As a Passionate Inclusivist, you are considered an Advocate for DEI. As an Advocate, you have high inclusion beliefs and motivation to discuss them.
This is very valuable for your organization and colleagues, as you can help drive change that will make your workplace more inclusive for all. It is important for others to become as motivated and inclusive as you are, so do your best to encourage constructive conversations. While you may be impatient for change, remember that everyone is on a personal journey; unless you create a space for honest dialogue that inspires curiosity, you risk further backlash and resistance.
Passionate
Moderate
Disengaged
Traditionalist
Investigator
Inclusivist
Inclusion Beliefs
Pulselys' Inclusion Belief Pillars
Beliefs:
Traditionalist
Traditionalists value fairness, merit and business outcomes. A focus on DEI and individual characteristics may seem like a distraction from the business at hand or a replacement for meritocracy, making interventions for specific groups feel like a form of bias. Core to these beliefs is the assumption that the workplace is already fair. This would require the way we value employees to be completely objective, and for everyone to have the same opportunity to demonstrate their abilities. A meritocracy is desirable, but we need data to ensure that it is in place.
Strength of Opinion:
Moderate
Your motivation for DEI is moderate, which means there are factors that get in the way of your engagement in the topic. You may have other priorities or feel that DEI is not very relevant to you, personally. Alternatively, you may not have strong opinions but are open to discussing DEI, if driven by others. It is possible that with more information, you may feel more confident in participating in discussions. Because this is an important topic for your organization and in our broader culture, invest some time in learning more.
Ability to Speak Up:
Vocal
You have a high ability to be vocal about DEI, which means your personal inhibitions and external environment do not obstruct you from communicating your beliefs and passions. Look out for others who struggle to express themselves and use your abilities and platform to help others discuss their beliefs in safety without fear of judgment or hostility.
Beliefs
Your inclusion perspective is measured by 4 belief pillars, each representing a unique component of what shapes your approach to inclusion, helping you to identify the beliefs and behaviours that allow you to contribute to making a more inclusive workplace for all.
Pulselys' Inclusion Belief Pillars
Openness to Change
Whether you support inclusion initiatives and changes to the workplace so that everyone has equal opportunity or believe that the typical workplace is already a meritocracy and do not believe change is necessary or beneficial.
Difficult Conversations
Your willingness to dig deeper in order to understand challenges your colleagues may be facing that otherwise go unheard and unaddressed. Healthy inclusion requires us to constructively discuss our differences, rather than avoiding uncomfortable topics by focusing only on commonalities.
Inclusive Interactions
The degree to which you incorporate intentional efforts into your day-to-day interactions that help support an inclusive environment, such as managing conversations to ensure that all voices, especially those from underrepresented groups, have an opportunity to be heard and valued.
Addressing Bias
An important but difficult step to improving the inclusion of all people in the workplace is to recognise and address bias in company policy and at an individual level. This can require us to rethink preferred ways of doing things and recognise flaws in our instinctual decision making.
Strength of Opinion
Inclusion motivation is how we measure the strength and conviction of your feelings towards inclusion, independent of what your beliefs are. A high score is an indication of how much energy you may be willing to contribute to a discussion on inclusion. While this is very valuable for participation, it can also reduce our ability to sympathetically listen to alternative perspectives.
Pulselys' Inclusion Belief Pillars
Ability to Speak Up
Ability to Speak Up is a measure of several factors that can lead to the free and easy expression of your inclusion beliefs, or introduce limitations, barriers and distortions when expressing your beliefs. These factors create differences between your internal feelings and what is externally visible to others.
Pulselys' Inclusion Belief Pillars
Traits of Inclusivists
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Tuned-in
As an Inclusivist, you are tuned in to how differently people experience the workplace. You see that the systems in place, while good-intentioned, can advantage some groups and disadvantage others.
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Fair
Your broader awareness of systemic inequity, combined with your sense of fair play, means that you know the workplace needs to adapt in order to fully leverage a more diverse and global workforce - for moral and ethical reasons as well as for the business.
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Empathetic
What differentiates Inclusivists from other groups is your combined understanding of the business case for inclusion and a personal connection (we call this the “head and heart”). There are plenty of reports demonstrating the business imperative for DEI, but the deeper connection is what motivates you.
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Action-oriented
Inclusivists feel compelled toward action and you know that means you will have to engage in difficult conversations. Some of us are ready to step up and dive in to change the system. Others of us find ourselves shying away from uncomfortable dialogues although we are ready to make smaller, incremental change.
Traits of Investigators
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Respectful
Investigators strongly value a respectful workplace. For that reason, they may prefer to focus on areas of commonality and steer clear of sensitive topics.
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Curious
Investigators are interested in the perspectives of others. These discussions help to expand your awareness of challenges others face, especially when their background or personal characteristics are very different from yours.
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Mentor
An Investigator makes a great mentor, helping to coach others on how to navigate the workplace and learn what gets noticed and rewarded. You may see a colleague that needs to speak up more (or tone it down a little). You may know someone who often mentions that child-care impacts their availability and want to suggest they minimize references to their children.
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Analytical
An Investigator is intent on taking a deeper look at experiences in the workplace and trying to better understand the dynamics at play. You may be curious why there is not more diversity in leadership. It seems that differences in progression come down to personal choices and/or personal styles. Use your curiosity to think more deeply about the dynamics of the workplace.
Traits of Traditionalists
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Respectful
Traditionalists, like everyone else, want a workplace that is respectful and where they can be comfortable just being themselves.
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Fair
You have a strong sense of fair play. No doubt you are facing your own challenges in navigating your career. In fact, interventions for specific groups can almost feel like reverse discrimination.
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Business focused
Traditionalists generally believe the sole focus should be on getting the best business outcome in the most efficient manner. Celebrating individual differences may seem irrelevant to the workplace and incorporating the views of various people (seemingly just because they look different) really just slows things down.
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Meritocractic
Traditionalists tend to believe the system is a meritocracy, that it works fairly to recognise the most talented employees who are willing to work hard. So there appears to be no need to change the way work gets done and is re-warded in your company. DEI seems to be a distraction from the business at hand or a replacement for meritocracy.
Areas for Growth
Are you keen to highlight where the workplace may not be fair and want to hold people accountable? Remember that coming to this broader awareness was a process for you, and allow others the latitude to move through that process, as well.
If you can bring others along in partnership, you will have more impact. The key is to encourage curiosity and not trigger backlash. As you build your advocacy for change, channel your own curiosity to learn about others’ experiences and empathise with their challenges.
Channel humility, as well. While there may be times when you get it wrong, continue your willingness to take interpersonal risks in order to learn more about where and what change is needed.
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