FAQ: Psycho-
social risks, GATE and CSRD-governance  

WHAT WE DO 

1. What problem does Change Collective solve?
We help leaders detect and reduce psychosocial risks that show up at work, before they become sick leave, performance loss, reputational damage, or safety incidents.
GATE makes visible how HR, managers, and ESG/CSRD governance connect — where the chain breaks, and what concrete next steps repair it.

 

2. How is this different from a standard employee survey or psychological safety tool?
Standard surveys tell you how people feel. GATE tools show what leadership patterns and risk dynamics are forming, what they affect, and which governance actions reduce risk.
It’s governance-grade, not engagement-grade.
Governance-grade = actionable risk control tied to standards and leader liability.

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3. We already have engagement surveys — why add this?
Because engagement surveys rarely capture psychosocial hazard mechanics or leadership behavior risk.
GATE is a complementary governance layer, not a duplicate.

 

WHY LEADERSHIP SHOULD CARE

4. Why should this be on the CEO/COO/CRO agenda, not just HR’s?
Because psychosocial risk is a duty-of-care and operational liability issue: it affects productivity, retention, safety, and compliance.
ISO 45003 frames psychosocial risk as part of the OH&S management system — i.e., leadership responsibility.Under CSRD/ESRS, companies must disclose material workforce risks and how they manage them. This is board-level governance.

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5. What risks do leaders carry if they don’t address this?

1. Operational risk (burnout, turnover, safety issues).

2. Compliance/disclosure risk under OH&S and CSRD if material issues are ignored.

3. Reputational risk if harm becomes public or escalates to unions/legal routes.

 

6. We don’t think we have any psychosocial risks here — why run it?
That’s exactly when you should run it. Early signals are often invisible until they become expensive.
This is prevention framing, not accusation.

 

STANDARDS AND EVIDENCE

7. What evidence base or standards are you operating from?

• ISO 45003 psychosocial risk management framework.

• ESRS S and G workforce disclosure standards under CSRD.

• Peer-reviewed and institutional research on psychosocial hazard spillover and contagion, and leadership behavior effects.
  (We cite specific studies in briefs.)
  We don’t diagnose or label individuals — we measure system patterns and aggregated risk dynamics.

 

8. How does this support CSRD/ESRS S1 (or broader ESG duty of care)?
ESRS S1 requires disclosure of material workforce impacts/risks, related policies, due-diligence processes, and incidents/complaints.
Our diagnostics provide structured input for materiality, governance narrative, and action tracking.

 

DATA PROTECTION AND ETHICS 

9. Is the survey anonymous, and how do you protect identity?
Yes. Audit Light and MBC are anonymous by design, and outputs are only aggregated for leadership.
We don’t report individual results to HR or managers.
We also apply minimum-group thresholds before any subgroup is shown.

 

10. What data do you collect, where is it stored, and is it GDPR-compliant?
We collect anonymous responses. Processing is done in EU-based tools, and outputs contain no personal data.
Aggregated results are stored in your IT environment (SharePoint).
You retain control of access and retention.

 

DELIVERY AND PRACTICAL IMPACT

11. How much time does this require from HR, leaders, and managers?
Low time load. HR sponsors access and comms. Leaders receive a brief and a 60-min session.
Managers spend a few minutes answering MBC. The system handles collection, scoring, and reporting.

 

12. What deliverables do we receive after a pilot?

• Leadership brief with risk zones, weakest dimensions, and priority actions.

• Manager persona receipts (MBC) dispatched via SharePoint.

• A 60-min webinar/Q&A, optional 2 hours manager support, and a follow-up governance meeting.
  (Aligned with your pilot spec.)

 

 

 

13. What changes after this — practically — for leadership?
Leadership gets:

1. A clear risk map.

2. A prioritized action list tied to standards and business outcomes.

3. A cadence to monitor movement.
   In other words: from “we sense something” to “we govern risks.”

 

14. How do you translate results into actions we can actually take?
Each risk zone and persona maps to specific leadership nudges and system-level interventions (policy, manager support, escalation protocols, employee support).
We recommend actions you can implement within your existing HR/OH&S setup.

 

 

15. What if results show a problem we’re not ready to handle?
Then we start with minimum-viable governance: stabilize the weakest dimension first, introduce a safe escalation protocol, and build capacity stepwise.
The brief is designed to be actionable at any maturity level.

 

COMMERCIAL MODEL AND CADENCE 

16. How does pricing work, and what are the tiers?
We use a simple ladder: Pilot → Retainer tiers depending on ambition and size → optional modules.
(Details shared in proposal.)

 

17. How long does a pilot take, end-to-end?

• Day 1–2: Kickoff + diagnostic launch.

• Day 3–15: Data collection + analysis.

• Day 16: Webinar.

• Day 17: De-escalation protocol distributed.

• Day 18–19: Manager support (2h, scheduled).

• Day 30: 2-page leadership brief + decision meeting (30 min).

 

 

 

 

 

 

18. We already use another vendor / survey platform — can we still run this?
Yes. You can run GATE alongside existing surveys; we’re not replacing engagement, we’re adding a governance layer.

 

19. How often should we repeat this, and how do we track movement?
GATE begins with a baseline, then a 6–12-month follow-up to track risk movement and leadership pattern change.

 

20. Do you help us handle individual support cases if they surface?
Yes — we support escalation and safe case handling through your existing HR/EAP structure.

 

21. How does this work internationally?
GATE is standards-aligned and adaptable across jurisdictions.
Same risk logic — localized language and legal/governance framing per context.