Diversity & Inclusion: Audits & Analytics
To properly assess the ground we need to cover during our diversity, equity, and inclusion journey, we need to have a clear understanding of our starting position.
The purpose of diversity audits is to provide an objective and independent examination of the current state of an organization. By conducting diversity audits, we increase confidence and reduce risk, consequently maximizing financial return on investment (ROI) and opportunities for growth.
Inclusifyy provides diversity audits so organizations can diagnose, assess and benchmark their current state. This allows us to then build a customized diversity, equity and inclusion plan of action for your organization.
You don’t need to be a hostage to the present.
Be a diversity & inclusion leader who capitalizes on
diversity, equity, and inclusion to remain
relevant and innovative.
"Not everything that is faced can be changed,
but nothing can be changed until it is faced."
Don’t struggle alone.
Inclusifyy will help you build a diverse workforce
and create an inclusive workplace culture.
Prioritize diversity and inclusion to create a high-performing
and resilient workforce equipped to attend to tomorrow’s challenges.
Diverse workforces accomplish more:
The ability to innovate increases by 83%.
Responsiveness to changing customer needs increases by 31%.
Team collaboration increases by 42%.
A diverse workforce is less vulnerable to change. By building a truly inclusive organization, you can foster a culture of adaptive resilience, enabling your staff to add value and competitiveness to your community. This will encourage social cohesion, enhance economic vitality, foster cultural belonging, drive innovation, and promote creativity.
We care about helping you build a diverse, equitable, and inclusive organization. Inclusifyy will support you with the following workshops:
Anti-Racism and Anti-Oppression Workshop
This workshop takes a systemic and structural approach to understanding anti-Black racism, anti-Indigenous racism, and other forms of oppression in the workplace.
Themes: anti-Black racism, anti-Indigenous racism, anti-oppression, anti-racist, diversity audits, inclusion, belonging, equity, bias, organizational culture, diversity audit, systemic barriers, anti-racism, racism, oppression.
EDI Taskforce/ Committee Workshop
Has your organization recently formed a committee or a task force to combat anti-Black racism and other forms of racism? Then this session is for you.
Themes: Anti-Black Racism and Anti-Oppression Taskforce/ committee training, anti-Black racism, anti-Indigenous racism, anti-oppression, anti-racist, diversity audit, inclusion, belonging, equity, bias, organizational culture, systemic barriers, anti-racism, racism, oppression.
Diversity, Equity, and Inclusion Maturity Assessment Workshop
Assess and audit diversity, equity, and inclusion, and your organizational culture.
Themes: Diversity audit, diagnose your organization’s diversity, equity, and inclusion performance, Design & execute strategies, Build & retain diverse workforces.
Anti-Black Racism and Anti-Oppression Taskforce/ committee training, anti-Black racism, anti-Indigenous racism, anti-oppression, anti-racist, diversity audit, inclusion, belonging, equity, bias, organizational culture, systemic barriers, anti-racism, racism, oppression.
"Discomfort is the price of admission to a meaningful life."
-Susan A. David, Ph.D.
BIPoC Executive Search.
Inclusifyy's full-cycle recruitment process minimizes the impact of systemic barriers too often faced by underrepresented individuals in your recruitment processes; we will have tough conversations with our clients about inclusion, and how your engagement with diversity, equity and inclusion does not stop after you hire a racialized and systemically underrepresented employee. To fully engage with your organization’s hiring needs, Inclusifyy commits to:
Understanding the needs, purpose, and culture of your organization;
Reviewing your job posting, job description, interview guides, and supporting documents;
Rebuilding the job posting and the job description with an equity lens;
Identifying where to post jobs to ensure high visibility by Black, Indigenous, candidates of Colour, and other underrepresented applicants;
Short-listing & pre-screening candidates;
Interviewing short-listed candidates (this is done in collaboration with your organization);
Your team will select a candidate, and we will proceed to the offer stage.
Inclusifyy can create a road map for you and guide you.
Click here to learn more about BIPoC Executive Search
Amanda Fernandez, MI, MBA
I founded Inclusifyy to invest my skills, knowledge, and privilege into countering inequitable workplace practices. I am single-minded about DEI and setting our clients up for success: I guide change-makers in creating corporate cultures where all employees have the support and tools they need to thrive.
I have extensive experience in people-management, leading large-scale
organizational change, project management, and overall business awesomeness.
I believe in creating meaningful personal connections through empathetic listening, powerful story telling, and salty language. I am a fan of quality whiskies and bourbon, and my voice goes up two octaves when I see any non-human animal.
Call us: +1647.801.5223
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Hayden Woodley, MSc, PhD, CPHR
I am an industrial/organizational psychologist and an assistant professor of organizational behaviour at the Ivey Business School in London, Ontario. My research broadly focuses on understanding equity, work teams, leadership, and followership in the workplace.
In addition, I have over 10 years of consulting experience on various human resource management and other business-related projects (e.g., program evaluations and coaching teams/leaders). I take an evidence-based approach to decision-making, applying both quantitative and qualitative methods to answer complex questions for organizations.
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Qualitative Researcher & Workshop Facilitator
I have extensive experience in qualitative research, interpretative phenomenological analysis and discourse analysis. I build and facilitate workshops that take a personal, interpersonal and systemic approach to building inclusive organizational cultures.
The Atlantic Business magazine, 2020, selected me, “Bridge Builder,” as one of the 30 Under 30 innovators in Atlantic Canada. I received:
The “Outstanding Individual” award from the PEI Newcomers Association for my continuous work and involvement in supporting the growing newcomer communities in PEI.
The community organizer award from Faces of Fusion Charlottetown for my significant contributions to the Charlottetown community through activism, volunteerism, and community engagement.
I am a dynamic emcee and have volunteered to host various community events, collaborate and help community partners.
Find Daniel on Social Media
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