Governance Instrument

Beacon Index. Continuous visibility of the conditions driving workplace psychosocial safety.

Structured measurement. Defensible evidence. Built for governance.

Beacon Index Dashboard

Composite Index Score

65 /100
Emerging Risk

Domain Breakdown

Experience 72
Workload 58
Psych Safety 81
Leadership 45
Clarity 69
System-Level
Analysis
ISO 45003
Compliant
Aligned to WHS psychosocial risk requirements Informed by ISO 45003

Psychosocial risk has always existed in your workplace.
WHS legislation now places a positive duty on organisations to identify, assess and control it.

Beacon Index gives you the structure to meet that obligation — and the evidence to show you did.

Safe Work Australia four-step framework — where Beacon Index fits

Step 1 — Identify hazards

★ Beacon Index

Step 2 — Assess risks

★ Beacon Index

Step 3 — Control risks

Organisational action — informed by Beacon Index data

Step 4 — Review controls

★ Beacon Index

★ Beacon Index provides structured, continuous measurement
Source: Safe Work Australia Model Code of Practice — Managing Psychosocial Hazards at Work (2022)

Australian WHS legislation places a positive duty on organisations — and personally on their officers and directors — to identify psychosocial hazards, implement controls, and demonstrate ongoing monitoring. Failure to do so carries personal liability, regardless of whether an incident has occurred. Organisations without structured, ongoing measurement are increasingly exposed — not just to regulatory action, but to personal liability for officers and directors.

Beacon Index — Five questions. One number.
Clear visibility across the whole organisation.

Step 1. Workforce signal

SMS sent to all staff requesting response to 5 short questions

Five short questions delivered to all staff about work conditions, workload, psychological safety, leadership and clarity.

Step 2. Five domains

Each response assigned to a weighted domain

Responses mapped to five weighted structural domains — Experience, Workload, Psychological Safety, Leadership, and Clarity.

Step 3. Index score

Domain scores aggregated into a single index out of 100

Domains aggregated into a single 0–100 composite score. Lower scores indicate higher exposure.

Step 4. Action

Insights and trends delivered to nominated leaders in a single dashboard report

Early signal detection, governance reporting, and targeted intervention — before issues escalate.

Not an engagement survey. No individual data stored.

Workforce-wide signal, aggregated in 24 hours.

Aligned to ISO 45003 & Safe Work Australia.

What Beacon Index is — and is not

What it is

Individual privacy protected

No individual responses are stored. No individual results are visible. There is no individual-level reporting of any kind.

System-level insight only

All data is fully de-identified and aggregated. Exposure is visible across domains and teams — not across individuals.

Brief, regular check-in

Five questions, once a week. Designed to take less than 60 seconds to complete so participation stays consistent over time.

Consistent signal over time

Weekly data builds trend visibility across domains and teams. Low participation is flagged in the dashboard — itself a meaningful signal for leaders to consider.

What it is not

Not an engagement survey

Does not ask how satisfied or happy employees are. It measures the structural conditions of the work environment.

Not a mental health screening tool

No individual is assessed, diagnosed or flagged. Only aggregated system-level data is produced.

Not a performance measurement tool

Does not measure individual performance or productivity. It measures organisational conditions that drive psychosocial risk exposure.

Designed for governance, not surveillance.

This is now a personal legal obligation for officers and directors.

Australian WHS law places a personal, non-delegable duty on officers and directors — not just the organisation.

Personal liability

Officers can be prosecuted individually, separately from the organisation

No incident required

A breach can be established without a workplace injury occurring

Continuous evidence

Annual surveys do not demonstrate ongoing monitoring — Beacon Index does

Under section 27 of the Work Health and Safety Act, officers — including directors, executives and others who participate in decisions affecting the whole of the business — have a personal duty to exercise due diligence over psychosocial risk. This duty exists whether or not an incident has occurred. It cannot be delegated.

Due diligence requires officers to ensure the organisation has systems in place to identify psychosocial hazards, monitor exposure, and respond in a timely way. Without structured, ongoing measurement, demonstrating that duty has been discharged is difficult.

Most organisations currently rely on annual engagement surveys or incident reports to evidence psychosocial governance. Neither provides the continuous, structured data that regulators and courts consider when assessing whether an officer took reasonable steps. Beacon Index provides exactly the kind of system-level, ongoing measurement that due diligence requires — before issues escalate, not after.