HEIdex

An environment score, read through activation.

The Human Equity Index™ scores the environment, not the individual. It asks what is true today across five dimensions of equity, then multiplies by how well the organization activates the people it already has.

Five dimensionsLLeadership EquityCCulture EquityVValues IntegrityGGrowth ArchitectureTTechnology LeverageFive activation factorsRunwaySponsorshipAutonomyVisibilityPsychological safetyEquity base60%Activation (A)× 0.68×41HEI60% × 0.68BandConstraining
  1. Five dimensions: Leadership Equity, Culture Equity, Values Integrity, Growth Architecture, Technology Leverage
  2. They form the equity base, for example 60%
  3. Five activation factors: Runway, Sponsorship, Autonomy, Visibility, Psychological safety
  4. They form the activation multiplier A, for example 0.68
  5. Equity base × activation = HEI, for example 41
  6. The HEI falls in a band, for example Constraining

HEI = (L + C + V + G + T) × A

  • Equity base. The five dimensions, each scored 1–5, form a base from 0 to 100%.
  • Activation multiplier. The five activation factors form a multiplier between 0.2 and 1.0.
  • The index. Base × activation, rounded half up, gives a whole number from 0 to 100. Activation multiplies; it is never added.

Move the sliders

Each dimension is the average of what leaders rate as true today, from 1 to 5.

The five activation factors (runway, sponsorship, autonomy, visibility, psychological safety) averaged and divided by 5.

(3.4 + 3.8 + 2.6 + 3.0 + 2.2) ÷ 25 = 60% × 0.68 = 41

41/ 100Constraining

Uses the published equation exactly, including rounding half up. A full diagnostic adds the archetype and its first move, which this explainer leaves out.

Five dimensions

  1. L

    Leadership Equity

    Whether leaders know what their people are built for, and deploy them accordingly.

  2. C

    Culture Equity

    Whether relationships, information and recognition flow to where the work is.

  3. V

    Values Integrity

    Whether stated values shape hard decisions, not only easy ones.

  4. G

    Growth Architecture

    Whether the growth plan is translated into the kinds of people it needs, and the runway to grow them.

  5. T

    Technology Leverage

    Whether AI and automation release human capacity into higher-value work, rather than hollowing it out.

Five activation factors

  • Runway

    Are there real roles and real problems for people to grow into?

  • Sponsorship

    Do senior people advocate for emerging talent in rooms they're not in?

  • Autonomy

    Can people act on their own judgment without permission-seeking?

  • Visibility

    Do contributions get seen where decisions are made?

  • Psychological Safety

    Can people take a risk, miss, and recover without career damage?

Four bands

  1. 0–39SuppressingEnvironment holds people below capacity.
  2. 40–59ConstrainingReal equity, structurally throttled.
  3. 60–79EnablingEnvironment lets equity contribute.
  4. 80–100CompoundingEquity multiplies: the Activated Workforce.

Same inputs, same score

Scoring is a fixed calculation. No AI computes, chooses or adjusts any number, band, archetype or move.

Every score ships with its First Move

A score never appears on its own. It always comes with one first move and the courage it will take.

Built for re-scoring

Each session is a timestamped snapshot, so the work is score, act, and re-score to watch the line move.

A number alone is a verdict. The first move makes it usable.

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What leaders get

An annotated look at the leader view.

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