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

Traditionalists

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Respectful

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Fair

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Business focused

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Meritocratic

Inclusion report
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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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 - getting interesting development opportunities, recognition, and visibility. 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 recognize the most talented employees who are willing to work hard. As a result, there appears to be no need to change the way work gets done and is rewarded in your company. Diversity, Equity and Inclusion (DEI) seems to be a distraction from the business at hand or a replacement for meritocracy.

Areas for growth

Everyone wants a system that is fair.  The challenge is not with the concept of meritocracy but rather with a lack of evidence to evaluate whether it actually exists in an individual workplace.

If the goal is to build a level playing field, it is important to understand the patterns of career experiences, opportunities and outcomes to consider where action makes sense. Objective external data indicate that the playing field is not level; this research reveals patterns of inclusion and exclusion that impact some groups to a larger degree.

We all face career challenges but there are additional barriers that can make it more challenging for some groups of people to be on equal footing. DEI initiatives are not an “extra” boost for the less qualified but about adjustments that need to be made in order to ensure fairness and equal opportunity in the workplace.

Diversity & Inclusion Scientific Framework

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