A new awareness of the reality of structural inequality has given ethical and socially responsible employers pause to ask the question is it possible that their black employees and other under-represented groups receive suboptimal treatment in the working environment?   Psychologists know that each of us, and more especially those who experience exclusion have thoughts and feelings that are not accessible by simply asking a person to report them. Some do not feel psychologically safe enough to report what they think and feel. Others have never known anything else.

For organisations who are genuinely concerned with creating a culture of inclusion, it is time to face what may be an uncomfortable truth.

Working with our partners  Truthsayers  creators of the Truthsayers® Neurotech® platform, we use both ‘implicit’ and ‘explicit’ methods to measure what people say, and how they feel.


Advances in Neuroscience over the last 30 years have shown that our emotions and feelings are deep seated, complex and nonconscious in origin. They are often hidden from us. Because of this, it is very difficult for individuals to consciously explain how they feel in any great depth using traditional surveys (explicit). This is why we use Neurotech® (implicit.)

Truthsayers® Neurotech® bypasses conscious bias and thought processes and get right at the heart of how people really feel and capture their gut response. By measuring both implicit and explicit we are able to surface the organisational truths that have traditionally been inaccessible to leaders and decision-makers.

What people say and how they feel is often very different

The NeuroTech survey bypass conscious responses and gets right to the heart of how people think and feel to create a core data-driven learning experience that will identify any exclusion hotspots.

It uses an Implicit Reaction Time (IRT) method developed by Neuroscientists, Psychologists and Truthsayers®, and has been utilised by major brands and large corporate organisations over the last 10 years.

It uses priming to tap into the nonconscious and capture the immediate, automatic gut responses and attitudes of the individual before conscious thought processes can alter these. In short, this method allows us to identify the difference between what people ‘explicitly say’ and how they actually ‘implicitly feel’.

There’s no box-ticking and the individual doesn’t even have to think about their answers. They simply react to what they see on a screen when prompted to do so and the IRT and our advanced implicit platform do the rest. The data we collate and the cognitive dissonance it uncovers in this survey will allow us to identify real issues and will help us shape a solution that is relevant to you.


In the data results shown here you can see that all explicit results are positive (the area outside the red circle indicates a positive response), which would lead us to believe that there isn’t a problem.

The implicit results, however, show a very different story. Scores for affirmation relating to ‘My Co-workers’ are much more negative which indicates that there is a problem here that traditional survey techniques haven’t picked up on.

Understanding The Lived Experience:

It is one thing to measure how ‘diverse’ an organisation is, it is quite another to measure the true extent to which those people who we might characterise as ‘other’ feel valued for their diversity, and enabled to make their difference make a difference.  The conversation we must have is not simply about numerical diversity, but evidence-based and measurable inclusion.  An inclusive society is by definition one that has structures and a culture that works for all and not just some.

Because inclusion and its opposite, exclusion, are emotions, the way we gauge the extent to which we feel we ‘fit’ and can belong is assessed at a subconscious, intuitive level.

We need to understand the lived experience at both an explicit and implicit level to identify any organisational cognitive dissonance (the difference between what people are prepared to say and how they really feel).

When we know the extent to which black people feel included we are be able to draw the comparison with the lived experience to their majority ethnic (white) counterparts.  Working with our partners Truthsayers we have developed the Understanding the Lived Experience Suite.  This group of assessments and audits allows you to answer these questions.

Understanding HOW PEOPLE REALLY FEEL rather than just accepting what THEY FEEL THEY CAN SAY…

Do people who reflect different aspects of diversity feel welcomed and experience equal treatment or do they sense that the way they are being treated makes them feel different?

Do people feel that they are insiders or outsiders? Or are they feeling ‘othered’ as they work to deliver high-quality products and services to your clients and work together effectively across the organisation?

We remove the doubt by allowing you to hear and reflect on their truths.


In subjects as complex and sensitive as inclusion, culture, retention and lived experience, it’s important to use the most accurate and appropriate method to gather data. Traditional tools will only tell you what people are willing to share, and are subject to moderation and conscious bias.

Using Implicit tools like Truthsayers® Neurotech® is a scalable, accessible, efficient way of applying the advances in neuroscience that measure feelings and attitudes without moderation, obfuscation or editing.

If you would like to discuss how The Lived Experience Suite can benefit your organisation contact nosheen@thecentreforinclusiveleadership.com or call +44(0)7586 718087.