Inclusion Competencies Assessment

Assess employees on key inclusion competencies to evaluate the behaviours that support a culture of inclusion.
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For your organization

Identify pockets of inclusive leadership to leverage in culture change.

Determine where to focus your training efforts and monitor progress.

Understand how the prevalence of certain profiles varies across your organization and design communications that effectively engage them.

In combination with the Workplace Inclusion diagnostic, you can demonstrate how the presence of inclusive leaders impacts organisational performance.


For your people

Increased awareness of workplace dynamics with an honest self-reflection on how their beliefs, assumptions, and actions impact others.

Stimulate their curiosity to learn more with resources aligned to their current understanding of inclusion.

Inclusion Competencies

Do your employees have the skills to build inclusion?
Pulsely Inclusion Competencies Assessment measures seven dimensions:

Courage to engage

Willingness to get out of the comfort zone and engage in difficult conversations


Learning from others

Believing one can learn from the perspectives of others rather than defending their intent


Awareness of systemic bias

Recognizing flaws in the system that need to be addressed and monitored


Cultural intelligence

Acknowledging the influence of different cultures on values and behaviors


Addressing bias

Recognizing that actions must be taken to keep bias from influencing behaviours


Willingness to adapt

Changing one’s own behaviour to foster the inclusion of different backgrounds and perspectives



Actively championing people  different from ourselves and fostering productive conversations about differences

Individual Report


Each employee can receive a report based on the results of their inclusion competencies assessment containing:

Description of the main traits and competencies of their inclusion persona and how they can support workplace inclusion.

Key areas for personal growth to create accountability.

Curated content to inform and empower them on them on their inclusion competency development.

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The 4 Inclusion Perspectives

Employees are sorted into four groups based on the results of the Inclusion Competencies Assessment. Knowing which perspectives along this continuum are more common among your employees in different areas of the organization allows you to build inclusion more effectively.


Advocates are motivated to change the system to ensure equitable outcomes.



Connectors are intent on taking a deeper look at experiences in the workplace and try to better understand the dynamics at play.



Observers notice what makes people successful in the workplace and try to replicate that.



Traditionalists generally believe the sole focus should be on getting the best business outcome in the most efficient manner.

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Assess behaviors to drive a culture of inclusion

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Become our Partner in Diversity & Inclusion