Diversity Scores
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Hear concerns
before they
become claims.

Employees speak up safely, named or anonymous. HR follows up, documents, and resolves every concern the same way. Built for organizations of 25 to 1,000 people.

48%

of the 88,531 charges filed with the EEOC in fiscal year 2024 alleged retaliation.

Source: EEOC charge data

A young woman sitting on a couch, reading a message on her phone
New reply on your report
HR asked a follow up question. You are still anonymous.
What makes it different

HR can ask follow up questions without ever learning who reported.

Can you tell us roughly when this started?
About three weeks ago, after the schedule change.
RetailRestaurantsHealthcareWarehousesNonprofitsSchools

Four steps.
One record.

Every concern takes the same path, no matter who hears it first. That consistency is what holds up when a case escalates.

01

Someone speaks up

From any phone, named or anonymous. No login and no app to download.

02

HR follows up

Questions go through a private thread. The reporter answers on their own time, and their identity stays hidden.

03

The case is handled

An owner, a due date, notes, and files in one timeline you can export at any time.

04

Leadership sees patterns

Trends by team, location, and category. Never names.

Built for the floor,
not just the office.

Most people who need to raise a concern never sit at a desk. Diversity Scores works where they already are.

A café worker in an apron looking at the camera
Works on any phone

A QR code in the break room is all it takes. No login and no app.

A store employee stocking a grocery shelf
Named or anonymous

People choose. Anonymous reporters still get updates and can answer questions.

A warehouse associate smiling at her workstation
Built for every shift

Reports come in at any hour, from any location, and go straight to the right person.

An HR lead listening to an employee in a bright office
Your report
You are anonymous. Access code K7Q4.
Thank you for telling us. Were other people present when this happened?
Yes, two others on the closing shift. It happened again Thursday.
Sent, read by HR
Write a reply

The follow up is where most processes break.

A tip line is a dead end. Diversity Scores keeps a private two way thread open, so HR can ask what it needs and the reporter can answer when they feel ready.

  • A private access code instead of an account
  • Updates when the case moves forward
  • Reporter identity hidden from everyone

Every case.
One record.

Owners, deadlines, notes, and the full conversation in one place, instead of an inbox, a spreadsheet, and someone's memory.

Email, forms, and spreadsheets

  • Employees email a manager or say nothing
  • Anonymous tips cannot be answered
  • Whoever heard it first decides what happens
  • Notes scattered across inboxes

With Diversity Scores

  • A private form on any phone, named or anonymous
  • Two way messaging that protects identity
  • An owner and a due date on every case
  • A timestamped history you can export

Built by a therapist and a product leader.

Brittany Glover spent over 15 years building enterprise software. Adrienne Michelle is a licensed marriage and family therapist who wrote every intake question so people can describe what happened without reliving it.

Meet the founders

We kept seeing reports go in and never come back out. We built Diversity Scores so every concern gets the same documented path to resolution.
Brittany Glover and Adrienne Michelle, LMFTCofounders

Anonymous means anonymous.

No reporter accounts

Anonymous reporters never sign up, and HR never sees who they are.

Encrypted

All traffic uses HTTPS, and stored data is encrypted at rest.

Role based access

Only the people assigned to a case can open it.

Yours to export

Download every case record whenever you need it.

See it with your own policies.

A 30 minute walkthrough set up with your categories and routing rules, so you can see exactly how a report would move at your organization.