How CEOs Lost The Modern Workforce – And How They Win It Back
In this free guide, you will learn…
- A framework to maximize workforce productivity and cut down on redundant tasks.
- How to address the unhealthy relationship knowledge workers have with their work.
- How workforces will become more adaptable amidst the coming skill reshuffle that AI will trigger.
- How to become a top place to work for Gen Z and Millennials.
- How top executives from Salesforce, JP Morgan, and Lyft view some of the future of work’s biggest challenges.
Workplace personalization at scale. Employee productivity at its peak.
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
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
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
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
Jon Singel, VP, Talent Acquisition at Lyft
I worked with a small team of professionals in the military and while we each had our specialty, we also trusted each other to rise to the occasion should there be a need. I feel that same way at Inclusively – from the leadership to the interns, there is a strong sense of passion and a desire to learn that allows for meaningful cross- functional collaboration.
Ross Barchacky (He/Him/Disabled/Veteran)
Ross Barchacky (He/Him/Disabled/Veteran), VP of Business Development & Strategic Partnerships, Inclusively
I worked with a small team of professionals in the military and while we each had our specialty, we also trusted each other to rise to the occasion should there be a need. I feel that same way at Inclusively – from the leadership to the interns, there is a strong sense of passion and a desire to learn that allows for meaningful cross- functional collaboration.
Ross Barchacky (He/Him/Disabled/Veteran)
Ross Barchacky (He/Him/Disabled/Veteran), VP of Business Development & Strategic Partnerships, Inclusively
“Being a disabled professional and working at Inclusively has been an incredible experience. Charlotte and Sarah’s commitment to inclusion and prioritizing the well-being of each employee means that I can truly bring my full self to work. I’m proud to be part of a team that is not only providing access to meaningful opportunities, but equalizing the entire hiring process with an accessible and transparent approach.”
Tiffany Meehan (She/Her/Disabled), VP of Marketing, Inclusively
“Being a disabled professional and working at Inclusively has been an incredible experience. Charlotte and Sarah’s commitment to inclusion and prioritizing the well-being of each employee means that I can truly bring my full self to work. I’m proud to be part of a team that is not only providing access to meaningful opportunities, but equalizing the entire hiring process with an accessible and transparent approach.”
Tiffany Meehan (She/Her/Disabled), VP of Marketing, Inclusively
“I spent six years as a caretaker for my father after his stroke and I witnessed his struggle to find employment while having a disability. I am also a person who is neurodiverse and received accommodations in college but I had no idea that it was also available in the working world. Finding out there are companies out there to help people like my father and I was really inspiring and it means I can work in an environment where I can be my most productive.”
Bryant R. Huff II (Him/His), Customer Success Manager, Inclusively
“I spent six years as a caretaker for my father after his stroke and I witnessed his struggle to find employment while having a disability. I am also a person who is neurodiverse and received accommodations in college but I had no idea that it was also available in the working world. Finding out there are companies out there to help people like my father and I was really inspiring and it means I can work in an environment where I can be my most productive.”
Bryant R. Huff II (Him/His), Customer Success Manager, Inclusively
“We’ve filled 10% of our full-time positions with Inclusively candidates since our partnership began …Inclusively has allowed us to tap into local, diverse, highly skilled candidates that we would otherwise not have found.”
Linley Fenlason
Senior Talent Acquisition and Retention Manager of the New Orleans NFL Saints and NBA Pelicans
“We’ve filled 10% of our full-time positions with Inclusively candidates since our partnership began…Inclusively has allowed us to tap into local, diverse, highly skilled candidates that we would otherwise not have found.”
Linley Fenlason
Senior Talent Acquisition and Retention Manager of the New Orleans NFL Saints and NBA Pelicans