Open Culture Framework

Score 36 transparency areas across six pillars to map your Open Culture Score, and where you could raise the bar.

About this resource

What's this?

A self-serve diagnostic adapted from Open Org’s Open Culture Framework. Some companies use this framework yearly for Open Org accreditation; this version helps you assess current state and plot a practical roadmap.

Rate each area at one of four levels (0-3). Your Open Culture Score builds live out of 1080, then priority areas surface with suggestions and examples of what good looks like.

Who it's for

People leaders and founders who want a clearer picture of transparency across hiring, career, culture, compensation, diversity, and flexibility.

When to use

As a yearly or quarterly transparency health check
When writing or refreshing a transparency charter
Before opening up pay, handbooks, or careers content
As a roadmap input for culture and employer brand work

How to use

1Work through each pillar honestly. Pick the level that matches how you share today, not the level you aspire to.
2Watch your Open Culture Score and pillar scores update as you go (0 / 10 / 20 / 30 points per area).
3Use the priority guidance at the bottom for suggestions and public examples in your weakest areas.

Scoring

Each of the 36 areas scores L0-L3 (0 / 10 / 20 / 30 pts). Max Open Culture Score is 1080.

0/360/1080

Score your Open Culture areas

Click a cell to set the level. The map fills as you go. This is both the diagnostic and the breakdown.

Open Culture Framework

Open Org · 0/36 scored

L0 · 0pts Closed / unknown Do not know, or nothing shared outside leadership. L1 · 10pts Internal Thorough documentation shared with employees; nothing external. L2 · 20pts Some external Internal documentation, plus some high-level information for applicants. L3 · 30pts Fully open Internal and external documentation closely mirror: applicants see what employees see.
Area	L00pts	L110pts	L220pts	L330pts
Career0/5
Tenure Builds trust when hiring and creates accountability to improve retention.
Internal Mobility Signals growth opportunity and builds trust in career conversations.
Attrition Rate Improves communication and trust when hiring; creates accountability to improve.
Career Paths Builds engagement and trust in career growth opportunities.
Manager Development Builds engagement and trust in how management works.
Hiring0/7
Hiring Process Improves communication and trust when hiring.
Onboarding Builds trust when hiring and sets expectations for new joiners.
Candidate Experience Creates accountability to improve how candidates experience hiring.
Time to Hire Builds trust with candidates and creates accountability on hiring speed.
Org Chart Helps candidates and employees understand structure and ownership.
Funding & Finances Builds trust about runway and business health for candidates and employees.
Headcount Planning Clarifies growth philosophy and how teams scale.
Compensation0/6
Bonus Creates clarity and trust on variable pay.
Salary Builds trust on pay decisions and reduces speculation.
Equity and Shares Helps people understand ownership and long-term reward.
Parenthood Policies Builds trust on family leave and support.
Benefits Makes total rewards understandable and comparable.
Commission Creates clarity for sales roles and reduces ambiguity.
Culture0/10
Manager to Employee Ratio Signals management load and people support capacity.
Decision-Making Helps people understand how decisions get made and by whom.
Tools We Use Sets expectations on how work gets done day to day.
Meeting Philosophy Clarifies meeting cadence and reduces calendar chaos.
Employee Engagement Creates accountability on how people experience work.
Values Alignment Makes values tangible through behaviours people can follow.
Culture Management Shows you manage culture deliberately, not by accident.
Offboarding Builds trust about how people leave, not only how they join.
Team Readmes Helps people understand how individuals and teams work.
How we use AI Sets expectations on how the organisation adopts and uses AI day to day.
Diversity0/6
Team Makeup Creates accountability on representation across the company.
Anti-bias Approach Shows how you reduce bias in hiring and people processes.
DEIB Approach Makes DEIB intent and action visible, not performative.
Gender Pay Gap Creates accountability on pay equity by gender.
Ethnicity Pay Gap Creates accountability on pay equity by ethnicity where data allows.
Leadership Team Makeup Shows whether leadership representation matches stated DEIB intent.
Flexibility0/2
When We Work Sets clear expectations on hours and availability.
Where We Work Clarifies location expectations and what flexible work does and does not mean.

Your Open Culture Score

Builds as you score. Total points out of 1080 (36 areas × 30 pts), plus pillar breakdown.

Open Culture Score

0/1080

Start scoring areas above.

For context, the current highest-scoring previously accredited Open Org was Switchee with 565.

0 × L00 × L10 × L20 × L3

Score a few areas above to unlock priority suggestions and examples.

More open resources

Other free templates and diagnostics from Open Org.

Want help applying this in your org?

Use Workspace AI

Use Workspace AI to draft a transparency charter, or other docs to help with the bar-raising recommendations above.

Open Org Open Culture Framework. Adapt freely for your organisation.