Inclusion on Purpose by Ruchika Tulshyan Summary

Inclusion on Purpose provides a roadmap for fostering workplace diversity, equity, and inclusion (DEI) through intentional action. The book emphasizes centering women of color’s experiences to address systemic bias, debunks myths like the "level playing field," and offers strategies such as hiring for "culture add" and fostering psychological safety. Tulshyan combines research with actionable steps for leaders to dismantle structural barriers.

This book is essential for leaders, HR professionals, and DEI practitioners seeking practical tools to build inclusive workplaces. It’s also valuable for employees advocating for equity, particularly those interested in intersectional approaches to addressing gender and racial bias. Tulshyan’s insights resonate with anyone committed to systemic change.

Yes—the book bridges theory and practice, offering evidence-based frameworks like "culture add" and intersectional pay gap analyses. Its focus on accountability and structural change, rather than superficial fixes, makes it a standout resource for organizations aiming to create belonging.

Tulshyan advocates for proactive measures: exposing bias through data, training leaders to leverage privilege, and redesigning feedback systems to avoid vagueness (which often disadvantages marginalized groups). She stresses that bias mitigation requires daily intentionality, not occasional workshops.

Unlike "culture fit," which reinforces homogeneity, "culture add" prioritizes hiring candidates who bring diverse perspectives. Tulshyan argues this fosters innovation and mirrors real-world demographics. For example, teams with varied backgrounds are better equipped to solve complex problems.

Women of color face compounded gender and racial bias, making their experiences a critical lens for inclusive policies. Tulshyan shows that solutions benefiting this group—like equitable pay practices and mentorship—create systemic improvements for all employees.

Psychological safety—where employees feel safe taking risks—is foundational. Tulshyan links it to retention and innovation, urging leaders to actively address microaggressions and share power. For example, managers should encourage dissent and credit marginalized voices in meetings.

The book advocates intersectional pay audits to identify disparities affecting women of color, paired with transparent salary bands and promotion criteria. Tulshyan emphasizes that closing gaps requires ongoing monitoring, not one-time adjustments.

1. Intentionality: Inclusion demands daily practice, not passive goodwill.
2. Centering marginalized voices: Policies should prioritize those most impacted by bias.
3. Structural change: Replace "quick fixes" with systemic solutions like equitable hiring and feedback practices.

Tulshyan rejects individualistic approaches (e.g., "leaning in") in favor of organizational accountability. Unlike theoretical guides, it provides concrete tools like bias-interruption techniques and metrics for tracking progress, with a unique focus on intersectionality.

Some note the book’s corporate focus may overlook smaller organizations or non-Western contexts. However, its principles—like psychological safety and equitable hiring—are broadly adaptable, and Tulshyan’s emphasis on action over rhetoric is widely praised.

Start with bias audits, revise job descriptions to emphasize "culture add," and create feedback systems with clear rubrics. Tulshyan also advises leaders to publicly commit to DEI goals and share progress transparently to build trust.