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Your future leaders demand inclusion.

Inclusively recommends job seekers to opportunities based on their experience, skills, and accommodations needed to succeed in the role.

Illustration showing several pac people depicting the Inclusively team

About Inclusively

Inclusively transcends being just a platform; it’s the manifestation of the future of work today. Our beginnings in focusing on the disability community have expanded into offering scalable solutions for various individual needs and integrating effortlessly into existing operations.

Inclusively fills the gap left by the absence of real-time personalization platforms, enabling businesses to attract and keep top talent. Our success enablement platform empowers businesses to foster a diverse, inclusive workforce, improve productivity, and retain talent through our four solution approach: Retain, Boost, Hire, and ILB.

Meet Our Leadership Team

Charlotte Dales (She/Hers)

Charlotte Dales (She/Hers)

Co-Founder & CEO

Success Enablers
Remote Work

Sarah Bernard (She/Her/Hers)

Sarah Bernard (She/Her/Hers)

Co-Founder & COO

Success Enablers
Remote Work

David Dewey (He/Him)

David Dewey (He/Him)

SVP of Technology

Success Enablers
Flexible Furniture
Hybrid
Job Coaching / Mentorship

Allison Lindberg (She/Her/Hers)

Allison Lindberg (She/Her/Hers)

VP of Product Strategy

Success Enablers
Extra Time
Uninterrupted Work Time

Elizabeth Carr (She/Her)

Elizabeth Carr (She/Her)

VP of Legal & Investor Relations

Success Enablers
Remote Work

Annie Moore (She/Her)

Annie Moore (She/Her)

VP of Talent Operations & HR

Success Enablers
Flexible Schedule
Remote Work

Maya Yeshurun (She/Her)

Maya Yeshurun (She/Her)

VP of Marketing, Enterprise

Success Enablers
Flexible Schedule
Remote Work

Tiffany Meehan (She/Her/Disabled)

Tiffany Meehan (She/Her/Disabled)

VP of Content Marketing

Success Enablers
Accessible Work Environment
Remote Work

People are now realizing that you can't just muscle things back to how they were before the pandemic. We have a new generation entering the workforce that was diagnosed earlier than any generation that preceded them with learning disabilities and mental health conditions. This generation has requested personalized education plans that accommodated their needs and are placing the same demands on their employers as they start their careers.
Sarah Bernard, co-founder and COO of Inclusively
Sarah Bernard, co-founder and COO of Inclusively
☆☆☆☆☆
People are now realizing that you can't just muscle things back to how they were before the pandemic. We have a new generation entering the workforce that was diagnosed earlier than any generation that preceded them with learning disabilities and mental health conditions. This generation has requested personalized education plans that accommodated their needs and are placing the same demands on their employers as they start their careers.
Sarah Bernard, co-founder and COO of Inclusively - Premium Guide
Sarah Bernard, co-founder and COO of Inclusively
Sarah Bernard, co-founder and COO of Inclusively
You can have your cake and eat it too. You can create flexibility that actually leads to increased productivity and retention. It's not an either/or situation. You’re not opening the floodgates or a can of worms that you can’t control. Instead, you can put guardrails around this process, rather than letting it become chaotic and unmanageable.
Christina Mallon, Head of Inclusive Design at Microsoft
Christina Mallon, Head of Inclusive Design at Microsoft
☆☆☆☆☆
You can have your cake and eat it too. You can create flexibility that actually leads to increased productivity and retention. It's not an either/or situation. You’re not opening the floodgates or a can of worms that you can’t control. Instead, you can put guardrails around this process, rather than letting it become chaotic and unmanageable.
Christina Mallon, Head of Inclusive Design at Microsoft - Premium Guide
Christina Mallon, Head of Inclusive Design at Microsoft
Christina Mallon, Head of Inclusive Design at Microsoft
We need flexibility for women in the middle layers of a company. These are the people who have the institutional knowledge of how things work; they've been here for a significant amount of time. They are in the prime of their careers but also starting families. We don’t want to lose them. If they had more flexibility, retaining them would be much easier. We’ve done a good job in building programs for this, but many other organizations are still struggling.
Judy Miller, Chief of Staff for Jamie Dimon at JP Morgan
Judy Miller, Chief of Staff for Jamie Dimon at JP Morgan
☆☆☆☆☆
We need flexibility for women in the middle layers of a company. These are the people who have the institutional knowledge of how things work; they've been here for a significant amount of time. They are in the prime of their careers but also starting families. We don’t want to lose them. If they had more flexibility, retaining them would be much easier. We’ve done a good job in building programs for this, but many other organizations are still struggling.
Judy Miller, Chief of Staff for Jamie Dimon at JP Morgan - Premium Guide
Judy Miller, Chief of Staff for Jamie Dimon at JP Morgan
Judy Miller, Chief of Staff for Jamie Dimon at JP Morgan
People have been able to personalize almost every aspect of their lives. Everything is tailored, everything has an algorithm. The pandemic really provided the first opportunity to personalize work for a lot of people. Now, people want to tailor how they work. As long as it makes them productive and makes them more likely to stay — and doesn’t create an extra layer of administrative tasks for their managers — it’s a win.
Jon Singel, VP, Talent Acquisition at Lyft
Jon Singel, VP, Talent Acquisition at Lyft
☆☆☆☆☆
People have been able to personalize almost every aspect of their lives. Everything is tailored, everything has an algorithm. The pandemic really provided the first opportunity to personalize work for a lot of people. Now, people want to tailor how they work. As long as it makes them productive and makes them more likely to stay — and doesn’t create an extra layer of administrative tasks for their managers — it’s a win.
Jon Singel, VP, Talent Acquisition at Lyft - Premium Guide
Jon Singel, VP, Talent Acquisition at Lyft
Jon Singel, VP, Talent Acquisition at Lyft

Meet Our Board of Directors & Advisors

David L. Fogel

David L. Fogel

Executive Chairman, Inclusively

John D. Kemp (He/Him)

John D. Kemp (He/Him)

President & CEO, Lakeshore Foundation

Success Enablers
Accessible Work Environment

Christina Mallon (She/Her/Hers/Disabled)

Christina Mallon (She/Her/Hers/Disabled)

Director of Inclusive Design, Microsoft

Success Enablers
Accessible Work Environment
Extended Time
Captioning
Notetaker

Julie Bugala (She/Her)

Julie Bugala (She/Her)

Human Resources Leader, Financial Services

Success Enablers
Accessible Work Environment
Remote Work

Regina "Gina" Kline, Esq.

Regina "Gina" Kline, Esq.

Founder and CEO, SmartJob LLC

Sara Tresch (She/Her)

Sara Tresch (She/Her)

Advisor

Ashley Bittner (She/Her)

Ashley Bittner (She/Her)

Co-Founder and General Partner, Firework Ventures

Mandy Bynum (She/Her)

Mandy Bynum (She/Her)

Mandy Bynum, Inc.

Success Enablers
Accessible Work Environment
Remote Work