EmpathyIQ™

Finally - a system that turns workforce risk into something you can see, act on, and stand behind.

EmpathyIQ helps organizations identify psychological risk in the workplace, understand how serious it is, and document what they did about it - before a regulator, auditor, or legal team asks.

Where Compliance Meets Compassion
EmpathyIQ makes human judgment auditable.
Apply to Be an Early Adopter View Platform Overview
9 Domains
ISO 45003 psychosocial hazard coverage
Anonymity Enforced
Mathematical 5-respondent threshold
Now Accepting Applications
Early adopter organizations onboarding Q2 2026

Your organization is being asked to do something it was never set up to do.

New laws in Europe — and growing pressure in the U.S. — now require companies to assess and address harm to the people who work in their supply chains and operations. That includes psychological harm. Stress. Fear. Unsafe working conditions that never show up on a safety report.

Most HR teams are trying to meet that standard with tools that weren't built for it. Survey platforms designed for engagement scores. Spreadsheets. Consultants who deliver a report and move on. None of it creates the kind of documented, structured evidence that regulators and auditors actually want to see.

Other firms help companies look compliant.
EmpathyIQ helps companies decide, document, and defend.

EmpathyIQ is a governed decision system.

It is not a survey. It is not a dashboard. It is the infrastructure your organization needs to identify workplace psychological risk, weigh how serious it is, escalate when action is required, and keep a documented record of every step.

Think of it as the structure your HR team has been trying to build manually — built into a system that actually works at scale.

Without EmpathyIQ With EmpathyIQ
You collect survey data with no way to classify how serious the risk actually is. Risk is classified using a structured severity model — so you know what matters most.
Escalation decisions are made informally, without documentation. Escalation triggers are defined and logged, so every decision is traceable.
You have no clear audit trail if a regulator or legal team asks what you knew. Every action taken is documented with the rationale attached — ready for review.
Different teams apply different standards. Nothing is consistent. One system. One standard. Consistent across the organization.

Start where it makes sense
for your organization.

Technology. Expertise. Training. Each one stands alone. Together, they build HRDD systems that hold up when it matters.

1. The Platform - Measure

Governance Infrastructure, Not a Survey Tool

EmpathyIQ is psychosocial risk measurement and HRDD governance infrastructure for enterprise organizations preparing for regulatory scrutiny. ISO 45003 - aligned assessments across nine hazard domains. Eight role types with differentiated access. Mathematical anonymity enforcement. Supply chain partner portal. Audit-ready documentation.

  • 77 - question validated assessment instrument across 9 ISO 45003 domains
  • Anonymous response collection with enforced 5-respondent threshold per reporting unit
  • Role-based dashboards: HR Administrator, Team Lead, HRDD Specialist, Executive, Board/Governance, External Auditor, Supply Chain Partner, Employee Survey Respondent
  • Remediation action documentation with task tracking and evidence repository
  • Stakeholder engagement documentation with date-stamped audit trail
  • Supply Chain Partner Portal for extending due diligence beyond organizational walls
  • PDF, Excel, and governance-ready compliance reporting
Apply to Be an Early Adopter →

2. Strategic Consulting - Build

Human in the Loop: Because Governance Requires Discernment, Not Just Data.

The platform handles measurement. EmpathyIQ™ Strategic Consulting handles what technology alone cannot - the governance design, the severity assessment, the salience determination, the remediation adequacy analysis, and the conversations your board isn't ready for yet.

Every engagement produces documented, defensible deliverables. Not slide decks. Evidence.

Tier 1: Readiness Diagnostic 6-8 weeks • Regulatory Readiness Check

A clear answer about whether your HRDD system can withstand regulatory scrutiny. Not a reassuring answer - an honest one.

Deliverables CSDDD applicability assessment, gap analysis against enforcement expectations, risk prioritization snapshot, and 90-minute executive briefing with action plan.
For General Counsel, CCOs, and CHROs who need to brief their board on readiness.

You've confirmed you need HRDD infrastructure. This is the build. Salience determination, severity assessment, remediation adequacy — this is the work that requires discernment.

Deliverables Salient risk assessment aligned with UNGPs, due diligence system design with RACI, escalation paths, and KPIs, governance model with board reporting structure, remediation framework with adequacy criteria, supply chain risk map with tiering logic, and EmpathyIQ platform configuration.
For Organizations past the "should we?" question, ready to build.

We stay in the trenches with you. Quarterly impact analysis, regulatory update briefings, grievance mechanism oversight review, and board reporting preparation.

Deliverables Quarterly external environment scan (regulatory/legal changes), grievance data pattern analysis, board deck preparation support, and ad-hoc C-suite advisory hours.
For Organizations with lean compliance teams needing specialized human rights expertise on tap.

3. Training & Speaking - Equip

Build the Capability to Sustain It

Every session is grounded in the same foundation as the platform: measurable data, defensible frameworks, and the conviction that compliance without compassion is just paperwork.

Keynote Speaking

"The Governance Case for Empathy" Why psychosocial risk is a board-level issue, not an HR initiative.

"From Compliance to Culture" Most organizations treat human rights as a supply chain issue, not a workforce issue. This session bridges that gap.

"Decide, Document, Defend" What enforcement-ready HRDD actually looks like. What auditors examine. What documentation withstands scrutiny.

Format: 45–90 minutes. Conferences, leadership retreats, board meetings.

Tailored for C-suite and board members. Pre-briefing materials provided. Post-session action memo delivered. Topics include CSDDD applicability, fiduciary exposure, board-level HRDD reporting, and EmpathyIQ HRIA for Employment methodology.

Format: 60–120 minutes. Virtual or on-site.

Hands-on, application-focused training for the teams doing the work — not just approving it.

Foundations (Half-Day) — Psychosocial risk fundamentals, EmpathyIQ HRIA for Employment introduction, business case development, anonymity enforcement principles.

HRDD Practitioner Certification (Full Day) — Platform administration, data interpretation, remediation planning, stakeholder engagement documentation. Certification credential issued.

Supply Chain HRDD (Half-Day) — CSDDD supplier obligations, tiering logic, communication strategies, data privacy compliance.

Leadership Capability (Full Day) — Psychosocial risk navigation for people managers. Data-driven people decisions. Conflict navigation. Psychological safety without sacrificing accountability.

Foundations (Monthly) — Psychosocial risk fundamentals and CSDDD first steps. Free for early adopter applicants. Recorded on-demand.

Regulatory Updates (Quarterly) — What changed, what it means, what requires action. For consulting clients and subscribers.

Supplier Engagement (As Scheduled) — For supplier leadership preparing for first assessments.

Book a Speaking Engagement →
View Full Services for details [Download Media Kit - PDF]
EmpathyIQ Dashboard Interface

We work with two distinct audiences.
The system is the same. The language shifts.

Commercial Organizations

  • Companies preparing for EU human rights compliance (CSDDD)
  • HR and legal teams that need audit-ready documentation
  • Supply chain and procurement leaders managing third-party risk
  • Organizations that have had a workforce incident and need a defensible response
  • Boards and risk committees seeking structured oversight of people risk
  • CHROs building a psychosocial risk program from the ground up

Federal Agencies & Contractors

  • Federal agencies building workforce resilience programs
  • Contractors that need documented evidence of workforce psychological safety
  • Risk and ERM teams managing regulated workforce environments
  • Program offices requiring escalation governance and oversight traceability
  • HR functions supporting audit readiness under agency review
  • Leaders building institutional capability that survives leadership transitions

Built on real credentials.
Grounded in verified frameworks.

Frameworks & Standards

  • ISO 45003:2021 Workplace Safety Standard
  • CSDDD Readiness Framework
  • UN Guiding Principles on Business and Human Rights
  • OECD Due Diligence Guidance

Credentials & Experience

  • Woman-Owned Small Business (WOSB) Certified
  • Federal Contracting: UEI FRZ8L2LDYNM6 | CAGE 07Z73
  • 15+ Years Enterprise Risk Management
  • Federal Experience: DISA, DLA, OCC

Keidra Norwood is the Founder and Chief Empathy Officer of Egan Rose Consulting LLC. She brings more than 15 years of enterprise risk management experience across organizations including Charles Schwab, Fannie Mae, and Cencora.

She built EmpathyIQ because she kept watching the same thing happen: employees carrying the weight of real psychological harm into workplaces that had no way to see it, name it, or respond to it without making things worse.

“I created EmpathyIQ to corporatize empathy — to prove that it’s not just a sentiment or a feeling, but a measurable capability and a real risk indicator in every organization. If there are psychosocial hazards present in the workplace, there is an absence of empathy. And that absence has consequences.”
— Keidra Norwood, Founder & Chief Empathy Officer
Read Keidra’s Full Story →

Most tools were built for something else.
We built this from the ground up.

When HR teams go looking for help with psychosocial risk, they typically find three options — and none of them quite fit:

The Option What It Offers What's Missing
Large enterprise platforms (Qualtrics, Culture Amp, Workday) Deep analytics and familiar brand names Built for engagement — not risk. Features you don't need at a price that requires board approval.
Basic survey tools (SurveyMonkey, Google Forms) Low cost, fast to set up No privacy controls. No risk classification. No audit trail. Not built for regulated environments.
Consultants without technology Expert guidance, trusted relationships No ongoing data. No system of record. Every engagement starts from scratch.

EmpathyIQ fills the gap.

Purpose-built for psychosocial risk — not adapted from something else. Strong enough for regulated environments. Structured enough to hold up under audit. Human enough to actually work.

What makes it work:

  • A severity scoring model that weighs how widespread the harm is, how serious it is, and whether it can be reversed — so your team focuses on what matters most
  • Escalation logic that is defined in advance, not improvised in the moment
  • A full record of every action taken and why — available when a regulator or legal team asks
  • A privacy model that enforces a minimum of five respondents before any results are shown — built into the architecture, not just policy
  • A framework aligned to ISO 45003, UN Guiding Principles, and CSDDD standards

Frequently Asked Questions

EmpathyIQ is built for HR leaders, risk officers, and executives at mid-size and large companies — especially those preparing for new human rights laws, managing workforce risk, or operating in regulated industries. It also supports federal agencies that need structured, audit-ready documentation of workforce health.

No. You can engage the software platform, the strategic consulting, or the executive training on its own. Each service is designed to work together, but nothing is bundled or required. You start where it makes the most sense for your organization.

EmpathyIQ will never show individual responses. Results are only surfaced when at least five people have responded. This is built into the software — it cannot be overridden by a manager or administrator. Your employees can speak honestly, and your organization gets data it can actually use.

Most survey tools were built to measure how engaged employees feel. EmpathyIQ is built to identify, classify, and document workplace risk — so your organization can act on it and prove that it did. The difference matters most when an auditor, regulator, or legal team asks what you knew and when.

EmpathyIQ is designed to support organizations working toward ISO 45003, the EU Corporate Sustainability Due Diligence Directive (CSDDD), the UN Guiding Principles on Business and Human Rights, and OECD Due Diligence Guidance. EmpathyIQ supports your compliance work — your legal team remains responsible for final compliance determinations.

We are currently accepting early adopter applications ahead of our Q2 2026 launch. Early adopters get priority access and a direct relationship with our team before the platform opens to the public. Apply below to be considered.

We review every application personally. If there is a clear fit, we will reach out to schedule a conversation. This is not a waitlist where everyone gets in automatically. We are building with a focused group of organizations that are ready to do this work.

Limited Availability

Apply to Be an
Early Adopter

EmpathyIQ is selectively inviting forward-thinking organizations to help shape the future of defensible human rights due diligence.

Thank You

Application Received

Thank you for your interest in becoming an EmpathyIQ early adopter. Our team will review your application and be in touch shortly.

Participation is intended to support platform validation. All decisions remain the responsibility of the participating organization.

Direct Input

Influence the product roadmap to match your organization's specific needs.

Early Access

Priority access to the platform, new modules, and assessment capabilities.

Expert Support

Dedicated onboarding with implementation guidance and governance design.