Small Shifts, Big Change: What Atomic Habits Teaches Us About Inclusion

Georgina Brown (hershe)
Jul 12
3 min read

Let’s be honest: when most people hear the word “habit,” they think of flossing, fitness, or doom-scrolling.

When we hear it at BARDO, we think bias. behaviour. belonging.

Because the truth is: inclusion isn’t just a policy, it’s a habitual way of being.

And that’s exactly why Atomic Habits by James Clear deserves a standing ovation from every inclusion leader, people strategist, and culture-change rebel out there.

Break those old habits!

What’s It All About?

Clear’s central thesis is seductively simple:

"You do not rise to the level of your goals. You fall to the level of your systems."

He argues that tiny behaviours, repeated consistently, compound over time—creating profound, lasting change. Not because of willpower or grand declarations, but because of environment, identity, and repetition.

Sound familiar? It should.Because that’s exactly how bias works.And how it can be unwired.

The Neuroscience Behind Tiny Changes

Every time we act, we reinforce a neural pathway.Think of it as your brain going: Ah, she did that again. Must be important. Let me myelinate that for her.

Whether it’s skipping over someone’s idea in a meeting, assuming who the "real" academic is at a conference, or reaching for the same candidate ‘type’ in hiring, it’s often not conscious.

It’s habitual.

Clear’s work aligns beautifully with neuroplasticity research. He shows how even micro-actions (like leaving your gym shoes by the door or rewriting your internal dialogue) create cognitive grooves that, over time, become your default operating system.

Inclusion is no different.Want to become someone who naturally invites diverse voices, challenges assumptions, and holds space for discomfort?You don’t need a PhD in EDI.You need practice.

Atomic Habits x BARDO’s NIMM = Magic

The Neuro-Inclusive Maturity Model (NIMM) is BARDO’s framework for rewiring organisational cultures—not by lecturing people into better behaviour, but by changing the environmental, emotional, and neurological cues that shape how we show up.

Clear writes:

“Environment is the invisible hand that shapes behaviour.”

Yes, James. Yes it is.

That’s why NIMM looks at everything from feedback loops to psychological safety to hormonal triggers like cortisol and oxytocin.

We don’t just ask, “Are people being inclusive?”

We ask, “What’s happening in the environment, identity, and neurochemistry that makes exclusion the default?”

Inclusion as a Habit Loop

Clear breaks habit formation into four parts:

Cue – What triggers the behaviour?
Craving – What’s the desired feeling or reward?
Response – What action do you take?
Reward – What do you get that reinforces the loop?

Now try this in an inclusion context:

Cue: A colleague suggests a different approach in a meeting.
Craving: You want to feel competent and in control.
Response: You dismiss their idea or interrupt them.
Reward: You feel temporarily reassured… but at the cost of psychological safety.

That’s not evil. It’s a habit.

And habits can be broken—and rebuilt.

How to Apply Atomic Habits to Inclusion

Here are five deliciously BARDO ways to put Clear’s work into inclusion practice:

Make it Obvious: Use visual cues like inclusion question cards or prompts in meetings.
Make it Attractive: Celebrate micro-inclusions publicly—turn belonging into a status symbol.
Make it Easy: Embed inclusion into default processes (e.g., who speaks first, how feedback is gathered).
Make it Satisfying: Create positive feedback loops that reward inclusive behaviour neurologically (oxytocin!) and socially (recognition!).
Identity-Based Habits: Instead of saying “I want to do inclusion,” say “I am an inclusive leader.” Then act accordingly.

Reflection Questions

What inclusion habits have I unconsciously formed—and are they helping or hindering?
What identity am I reinforcing in my leadership? Is it aligned with my values?
What tiny behaviour could I start today that nudges my brain toward greater empathy, curiosity, or courage?

Final Thoughts

Atomic Habits isn’t an inclusion book. But in the BARDO lab, it might as well be.

Because inclusion isn’t a one-off initiative.

It’s a system.A rhythm.A muscle memory of openness, trust, and action.

And as Clear reminds us:

“Every action you take is a vote for the type of person you wish to become.”

So, who are you becoming—one habit at a time?

Curious about building inclusion habits that actually stick? Join our Inclusive Thinking course, explore the NIMM framework, or, if you're feeling social, attend a Dinner with Strangers to rewire your empathy through shared bread and brave conversations.