Accelerating Diversity & Inclusion Efforts by
Exploring the Role Unconscious Biases Play in the Workplace


Diversity: a strategic imperative.

Diversity and inclusion efforts have been around for a long time. In recent years, they have been invigorated by growing evidence on how diverse organizations, including those with more women, achieve greater business performance. Diverse organizations:

  • Access larger talent pools and richer perspectives
  • Understand and anticipate their clients’ needs better
  • Unlock individual creativity and problem solving 

While consensus grows on the strategic impetus for diversity, meaningful change has been slow to follow. Understanding how unconscious biases interfere with our stated aspirations is emerging as a critical step towards designing impactful solutions.

Our unconscious minds: the invisible part of the problem.

Unconscious biases are implicit preferences shaped by the sum of our experiences that affect – and distort – how we perceive each other.  They are the expectable result of our brain’s limited capacity to consciously process information, and its reliance on mental shortcuts to quickly respond.

At work, our interactions with people routinely require us to assess ideas, performance, and potential. Despite our best intentions, this process limits our ability to identify, develop and promote talented individuals, and to openly explore new ideas.

Simply stated, unconscious biases push us towards the comfortable and familiar, and away from the unfamiliar and diverse. By considering these invisible forces, organizations can take on new approaches and unlock untapped potential.

It is impossible to reason someone out of things they weren’t reasoned into.

- Jonathan Swift, Author


Our approach: engaging leaders in powerful conversations.

Our offerings draws on rich content, to create rich experiences for leaders.

We connect scientific research with every day life in organizations, informed by over 40 years of findings on how biases form, how they manifest in our everyday interactions, and how their influence might best be disrupted.

Our approach dances between facts and emotions, data and story, provocation and hope, past and future, leaders and systems.

It combines deep comprehension of how leaders transform, how cultures evolve and how organizations can drive meaningful change.


  • Helping leaders make more creative and conscious choices
  • Creating shared language and tools to name the dynamics underlying interactions;
  • Generating collective energy to experiment with strategies for a more diverse and inclusive workplace

Consulting Services

  • Co-creation of solutions through customized team interventions
  • Diagnostics services, surfacing organizational beliefs, unseen barriers, and areas for opportunity
  • Redesign of key processes to disrupt biases and enable greater diversity

Workshops: creatively designed, highly interactive learning.

Workshops are the typical starting point to our journey. While our offerings are ultimately co-created, we build in 5 key principles into our workshops on unconscious bias.

Accessible – build a common foundation anchored with scientific research

Personal provoke purposefully through mini experiments

Visible – surface how bias show up in specific business contexts

Forward-Looking – generate solutions in service of what you want to create

Actionablesupport commitments to create momentum for change

Consulting services:  beyond awareness.

While workshops are not catch-all solutions to diversity questions, they are a doorway through which better informed, relevant interventions can emerge. We provide tailored support to enable next-level problem solving, creative action design and a renewed energy on diversity conversations, at the individual, group, and organizational level.


Valerie Pisano
Annick Labadie

We combine deep comprehension of organizational realities, academic curiosity, and unparalleled understanding of how leaders discover and transform.

The Mobius Bias Project was co-founded by Valerie Pisano and Annick Labadie, two ex-McKinsey & Company consultants, both committed to shifting the tone and focus of diversity conversations in organizations.

Valerie brings over a decade of experience consulting on topics such as personal mastery, team dynamics, diversity & biases, change management and organizational culture. Annick came over to the corporate world after experimenting with a range of academic disciplines including biomedical engineering, physics, ethics, gender studies and creative writing.

The Project is enabled by Mobius Executive Leadership, a premier transformation leadership firm focused on fostering inspiration and personal mastery through a hands-on, action learning approach to capability building.


The Mobius Bias Project: What’s with our name?

MOBIUS. A Mobius strip is a surface with only one side that rotates infinitely, with its outside flowing to pivot into its inside and vice versa. It symbolises how what is inside us ows outward, helping to form and shape our world, and how what is outside of us in turn flows inwards, helping to form and shape us.


BIAS. When it comes to creating a more diverse workplace, one of our most prized possessions, our minds, are getting in our way. We believe in exploring and mitigating bias through personal awareness, renewed group norms, and better design.

PROJECTWhen our industry will have cracked the diversity code, perhaps “Mobius Bias Solutions” will be a better name.  For now, Project captures our mindset in helping the diversity conversation along: one of continued iteration, experimentation learning.