Abstract
In this article, we review and summarize key findings from a growing literature exploring how nudges can facilitate efforts to diversify organizations. Nudges are psychologically-informed interventions that change behavior without restricting choice or altering incentives. We focus on two types of nudges to enhance organizational diversity: (1) nudges that target organizational processes directly or the decision makers who oversee them to increase the diversity of those hired and promoted and (2) nudges that target the underrepresented candidates themselves to increase the diversity of those applying for organizational roles. We categorize nudges designed to enhance organizational diversity, both by their target and based on the psychology they leverage to improve outcomes for women and racial minorities.
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