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Introducing Inclusively Retain

Discover untapped resources for enriching your team.

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Companies are experiencing a surge in accommodation requests.

Retain is an intuitive, easy-to-use interface that addresses the increased demand for personalized work environments. HR administrators can use Retain to get valuable, anonymized data about employee needs as they pertain to productivity and retention. Employees get access to secure, private, AI-facilitated dialogue that helps them find resources and request Success Enablers for employee needs in real time.

We use the term “Success Enablers” because everyone experiences personal circumstances—permanent, temporary, or situational—that affect work performance. What matters is not necessarily diagnosis and disclosure; what matters is a transparent dialogue that connects employees with support, while enabling employers to ask them to do their best work. Inclusively saves your HR team time by complementing your accommodations process.

Enable Excellence.

In a 2023 survey, 49.4% of employers reported that meeting an employee’s request for a Success Enabler cost nothing. For those Success Enablers that did require an expenditure, the median amount was just $300.

Success Enablers frequently requested through Inclusively include flexible scheduling, mental health apps, automated notetaking, and noise-cancelling headphones.

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Reduce Costly Churn.

Replacement hires due to turnover cost an average of $16,000 per employee. That cost can soar to two times the amount of the employee’s annual salary depending on the expense of recruiting, onboarding, and training, plus the loss of institutional knowledge.

Show Me How
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Retain empowers employees to succeed.

Generative AI that guides employees to Success Enablers based on company policies.

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Seamless integration with your current workflow, systems, and applications.

Flexible roll-out to pilot with specific teams or implement across the organization.

A mix of live and digital training options for best practices of employing diverse talent.

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Data analytics that help you understand your workforce’s demographics and needs.

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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
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