Culture
WorkAlign by INCForce+ is a taskforce-driven non-profit corporation dedicated to community education and fostering diversity, equity, and inclusion, working towards a more inclusive and equitable society. Through our programs and initiatives, WorkAlign by INCForce+ promotes awareness, understanding, and dialogue around issues of social justice, aiming to eliminate discrimination and create a more harmonious and accepting community. By empowering individuals with knowledge and resources, WorkAlign by INCForce+ is cultivating a culture of empathy, respect, and equitable opportunities for all.
5 Pillars of Service
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Workshop Alignment services offer a series of tailored, interactive learning experiences designed to help businesses bridge gaps in understanding and communication with the underserved communities.
Key Intermediaries:
Training & Workshops
Events & Networking Programs
Key Features:
Customized Training Modules: Workshops are adapted to suit the organization's industry, size, and existing diversity efforts.
Topics Covered: Gender identity and expression, unconscious bias, inclusive language, and allyship development.
Interactive Learning: Includes role-playing, scenario-based exercises, and open forums to encourage meaningful dialogue.
Expert Facilitation: Sessions are led by diversity professionals and diverse community members to ensure authenticity and depth.
Outcomes: Empowered employees and leaders with tools to foster a respectful and inclusive culture.
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Workplace Alignment focuses on creating environments where all employees, particularly those from underserved communities, feel supported, respected, and valued.
Assisting businesses in workforce integration, understanding TAP's initiatives, and optimizing job quality.
Key Intermediaries:
Workplace Accessibility Services
DEI Consulting & Strategy Development
Key Features:
Policy Updates: Revise policies related to anti-discrimination, dress codes, and restroom access to ensure inclusivity.
Cultural Shift Programs: Leadership coaching, formation of employee resource groups, and inclusive communication strategies.
Space Accessibility: Recommendations for diverse-neutral facilities, inclusive signage, and other physical space improvements.
Compliance Guidance: Support in adhering to legal and ethical standards for diverse+ workplace rights.
Outcomes: An inclusive, thriving workplace with high employee satisfaction and productivity.
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Workforce Alignment supports businesses in building and retaining a diverse workforce, particularly by integrating talent from underserved communities into their teams.
Dedicated services for marginalized populations and those facing employment barriers.
Intermediaries:
Inclusive Recruitment & Talent Development
Community & Social Impact Programs
Key Features:
Inclusive Recruitment: Tailored strategies for creating welcoming job postings, partnerships with community organizations, and diverse hiring panels.
Bias-Free Hiring: Best practices for equitable interviews and assessment methods.
Onboarding and Retention: Programs that foster belonging and growth for all employees.
Professional Development: Ongoing training, mentorship, and sponsorship initiatives for underserved individuals.
Community Engagement: Building partnerships with diverse-focused organizations to enhance the employer brand.
Outcomes: A strong, inclusive workforce that drives innovation and fosters a positive organizational reputation.
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WorkShip Alignment introduces the concept of leadership with inclusivity at its core, helping organizations foster mutual respect and empowerment between leadership and the workforce.
Key Intermediaries:
DEI Leadership Development Programs and Mentorship
C-Suite Succession Planning & Mobility Concierge Services.
Key Features:
Inclusive Leadership Training: Programs that equip leaders with skills to manage and mentor a diverse team effectively.
Empathy Building Exercises: Activities that build emotional intelligence and deepen understanding of diverse experiences.
Strategic Leadership Frameworks: Guidance on integrating inclusivity into business strategies and decision-making processes.
Leadership Accountability: Tools to measure and ensure leaders uphold diversity and inclusion standards.
Outcomes: Leaders who inspire trust, cultivate inclusive workplaces, and drive positive organizational change.
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WorkAlign takes a holistic approach to aligning all levels of the organization—from leadership to staff—around shared values of inclusivity, equity, and mutual support.
Key Features:
Organization-Wide Assessment: Comprehensive evaluations to identify gaps in inclusivity across all business areas.
Unified Vision Development: Workshops and strategic planning sessions to align teams with the organization’s diversity goals.
Cross-Department Collaboration: Facilitating interdepartmental efforts to embed inclusivity into daily operations.
Sustainability Planning: Long-term strategies for maintaining alignment with diversity and inclusion objectives.
Outcomes: A cohesive organization united in its commitment to fostering inclusivity, enhancing both internal dynamics and external reputation.
Integrated Service Framework for Underserved Communities
We're a results-oriented organization, where leadership fosters a culture of effective task management and proactive problem-solving at every level. As a task force, we've identified the following marginalized and underserved workplace groups as priorities for 2025 and provided framework outlines on how WorkAlign by INCForce+ will integrate its services for specific underserved communities. The approach includes partnerships, defined roles, and alignment with economic development goals to enhance equity and opportunity.
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Approach:
WorkAlign works to create affirming environments that respect and celebrate LGB+ identities.Policy Updates: Ensuring anti-discrimination and anti-harassment policies explicitly protect LGB+ employees.
Inclusive Benefits: Assisting organizations in providing healthcare benefits that cover gender-affirming care and family planning for same-sex couples.
Allyship Programs: Training teams on LGB+ issues, respectful language, and the importance of pronoun usage.
Visibility and Support: Establishing ERGs for LGBTQI+ employees and encouraging visible allyship from leadership.
System Services:
Host inclusivity training sessions focusing on LGB+ workplace equity (WorkAlign.
Advocate for the adoption of gender-neutral policies and benefits.
Data:
Track LGB+ representation in hiring, retention, and promotion metrics.
Analyze gaps in access to equitable healthcare benefits.
Accountability:
Work with businesses to develop inclusive employee policies.
Hold companies accountable for maintainingharassment-free workplace.
Resources and Partners:
Partner with LGB+ advocacy groups like Out & Equal and local Pride networks.
Provide resources for transgender-inclusive healthcare and workplace support.
Economic Development Alignment:
Business: Assist LGB+ entrepreneurs with business development resources and networking opportunities.
Credentialing: Address barriers LGB+ individuals face in obtaining certifications and professional recognition.
Job Quality: Develop guidelines for benefits that include gender-affirming care and equitable workplace policies.
Outcome:
An affirming workplace culture that supports LGB+ employees, driving engagement and reducing turnover. -
Approach:
WorkAlign focuses on dismantling systemic barriers and promoting racial equity in the workplace.Cultural Competency Training: Educating organizations on unconscious bias, microaggressions, and systemic racism to create inclusive and respectful work environments.
Representation Initiatives: Collaborating with leadership to ensure diverse representation in hiring, promotions, and decision-making roles.
Safe Spaces: Facilitating Employee Resource Groups (ERGs) or affinity groups for employees of color to voice their needs and share experiences.
Leadership Development: Offering mentorship and sponsorship programs to support career advancement for people of color.
System Services:
Offer DEI workshops (WorkAlign) to educate businesses on inclusive hiring and advancement practices.
Partner with organizations promoting racial equity to develop training programs for employees and leadership.
Data:
Collect workforce demographic data to track representation and advancement of people of color.
Utilize data to design tailored mentorship and sponsorship programs for career development.
Accountability:
Establish benchmarks for improving racial diversity at all organizational levels.
Monitor and report DEI progress through periodic reviews with accountability partners.
Resources and Partners:
Collaborate with chambers of commerce and advocacy organizations (e.g., NAACP).
Provide resources for business development targeting minority entrepreneurs.
Economic Development Alignment:
Business: Help minority-owned businesses gain access to funding, resources, and supply chain opportunities.
Credentialing: Work to simplify credentialing processes that often disadvantage underrepresented communities.
Job Quality: Create frameworks for equitable compensation and growth opportunities for people of color.
Outcome:
Workplaces that reflect racial diversity, equity, and inclusion, fostering innovation and improved employee satisfaction. -
Approach:
WorkAlign empowers women by addressing gender-based disparities and creating pathways to leadership.Gender Equity Audits: Reviewing policies, pay structures, and practices to identify and correct gender inequalities.
Leadership Pipelines: Establishing mentorship programs and targeted leadership training to prepare women for senior roles.
Work-Life Balance: Advocating for family-friendly policies such as flexible work arrangements, parental leave, and childcare support.
Inclusive Practices: Educating teams on eliminating workplace biases and creating safe, respectful environments.
System Services:
Facilitate leadership development workshops and mentoring programs (WorkAlign).
Provide businesses with resources to develop family-friendly policies and gender equity training.
Data:
Conduct pay equity audits to identify and address gender wage gaps.
Track representation of women in leadership and technical roles.
Accountability:
Establish goals for equitable representation of women in key positions.
Require organizations to publicly share DEI commitments and outcomes.
Resources and Partners:
Partner with women-focused networks (e.g., Women’s Business Centers, Lean In).
Provide grants and educational resources for female entrepreneurs.
Economic Development Alignment:
Business: Support businesses in creating flexible work environments and equitable pay scales.
Youth: Partner with schools to introduce young women to STEM and leadership opportunities.
Job Quality: Develop family leave policies and frameworks to support women re-entering the workforce.
Outcome:
Women are supported and uplifted, leading to equitable representation at all organizational levels and a culture of gender inclusivity. -
Approach:
WorkAlign prioritizes accessibility and inclusion to empower individuals with disabilities in the workplace.Accessibility Audits: Ensuring physical spaces, digital tools, and workplace systems are fully accessible.
Inclusive Hiring Practices: Developing programs to recruit, onboard, and support individuals with disabilities.
Reasonable Accommodations: Advising employers on providing accommodations like assistive technology, flexible schedules, and accessible workspaces.
Disability Awareness Training: Educating teams to eliminate stigma and foster an inclusive culture for disabled employees.
System Services
Assist businesses with accessibility audits and training (WorkAlign).
Provide accommodations resources to enhance workplace inclusivity.
Data
Collect data on employment and retention rates for disabled workers to identify systemic barriers.
Analyze accessibility gaps in workplace policies and infrastructure.
Accountability
Require businesses to comply with ADA standards and submit annual accessibility reports.
Partner with disability advocacy organizations for regular evaluations.
Resources and Partners
Collaborate with groups like the National Disability Institute and local disability councils.
Offer grants to businesses investing in adaptive technologies.
Economic Development Alignment
Business: Promote hiring incentives for employers who support disabled workers.
Credentialing: Simplify credentialing for disabled individuals through adaptive testing options.
Job Quality: Create guidelines for accessible workplace design and career advancement opportunities.
Outcome:
A workplace where disabled individuals can thrive, contribute fully, and feel valued. -
Incorporating veterans into our framework recognizes the unique experiences and contributions while addressing barriers they may face in civilian workplaces. This framework integrates system services, data, accountability, and resources with clear roles and partnerships.
System Services:
Provide career transition workshops (WorkAlign) tailored to veterans, focusing on skills translation, resume building, and interview preparation.
Develop training programs for businesses on how to leverage the skills and leadership qualities veterans bring to the workplace.
Support mental health awareness and trauma-informed practices in workplace environments.
Data:
Track the hiring, retention, and career progression rates of veterans across industries.
Collect data on barriers to entry or success in civilian roles, such as skills gaps or bias in hiring.
Accountability:
Partner with veteran organizations to evaluate the effectiveness of hiring initiatives.
Require employers to report on their efforts to recruit and support veterans in the workforce.
Resources and Partners:
Collaborate with groups such as the US Department of Veterans Affairs, Hiring Our Heroes, and local veterans' support organizations.
Provide funding or grants for businesses implementing veteran-friendly practices, such as mentorship programs or accommodations for disabilities.
Economic Development Alignment:
Business: Connect veterans to entrepreneurship resources, including small business loans, mentorship, and procurement opportunities.
Credentialing: Partner with credentialing organizations to recognize military training and experience in civilian job qualifications.
Job Quality: Develop workplace standards that include flexible schedules for medical appointments and access to mental health resources.
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Approach:
WorkAlign helps organizations engage and empower young talent by fostering a culture of mentorship and growth.Career Pathways: Creating entry-level opportunities, internships, and apprenticeships tailored to the needs of young professionals.
Mentorship Programs: Connecting youth with experienced professionals for guidance, skill-building, and career development.
Modern Workplace Practices: Implementing flexible policies and embracing technology to appeal to the younger workforce.
Skill Development Workshops: Offering training on workplace etiquette, communication, and professional skills to prepare youth for long-term success.
Outcome:
A supportive environment where young professionals can develop their skills, feel valued, and grow into future leaders.
