Witty - the most effective DEI tool

Diversity training alone is not effective or even counterproductive, as found by Harvard's Frank Dobbin. Training gives managers and employees the overconfidence that they are now trained to behave bias-free. But they can't - it's unconscious. The newly acquired overconfidence bias makes them even less sensitive to their biases.

What works?  When managers and employees build empathy for underrepresented groups and make decisions with them in mind. Witty, continuously and at a low threshold, builds that empathy by making users understand the root of biases they come across in daily business life. As understanding grows, so does empathy. It's much more effective than training.

Many organizations invest in awareness days, DEI marketing campaigns, and meetings among underrepresented groups. While these all may are welcomed by the employees themselves, does it make your organization more inclusive? In many cases, their effect fizzles out very quickly.

What works?  Organizations can change their culture if a new mindset is being built among all employees. Witty helps to distribute and educate that new mindset throughout your whole organization in a scalable way, integrated into the daily workflow. That's when cultures change. And your inclusion impact becomes sustainable. 

All DEI officers, as with any other function in a company, need to prove that the resources they use trigger business-relevant output. If they can't prove that, the measures, as well as the officers, are easily let go in a crisis.

What works?  The ROI of DEI activities needs to be measurable and prove that it is business relevant. With Witty, you can do both: Measure how your team changes behavior towards inclusion and prove how it impacts business.