Inclusion on Purpose

Introduction

In today's rapidly changing world, the importance of diversity and inclusion in the workplace cannot be overstated. Ruchika Tulshyan's book "Inclusion on Purpose" offers a compelling argument for why companies need to go beyond mere lip service to diversity and actively work towards creating truly inclusive environments. This book provides practical insights and strategies for individuals and organizations to foster a culture of inclusion that benefits everyone.

The Case for Purposeful Inclusion

Tulshyan begins by presenting a strong case for why inclusion matters. She cites a McKinsey report that estimates the global economy could be $12 trillion richer if we achieved global gender equity. Additionally, research from the University of California, Berkeley shows that having coworkers with diverse backgrounds makes people more innovative, hardworking, and intelligent.

These statistics make it clear that inclusion is not just a moral imperative but also a business necessity. However, many companies still struggle to move beyond superficial diversity initiatives to create truly inclusive cultures.

The Gap Between Intention and Action

The author shares several stories that illustrate the disconnect between companies' stated commitment to diversity and inclusion and their actual practices. One particularly striking example is the experience of Jodi-Ann Burey, a diversity, equity, and inclusion (DEI) lead at a fast-growing startup.

Jodi-Ann was invited to present her work to the company's management team at the last minute. During her presentation, the CEO aggressively questioned her and claimed that her work wasn't relevant to the company. What makes this situation even more troubling is that not a single person in the room spoke up in Jodi-Ann's defense, despite her being the only woman of color present and her work focusing on DEI initiatives.

This story highlights a crucial point: talking about inclusion isn't enough. Companies must actively work to create an environment where all employees feel valued and supported, especially those from underrepresented groups.

Understanding Intersectionality and Privilege

To truly embrace inclusion, it's essential to understand the concept of intersectionality. This term refers to the way different aspects of a person's identity (such as race, gender, and socioeconomic background) intersect to create unique experiences of privilege or discrimination.

For example, white women and Black women often face very different challenges in the workplace. Similarly, women from Asian backgrounds, like the author herself, encounter a distinct set of issues. Recognizing these nuances is crucial for developing effective inclusion strategies.

Tulshyan also emphasizes the importance of acknowledging one's own privileges. She points out that the ability to go through life "not seeing color" is itself a sign of privilege. People of color don't have the luxury of ignoring race because it affects their daily experiences in significant ways.

Moving Beyond "Not Racist" to Antiracist

The author argues that it's not enough to simply avoid being racist; we must actively work to be antiracist. This means:

1. Treating people of color fairly
2. Understanding how racism benefits you personally
3. Speaking out against racism when you encounter it
4. Educating others about racial issues
5. Stepping aside when appropriate to let people of color take the lead

By adopting an antiracist stance, individuals can contribute to creating a more inclusive environment in their workplaces and communities.

Rethinking Hiring Practices

One of the key areas where companies can improve their inclusion efforts is in their hiring practices. Tulshyan challenges the common approach of hiring for "culture fit," which often leads to homogeneous teams and reinforces existing biases.

Instead, she advocates for hiring for "culture add." This approach involves deliberately seeking out candidates who will bring different perspectives and experiences to the team. Research has shown that diverse teams are more effective in terms of outcomes, innovation, and profitability. They're even more likely to make fair decisions, as demonstrated by a study showing that mixed juries were almost 10% less likely to make inaccurate assumptions about defendants.

To implement inclusive hiring practices, Tulshyan recommends:

1. Advertising job openings in a wide range of places
2. Seeking recommendations from diverse sources
3. Avoiding gendered or exclusionary language in job listings (e.g., "ninja," "rockstar," "guru")
4. Ensuring interview panels are diverse
5. Asking all candidates the same questions in the same order to minimize bias

Addressing the Pay Gap

Another critical aspect of creating an inclusive workplace is addressing the pay gap. Tulshyan shares the story of Piya Singh (a pseudonym), who discovered she was being paid less than her male colleague for doing the same work, despite having better qualifications.

The author presents stark statistics on the pay gap from an intersectional perspective. According to a 2021 United Nations report, for every dollar earned by the average white man:

• An Asian woman earns 85 cents
• A white woman earns 77 cents
• A Black woman earns 61 cents
• A Native American woman earns 57 cents
• A Latinx woman earns just 54 cents

To address this issue, Tulshyan recommends several strategies:

1. Be open about salary information to increase transparency
2. Conduct regular pay audits to identify and address disparities
3. Eliminate salary negotiations during the hiring process
4. Offer the same salary to all candidates for a given role, based on a fair market rate

By implementing these practices, companies can work towards closing the pay gap and creating a more equitable workplace for all employees.

The Importance of Effective Feedback

Providing useful feedback is crucial for employee growth and development, but it's an area where many managers struggle, particularly when it comes to giving feedback to women and people of color. Tulshyan shares the story of Katherine Kim (another pseudonym), a high-potential executive who received vague and unhelpful feedback about lacking "executive presence."

Research has shown that women, especially women of color, often receive less specific and less actionable feedback than their male counterparts. This can significantly hinder their career progression and reinforce existing inequalities in the workplace.

To improve feedback practices, Tulshyan recommends:

1. Being specific and outcome-oriented in feedback
2. Avoiding racially coded language (e.g., "angry," "hostile," "bossy")
3. Providing concrete examples and actionable suggestions for improvement
4. Ensuring feedback is directly related to job performance and objectives

By focusing on delivering clear, constructive feedback to all employees, managers can help create a more inclusive environment where everyone has the opportunity to grow and succeed.

Creating Psychological Safety

The concept of psychological safety is central to Tulshyan's vision of an inclusive workplace. She defines it as an environment where everyone feels able to speak up, take risks, and share ideas without fear of punishment or ridicule.

To illustrate the importance of psychological safety, the author shares the story of Shefali Kulkarni, a journalist who faced discrimination and harassment while trying to cover the 2016 Republican National Convention. What made the situation even worse was her colleagues' insensitivity to her experience, including her manager making an inappropriate joke about the incident.

Creating a psychologically safe workplace is essential for fostering innovation and allowing all employees to thrive. Tulshyan offers several strategies for building psychological safety:

1. Regularly assess employees' feelings of safety and inclusion through surveys and feedback sessions
2. Develop and actively use an employee code of conduct that addresses inclusion
3. Support and properly fund employee resource groups (ERGs) for underrepresented communities
4. Encourage leaders to get deeply involved with ERGs and inclusion initiatives

By prioritizing psychological safety, companies can create an environment where all employees feel valued, heard, and empowered to contribute their best work.

The Role of Leadership in Driving Inclusion

Throughout the book, Tulshyan emphasizes the critical role that leaders play in creating truly inclusive workplaces. She argues that it's not enough for companies to have diversity and inclusion policies on paper; leaders must actively model inclusive behaviors and hold themselves and others accountable for creating an inclusive culture.

Some key ways leaders can drive inclusion include:

1. Educating themselves about diversity, equity, and inclusion issues
2. Actively seeking out and listening to diverse perspectives
3. Using their privilege and influence to advocate for underrepresented groups
4. Implementing and enforcing inclusive policies and practices
5. Holding themselves and others accountable for inclusive behavior

By taking these steps, leaders can set the tone for the entire organization and create a culture where inclusion is truly valued and practiced at all levels.

Overcoming Resistance to Inclusion Efforts

Tulshyan acknowledges that efforts to create more inclusive workplaces often face resistance. Some common objections include:

1. "We're already diverse enough"
2. "Focusing on inclusion will lower our standards"
3. "We hire based on merit, not identity"
4. "Inclusion initiatives are reverse discrimination"

The author provides strategies for addressing these objections and building support for inclusion efforts:

1. Use data to demonstrate the business case for inclusion
2. Share stories that illustrate the impact of exclusion on individuals and teams
3. Emphasize that inclusion benefits everyone, not just underrepresented groups
4. Frame inclusion as a way to attract and retain top talent
5. Highlight examples of successful companies that prioritize inclusion

By proactively addressing concerns and resistance, organizations can build broader support for their inclusion initiatives and create lasting change.

Measuring and Sustaining Inclusion Efforts

To ensure that inclusion efforts are effective and sustainable, Tulshyan stresses the importance of measuring progress and holding the organization accountable. She recommends:

1. Setting clear, measurable goals for inclusion initiatives
2. Regularly collecting and analyzing data on diversity, equity, and inclusion metrics
3. Incorporating inclusion goals into performance evaluations and compensation decisions
4. Celebrating successes and learning from setbacks
5. Continuously refining and improving inclusion strategies based on feedback and results

By treating inclusion as an ongoing process rather than a one-time initiative, organizations can create lasting change and build truly inclusive cultures.

The Benefits of Inclusive Workplaces

Throughout the book, Tulshyan highlights the numerous benefits that come from creating purposefully inclusive workplaces:

1. Increased innovation and creativity
2. Improved problem-solving and decision-making
3. Enhanced employee engagement and satisfaction
4. Better talent attraction and retention
5. Improved financial performance and market share
6. Greater adaptability to changing markets and customer needs
7. Enhanced reputation and brand value

These benefits underscore the fact that inclusion is not just a moral imperative but a strategic advantage for organizations in today's competitive business landscape.

Practical Strategies for Individuals

While much of the book focuses on organizational-level changes, Tulshyan also provides practical advice for individuals who want to contribute to creating more inclusive workplaces:

1. Educate yourself about diversity, equity, and inclusion issues
2. Reflect on your own biases and privileges
3. Speak up when you witness exclusionary behavior or microaggressions
4. Amplify the voices of underrepresented colleagues
5. Seek out diverse perspectives and experiences
6. Be an ally to marginalized groups
7. Use your privilege to advocate for change

By taking these steps, individuals can play a crucial role in fostering inclusion, even if they don't hold formal leadership positions.

The Importance of Intersectionality in Inclusion Efforts

Tulshyan repeatedly emphasizes the importance of considering intersectionality when designing and implementing inclusion initiatives. This means recognizing that individuals have multiple, intersecting identities that shape their experiences and the challenges they face.

For example, a Black woman may face different obstacles than a white woman or a Black man. Similarly, a queer person of color may have different needs and experiences than a straight person of color or a white queer person.

By taking an intersectional approach to inclusion, organizations can:

1. Develop more nuanced and effective strategies
2. Address the unique challenges faced by individuals with multiple marginalized identities
3. Avoid the pitfall of one-size-fits-all solutions
4. Create a more inclusive environment for all employees

Tulshyan encourages leaders and organizations to consider intersectionality in all aspects of their inclusion efforts, from hiring and promotion practices to employee resource groups and mentorship programs.

The Role of Allyship in Creating Inclusive Workplaces

Another key theme in the book is the importance of allyship in driving meaningful change. Tulshyan defines allyship as actively supporting and advocating for marginalized groups, even when it may be uncomfortable or challenging.

She offers several suggestions for being an effective ally:

1. Listen to and believe the experiences of marginalized individuals
2. Use your privilege to amplify underrepresented voices
3. Speak up against discrimination and exclusionary behavior
4. Educate yourself and others about diversity and inclusion issues
5. Be willing to make mistakes and learn from them
6. Take action to create change, even when it's difficult

By cultivating a culture of allyship, organizations can create a more supportive and inclusive environment for all employees.

The Ongoing Nature of Inclusion Work

Tulshyan emphasizes that creating an inclusive workplace is not a one-time project or initiative, but an ongoing process that requires continuous effort and commitment. She encourages organizations to:

1. Regularly reassess and update their inclusion strategies
2. Stay informed about emerging best practices in diversity and inclusion
3. Remain open to feedback and criticism
4. Adapt their approaches as the needs of their workforce evolve
5. Celebrate progress while acknowledging that there is always more work to be done

By treating inclusion as a journey rather than a destination, organizations can create lasting change and build truly inclusive cultures that evolve and improve over time.

Conclusion: The Power of Purposeful Inclusion

In "Inclusion on Purpose," Ruchika Tulshyan makes a compelling case for why organizations need to move beyond superficial diversity initiatives and actively work to create truly inclusive environments. By sharing real-world stories, research-backed insights, and practical strategies, she provides a roadmap for individuals and organizations to foster cultures of inclusion that benefit everyone.

The key takeaways from the book include:

1. Inclusion must be purposeful and actively pursued, not just talked about
2. Understanding intersectionality is crucial for effective inclusion efforts
3. Inclusive hiring practices, fair pay, effective feedback, and psychological safety are essential components of an inclusive workplace
4. Leaders play a critical role in driving and modeling inclusive behaviors
5. Measuring progress and holding the organization accountable are necessary for sustainable change
6. Individuals can contribute to creating inclusive environments through education, allyship, and speaking up
7. Creating an inclusive workplace is an ongoing process that requires continuous effort and commitment

By embracing these principles and putting them into practice, organizations can create workplaces where all employees feel valued, heard, and empowered to contribute their best work. In doing so, they not only fulfill a moral obligation but also position themselves for greater success in an increasingly diverse and competitive global marketplace.

Tulshyan's book serves as both a wake-up call and a practical guide for anyone committed to creating more inclusive workplaces. It challenges readers to move beyond good intentions and take concrete actions to foster inclusion at all levels of their organizations. By doing so, we can create workplaces – and ultimately, a society – that truly values and leverages the diverse talents and perspectives of all individuals.