Inclusion Perspective

1 - Answer the survey

Pulsely’s scientific approach allows you to reflect on your beliefs and attitudes about inclusion in the workplace.

2 - Get Insights

Discover your inclusion perspective, understand why your point of view makes sense, and explore how to become more inclusive

3 - Share with Others

At the end, you will be able to share your results and invite friends to take the test.

Please indicate how strongly you agree or disagree with each of the following statements, by clicking the most appropriate button.
I'm more likely to address conflict within my team than to stay out of any problems that arise.
If we continue to use the same criteria we have used in the past to evaluate people today, we risk being biased.
When working with people from different races, I stay within "safe" areas of discussion but avoid any topics that could be sensitive.
Trying to make connections in the workplace with employees who have a very different background than mine can be challenging.
Please indicate how strongly you agree or disagree with each of the following statements, by clicking the most appropriate button.
It's not my job to "invite" employees who are different from me to make contributions; they should be the ones showing initiative.
It doesn't matter what gender someone is, or if they are white, black or gay; if all the best candidates are straight white men, that's who we should hire.
Ignoring the cultural differences of my peers might have a negative impact on how effective we are as a team.
If a colleague is quiet, I try to inquire about their perspective rather than leave them alone.
I have reflected on who my "go-to" colleagues are and whether that reveals a preference for people similar to myself.
It is important to consider the meaning of our words when communicating with someone from a different background.
If a colleague cannot speak the company's official language fluently, I find it a bit irritating.
I am trying to make changes in what I say or do to build a more inclusive workplace.
I prefer to avoid conversations with people who are very different to me as I really dislike filtering what I say.
It is unreasonable to expect me to adapt to a changing workplace culture in order to make other people feel better.
The culture and experiences of others may be interesting, but at work we should leave that behind and act consistently as one.
We are all biased and need to hold each other accountable for the subtle ways we show preferences for certain kinds of people.
It makes sense that future leaders of my organization are similar to their predecessors.
When people from other cultures express concerns about the workplace, it can feel to me like they are being too sensitive.
If I don't discriminate against others, then I am not biased.
If we wish to make our organization fair for people of all backgrounds, some approaches need to be drastically changed.
There might be times where long-held ideas should be challenged to create a more inclusive workplace.
We may need to prioritize the promotion of people of different genders and races to overcome systemic bias.
I am not really interested in getting involved with an employee group if I don't match the description (e.g., a man getting involved in a women's network).
I actively seek input from people different from me before making decisions.
I don't believe I should have to consider cultural differences in behavior; we all just need to behave as the majority of the organization does.
I make it a point to introduce people from under-represented groups to people in my network.
I often talk about challenging topics with co-workers that are different from me even when it makes me uncomfortable.
There is no advantage to being a white man in terms of career development at our organization.
What is your gender?
Which age group are you in?
What is your current role?
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