the Human Score™

“I want to make my organisation more human-centric but I don’t know where to start! 😵‍💫”

Why

With all the technological advances in recent years, people remain the key differentiator for successful businesses. Other than that, putting people first is simply the right thing to do. The Human Score™ by The Octopus Movement and LBVC is a tool for anyone who would like to diagnose and improve the human-centricity of their organisation.

What it does

The Human Score™ tool has 2 components - a 40-question survey and a live dashboard. All the questions have been carefully crafted from existing research on human-centric policies, processes and practices. Once enough employees have completed the survey, the 2-page dashboard provides various structured metrics that indicates the current level of human-centricity in your organisation.

What’s in it for organisations

In addition to highlighting metrics that indicate high human-centricity and areas for improvement, the second page of the dashboard offers tailored recommendations based on the organisation's scores. Organisations can publish their unique dashboards via email, internal portals, or public websites. Surveys can be completed as often as needed, with all dashboard data updating in real time. See interactive demo version here.

Pricing

Basic

$500

per year

up to 50 employees

$1500 once-off setup cost

unlimited survey responses

✅ Human Score™ dashboard

✅ Human Score™ survey

❌ Test dashboard

✅ Human Score™ Badge

✅ Email support

❌ Live support

✅ Human-Centric Action Toolkit

✅ Access to huey.ai

❌ Progress tracking

❌ Plus white labeling

❌ Pro white labeling

❌ Enterprise white labeling

❌ Predictive analytics

❌ Access to raw data*

❌ Custom recommendations

❌ Custom questions

Plus

$1500

per year

up to 500 employees

$1500 once-off setup cost

unlimited survey responses

✅ Human Score™ dashboard

✅ Human Score™ survey

❌ Test dashboard

✅ Human Score™ Badge

✅ Email support

❌ Live support

✅ Human-Centric Action Toolkit

✅ Access to huey.ai

❌ Progress tracking

✅ Plus white labeling

❌ Pro white labeling

❌ Enterprise white labeling

❌ Predictive analytics

❌ Access to raw data*

❌ Custom recommendations

❌ Custom questions

Pro

$2500

per year

up to 1000 employees

$1500 once-off setup cost

unlimited survey responses

✅ Human Score™ dashboard

✅ Human Score™ survey

✅ Test dashboard

✅ Human Score™ Badge

✅ Email support

✅ Live support

✅ Human-Centric Action Toolkit

✅ Access to huey.ai

✅ Progress tracking

✅ Plus white labeling

✅ Pro white labeling

❌ Enterprise white labeling

❌ Predictive analytics

❌ Access to raw data*

❌ Custom recommendations

❌ Custom questions

Enterprise

$6000

per year

1000+ employees

$1500 once-off setup cost

unlimited survey responses

✅ Human Score™ dashboard

✅ Human Score™ survey

✅ Test dashboard

✅ Human Score™ Badge

✅ Email support

✅ Live support

✅ Human-Centric Action Toolkit

✅ Access to huey.ai

✅ Progress tracking

✅ Plus white labeling

✅ Pro white labeling

✅ Enterprise white labeling

✅ Predictive analytics

✅ Access to raw data*

✅ Custom recommendations

✅ Custom questions

More about the Human Score™

How does the Human Score™ tool work?

The Human Score™ tool measures five core dimensions, each representing a critical aspect of human-centricity in organisational life. These dimensions are based on leading research in organisational psychology, management, and social justice. Each dimension is broken down into eight sub-scales that capture the nuances of employees' day-to-day experiences.

Dimension 1: Work Design

This dimension assesses how the structure of work affects employees' physical and psychological well-being. It captures whether work is designed to empower or exploit, including the balance between autonomy and control.

Examples of sub-scales:

Physical and psychological impact of work: Measures stress, burnout, and the emotional toll of work.
Workplace autonomy and submission: Evaluates the degree of freedom employees experience versus feelings of micro-management.
Trust and surveillance: Assesses the balance between trust and monitoring in the workplace and its effect on privacy and dignity.

Why it matters: Human-centric organisations prioritise the well-being of their workforce. By understanding how work design influences mental health, autonomy, and trust, organisations can promote environments where people feel empowered rather than controlled.

Dimension 2: Organisational Structure

This dimension evaluates how organisational structures facilitate or hinder collaboration, innovation, and adaptability. It measures how ideas flow across teams and how agile the organisation is in responding to change.

Examples of sub-scales:

Connection experiences: Captures how well employees are exposed to new ideas and innovations.
Space utilisation: Measures whether employees have the physical and relational spaces needed for creative thinking and experimentation.
Social networks: Evaluates the capacity of teams to recover from challenges through strong, supportive social networks.

Why it matters: Human-centric organisations enable open communication and innovation by ensuring that employees can share ideas across silos and adapt to evolving challenges. This promotes creativity and responsiveness to both internal and external changes.

Dimension 3: Organisational Culture

This dimension explores how cultural norms shape employees' experiences. It assesses the transmission of behaviours across teams, the role of exemplars in shaping culture, and the presence of psychological safety.

Examples of sub-scales:

Behavioural spillover and inter-group dynamics: Evaluates how cultural norms spread across different teams and departments.
Positive energy cultivation: Measures how safe employees feel to express ideas and whether positive energy is fostered.
Tacit vs. explicit behaviour learning: Assesses how cultural behaviours are learned informally versus through formal processes.

Why it matters: Organisational culture profoundly affects employee engagement and belonging. Human-centric cultures promote psychological safety, allowing employees to share ideas and challenge norms without fear of reprisal.

Dimension 4: Fairness

This dimension examines perceptions of equity and inclusion within the organisation. It assesses how power, resources, and opportunities are distributed and whether employees perceive the organisation as fair and just.

Examples of sub-scales:

Power dynamics: Assesses how power is distributed and whether employees feel they have a voice in decisions.
Inclusion of diverse identities: Evaluates whether the organisation creates a welcoming environment.
Inequalities: Measures perceptions of whether inequalities are challenged or accepted as normal.

Why it matters: Human-centric organisations ensure fairness by addressing inequalities and creating systems where all employees feel valued and included. Fair treatment enhances trust, morale, and long-term commitment.

Dimension 5: Decision-Making

This dimension measures the extent to which decision-making processes integrate different perspectives and acknowledge non-Western and indigenous knowledge systems.

Examples of sub-scales:

Knowledge integration: Assesses how well the organisation values and incorporates different knowledge systems.
Reflexivity in the workplace: Evaluates how open the organisation is to reflecting on power and identity dynamics.
Power imbalances: Measures how employees perceive efforts to dismantle or reinforce power imbalances.

Why it matters: Decision-making that values diverse perspectives leads to more inclusive, ethical, and effective outcomes. Human-centric organisations actively decolonise their decision-making structures and create room for alternative voices.

Interpreting the results: Diagnostic insights and actionable recommendations

Once the survey is completed, the Human Score™ dashboard provides a clear and actionable overview of your organisation's human-centricity. The first page of the dashboard displays a detailed breakdown of scores across the five core dimensions and their sub-scales. This allows leaders to identify both strengths and areas requiring attention.

Beyond diagnosis, the second page of the dashboard offers tailored recommendations to improve human-centricity based on the organisation's unique profile. These recommendations draw from the latest research and best practices, ensuring they are both practical and evidence-based.

For example, if the tool identifies low autonomy and high perceptions of surveillance, the dashboard may recommend revising performance management practices to promote trust and independence. If fairness scores are low, targeted strategies might include revising pay transparency policies or creating equity audits.

Ongoing assessment and continuous improvement

Organisations can administer the Human Score™ survey as frequently as needed to track progress over time. The live dashboard updates in real time, enabling continuous monitoring and adaptation. This iterative process supports sustained human-centric transformation, helping organisations remain responsive to employees' evolving needs. By offering both a robust diagnostic and targeted improvement strategies, the Human Score™ empowers organisations to foster environments where people not only work but thrive.