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Manifesting the Future of Work Today

Inclusively’s belief is that everyone is unique and will benefit from having access to the tools that can help them reach their full potential. Companies can support every employee and maintain compliance.

Illustration showing several pac people depicting the Inclusively team

Inclusively’s Origin

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How It Started

Inclusively started as a hiring platform for people with disabilities, using AI to help job seekers identify what Success Enablers are needed to be successful in a role and enabling companies to find qualified talent that was historically screened out. 

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How It’s Going

We have since expanded the application of our technology to address the increasing demand for personalization of the workforce and to help enterprises solve the unsettled relationship between employers and employee. A significant porportion of employees in the workforce have unmet needs in the workplace related to a disability. Retain, our new product, is designed to respond to the evolving needs of your workforce. It enables companies to address the individual needs of its employees by enabling them to quickly find relevant Success Enablers and benefits offered by your company. Employers utilize this real-time data to better understand your workforce.

Retain is a personalization platform that enables businesses to attract and keep top talent. Retain empowers businesses to foster a diverse and inclusive workforce, to improve productivity and to retain talent. 

An evolving workforce with evolving needs

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Personalization is no longer a nice-to-have

Younger generations were diagnosed earlier than preceding generations and are accustomed to requesting personalized education plans to accommodate for learning disabilities and mental health conditions. These individuals are entering the workplace advocating for similar support in their professional lives. 

Post-COVID expectations span generations

The pandemic broadened access to remote and flexible work possibilities for all working generations. In COVID’s aftermath, employers face changing infrastructure needs and increasing mental health issues in the workforce. There is increasing pressure on employers to provide more flexibility and support for employees than ever before.

Presenteeism is not a cost you can afford

There is a cost associated with underproductive employees, whether due to disability (including chronic illness or mental illness) or because they provide care for a loved one. More than half of a company’s employees fall into these categories and have unmet needs. Let’s fix this.

Inclusively is the only platform that solves these market-trend issues at scale for enterprise businesses.

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Remove barriers to success for everyone—more people can be productive when they don’t have to disclose in order to get what they need.
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Galvanize your workforce—when individuals can request and receive Success Enablers based on their needs, they are 53% more productive and have an 85% retention rate.

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Automate up to 80% of your accommodations work.

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Attract more high-quality talent with personalization at scale.

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Run a modern hiring process that doesn’t exclude qualified candidates.

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
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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
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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

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