Your approach to inclusion is most similar to other...

Observers

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Adaptable

live_help

Curious

self_improvement

Mentor

waving_hand

Respectful

Your perspective
Traditionalist Observer Connector Advocate
Inclusion perspective results are split into 7 pillars, each representing a unique aspect of inclusion. Your responses to the survey can be compared to other responders, which allows us to assign you a 'grade' for each pillar. We do this so that you can consider where your inclusive strengths are and how they differ to the rest of the population.

These results are private. Only those you choose to share this link with can see these results. Your organisation can only see the average results of many people.
Your responses in detail
? Learning from Others ? Cultural Intelligence ? Willingness to Adapt ? Courage to Engage ? Awareness of Systemic Bias ? Addressing Bias ? Allyship 100% 50% 0%

Pulselys' Inclusion Competency Pillars

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You are...

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Adaptable

The Observer notices what makes people successful in the workplace and tries to replicate that. They are willing to adapt their style if it means it will open doors of opportunity.

live_help

Curious

The Observer believes the workplace is a meritocracy and is curious why there is not more diversity in leadership.  It seems that differences in progression come down to personal choices and/or personal styles.

self_improvement

Mentor

An Observer 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 childcare impacts their availability and want to suggest they minize references to their children.

waving_hand

Respectful

Observers strongly value a respectful workplace. For that reason, they may prefer to focus on  areas of commonality and steer clear of sensitive topics.

Areas for growth

Inclusion happens when people feel valued for their authentic characteristics without having to try to be someone else in order to belong.

A note of caution for the Observer is to be aware of when you might be trying to “fix” individuals to fit into a certain style instead of realizing how the company can adapt to develop and harness talent that presents in different ways.  Think about what’s really required to do the job - not just the way we are used to the job being done.

Expand your observation skills to look at the patterns of who gets heard, who gets invited to meetings, and who gets opportunity.

Recommended Content

Videos, articles and courses for your perspective

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How to build a company where the best ideas win

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The False Promise of Meritrocacy

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Skills for Dialoguing Across Differences