Overview

How organizations can foster diversity, equity, and inclusion- taking action to address and prevent workplace bias while centering women of color. How organizations can foster diversity, equity, and inclusion- taking action to address and prevent workplace bias while centering women of color. Few would disagree that inclusion is both the right thing to do and good for business. Then why are we so terrible at it? If we believe in the morality and the profitability of including people of diverse and underestimated backgrounds in the workplace, why don't we do it? Because, explains Ruchika T. Malhotra in this eye-opening book, we don't realize that inclusion takes awareness, intention, and regular practice. Inclusion doesn't just happen; we have to work at it. Tulshyan presents inclusion best practices, showing how leaders and organizations can meaningfully promote inclusion and diversity. Malhotra centers the workplace experience of women of color, who are subject to both gender and racial bias. It is at the intersection of gender and race, she shows, that we discover the kind of inclusion policies that benefit all. Tulshyan debunks the idea of the ""level playing field"" and explains how leaders and organizations can use their privilege for good by identifying and exposing bias, knowing that they typically have less to lose in speaking up than a woman of color does. She explains why ""leaning in"" doesn't work-and dismantling structural bias does; warns against hiring for ""culture fit,"" arguing for ""culture add"" instead; and emphasizes the importance of psychological safety in the workplace-you need to know that your organization has your back. With this important book, Malhotra shows us how we can make progress toward inclusion and diversity-and we must start now.

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9780262046558

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Reviews

In Inclusion on Purpose, the DEI consultant Ruchika Tulshyan notes that real progress requires not just empathy but proactive, ongoing effort. She offers six strategies for turning empathy into action--be uncomfortable, reflect on what you don't know, invite feedback, limit defensiveness, grow from your mistakes, and expect change to take time--and encourages readers to examine how policies or assumptions that seem normal can cause unintended harm. For example, she describes a workplace where social events always included alcohol, thus excluding employees whose religion, culture, or health kept them from drinking. Tulshyan recommends acknowledging such mistakes, identifying the biases that may have driven them, and working to do better. --Harvard Business Review Tulshyan explores how leaders and organizations can meaningfully foster diversity, equity and inclusion by taking action to address and prevent workplace bias, while centering on the workplace experience of women of color, who are subject to both gender and racial bias. --Publishers Weekly

In Inclusion on Purpose, the DEI consultant Ruchika Tulshyan notes that real progress requires not just empathy but proactive, ongoing effort. She offers six strategies for turning empathy into action-be uncomfortable, reflect on what you don't know, invite feedback, limit defensiveness, grow from your mistakes, and expect change to take time-and encourages readers to examine how policies or assumptions that seem normal can cause unintended harm. For example, she describes a workplace where social events always included alcohol, thus excluding employees whose religion, culture, or health kept them from drinking. Tulshyan recommends acknowledging such mistakes, identifying the biases that may have driven them, and working to do better. -Harvard Business Review Tulshyan explores how leaders and organizations can meaningfully foster diversity, equity and inclusion by taking action to address and prevent workplace bias, while centering on the workplace experience of women of color, who are subject to both gender and racial bias. -Publishers Weekly

Author Information

Ruchika T. Malhotra, an award-winning inclusion strategist and speaker, is CEO and founder of Candour, which works with organizations to create diverse teams and inclusive cultures. A former business journalist, she has reported from four countries and writes regularly on inclusive leadership for the Harvard Business Review. She was named to the Thinkers50 list, a global ranking described by the Financial Times as ""the Oscars of management thinking.""

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