Two Point Eight
The Brief
Make six DEI topics feel personal across three countries
Deloitte’s US member firm had launched a national DEI strategy identifying six priority topics: inclusive language, equitable outcomes, allyship, micro-aggressions, intersectionality, and inequity. Professionals across the US, India, and Israel needed to build genuine understanding — not tick a compliance box. The ask was empathy at scale.
The Solution
Six films. Six lived experiences. One number that changes everything
A six-episode cinematic film series exploring the impact we have on one another — positive or negative — every single day. Each film dramatised authentic stories around a priority DEI topic, paired with motion-led explainers and habit-forming nudges designed to change attitudes and behaviour over time.
Two Point Eight — Official Trailer
Background
DEI had the strategy. It needed the stories
Deloitte’s national DEI strategy and annual transparency report had identified clear areas for improvement — and the data was public. Inclusion survey scores, representation metrics, and employee sentiment were all under scrutiny. One priority: professionals needed to genuinely understand the firm’s standpoint on six DEI topics and build their own knowledge, resources, and practice. The reputational and talent implications of getting this wrong were significant.
The challenge was familiar. DEI training often feels abstract, performative, or lecture-driven. The brief demanded something fundamentally different — content that would build understanding and empathy, not just awareness.
We needed an approach that could work across three very different markets — the US, India, and Israel — while maintaining emotional consistency and cultural sensitivity.
Our Approach
You impact 2.8 people every day. Make it count
The insight came from sociologist Dr Tim Elmore: even the most introverted person influences roughly 10,000 people in an average lifetime. Break that down and you impact 2.8 people per day. That number became the concept — and dovetailed perfectly with Deloitte’s purpose of creating an impact that matters.
We crafted six dramatised films, each based on a collection of authentic stories: Other People’s Words (inclusive language), The Split (equitable outcomes), When the World Burns (allyship), The High Performer (micro-aggressions), These Shoes (intersectionality), and Wait Your Turn (inequity).
Following each film, learners encountered an explainer of Deloitte’s standpoint, a comprehension check, and an opportunity to set habit-forming nudges — commitments designed to embed new behaviours over time.
The experience was then transformed into a facilitated team session, extending its reach and deepening its impact through collective dialogue.
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Interactive Learning Experience
The Films
Topic: Inclusive Language
Topic: Inequity
Topic: Allyship
Topic: Equitable Outcomes
Key Project Assets
Six-Episode Cinematic DEI Film Series
A suite of dramatised films — each exploring a priority DEI topic through authentic, lived experiences — designed to build empathy and understanding, not deliver a lecture.
Habit-Forming Commitment Engine
An in-experience nudge system enabling learners to set personal behavioural commitments after each film — turning a single learning moment into sustained attitudinal change.
Facilitated Team Experience
A workbook-led group session transforming the individual digital experience into a facilitated team dialogue, with prep packs, timing guides, and discussion prompts for facilitators.
Curiosity-Driven Launch Campaign
A trailer and social media campaign across Yammer and Teams designed to provoke curiosity and drive organic engagement before the experience launched.
Impact
The experience delivered the kind of results that prove empathy can be taught — if you treat the audience with the same respect you’re asking them to show others.
Award-winning work that proved empathy is a skill
Winner of Gold and Best Direction at the Cannes Corporate Media & TV Awards, Digital Impact Awards, and Anthem Awards.
Project Insights
From awareness to impact
DEI training almost always starts with what people should think. We started with what they should feel. The 2.8 insight gave the concept its name and its engine: a daily reminder that your impact on others isn’t theoretical. It’s measurable, immediate, and entirely within your control.
Six films. Six topics most people find difficult to discuss. And a hundred per cent of respondents saying they’d apply the learnings. That’s what happens when you replace a training module with a mirror.
From start to finish, We Are Tilt has done an absolutely amazing job of bringing our concept to life. The entire team was extremely supportive and really came together to assemble the project.
John Borman, Manager — Deloitte Leadership Academy
