Introducing retain logo

An AI Workplace Management Solution for HR Teams

Inclusively’s Retain provides structure to the fragmented workplace management experience for accommodations, benefits, and all other employee offerings and investments that exists at your company today.

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Employees do not know how to find the resources and support they need to thrive in their jobs.

We make this process easy for your employees while reducing the often inefficient, redundant processes that currently exist across your company.

Success Enablers are accommodations, modifications and opportunities for workplace personalization. They help all employees reach their potential and provide access for employees with apparent and non-apparent disabilities.

How retain logo works for Employers

Retain integrates with the largest HRIS systems (like SAP, ServiceNow, Workday). Specifically Retain offers:

1. Structured Framework. Our proprietary framework organizes existing investments—across products, benefits, services, technologies, and policies—into one streamlined system.

2. Intelligent Assistance. Our Intelligent Assistant automatically maps and updates resources, ensuring everything available to employees is clear, personalized, and actionable.

3. Impactful Experience. Employees anonymously search and provide feedback on resources based on their challenges, and companies gain real-time insights to improve offerings and investments.

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In-platform view of Inclusively's Retain solution with multiple graphs, charts and Success Enabler data displayed.
Our Chatbot: In-platform view of Inclusively's Retain solution with Success Enabler chatbot.

How retain logo works for Employees

Your employees can search and discover, in real-time, the Success Enabler they needs from our AI-powered intelligent assistant so they can be productive in their job. It also helps reduce the redundant interactions that currently take place for the accommodations, accessibility and HR teams that are involved when a request is made by an employee. 

When employers reduce friction around employee needs, it’s a win-win.

Empower employees

Employees have access to secure, private, AI-facilitated information that enables them to discover and implement company benefits and resources.

Save time

Automates up to 80% of the tasks currently associated with resource requests by making most resources self-serve through the platform.

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Measure effectiveness

Provides insights through anonymous, aggregated feedback, which helps organizations understand which resources are requested and utilized.

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Optimize benefits

Empowers HR teams to make informed decisions regarding benefits, investments and resource allocation.

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
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
☆☆☆☆☆
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
☆☆☆☆☆
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
☆☆☆☆☆
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
☆☆☆☆☆
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
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

Connect with our team to learn more.

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