Ruchika Tulshyan, founder of the global inclusion strategy firm Candour and author of *Inclusion on Purpose*, shares vital insights on inclusive hiring practices. She emphasizes the need for transparency in hiring, advocating for authentic equal opportunity statements to attract diverse candidates. Ruchika also highlights harmful jargon in job postings, promoting a shift towards skills over degrees. Lastly, she urges leaders to rethink traditional interview methods to create a genuinely inclusive culture within organizations.
36:38
forum Ask episode
web_stories AI Snips
view_agenda Chapters
menu_book Books
auto_awesome Transcript
info_circle Episode notes
volunteer_activism ADVICE
Intentional Hiring
Start by hiring more intentionally to create inclusive workplaces.
Diversity without inclusion is ineffective, so prioritize inclusive hiring practices.
question_answer ANECDOTE
Navigating Job Applications
Ruchika Tulshyan shares her personal experience navigating job applications without complete information due to her family background.
She highlights how this lack of transparency can disadvantage those from non-traditional professional backgrounds.
volunteer_activism ADVICE
Authenticity
Include an authentic equal opportunity statement in job postings.
Actively invite historically marginalized groups to apply, emphasizing their value to the organization.
Get the Snipd Podcast app to discover more snips from this episode
the power of uniqueness and belonging to build innovative teams
Stephanie Johnson
Ruchika Tulshyan: Inclusion on Purpose
Ruchika Tulshyan is the founder of Candour, a global inclusion strategy firm. She is a regular contributor to The New York Times and Harvard Business Review. As a keynote speaker, Ruchika has addressed organizations like NASA, Bill & Melinda Gates Foundation, and the United States Congress.
Ruchika is the author of The Diversity Advantage: Fixing Gender Inequality in the Workplace, and most recently, Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work*. She is on the Thinkers50 Radar list and named as one of Hive Learning's Most Influential D&I Professionals for the past two years.
In this conversation, Ruchika and I discuss how leaders can adapt their hiring practices to attract more diverse candidates — and ultimately support inclusion inside their organizations. We discuss the importance of what to both include and avoid in job postings. Plus, we examine how well-intended interview practices can sometimes have unintended results on supporting diversity and inclusion.
Key Points
Make the hiring process transparent from start to finish.
Include an authentic equal opportunity statement.
Refrain from using certain words in job listings. Examples include: rockstar, ninja, hacker, guru, manage, build, aggressive, fearless, independent, analytic, and assertive.
Emphasize skills and experience over professional degrees.
Avoid panel interviews and refrain from asking questions or having conversations about culture fit.
Resources Mentioned
Inclusion on Purpose: An Intersectional Approach to Creating a Culture of Belonging at Work* by Ruchika Tulshyan
Interview Notes
Download my interview notes in PDF format (free membership required).
Related Episodes
How to Get the Ideal Team Player, with Patrick Lencioni (episode 301)
How to Be More Inclusive, with Stefanie Johnson (episode 508)
Start Finding Overlooked Talent, with Johnny Taylor, Jr. (episode 544)
Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.
Coaching for Leaders 
