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Introducing Workshops & Trainings

Assessments benefit everybody

Inclusively’s Workshops & Trainings help companies assess their progress in adopting a universal approach to supporting all employees. Our goal is to ensure that organizations provide appropriate Success Enablers that empower all employees to be productive in their roles.

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How can you reliably measure success using metrics that matter?

Measuring your progress regarding accommodations and employee engagement is critical, but how can you do that if you haven’t assessed your current state? Workshops & Trainings helps you clearly evaluate where you’re starting from in order to monitor improvement over time.

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.

Turn Insights Into Actions.

Inclusively offers:

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Trainings

Leverage our fully accessible, live or digital training solutions to educate and inform your team on improving the accommodations process and creating an inclusive workplace experience for all.

Universal Approach Assessment

Partner with us to move to a more universal approach to accommodations by getting an assessment of the current employee experience in finding accommodations and support; mapping insights with stakeholder interviews and receiving a detailed report with findings and recommendations to adopting a universal approach.

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Success Enabler Assessment

Work with us to review current benefits and resources against Inclusively’s Success Enabler Framework; map Inclusively’s top 20 Success Enablers to existing benefits, resources and perks and experience a pilot of Inclusively’s Retain Platform with pre-populated resources.

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

Calibrate and secure success for your team.

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