Every obligation your people create.
One place to prove you met them.
Psychosocial risk, pay transparency, equality, reporting channels: measured properly, then actually acted on.
Surveys measure sentiment. We cultivate it.
ClimaHQ replaces passive measurement with active belonging: circles that connect, rituals that anchor, and allyship that compounds.
No AI black boxes. No engagement scores divorced from action. Every insight maps to a practice your people actually do, together.
Five pillars of living inclusion
Circles
Small-group reflection prompts delivered weekly. Anonymous responses surface themes that surveys miss, building psychological safety through shared vulnerability.
Inclusion Map
A living network graph showing where belonging flows and where it fractures. Teams appear as nodes; connection strength shows real relationship health.
Micro-Allyship
Concrete, small-stakes actions that compound into cultural shift. Users commit to practices, track streaks, and build habits that outlast any training session.
Equity Lens
Toggle on to overlay demographic intersections across the inclusion map. See where belonging diverges by gender, ethnicity, or tenure, without exposing individuals.
Belonging Rituals
Mon/Wed/Fri micro-rituals delivered where work happens: Slack, Teams, or email. One-tap responses take seconds but accumulate into a rich belonging signal.
From passive measurement to active belonging
Practice
Circles meet weekly. Rituals land Monday, Wednesday, Friday. Allyship commitments build streaks. Belonging becomes a daily habit, not an annual event.
Measure
Every practice accumulates into a belonging signal. The inclusion map shows you where belonging flows and where it fractures, in real time, across every team.
Comply
Your belonging practice produces the evidence you need: psychosocial risk evaluations, the pay register, and the Register's obligation-by-obligation status, all traceable back to real responses.
We didn't invent the science. We made it practicable.
Edmondson's psychological safety framework
The inclusion foundation behind Google's Project Aristotle
Baumeister and Leary's need to belong
Belonging is a core human motivation, not a perk
Allport's contact hypothesis
Structured cross-group connection is the evidence base for Circles
McKinsey's DIB research
Diverse teams outperform when inclusion is actively practised
An obligation you already have. One platform to prove you met it.
In force since 1995
Psychosocial risk evaluation
Already required of every company with employees under Ley 31/1995 and RD 39/1997, signed by an accredited professional. Most companies have not done one. ClimaHQ runs the validated instrument, scores it against published norms, and routes the signature.
First reports: 7 June 2027
Pay Transparency Directive
250+ employees report annually, 150-249 report every three years, both starting 7 June 2027 on calendar 2026 data. 100-149 join from 7 June 2031. The data behind that first report is being generated right now.
Since August 2, 2025
EU AI Act
HR AI is classified as high-risk. ClimaHQ's scoring is deterministic, not an AI system under the Act, so the regulatory burden doesn't apply. We publish a signed out-of-scope memo rather than a conformity declaration, since only a provider of an in-scope system issues one of those.
CSRD S1 applies directly only above 1,000 employees and €450m turnover, which is out of scope for almost every ClimaHQ customer. If a larger customer in your value chain asks you for workforce data, ClimaHQ's exports cover that too.
100% Deterministic · No AI · No LLMs · No Black Boxes · Every insight is auditable
Your employees' honesty is protected
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100% Anonymous
5+ response threshold. No individual identification ever.
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End-to-End Encrypted
AES-256-GCM at rest. TLS 1.3 in transit.
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GDPR by Design
EU data residency. Strictest privacy standards.
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Fully Auditable
Every metric traceable. No black boxes.
Frequently asked questions
Is employee data truly anonymous?
Yes. Circle responses are stored without any user identifier, technically impossible to trace. Survey responses enforce a minimum 5-response threshold per group. Ritual reflections are visible only to the employee who wrote them. All data is encrypted with AES-256-GCM.
How long does setup take?
You can have circles running, rituals dispatched, and your first pulse survey live within a day. Import your team via CSV or HRIS, assign people to circles, and ClimaHQ takes it from there.
What if we have fewer than 50 employees?
ClimaHQ is free for teams of 25 or fewer, including circles, rituals, allyship, and the inclusion map. The anonymity threshold still applies to protect your people.
Why no AI? Isn't that a limitation?
Deterministic means same inputs, same outputs, every time. Your belonging scores are explainable, reproducible, and audit-ready. No black-box models also means zero compliance burden under the EU AI Act.
How does pricing work?
Free for up to 25 employees with the full platform: circles, rituals, allyship, inclusion map, and culture analytics. Pro at €6/employee/month adds compliance reporting and unlimited employees. EU data residency is included on every plan.
How is ClimaHQ different from Culture Amp or Lattice?
They measure culture. ClimaHQ cultivates it. Circles, rituals, and micro-allyship make inclusion a daily practice rather than an annual survey event. We're also built natively for EU compliance, psychosocial risk evaluation and Pay Transparency reporting, and use zero AI, so every metric is traceable and auditable.
You're a new company. Will you be around?
We're in early access and growing. Your data is always exportable, so you're never locked in. We'd rather earn your trust than lock you in.
Make belonging a practice, not a checkbox.
Free for up to 25 employees · No credit card required