For the second year in a row, Get Inclusive is offering an EVERFI Buyout Program. This special promotion designed for institutions locked into multi-year commitments with EVERFI, allows institutions to immediately access Get Inclusive’s full student and employee training catalog without any financial obligations through the end of the EVERFI contract.
Courses included are Mental Well-being, Title IX (students and employees), DE&I (employees), and State Compliant Anti-harassment (employees). The full 2021 catalog is here.
In 2021, over 50 colleges and universities have migrated from EVERFI to Get Inclusive. Those schools include Stanford University, University of Florida, University of Idaho, Lehigh, the University of Arkansas System and the Technical College System of Georgia among many others.
In response to the challenges facing Higher Ed institutions, including revised 2021 budgets, Get Inclusive is announcing today an updated EVERFI Buyout Program that will offer two significant considerations:
Have questions? Email email@example.com or request a demo here (getinclusive.com/demo).
Additional Information About the EVERFI Buyout
The following is a detailed FAQ intended to answer common questions about our new EVERFI Buyout Program.
Q: How do we qualify for the EVERFI Buyout Program for 2021?
A: Simple. You have to be an existing EVERFI customer, and enter into an agreement with Get Inclusive by December 31, 2021.
Q: How soon can we start the implementation process?
A: As soon as you sign, you’ll have full access to our courses and platform. Implementation typically takes 4 weeks. Get Inclusive is very experienced in migrating institutions from EVERFI to Get Inclusive.
Q: What are the payment terms?
A: As long as you sign by December 31, 2021, there are no fees due until your contract end date with EVERFI. In the meantime, you’ll have immediate access to our services upon signature. A one time set-up and implementation fee may apply depending on complexity of implementation and any non-standard customizations.
Q: Can we see a demo of your courses and platform?
A: Yes. You can request a formal demo with our sales team through this link: getinclusive.com/demo
Q: How does Get Inclusive compare to EVERFI?
A: Download this comparison guide for an apples-to-apples comparison. Click here.
More questions? Email us now at firstname.lastname@example.org.
About Get Inclusive
Get Inclusive was established in 2014 to help organizations deliver innovative and customizable prevention and compliance programs at scale. Today we serve over 250 colleges and universities across the country.
The Get Inclusive team is a rare blend of content creators and technologists. We have won industry awards for our work in prevention and compliance training, and have delivered the automation, integration and data visualization features that enable large campuses to effectively deploy and measure wide-scale training initiatives.
Get Inclusive announces today that it signed 11 new colleges and universities, a record Q1 for the fast-growing compliance and prevention training startup. Its new customers include Stanford University, University of Florida, University of Arkansas and Lehigh University.
To support its recent growth, Get Inclusive is also announcing today three new strategic hires across sales, marketing and product.
George Homer will join as Vice President of Compliance and Prevention, and will help lead the sales team through its next chapter of growth. George previously held senior sales and leadership roles at EVERFI, LawRoom, Traliant and Impact Compliance.
Serena Tang joins the product team as Art Director where she’ll help Get Inclusive accelerate new course development. Serena was previously Senior Art Director for full-service agency MERGE Boston where she led the creative strategy and integrated brand campaigns for high-visibility healthcare clients.
Finally, Sandra Bledsoe joins the marketing team as Marketing Operations Manager where she’ll oversee all customer and prospect facing communications, including website, social media, content marketing, product launches, newsletters and various paid marketing initiatives.
“Our deep focus and commitment to serving the Higher Ed community is proving to be an incredible differentiator in the compliance and prevention training market,” says Jeremy Beckman, Head of Product at Get Inclusive. “With these new additions to our growth and product teams, we’re well positioned for our next chapter of growth.”
Get Inclusive is now on pace to reach over 500 colleges and universities by the end of 2022.
At a small, fresh institution like Florida Polytechnic University — which opened for instruction in 2014 and has fewer than 2,000 students, faculty and staff — establishing a campus culture that upholds Title IX protections, along with other equity missions, is crucial. Michelle Disson serves as Florida Polytechnic’s Title IX and ADA Coordinator. When it comes to Title IX, Disson said she is “a party of one.”
“I do everything from initial intake at this moment, I do investigations, I do the training,” Disson said, “and I oversee the programming as well.”
With ADA compliance, Disson oversees other campus offices the Office of Disability Services, facilities and human resources to ensure the appropriate policies and procedures are followed. The intersection of Title IX and ADA compliance is centered on giving students equitable experiences.
“We want to make sure that students can continue their educational journey and have options and resources,” Disson said. “With the ADA, you want to make sure that everyone’s treated fairly and has an equal opportunity to continue their education and experience programs and activities within the university.”
Those options and resources, Disson said, present themselves through various student-life-centric offices like Florida Polytechnic’s Academic Success Center, Counseling Services and CARE Services, which handles student health and wellness along with crisis and safety concerns.
Those campus resources are supplemented with online information about Title IX and a reporting tool available on Florida Polytechnic’s website.
Florida Polytechnic provides Title IX education and training, Disson said, for students, faculty and staff. Each year, Florida Polytechnic employees complete Title IX training through Get Inclusive. New employees also receive training in their new hire orientation as well.
“For students, we are involved in orientation,” she said. “All of the new students who attend orientation get the training … They are provided, from Get Inclusive, Voices for Change. So, all students have to complete Voices for Change before they’re allowed to register for the following semester.”
In addition to the student body’s education through Voices for Change, Disson provides open sessions for faculty to learn more about Title IX obligations and programming for students on topics like healthy relationships, sex education, sexual violence prevention and intimate partner violence prevention.
With Get Inclusive, Disson said they are the only system she has implemented that receives positive feedback.
“Most people understand that, yeah, I have to do this every year, especially the employees,” Disson said. “But I typically hear, ‘This was horrible, this takes so much time, I didn’t really get anything out of it.’ With Get Inclusive, I have found more people recognizing … it got the point across, and ‘Hey, I’m remembering now I need to do this. I have this exact scenario.’”
Disson added that she appreciates the types of questions that are asked in the training modules. Evaluating answers to open-ended prompts allows her to identify what is important to students and learn more about them.
“I was very hesitant in the beginning of my time with Get Inclusive of the many open-ended questions,” she said. “I have found that has been almost invaluable when I go through them, just even [to] get a sense of what is the tone … that has been very helpful with students. I learned so much about our student population that you wouldn’t typically get from a first-year experience survey.”
Moving forward, Disson said Florida Polytechnic hits a lot of aspects in regard to Title IX compliance and education, with Get Inclusive in that mixture of resources. A goal she identified: continuing to get information out to students and remind faculty about reporting options. Progressing this outreach harkens back to the inherent values of Title IX and ADA.
“It is important to provide an equitable experience for students,” Disson said.
Get Inclusive’s Spotlight series features interviews with prevention and compliance experts who are taking an innovative approach to their work. If you know someone we should feature, please email email@example.com.
An interview with Dr. Carmen Poole and Jeremy Beckman, the authors and creative leadership behind Get Inclusive’s prevention and compliance training courses.
“Get Inclusive is really a fantastic unicorn space for me where I get to not only research and write in the areas that I have training and have profound interest, but also I get to work in the space of curriculum design and teaching and learning and working on figuring out the best ways to teach people things.”
Dr. Carmen Poole, director of content, shared this insight about the work she gets to do through Get Inclusive. Poole and Jeremy Beckman, head of product, shared how their different educations, work experiences and personal passions brought them into the niche, “unicorn” field of creating prevention-based educational programs at Get Inclusive.
Question: Can you tell me a little bit about your background, your education and what brought you into this world of working with prevention-based programs?
Poole: “My background is in academia and in social justice education. I was a terrible student, which is how and why I realized how important actual learning was, true learning — the sort of difference between being spoken to and spoken at, and I happened to be one of those students that responded poorly to being spoken at, and discovered late that the book world was where I belonged.”
“And so I studied in history and political science, in university did my masters in history, and went on to get my PhD in the history of education. That was at the University of Toronto. My research interests were largely in African American, African Canadian history, women's history, women's studies, feminist studies, and other social justice cognate interest areas. But in my master's year, I developed an interest in curriculum: the history of education, how decisions get made about curriculum, who decides what we learn, and how we learn it, which ended up turning into a much larger project for my Ph.D. dissertation, dealing with ethnography and the politics of representation among African Canadians in southwestern Ontario.”
“After teaching and the Ph.D., I wanted to look into the adult learning space a little bit more specifically. Working with Jeremy at LawRoom was really a great opportunity where I could combine or reconcile or marry all of my academic interests in human rights and social justice, in minority studies, diversity studies, feminist studies, women’s rights with corporate training. It's the unicorn space that I had the privilege to enter into, and to me, Get Inclusive is really a fantastic unicorn space where I get to not only research and write in the areas that I have training in and have, like, profound interest in but also I get to work in the space of curriculum design and teaching and learning and working on figuring out the best ways to teach people things that they may or may not want to learn.”
Beckman: “I went to the Minneapolis College of Art and Design and got a degree in visualization. Visualization is ... an application of cognitive sciences to how the brain works regarding visual information or visual communication. It tends to fall into one of two categories — if you're actually talking about the application of visual communication to a professional area — and that is either education or advertising and marketing. It just so happened that one of my professors was an instructional designer who worked in the adult learning, performance improvement, online education area. So I dove into to e-learning, and that's where I started my career.”
After working at a content creation agency that made custom courses for large corporations, Beckman said he wanted to create materials that tackled more than management and sales training.
“So in a way with online education technology and instructional design for online education and the LawRoom opportunity provided me the opportunity to move into a space that yes, was compliance, and in my world that's considered grunt work that people who are creating, say, custom materials for large organizations, is actually really uninteresting. But to me, it was interesting because it was an opportunity to move into an area where oftentimes what is actually required mandatory by law, in terms of training, is actually addressing really important issues.”
“And I thought to myself: Here's an opportunity to take on the challenge that is turning compliance training experiences into something that is more than what it has been historically for the sake of actually addressing the underlying issues that compel organizations to do compliance training to begin with. So in other words, sexual harassment — now [there] was an opportunity for me to focus on creating training content that hopefully actually helps address that issue for individuals and workplaces where this actually occurs.”
Question: Can you share a little bit about what projects or programs you're working on now?
Beckman: “Get Inclusive is, as you can imagine by its namesake, this organization that was started in the spirit of expressing and sharing and promoting messages that are essentially pro-diversity and are really about proliferating the merits of inclusion. What we're currently working on is essentially a set of training initiatives that are squarely aligned with that mission. The sexual harassment and discrimination prevention program that we're working on called Groundswell is something that we've already launched into the world, but we're actually expanding it and will continue to evolve it as customer needs change or as customer needs are actually being discovered.”
“We recently completed a course for the Americans with Disabilities Act, which is a program that is designed to prepare employees to provide people with disabilities with accommodations to be able to do their jobs. One of the reasons why the ADA training is incredibly important to us is that the problems associated with the community of people with disabilities and employment are massive, and they're actually psychologically based. So this is a great opportunity for us to release into the world attitudes and perspectives that will hopefully help to not just prepare people who are in a position to have to provide the framework for providing people with disabilities an accommodation, but also hopefully convince that individual and other individuals in the workplace that being an organization and being an individual that is, in fact, not hostile towards people with disabilities working in their in their workplaces, which that's the way it is right now. It's an opportunity for us to hopefully help address the stigma associated with providing an accommodation for them to do their work.”
Poole: “The ADA training is very importantly filtered through the lens of disability diversity. Disability as a diversity subject is an important one to consider and often one that is forgotten. Other types of diversity are celebrated or can be celebrated, but it seems, in certain spaces, that disability is not one of them, it’s not included in the initial inventory space of diversity. That's absolutely something that we wanted to address and speak to. And so it's not only a course about accommodation (it's certainly a course about accommodation), but it is one that is looking at disability as a diversity issue as well.”
Get Inclusive is also working on refresher courses for their Title IX and bystander intervention programs for higher education.
Beckman: “We're creating refresher content that is a follow up training for, say, subsequent years for faculty and staff who took training on Title IX and for students who have taken our product called Voices for Change, which is the Campus Save/Title IX training that students and incoming freshmen students take. We're currently engaged in the creation of this ongoing training effort.”
“Also, there is a goal for us to develop training topics on in other areas for students; specifically, that is expanding to specialized training perhaps for Greek life and for student leadership and possibly some others. Essentially population-specific, targeted education in the same subject area. That is an area of enhancement that we're hoping to develop.”
Question: What drives your enthusiasm and your interest in this line of work? Why is it important to you?
Poole: “For me, the challenge and the joy has everything to do with wanting to contribute. Not just ‘doing my part,’ but being able to contribute to workplace culture or campus community culture or an individual's ability to tap into their own power and to use that power to … make the world a better place. It's this exciting space where we can take really big problems and break them down to individual-level contribution to sort of mitigate the impact of those things. So if we're talking about sexism and racism and these great big topics that are hard to solve on a global scale, they are possible to address on a one-to-one or one-to-10 or one-to-20 or whatever it is...that being that little drop in the ocean is still a drop in the ocean.”
“For me, the passion comes out of the notion that change is absolutely possible and to remind people that individual actions and individual efforts do make a huge difference in the world, and the more people who believe that the better. If one person reads one page in one training and that alters their path or alters how they respond to the person walking through the door, that's a huge thing for me. Being able to contribute to culture change and to the way people think about their place in the world is really what keeps me going.”
Beckman: “I want to be able to see myself as an instrument for good in the world, and I'm hoping that that's what I'm able to actually fulfill here working at Get Inclusive on the subjects that we're working on.”
“I’m astounded by how astounded I sometimes am by little ‘aha!’ moments I have. Those ‘aha’ moments have led to incredible insights that have changed how I see the world and how I see myself in it. And if I’m not being delusional in thinking that there’s a possibility that we might actually provide these kinds of ‘aha’ moments, whether they’re minor or they’re major … I want to be able to do that. I believe that in doing so, that’s the way in which we possibly do have the ability to make a difference in the world in this doing good sort of sense.”
“I also love and, to be quite honest — I’m often intimidated by just the massive scale that is the multitude of considerations that we have to incorporate to do what we do. That in and of itself is actually compelling. I’m compelled by the nature of the challenge that is producing an actual commercial experience for organizations who don’t necessarily want to spend the money on what we make, for people who have not asked for it, is in fact part of the challenge that is compelling to me."