Make sure all the quieter voices are heard. 

Data analytics and AI-coaching for the future of work.

Listen to your whole team, and get all the best ideas out :) 

.

Trusted by employees at 700+ companies including

Women are still dramatically underrepresented in leadership: only 1 in 4 C-suite executives is a woman, and only 1 in 20 is a woman of color.

We have a persistent pipeline problem

2x

For every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company.

87%

For every 100 men who are promoted from entry level to manager, only 87 women are promoted, and only 82 women of color are promoted.


.

Women face systemic barriers 

Inclusion and belonging are formed in small moments in the daily flow of work. 

Did you know that micromoments matter when it comes to equity, inclusion, and diversity? The small moments in an inter-personal communication, when some people are not asked for their opinion, or are interrupted when they share their ideas. 

This adds up over time, and leads women and underrepresented employees to feel like they are not welcome. 

Feeling unwelcome, they may self-censor, and reduce their contributions. 

Equal Time works by increasing self-awareness in meetings, and allowing teams to focus on achieving a truly inclusive team environment that gives everyone a chance to thrive. 

Women routinely encounter mansplaining, disrespect, interruptions, and having their ideas misattributed 

Women who encounter disrespect in the workplace are leaving companies where they experience those issues. (LeanIn 2022)

Creating a more empathetic culture with better managers, will increase the chance of retaining women (and all your employees). Focusing on ensuring equitable airtime to speak in meetings is an importnat part of a comprehensive strategy to improve equity in the workplace.

Teams that have equity in speaking time, see a 20% improvement in psychological safety.

Equal Time helps teams improve psychological safety, thereby benefiting all employees and the company retention rate. 

Equal Time helps you retain your best talent 

Increase inclusion at scale. Increase psychological safety across your distributed workforce. 

Requires No Set Up Time  

It's as easy as enabling a zoom app. No training required to start getting passive insights and help.

Help All Voices to Be Heard

Real-time Zoom feedback helps teammates identify what is happening in that meeting to  self-correct and improve listening skills. 

Reduce Unconscious Bias  

Diverse teams need inclusive environments to thrive. Equal Time measures and improves day-to-day inclusion. 

Improve Culture  

Create a culture where all employees understand that their opinion matters. Increase employee retention. 

Increase Employee Engagement + Retention

Employees who feel heard will be more engaged and willing to share their ideas. 

Privacy-First Compliance

We abide by all local and international laws to protect the privacy of your meetings. 


.


.

Measurement is crucial to achieving results

Just as business leaders set goals for revenue, costs, and sales, so too should leaders set targets for diversity and inclusion. 

It's important to examine patterns of behavior with data to track improvement over time.

  • Track speaking time, monologues, and interruptions in Zoom and Google Meet
  • Identify ways to increase engagement and productivity
  • Diversity, Equity and Inclusion KPIs based on daily behaviors 



.

Speaking Time is Associated with Perceived Leadership, and Predicts Promotions

Did you know that leadership skills, as they are perceived by others, is directly correlated with speaking time? People who speak more, are rated by their group mates as more likely to be the leader.

Research supports the idea that speaking more will increase an individual's chances of gaining a promotion. Learn more and read the research here.

Diverse teams perform better

A McKinsey report shows that organizations with diverse leaders are 35% more likely to have higher financial returns, and unquestionably this is the right thing to do. But diverse teams are only successful if they are also inclusive. 

Underrepresented team members you worked hard to recruit will quit if the environment they are working in is not inclusive. This can backfire, cause more disruption for the company, and end up costing time, energy and effort. Inclusion needs to be a first level priority for retaining and effectively engaging all employees.


.

Psychological Safety is a Key Component

The #1 most important factor Google found to predict team performance was psychological safety (Google's Aristotle). This refers to the feeling that it's safe to be oneself, ask questions, and share ideas.

Teams are highest performing when everyone has approximately equal time to speak, and each person speaks in short turns. (Alex "Sandy" Pentland, MIT)


"I've found that men are surprised when you show them [data] of themselves interrupting or talking over other people, especially women, they're just not aware until you bring it to their attention. And once you do, they recognize it and want to get better." (Carnegie Mellon, Joanna Wolfe)

Testimonials

"This was the tool I was waiting for. It has been helpful for both internal and external meetings and has really shed light on the dynamics of these conversations. Very useful!"

C0-founder

Encord

"This extension helps me to track which voices take up a little too much "air time" during meetings with my staff. It helps build inclusivity, and it allows me to track who does not speak up as much during Google Meetings." 

Teacher

Haverford School

"Wow! What a useful app. I always thought I was making space for my female colleagues, and this app was very enlightening in showing me that I could do more. I expect our productivity and collaboration will certainly increase!" 

Director of Business Development

Qure

From the team that brought you Black Lives Matter, and Study.com

Rachel Dowling

Kim LaRocca

Developed in collaboration with researchers from Harvard Business School, AI technologists from Stanford, and the Chief Diversity Officer of Nike. 


.

"The best way to build a great team is not to select individuals for their smarts or accomplishments but to learn how they communicate and to shape and guide the team so that it follows successful communication patterns." (HBR)

Get Started Today!

Title of the document Book a Demo!