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.
Ignoring the cultural differences of my peers might have a negative impact on how effective we are as a team.
It is not fair to expect me to adapt to a changing workplace culture in order to make other people feel better.
If we continue to use the same criteria we have used in the past to evaluate people today, we risk being biased.
We should not have to analyze our interactions with others in the workplace; we just have to get the job done.
Please indicate how strongly you agree or disagree with each of the following statements, by clicking the most appropriate button.
I try to alter my communication style to be inclusive of people from different cultural backgrounds.
We need to hold each other accountable for the subtle ways we show preferences for certain kinds of people.
The culture and experiences of others may be interesting, but at work we should leave that behind and act consistently as one.
I have reflected on who my "go-to" colleagues are and whether that reveals a preference for people similar to myself.
I tend not to address difficult issues between colleagues due to fear of saying something wrong.
If a colleague is less likely to speak up, I consider whether their culture plays into that.
Long held ideas should be challenged to create a more inclusive workplace.
I usually consider the meaning of my words when communicating with someone from a different background.
There is no advantage to being a white man in terms of career development at our organization.
I make it a point to introduce people from under-represented groups to people in my network.
It can be a bit irritating when a colleague cannot speak the company’s official language fluently.
When working with people from different races, I stay within "safe" areas of discussion but avoid any topics that could be sensitive.
It's easy for me to alter my communication style to help people of different cultural backgrounds.
People are responsible for showing initiative; it's not my job to encourage them to make contributions.
I often talk about challenging topics with co-workers that are different from me even when it makes me uncomfortable.
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.
If a colleague is quiet, I try to inquire about their perspective rather than leave them alone.
I'm more likely to address conflict within my team than to stay out of any problems that arise.
I believe people in majority groups should use their influence in removing obstacles for minority groups.
It bothers me that employees who are demographically similar to our current leaders have an advantage in becoming our future leaders.
Trying to make connections in the workplace with employees who have a very different background than mine can be challenging.
There’s no problem in being biased if I don’t discriminate against others.
We need to set targets for the promotion of people of different genders and races to overcome systemic bias.
What is your gender?
Which age group are you in?
What is your current role?
Finding your Inclusion Perspective...
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