Inclusion on Purpose | Ruchika Tulshyan

Summary of: Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work
By: Ruchika Tulshyan


Dive into the world of ‘Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work’ by Ruchika Tulshyan as it uncovers essential concepts and practices that companies should implement in order to foster a genuinely inclusive culture. Throughout this summary, you’ll explore real-life examples that demonstrate the relevance of addressing diversity, equity, and inclusion in the workplace. From understanding the importance of intersectionality to rethinking the hiring process, to addressing the pay gap, and creating a psychologically safe work environment, this book packs valuable insights needed to make purposeful strides toward a culture of belonging at work.

Purposeful Inclusion

Jodi-Ann Burey, the lead on diversity, equity, and inclusion, faced discrimination in a company’s most senior team meeting. Being the only woman of color in the room, she was challenged on the relevance of her work. This incident highlights the need for purposeful inclusion to be at the heart of every company. To cultivate a culture of inclusivity, people should recognize the intersectionality of inclusion issues, understand their own privilege, ally with marginalized communities, and strive to be antiracist. It takes deliberate effort to create a purposefully inclusive culture.

Hiring for Culture Add

When hiring new members of staff, it is common to look for someone who will fit in well with the company culture and existing staff. However, this approach can lead to a lack of diversity. Instead, employers should focus on hiring for culture add, intentionally seeking out people who will bring diversity to the team. Diverse teams are proven to be more effective, innovative, and profitable. To ensure an inclusive hiring process, employers should advertise in a wide range of places, seek recommendations from different sources, avoid biased language in job listings, and ensure a diverse interview panel. Providing useful feedback to candidates and transparently addressing pay disparities are also crucial. By hiring for culture add, employers can create a more inclusive and successful workplace.

The Pay Gap: An Intersectional Perspective

Piya Singh, a woman of color, had a better job performance than her white male counterpart, Tom, but was still paid less. The pandemic exposed the problem of the pay gap when Piya and Tom did the same work but continued to receive unequal pay. This problem is widespread, with women of color earning significantly less than white men. One of the solutions is to eliminate pay negotiations during the hiring process and conduct proper pay audits. While speaking out about the issue is crucial, privileged people, particularly white men, can help by being transparent about their salaries.

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