A company that provides decision intelligence for talent and teams, offering data-driven solutions for identifying overlooked talent and analyzing team dynamics.

Seen Culture

SeenCulture‘s vision is to create a world where everyone feels seen.

“Talent is evenly distributed, opportunity is not.” 

So we shine a light on untapped potential, and help people leaders make intelligent decisions that mitigate bias to stabilise, recognise and optimise their talent workforce.

Our decision intelligence platform shows that diversity, equity and inclusion isn’t just the right thing to do, it drives performance. Think Moneyball, but for teams in organisations. We’re Jonah Hill. 

We’ve combined data science with behaviour science to deliver a solution that empowers ‘democratised decision making’ for recognising talent.

SeenCulture

Did you know that Goldman Sachs won’t take a company public unless they have at least two diverse board members? 

It’s not about having a better reputation. It’s about the bottom line. 

Because companies with boards who bring #diverse #perspectives are better positioned for stronger financial performance and improved governance.

Companies with one diverse board member saw a 44% jump in their average share price within a year of going public, while those with no diverse board members saw only a 13% increase in share price.

But the real reason we should want diverse corporate boards is that all-male and all-white boards are a huge red flag for #bias — https://lnkd.in/drJi-sGT

“What we were seeing was that the supply was there, and demand was increasingly there. It was a market mechanism problem, and the two were not connecting,” — https://lnkd.in/d-nahWvq

The data is clear: more diverse companies do better.

So how diverse is the board at your company? The workforce? 

My guess is there’s a high chance of “not very” to the former and “very much” to the latter. But please tell me if I’m wrong. 

This is why at SeenCulture we help businesses build more diverse and inclusive leadership pipelines. 

For leadership teams to be effective, they need to be more representative of the workforces they lead, and customers they serve.

Women are leaving the tech sector at 45% higher rates than men, citing culture as the primary reason.

Business leaders think if they provide diversity training or develop women’s negotiation skills, that will fix the problem. It doesn’t. 

These approaches fail to address they key systemic problem: unconscious bias. 

We are all biased. And it affects who gets preference and how we decide who gets promoted. 

It’s no wonder why women are underrepresented in leadership and the gender pay gap still exists. 

So if we’re all biased, our workplaces need to be actively anti-biased by design.

That’s why we help businesses create a culture where everyone feels seen (no matter their gender), a SeenCulture 😉

Our succession planning software enables leaders to build inclusive and diverse leadership pipelines. 

To balance leadership representation with workforce representation. 

So that everyone, no matter their background, has the opportunity to lead and succeed. 

Watch this:

🚀We launched a sneak peek of our upcoming #seensnapshot campaign at our International Women’s Day Event - The Ripple Effect of Investing in Women earlier this month.

👀Were you there?
👀Did you already sign up for the waitlist?
👀What are you waiting for?


Recognize someone who deserves the spotlight today: https://lnkd.in/gz48BSKV

When you’re seeking financial capital, leverage your social capital. 

It’s all about relationship building. Well. Until you get to the end of the round. Then it’s about FOMO. 

Techstars Tech Central Sydney Accelerator played such an integral role in SeenCulture's capital raise. I even got 1:1 coaching on how to get investors to commit with Techstars cofounder David Cohen himself! 

But it's been a roller coaster ride of highs and lows🎢 

A dichotomy of emotions where I felt:
🔸 Energised and drained
🔸 Commended and offended
🔸 Encouraged and discouraged 

The chances of getting investment are slim. But it can be done (yes, even if you're a woman).

Join me, Janhvi Sirohi from Outread, and Olivia Orchowski from Femtek to hear the ‘behind the raise’ experience. 

Date: May 7, 2024 
Time: 3:30PM - 5:00PM
Link to register: https://lnkd.in/gGK3B97e

Also applications to join the next Techstars Tech Central Sydney Accelerator closes on May 22, 2024, visit this webpage https://lnkd.in/gxYYU_KY to learn more and apply ⚡

So proud of this massive achievement for Rezza Moieni, (MSc, BEng, CSM, ITIL), Michael Walmsley & the entire Diversity Atlas team!!!

Looking forward to celebrating with you all!!

𝗡𝗲𝘄 𝗲𝗽𝗶𝘀𝗼𝗱𝗲! 𝟯 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗶𝗻 𝗔𝗜 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗲𝘅𝗽𝗲𝗿𝘁𝘀 🔥

I wanted to share some top insights from the #iwd2024 events I was fortunate to attend in March. 

My favourite quote “Data Scientist is officially the sexiest job of the century” at Girls in Tech - Australia event. I looked it up and indeed, Harvard Business Review said so:

https://lnkd.in/g3S4eDHb

Listen here 🎧

https://lnkd.in/gVmkvbYV

Thanks to those who inspired and informed this episode: Women in AI Australia Ian Oppermann Stela SOLAR SeenCulture Nikki Tugano, MAPPCP Diversity Atlas Rezza Moieni, (MSc, BEng, CSM, ITIL) Anthony Njenga Natalie Ng Rebecca Jarvie-Gibbs Culture Amp Aubrey Blanche-Sarellano 🍇 Kirstin Hunter.

CSIRO Introduction to AI course here:

https://lnkd.in/g-9pGhnU

#podcast #ai #upskill #womenover40

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