This score, determined during Open Org accreditation, measures how well employees believe the transparency elements verified by Open Org below, reflect reality. A score above 70% indicates a high trust level, essentially confirming that: "what you see, is what you get."
This score is based on the Open Org Transparency assessment which has a maximum of 900 across 30 different achievement areas. The median score for businesses who complete the initial assessment is currently 110/900, with the current highest scoring Open Org in the world being 565/900.
The compensation score evaluates an organisation's openness regarding their salary, bonus, equity/shares, maternity/paternity pay and benefits packages.
The culture score evaluates an organisation's openness regarding their ways of working. This includes manager-to-employee ratios, meeting frequencies, employee engagement scores, values alignment, culture management and the degree to which their team publish personal readmes.
The company score evaluates an organisation's openness regarding their hiring process, onboarding, candidate experience, time to offer, org chart and path to profit.
The career score evaluates an organisation's openness regarding their tenure, Internal mobility, attrition rates and career paths.
The diversity score evaluates an organisation's openness regarding their leadership team profile, team make-up, anti-bias processes, DEIB approach and gender pay gap.
The flexibility score evaluates an organisation's openness regarding where they work and when they work.
Transparent about hiring process, timeline and actors.
Openly shares details of onboarding process.
Transparent about candidate experience scores of the hiring process.
Transparent about time to offer for each role family.
Openly shares public org chart so candidates can understand how things are structured.
Transparent about funding financial health.
Public about philosophy and approach to headcount.
Transparent about bonus calculation and eligibility.
Open and accurate salary bands for roles.
Transparent about equity and/or share schemes.
Transparent about terms and conditions of offered benefits.
Transparent about how benefits are calculated.
Transparent about commission structure. eligibility and calculation.
Transparent about average tenure per role family.
Openly shares data on job changes and inferred likelihood of internal role mobility.
Transparent about company attrition rates.
Openly shares career progression framework and typical expectations/criteria.
Openly shares the ratio of managers:employees.
Openly shares philosophy and frequency of meetings for different roles.
Transparent about recent and historical employee engagement data.
Open about both the values that successful and unsuccessful people embody.
Open about process for designing and embedding behaviours and culture norms.
Transparency around how individual team members 'work' via public personal readmes.
Transparent about gender pay gap and calculation method.
Openly shares information on leadership team background and experience.
Transparent about gender, ethnicity, age and other demographic info on staff base.
Transparent on approach to tackling anti-bias when it comes to hiring.
Open about philosophy and approach to diversity, equity and inclusion.
Transparent and clear about office/remote/hybrid expectations.
Openly share actual core hours and collaboration expectations.