Dopamine, Bias and the Business of Inclusion
The Background
Dopamine is a chemical messenger in the brain that helps nerve cells communicate. It’s involved in mood, motivation, reward, sleep, and movement. Dr Anna Lembke, in her book Dopamine Nation, describes it as the currency that drives us to act. It’s why we check our phones, scroll endlessly, or crave that next coffee. But here’s the catch: when we chase constant high-reward activities, we stop enjoying life’s simple pleasures. Over time this can fuel anxiety, depression, and restlessness.
Think about it. If you can’t watch a film without checking your phone, or need background noise just to cook dinner, your dopamine system may be overworked. The brain adapts, and suddenly only the big spikes feel rewarding. We get trapped in a cycle of stimulation.
The Context
Dr Lembke suggests strategies for resetting dopamine, like “pain before pleasure”, “barriers”, and even allowing ourselves to be bored. The point is not to ban joy; it’s to re-train the brain to find satisfaction in the everyday. Gardening without a podcast. Drinking water instead of energy drinks. Walking without headphones.
This matters because our overstimulated brains don’t just make us restless, they also make us less present, less patient, and less open. High dopamine chasing can make us reactive, quick to judge, and uncomfortable with difference. Inclusion requires the opposite. It asks us to pause, to notice, to sit with perspectives that may be unfamiliar or even uncomfortable.
Bias and the Dopamine Trap
Bias is, at its core, a shortcut. Our brains want to make quick decisions that feel rewarding. If we’ve trained our minds to crave instant dopamine hits, we’re more likely to lean on stereotypes or assumptions rather than pausing to truly consider another perspective. That’s why slowing down is so vital. By regulating dopamine, we give ourselves the mental space to question first impressions, reflect on our reactions, and make fairer, more inclusive decisions. A dopamine detox can take up to four weeks, so consistency plays a huge part.
Using Dopamine Wisely for Inclusion
For leaders and HR professionals, the science of dopamine offers a useful lens. If we want more inclusive workplaces, we need environments that create space for slower, more thoughtful engagement, for conversations where there is no “winner”. Here are a few ideas:
Encourage moments of pause – Build in reflective time during meetings. Not every discussion needs instant responses; allow silence and thinking time.
Lean into discomfort - When someone challenges your perspective, resist the urge to dismiss it. When you hear a story that unsettles you, sit with it instead of rushing to change the subject. When silence falls in a meeting, allow it rather than filling the gap too quickly. Growth and deeper connection come from staying with the uncomfortable moments.
Set barriers to distraction – Make it acceptable to put phones away in meetings, not have your laptop open next to you, or go for a walking meeting, so people can give each other full attention.
Value process, not just outcome – Recognise the quieter voices, the reflectors, and those who like the detail. Rewarding only quick, high-energy contributions risks bias towards the loudest.
Challenge bias actively – Encourage people to notice when they’re making snap judgements. Create structures that allow for multiple opinions to be present and involve more people in decision-making so that inclusion can thrive.
Managing dopamine isn’t about being joyless. It’s about creating conditions where people are more present, more able to connect with difference, and more likely to show up inclusively. After all, inclusion is not about instant gratification; it’s about the long-term reward of building workplaces where everyone can thrive.
