With a focus on diversity audits and anti-racism workshops, Inclusifyy guides organizations in building truly diverse workforces that thrive in cultures of equity and inclusion.

Turn intention into action.

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. 

Click here to read more about diversity audits.


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."

-James Baldwin

Don’t struggle alone.
Inclusifyy will help you build a diverse 
and create an inclusive workplace culture.

Drawing on a Board
Working Together

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.

Full-Cycle Recruitment

​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); 

  • Checking references; 

  • 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



“Our business hired Amanda to research and provide services needed in our start-up. She is a strategic and lateral thinker with great execution skills. We recommend working with Amanda to help your leadership team excel."

Tyler Mosher

CEO, Board of Director, Entrepreneur

"Amanda cares deeply about diversity and inclusion. She thinks differently, challenges the status quo, and comes up with novel solutions rooted in facts and data. I can always count on Amanda for honest and candid feedback that challenges my thinking. When seeking her opinion or consulting with her I find my opinions being changed by a new understanding or that her challenging questions and insights have helped me to fortify my current position."

Joe Barone

Manufacturing Product Group Leader,  3M

"The Inclusifyy training I received from Amanda Fernandez was core-changing. By this I mean, it transformed the core of my values which forever-changed my thoughts and actions. I came to the course owning I had personal biases as well as knowing that, on more than a few occasions, I had remained a silent bystander during racist situations. I came to the course wanting to learn how to become a better person but quickly realized that I really just wanted to learn how to feel better about the person that I was. Amanda called me on that—she respectfully and consistently pushed back until I came face-to-face (literally, while looking at myself in the reflection of my computer screen) with how much I needed to learn, relearn, and most critical to me…unlearn. I unlearned that being “not racist” is what people need to strive for; I relearned that my say:do ratio is critical to ending racism; and I learned I must actively be an anti-racist each and every minute of each and every day. It is not enough to want to be better—I need to do better. And Amanda is the one to guide the way to truly achieving diversity, equity, and inclusion not only in our workplaces, but also within our homes and neighbourhoods and across our shared world and its communities"

Leanne Myggland-Carter

Director at Spruce Grove Public Library

"Amanda Fernandez, with energy and humor, is able to command the attention of large audiences and create a customized learning experience that challenges our assumptions and provides practical take-aways. Amanda was a Keynote Speaker at the City of Madison’s 2019 Women’s Leadership Series, Living the Vision: Inclusive, Innovative & Thriving where she delivered relevant, impactful information on Innovation and Leadership for the New Economy. Amanda has a wealth of knowledge and experience to build organizational excellence."

Alia Stevenson

Manager - Organizational Development, City of Madison, Wisconson



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

Find Amanda on Social Media

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Tanya Sinclair

DEI  Strategist

Tanya Sinclair is a seasoned Human Resources Executive and DEI Strategist. Tanya is a transformative leader who guides organizations and leadership teams in the creation and implementation of inclusive workplace strategies. As an advocate for DEI and mental health in the workplace, Tanya speaks on industry panels and is a member of the Program Advisory Committee for the Diversity, Equity & Inclusion Program at George Brown College and was appointed to the Diversity Advisory Committee for Durham Region Police Service.  Tanya’s leadership motto is Lead, Learn, Laugh.

Call us:  +1647.801.5223

Find Tanya on Social Media

  • LinkedIn

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.


Find Hayden on Social Media

  • LinkedIn

Turn intention into action:

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