FOUNDING PARTNER

Welcome to the Future of Inclusive Culture Change

We believe the world is ready for a different kind of inclusion work, science-backed, emotionally intelligent, and future-focused.

That’s why we created the NeuroInclusive Maturity Model (NIMM).

As a Founding Partner, you won’t just be adopting the NIMM framework. You’ll be shaping it. Helping us build something bold, brilliant, and better for everyone.

What is NIMM?

NIMM stands for NeuroInclusive Maturity Model, a neuroscience-informed, psychologically safe framework for embedding inclusion from the inside out. Waking up to the hidden patterns of our minds, so we’re no longer sleepwalking through decisions shaped by bias, manipulation, and habit.

There are three key parts to NIMM:

A Developmental Online Programme
A Knowledge Hub full of Resources, Tools & Templates
A Community of Practice for Peer Learning.

It draws on:

Neuroplasticity to support behavioural change

What it means:

Neuroplasticity is the brain’s capacity to change its structure and function in response to experience, repetition, and learning. It’s how we form new habits, unlearn old ones, and adapt to complex environments.

Why it matters in NIMM:

Behavioural change at work often fails because it’s treated as a training issue — not an old thinking pattern issue.
NIMM helps teams become awake to the default patterns (e.g. bias, avoidance, reactivity) through repetition and reinforcement of inclusive habits.
It creates conditions (like psychological safety and positive reinforcement) where new neural connections can form, strengthen, and stick.

Research to reference:

Dr. Norman Doidge’s work in The Brain That Changes Itself
Dr. Michael Merzenich on cortical remapping and skill acquisition

Emotional and cognitive regulation to shift habits

What it means:
Change isn’t just cognitive. It’s emotional. When the amygdala is hijacked (e.g. by fear, uncertainty, perceived threat), it disrupts our ability to think clearly, make decisions, and take in new information.

Why it matters in NIMM:

Inclusive behaviours require self-regulation, catching bias, pausing in discomfort, staying open to feedback.
NIMM builds awareness of triggers and teaches tools (like pause-and-pivot, box breathing, reframing) to soothe the nervous system and stay in the learning zone.
This enhances cognitive flexibility, helping teams shift from reactive habits to reflective ones.

Research to reference:

Dr. Daniel Siegel’s Window of Tolerance
Dr. Lisa Feldman Barrett’s work on emotional prediction and regulation
Amy Arnsten’s research on stress and prefrontal cortex function

Growth mindset science to embed learning that sticks

What it means:

A growth mindset, as defined by Carol Dweck, is the belief that skills and intelligence can develop through effort, strategies, and support. It isn’t just motivational fluff, it’s an awakening of how the brain approaches challenges.

Why it matters in NIMM:

NIMM shifts people from fear of failure or judgment to curiosity, learning, and experimentation.
It creates psychological environments that reward effort and reflection rather than perfection.
By embedding growth mindset language and reinforcement into team cultures, the brain begins to expect success, bounce back from setbacks, and actively seek feedback, all core to sustainable inclusive practice.

Research to reference:

Carol Dweck’s Mindset: The New Psychology of Success
Dr. Mary Helen Immordino-Yang on emotional connection and learning
Dr. BJ Fogg on micro-habits and behavioural embedding

It is also built on 30 years of EDI and change management experience, lived experience of difference, and cultural courage.

All baked into a neuroscience-informed framework that’s practical, evidence-based, and deeply human.

The NIMM invites you to reflect on what inclusion truly means here, to your people, your culture, and your purpose.

It asks deeper questions about the organisational brain, and provides solutions:

- “How are we showing up for each other, really?”
  (Not just policies, but in everyday words, actions, and attitudes. In the micro-moments that make culture.)
- “Where do we feel safe, seen, and able to bring our full selves?”
  (And where are the cracks that hold people back or make them hide?)
- “What stories do we want to write together going forward?”
  (How do we build a shared future that honours difference and connection?)

It goes deeper into the organisational brain, asking questions and providing solutions:

- What social cues and unwritten stories do we want to live by?
- What small signals, words, gestures, ways of listening, tell people, ‘You belong here’?
- What attitudes or assumptions quietly shape how we treat one another? Are those the stories we want to carry forward?
- How can we rewrite the everyday narrative so it’s inclusive, kind, and courageous, even when no one’s watching?

All without the jargon, the shame, or the one-size-fits-all tick-boxing.

Just grounded, actionable insight, designed to move people, not just processes.

Find out more about NIMM

Why Inclusion Needed a Rethink

After 30 Years in the Field, It Was Time to Rethink Everything

The old way wasn’t wrong, just incomplete. Many well-meaning efforts got stuck in:

Policy over practice
Inclusion was written down… but not always lived out.
Good vs bad binaries
People feared “getting it wrong” instead of feeling safe to grow.
Tick-box exercises
Compliance took over, while culture stood still.

But most people want to do better. They just need a way that feels:

More human, less corporate
More curious, less critical
More embedded, less performative

That’s where the NIMM comes in, a new approach for a new era of inclusion.

Practical, personal, and built for real change.

What Founding Partners Receive

As a Founding Partner, you get full access to one of three NIMM tiers at a significantly reduced co-creation rate. This is not a discount. It’s a thank you for going first.

You’ll get:

Full access to the three levels of the NIMM framework, tools, and resources
Online platform and supporting materials
Early access to NeuroNudges, journals, templates, and more
Strategic support from George Brown, founder of BARDO Inclusive
The opportunity to co-create sector-specific adaptations
Your logo (if desired) will be included in launch materials and our Founding Partners roll call
Priority access to licensing and future events

Founding Partner Rates (until September 2025)

Ensure to register before the end of September 2025.

These prices are per year, per organisation.

These rates are only available for up to 6 Founding Partners and will not be repeated after November 30th, 2025.

Why Join Now?

You want change that:

Gets beyond tick boxes and culture war fatigue
Supports real psychological safety, from the inside out
Uses evidence, not just energy
Works at the pace of human brains, not quarterly reports

And you want to be part of shaping that future.

We’re here for that. Are you?

Ready to Go?

Together, we can go from Fixed → Flourish.

Use the contact form on this page to book a 30-minute Founding Partner online chat.