How We Do It
Our personalized services are fun, engaging, and based in leading social science research.
We take a data-driven approach and draw from our own and others’ research to help companies tackle unconscious bias.
Our personalized services are fun, engaging, and based in leading social science research.
We take a data-driven approach and draw from our own and others’ research to help companies tackle unconscious bias.
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We provide workshops customized to your business. All workshops are interactive and data-driven.
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We offer confidential meetings to your team members where they can discuss cultural or interpersonal work issues in a safe environment. We help them determine options to resolve issues, and we inform management of cultural trends that need attention, while keeping individual conversations confidential.
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We conduct a thorough assessment of how your company attracts, hires, and retains talent. Based on our evaluation, we work with you to develop a comprehensive playbook to increase diversity and inclusion at your organization, with data-driven metrics to track your progress.
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About
What Makes AcuityWorks Unique?
- We specialize in startups. We understand the unique needs and growing pains of startups. We take into account your stage of growth and capacity to implement different strategies.
- We take a personal approach. Strong relationships are key to ensuring your company’s success. We work with your strengths and understand your weaknesses to help you achieve a better culture.
- We invest in long-term relationships. We care about your progress and will stay close to help your company continue to improve.
- Our work is grounded in scientific research. We hold PhDs in psychology, with a focus on unconscious bias. We take a data-driven, non-judgmental approach.
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Drika Weller, PhD. Founder CEODrika Weller, PhD, is an expert in developing strategies that help organizations become more diverse and inclusive. Her training sessions on unconscious bias focus on educating participants to recognize it in the workplace, and provide action-oriented strategies that facilitate better judgments and behavior. Drika is an engaging speaker and is passionate about helping organizations attract and retain diverse talent. While Drika customizes training sessions and assessments for a variety of industries, she has developed a specific expertise in startups. Drika has a PhD in psychology with a focus on unconscious bias, and has published research on unconscious bias in the top journals in her field.
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Aaron Norton, PhD. PartnerAaron Norton received his PhD in psychology from UC Davis, where he researched attitudes toward gender and sexual minorities as well as the difficulties that both laypeople and experts experience when confronting and communicating medical risk estimates. At UC Davis, he also served as a Fellow in the Center for Science and Innovation Studies. From there, Aaron spent two years as a postdoctoral scholar at Northwestern University in the department of Sociology and the Program in Gender and Sexuality studies, followed by a year as a Visiting Assistant Professor. Aaron has published work in peer-reviewed journals such as the Proceedings of the National Academy of Sciences as well as in top journals in psychology, sociology, and the history and philosophy of science. He has extensive experience conducting interviews and in evaluating the cultural, intellectual, and organizational dynamics that contribute to successful collaboration and innovation. When not teaching and conducting research, Aaron enjoys yoga, running, playing piano, and is an avid reader of books on the role of science in society.
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Diverse teams are more innovative.
People with different backgrounds bring
new experiences and perspectives.
People with different backgrounds bring
new experiences and perspectives.
Download Our Whitepapers
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How to Get the Best Hire AND Improve Diversity
This paper presents practical guidelines for structuring the hiring process and reducing the influence of unconscious bias. Hiring choices are incredibly important to the functioning and culture of an organization. Unfortunately, hiring is also an area where unconscious bias is likely to sneak in, preventing the selection of the best candidates. By mitigating these biases, organizations can significantly increase the likelihood of hiring diverse candidates and the best person for the job.
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Three Key Ways to Reduce Bias in Performance Evaluations and Promotions
This paper discusses common biases in performance evaluations and promotions and how we can mitigate these biases. Unconscious biases have a significant impact on how we perceive, interpret, and evaluate coworkers’ contributions and potential. By managing biases, organizations can provide equal opportunities for advancement for all groups and help foster and retain talent.
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