Julia Bladinieres-Justo, Aleesha Bruce, Anisah Ramli, Nichaphat Surawattananon and Chanya Trakulmaykee.

Additional authors from The Inclusion Initiative at LSE: Teresa Almeida, Dr Jasmine Virhia, and Dr Grace Lordan.

Read the report here



Mastercard, 30% club and The Inclusion Initiative

This study was carried about by Erika Brodnock and Dr Grace Lordan. The TRANSPARENT framework is the UK’s first cross-sector framework designed to remove the barriers blocking the progression of talented Black professional women in finance, professional services and big technology.

Read the report here

Singapore report

The INCLUSION Framework

Introducing The INCLUSION Framework, a tool to create inclusive cultures when managing global teams in financial services. Written by Dr Grace Lordan and Professor Lutfey Siddiqi, this new study demonstrates that well-meaning diversity and inclusion policies in financial services firms are failing to achieve their desired impact. 

 This framework includes insights from Singapore and truly brings the work of The Inclusion Initiative into a global light. Moreover, the topics discussed within this paper connect cross-continental approaches and ideas surrounding inclusion and presents practical guidance to corporations across the globe. 

Read the report here


Good finance framework report

The Good Finance Framework

This study was carried out by Dr Grace Lordan, Director of The Inclusion Initiative at London School of Economics (“LSE”). The study forms part of Accelerating Change Together (“ACT”) Research Programme designed and led by WIBF in partnership with The Inclusion Initiative at LSE and The Wisdom Council.

To understand the headwinds and tailwinds that women experience when working in financial and professional services, the study undertook a listening tour speaking with 44 women at various stages in their career.

The objective of this study is to use this information to create a framework comprised of actions that a company can take to ensure that they retain and develop their most talented employees, including women.

Read the report here


Hybrid working report

Hybrid Working: A Dictionary of Behavioral Biases

A project by BE-Inclusive; a LSE group focused on using behavioural science to promote inclusion in the workplace: Catherine Bouckley, Michaela Fricova, Sammy Glatzel, Natalie Hall, Ipsitaa Khullar, Alexandra Kirienko, Sharon Raj, Tina Soh, and Sego Zeller.

Additional authors from The Inclusion Initiative at LSE: Teresa Almeida, Paris Will, and Dr Grace Lordan.

In this dictionary you will find a description of behavioral biases, and an example of how they may arise in hybrid working.

Read the report here



Accelerating change together-part 1

Accelerating Change Together
Part 1: Changing the Narrative

By Women in Banking & Finance, The Inclusion Initiative and The Wisdom Council

These survey findings will form an important foundation for the Accelerating Change Together Report, which will be published in 2021. The Report will deliver new insights and actionable recommendations based on the insights and research of the survey participants.

Read the survey findings here



virtual inclusion in the city

Virtual Inclusion in the City

By Grace Lodan, Director of The Inclusion Initative

In order to understand the obstacles that stand in the way of virtual inclusion for the City of London’s workers, Dr Grace Lordan went on a virtual listening tour engaging 35 of its most senior leaders who work in financial and professional services in the City of London.  

Read the report here



inclusion in the city

Inclusion in the City

Setting the Agenda for the First Years of the Inclusion Initiative at LSE

By Grace Lordan, Director of The Inclusion Initiative and Karina Robinson, Co-Director of The Inclusion Initiative

In November 2020 The Inclusion Initiative (TII) launches at LSE. TII aims to bring behavioural science insights to firms to allow them to enhance the inclusion of all talent, and simultaneously produce academically rigorous and relevant research that links directly to TII’s purpose.

Read the report here