Content Delivered by the Crescendo Bot. 

We spoke to diversity and inclusion (D&I) advocates to learn why they became passionate and they mentioned two things: their own experiences and learning about the experiences of others.

These advocates would do hours of online research to find the stories of other people. The problem is many people won't dedicate this time and effort to expose themselves to diverse perspectives, so Crescendo does that work instead.

We've worked with community influencers and D&I experts to source engaging stories that share a valuable perspective with your employees. Here are some content examples based on sample demographic profiles.

 Todd, Software Engineer

Todd, Software Engineer

 Imani, Sales Manager

Imani, Sales Manager

 Kim, Product Design Manager

Kim, Product Design Manager


Content Delivery Simulations

Meet Todd.

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Todd works as a software engineer and has little prior knowledge of unconscious bias. He identifies as a white cis man. Todd's learning path will teach him the basics of why D&I is important and the impact it has on his workplace.


Good morning, Todd!

Here is your first video, it uses examples in product development, to show how unconscious bias can affect the workplace.

Unconscious Bias at Work

Google engineers in this video discuss how unconscious biases influence our actions every day, but we don't notice them. These biases are shaped by our experiences and cultural norms, allowing us to filter information and make quick decisions. This means that we’ve evolved to trust our guts, but sometimes these mental shortcuts can lead us to misjudge other people.


Here is one way you can be mindful of unconscious bias in your workplace.

When meeting someone for the first time, avoid unconsciously demoting them. For example, instead of “are you an intern?”, ask them “what is your role here?”.

It’s a small change in language that makes a big difference to your relationships with other people.


Meet Imani.

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Imani is a Manager in the Sales department, and identifies as a black lesbian non-binary woman. They have significant prior knowledge of unconscious bias. Imani's learning path will provide more nuanced training in understanding other people's experiences.


Hi, Imani! Here's a video I thought you might find helpful. :)

“The Culture Map” by Erin Meyer focuses on the cultural mistake she made when presenting to a Japanese audience and what she learned from that experience.

Was that helpful?



That was actually amazing. I would be interested to see more.


Sure! Here's an article from C. Carey Yang Ph.D. talking about his experience leading multi-cultural teams.

ⓘ Click on the image below to read the full article.


Meet Kim.

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Kim is a Manager of a Product Design team. She has a bit of familiarity with the concept of unconscious bias. She identifies as a white cis heterosexual woman. Kim's learning path will round out her knowledge of different experiences she might come across in her workplace, so she can lead her team most effectively.



Hi Kim! Here is some content you might find helpful.

This video talks about the importance of diversity in scrum teams. Specifically about how someone who is deaf on your scrum team affects innovation and the team dynamic.

A really great takeaway from this is to adjust your mindset when talking about diversity on your scrum team.

It’s not just about being politically correct, but rather thinking of problems from different perspectives.




Q: How do you categorize your content and what are the categories?

A: Our content is divided into 11 main categories and 54 subcategories. The main categories cover gender, ethnicity/race, age, sexual orientation, socioeconomic status, and (dis)ability. The subcategories deal with complexity, target audience by department and seniority level, content style, and content format.

Q: How much content do you have right now?

A: At the time of the pilot launch we will have over 300 pieces of content categorized and developed into curriculum, or what we are calling "Learning Paths". This number will increase to 1000 over the next 5 months, as we analyze trends in user engagement and adjust content delivery according to our findings regarding what type of content resonates across the spectrum of users.

Q: How do you evaluate the content’s quality? What are the criteria you consider?

A: Content quality is determined by:

  1. Freshness (how relevant the topic is to today's challenges)

  2. Length of content (no content is longer than 5 minutes in reading or watching length)

  3. Unique insight (does the content present a unique perspective that is not commonly accounted for)

  4. Actionability (does the article have key takeaways that can be pulled out)

  5. Relatability (does the author or format of this content relate to x type of employees)

All of our content is reviewed by our expert in-house Diversity & Inclusion consultant, and placed into the most appropriate learning path according to our ever-evolving criteria and analytics reports.