AllVoices is an Employee Feedback Management Platform (EFMP) that empowers employees to anonymously provide feedback, ask questions, share positive input, and report harassment, bias, or culture issues directly to their company’s leadership. We collect and present all employee submissions into an encrypted, easy-to-read dashboard of patterns, trends, and actionable insights. 

With AllVoices, companies including Zillow Group, Patagonia, and Scopely, gain access to real-time, visualized data that helps them make proactive decisions and resolve issues before they become organizational norms. AllVoices helps companies build sustainable and healthy cultures, where engaged employees speak up and feel heard.

AllVoices provides real-time data about cultural health, so your company can identify and address early cultural signals before they become organizational norms. For example, 75% of incidents of harassment are never reported, which means that companies aren’t aware and employees aren’t able to drive change. With AllVoices, employees have a safe, anonymous place to report their concerns, including harassment and other issues, without having to come forward personally. Our goal is to help companies using AllVoices create healthy, safe cultures with less turnover and absenteeism, and an improved ability to prevent problems before they become systemic. We enable company leaders to identify the issues their company is uniquely facing in real-time, and we provide resources to help address the issues raised.

Yes, AllVoices satisfies Sarbanes-Oxley requirements and can be used as a compliant whistleblower hotline. In addition to the web-based platform, there is also an option to have a call-in line. We serve public companies across a range of industries and sizes to address their compliance needs.

AllVoices is different from traditional whistleblower hotlines because it was built with employees in mind, and is an entirely anonymous and user-friendly web-based platform. All reports are collected in a single case management system with sophisticated administrative permissions that allow leadership to assign, track, manage, resolve and visualize data. Unlike traditional hotlines, AllVoices is mobile responsive and allows an employer to follow up with a reporter easily after receiving a report.

Many of the companies we work with that have existing whistleblower hotlines see very little usage of those hotlines (roughly 1-2 reports per year depending on the company’s size). With AllVoices, companies typically receive around 60-80 reports a year for companies with roughly 1000 employees. These companies see the value in having a place to capture all types of feedback, not just the issues that are severe enough to be reported to a whistleblower hotline. This helps those companies implement change as soon as they’re aware of a challenge or a potential solution before finding out via Glassdoor or an exit interview.

We take precautions to prevent this, and we use pattern recognition to flag suspicious reports and to identify outliers.

No. We want people who are comfortable going to HR to report an experience to continue doing so. But we know that in many cases employees are afraid of retaliation or don’t want to come forward. We are creating this platform so that these voices are heard and so that participating companies can be more informed. This service is a tool that can help HR and other company leaders act proactively to address difficult issues.

Yes, AllVoices has international capabilities and language support.

Companies can choose to customize AllVoices to capture relevant and specific information for their organization. The platform encourages positive, neutral, and negative feedback related to culture, growth, harassment or bias, and more.

While there’s a chance you will receive feedback about the seemingly small things, most of our clients see meaningful feedback and enact impactful change as a result. They find the power of the meaningful feedback greatly outweighs the one-off smaller requests, and that these smaller requests help build trust upfront. All feedback, large or small, is more valuable when it is brought directly to a company rather than being shared in an exit interview or public channels like Glassdoor, Blind, social media, or the press.

AllVoices allows your company to receive all feedback across the board - positive, neutral, or negative. It is an additional reporting channel for feedback that people may not feel comfortable bringing forward in person or through a traditional whistleblower hotline. This gives you the ability to create change or mitigate situations before they turn into negative Glassdoor reviews, turnover, or legal matters. When employees do not have a safe and secure way to air grievances, their work can be affected and eventually, they may seek alternative employment. Finally, having this tool also discourages potential perpetrators from engaging in reportable offenses.

We often see that companies with already engaged employees thrive the most while using AllVoices. Engaged employees are committed to the growth of an organization and will do all that they can to support company efforts positively. However, it’s because of this loyalty that they might not feel comfortable providing feedback or reporting an issue when something negative or uncomfortable happens.

AllVoices supports your DEI efforts in making sure your employees continue to feel valued and heard. AllVoices eliminates bias through its anonymity function, allowing employees to report about DEI while feeling safe and secure. It is mobile responsive and allows an employer to follow up with a reporter easily after receiving a report allowing.

AllVoices uses multiple security measures to ensure the safety of your data. Any data entered into AllVoices is fully secured using Advanced Encryption Standard (AES-256) and uniquely generated encryption keys. All access to AllVoices is highly restricted, monitored, and logged.

In addition to tracking, managing, and resolving each case in the case management platform, case managers can collaborate within the tool, delegate cases to different administrators, upload notes and attachments, designate cases as attorney-client privileged, track patterns over time, filter and analyze all ER data in one place, and more.

Companies can choose to customize AllVoices to capture relevant and specific information for their organization. The platform encourages positive, neutral, and negative feedback related to culture, growth, harassment or bias, and more.

Yes. A company can choose its case administrators. Administrators usually include ER, HR or People team members and leaders, Legal, DEI leaders, and C-level executives. With AllVoices’ advanced admin permissions, the company can determine who has access to view and respond to each report.

Yes, we have fully configurable routing permissions that we can set up with you to ensure compliance.

Our anonymous two-way messaging platform allows employers to follow up with employees. Through this feature, employers can ask for additional information and provide insight into the next steps of an investigation.

We take precautions to prevent this, and we use pattern recognition to flag suspicious reports and to identify outliers.

Unlike some anonymous reporting, or say a post-it on a desk, AllVoices allows for two-way communication which provides the company with an opportunity to outline the importance of coming forward should that be necessary. AllVoices will never reveal the identity of the reporter, it will be up to that user to reveal themselves if they feel comfortable in doing so.

Yes, all surveys can be visualized within the platform with charts and graphs showing patterns, trends and actionable insights.

Yes, survey data can be exported and uploaded into other systems.

Anything that you’ve experienced or witnessed in the workplace. Issues can range from subtle bias to harassment to culture issues to general feedback. We lead you through a highly structured questionnaire that enables you to quickly and easily report what you’ve experienced without having to come forward. We believe that psychological safety in the workplace is fundamental to productivity, creativity, health, and happiness.

The reporting process should take less than five minutes. To create a report, visit www.allvoices.co and click the “Submit Report” button or, if your company is already using AllVoices, go through your company’s AllVoices link. You’ll be asked a series of questions about the issue you wish to report. If your company is not signed up with AllVoices, you’ll be prompted to provide a valid email address for a company leader (e.g., Head of HR, General Counsel). Once validated, we will reach out to the company leader to share your encrypted and anonymous report.

AllVoices uses multiple security measures to ensure the safety of your data. Any data entered into AllVoices is fully secured using Advanced Encryption Standard (AES-256) and uniquely generated encryption keys. All access to AllVoices is highly restricted, monitored, and logged.

We do this so we can prevent bots and spam. As soon as we receive your phone number, we encrypt it and assign your feedback a unique ID tied back to your phone number instead. We have an anonymous messaging portal that enables us to follow up with you after you submit the report, but you can opt out of communications at any time by replying STOP to any message you receive.

Yes. We want bystanders to feel empowered to speak up and take action to support other people. We ask whether you are reporting something that happened to you personally or if you witnessed it.

Our two core values are anonymity and actionability, and everything we do is organized around these values. AllVoices is designed to inform the participating company about feedback, and provide them with enough information to take action. While you can provide names of others in your AllVoices report, you don't have to. We also ask you to report exactly what happened, when it happened, how it happened, where it happened and if the company participates in our services, we’ll let them know so they can take action.

No, employees can and do come forward in the reporting process through the de-anonymize feature or in the messaging feature, after the report has been submitted.

You can email us at info@allvoices.co, and we’ll help as best we can. We also have a resources page on our site that highlights services providing various types of assistance and support.