Inclusion on Purpose audiobook cover - An Intersectional Approach to Creating a Culture of Belonging at Work

Inclusion on Purpose

An Intersectional Approach to Creating a Culture of Belonging at Work

Ruchika Tulshyan

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Corporate Culture

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Inclusion on Purpose
Why Inclusion Matters+
Individual Action & Antiracism+
Inclusive Hiring Practices+
Fixing the Pay Gap+
Delivering Effective Feedback+
Fostering Psychological Safety+

Quiz — Test Your Understanding

Question 1 of 6
According to the text, what is the primary difference between 'not being racist' and being 'antiracist' in the workplace?
  • A. 'Not being racist' means ignoring color, while 'antiracist' means celebrating it.
  • B. 'Not being racist' is a passive stance of treating people fairly, while being 'antiracist' requires actively speaking out and educating others.
  • C. 'Not being racist' applies to individuals, while being 'antiracist' only applies to company policies.
  • D. 'Not being racist' focuses on hiring practices, while being 'antiracist' focuses on pay equity.
Question 2 of 6
When hiring new employees, why does the author suggest abandoning the concept of 'culture fit'?
  • A. It usually results in hiring people who are too similar to existing staff, hindering diversity.
  • B. It makes the interview process too long and complicated for candidates.
  • C. It often leads to candidates negotiating for higher salaries than the company can afford.
  • D. It prioritizes technical skills over interpersonal communication abilities.
Question 3 of 6
What does the author recommend as the best approach to eliminate pay disparities during the hiring process?
  • A. Allow candidates to negotiate their salaries anonymously.
  • B. Base the new hire's salary strictly on their previous job's compensation.
  • C. Eliminate salary negotiations entirely and offer a precise, audited figure for the role.
  • D. Offer all new hires the exact same starting salary regardless of the position.
Question 4 of 6
Why do women of color often receive vague feedback, such as lacking 'executive presence', according to the text?
  • A. Managers often lack the technical expertise to evaluate their specific job performance.
  • B. Companies usually reserve detailed feedback for formal annual reviews.
  • C. Managers are frequently overly cautious and afraid of saying the wrong thing.
  • D. Women of color rarely ask for specific examples during feedback sessions.
Question 5 of 6
What defines a 'psychologically safe' workplace environment?
  • A. A workplace where physical security measures are strictly enforced to protect employees.
  • B. An environment where employees feel comfortable speaking up and taking risks without fear of undue punishment.
  • C. A company culture where personal and political topics are banned to prevent interpersonal conflict.
  • D. A setting where employees are required to attend mandatory mental health and wellness seminars.
Question 6 of 6
How should a purposefully inclusive company approach Employee Resource Groups (ERGs)?
  • A. By keeping leadership out of ERGs to ensure they remain entirely employee-run.
  • B. By replacing traditional HR departments with ERG representatives.
  • C. By nominally recognizing them but allowing them to secure their own outside funding.
  • D. By ensuring leaders get deeply involved and providing the groups with proper funding.

Inclusion on Purpose — Full Chapter Overview

Inclusion on Purpose Summary & Overview

Inclusion on Purpose (2022) shows leaders how to foster a culture of inclusion, diversity, and equity in the workplace. Putting the experiences of women of color front and center, it provides impactful inclusion strategies which don’t only benefit the marginalized but every employee in the organization.

Who Should Listen to Inclusion on Purpose?

  • Those wanting to use their privilege for good
  • Leaders of team and organizations
  • HR professionals

About the Author: Ruchika Tulshyan

Ruchika Tulshyan is a best-selling author and journalist whose work focuses on diversity, inclusion, and leadership. Her writing has appeared in the Wall Street Journal, Time Magazine, and Forbes. Inclusion on Purpose is her second book after The Diversity Advantage.

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