Psychological Safety Charter

Practice your employer can't see

Honest practice only happens behind a wall your employer cannot see through. That wall is contractual, not a promise in a product tour.

The commitments, and the controls behind them

What people can rely on, paired with how each commitment is upheld.

Commitment	Control
No individual capability data ever reaches any manager.	Individual capability evidence is excluded from manager reporting.
Managers see engagement only.	Organisation views are limited to participation and engagement.
Enterprise reporting is aggregate above a minimum group size.	Being confirmed with Legal.
Real conversation content never surfaces.	Real conversation content is not included in employer-facing reporting.
Second-party rights are treated as primary.	Use of real-conversation material requires consent.
Scores are never available for promotion or selection decisions, and that refusal is contractual (which also keeps the assessment outside the EU AI Act high-risk employment category).	Capability evidence is not an employment-selection instrument.

What the archive shows

Proactive psychological safety creation is itself one of the twenty moments. We teach the thing we practise.

Figure 1 · Report 01 draft · September 2026

1,698

of 11,359 real cases · Source

For security and procurement teams

The charter sets the boundary. The trust page records the security, identity, privacy and accessibility controls that support it.

Reporting boundary: Engagement may be reported; individual capability evidence is not.
Aggregation
Purpose limitation: Capability evidence is not made available for promotion or selection decisions.
Conversation content: Real conversation content is excluded from organisation reporting.