Home Dashboard

Your landing page after sign-in, personalized by role.

HR & Org Admin View

HR and org admins land on the D&I dashboard: a four-metric KPI strip (org belonging score, active circles, allyship participation rate, active campaigns), a live inclusion map with equity highlights beside it, compliance report statuses, and the active campaigns list below.

Manager View

Managers see their own belonging journey alongside a compact team panel showing team scores, team circles, and an allyship participation rate for their direct reports. A link to the full inclusion map is prominent. Attention-area cards surface the most pressing belonging signals for the manager's team.

Employee View

Employees see their personal belonging journey score and trend, their active circle (with the current prompt if the response window is open), today's belonging ritual, active allyship commitments, and pending surveys. No aggregate scores are shown.

HR & D&I Dashboard

The HR admin home view is purpose-built for Diversity & Inclusion, combining belonging metrics, inclusion map, circles, and equity highlights in one place.

D&I KPI Strip

Four top-line metrics are shown at a glance: org-wide belonging score (0–100), active circles count, allyship participation rate (% of team who practiced an action this week), and active pulse campaigns.

Equity Lens Highlights

Alongside the inclusion map, a highlights panel surfaces statistically significant belonging gaps. Each highlight names the affected group, the dimension where the gap appears, and the size of the gap in points. These are derived from the same t-test analysis as the full Equity Dashboard.

Compliance Link

A compliance strip at the bottom of the HR dashboard shows that belonging practice data (circles, rituals, and allyship) feeds directly into compliance reports. Reports update as participation accumulates.

Inclusion Map

A live network graph showing where belonging flows and where it fractures, updated as circle, ritual, and allyship data accumulates.

How the Map Works

Teams appear as nodes. The strength of the connection between nodes reflects cross-team belonging scores, derived from survey responses, circle participation, and ritual engagement. Stronger connections are warmer in color; fractured connections are cooler. The map updates continuously as new data arrives.

Topology View

The default view. Shows the full network of teams and the strength of belonging connections between them. Use this to spot isolated teams or clusters with strong internal cohesion but weak external ties.

Intersectional View

Overlays demographic data to show where belonging diverges across gender, ethnicity, or tenure groups. Requires sufficient data in each sub-group to meet the anonymity threshold.

Journey View

Shows how the inclusion map has evolved over time. Step through months to see whether connections are strengthening or weakening, and correlate changes with interventions like new circle prompts or ritual campaigns.

Equity Lens toggle

The Equity Lens button overlays the intersectional breakdown directly on the topology view. When enabled, node colors shift to reflect belonging gaps within the team, not overall scores. This makes it easy to see at a glance which teams have strong average scores but significant within-team disparities. The toggle fetches data on demand and does not expose individuals.

Culture Pulse Dashboard

Real-time culture analytics across 12 scientifically validated dimensions.

Organization Overview

A single composite score (0–100) summarizes your organization's culture health. Below it, each of the 12 dimensions is displayed with its current score, trend arrow, and confidence indicator.

The 12 Culture Dimensions

Each dimension is measured through targeted pulse survey questions grounded in industrial-organizational psychology.

Engagement: Engagement: The emotional commitment employees feel toward the organization and its goals.
Satisfaction: Satisfaction: How content employees are with their day-to-day work experience.
Wellbeing: Wellbeing: Physical and mental health signals, including stress and work-life balance.
Belonging: Belonging: The degree to which employees feel accepted, included, and valued.
Growth: Growth: Perceptions of career development opportunities and personal learning.
Recognition: Recognition: How often and meaningfully employees feel appreciated for their contributions.
Alignment: Alignment: Shared understanding of the organization's mission, values, and priorities.
Communication: Communication: Clarity and openness of information flow across teams and levels.
Leadership: Leadership: Trust in and effectiveness of managers and senior leaders.
Autonomy: Autonomy: The freedom employees have to make decisions about how they do their work.
Workload: Workload: Whether work demands are sustainable and fairly distributed.
Innovation: Innovation: How safe and encouraged employees feel to experiment and propose new ideas.

Why these 12 dimensions?

These dimensions are drawn from validated organizational psychology frameworks. Together they cover the full spectrum of what makes a workplace healthy, productive, and sustainable. Each dimension is independently measurable, allowing you to pinpoint exactly where to focus improvement efforts.

Team Heatmap

A color-coded grid showing every team's score across all 12 dimensions. Cells range from red (low) through amber to green (high). Teams below the anonymity threshold are hidden. Use the heatmap to spot patterns: a team that scores low across multiple dimensions likely needs broader support.

Period Navigation

Toggle between monthly, quarterly, and custom date ranges. Trend-over-time charts show how each dimension evolves, helping you measure the impact of interventions.

Topic Extraction

Key topics are extracted deterministically from open-text survey responses using statistical text analysis (TF-IDF), no AI or LLMs. Topics surface common themes employees mention alongside their scores.

Psychological Safety Dashboard

Measure your teams' psychological safety using Edmondson's four-stage framework.

What Is Psychological Safety?

Psychological safety is the shared belief that the team is safe for interpersonal risk-taking. Pioneered by Dr. Amy Edmondson at Harvard Business School, it is the single strongest predictor of team effectiveness. ClimaHQ measures it as a four-stage progression, each stage building on the one before.

The Four Stages

1

Stage 1: Inclusion Safety

Team members feel welcomed and accepted regardless of background. They can be themselves without fear of rejection. This is the foundation: without inclusion safety, the other stages cannot develop.

2

Stage 2: Learner Safety

People feel safe asking questions, admitting mistakes, and seeking feedback. A team with learner safety treats errors as learning opportunities rather than occasions for blame.

3

Stage 3: Contributor Safety

Individuals feel confident sharing ideas, suggestions, and expertise. Their voice is heard and considered in team decisions. Contributor safety unlocks the team's full intellectual capital.

4

Stage 4: Challenger Safety

Team members can challenge the status quo, question existing approaches, and push back on leadership without fear of retaliation. This is the highest stage and enables true innovation.

Stage Progression

The dashboard shows which stage each team has achieved, plus the gap to the next stage. Stages are sequential: a team must achieve inclusion safety before learner safety becomes meaningful.

Team Comparison

Compare psychological safety stages across all teams in a single view. Identify which teams have strong foundations and which need targeted support.

Predictions Dashboard

Identify burnout and attrition risk before they become resignations.

Risk Overview

Two cards show organization-wide burnout risk and attrition risk. Each displays an average risk score, the count of high-risk individuals, and top contributing factors.

Burnout Risk

Calculated from workload scores, wellbeing trends, and engagement decline patterns. High burnout risk doesn't mean someone will burn out; it means their culture scores show a pattern that historically correlates with burnout.

Attrition Risk

Combines satisfaction trajectory, growth perception, recognition frequency, and overall engagement decline. Attrition risk highlights employees whose survey patterns resemble those who typically leave.

How risk scoring works

ClimaHQ uses research-based weighted scoring to assess risk. Culture scores are evaluated against known thresholds (e.g., wellbeing below 40 for two consecutive periods). Every calculation is deterministic and fully auditable: same data in, same answer out. No AI, no black boxes.

3-Month Forecast

Exponential smoothing projections based on the last 6 months of scores show where burnout and attrition risk are trending. Recent data is weighted more heavily. Use forecasts to justify proactive interventions before problems become crises.

Team Breakdown

Risk scores aggregated by team, showing which teams have the highest concentration of at-risk individuals. Managers see only their own team's data.

Methodology Transparency

Every risk score is computed using published, peer-reviewed weighting factors. The calculation is fully deterministic: same data in, same answer out. No black boxes, no AI. Every number is traceable back to survey responses.

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