Every company says its people are the priority.
But let’s be honest — the data tells a different story.
We’ve seen record-breaking layoffs.
A growing distrust in leadership.
AI anxiety replacing career security.
DEI programs quietly dismantled or defunded.
And an ongoing communication breakdown as teams try to navigate hybrid work.
The result?
A workforce that’s more disconnected, uncertain, and emotionally fatigued than ever.
It’s not that leaders don’t care — it’s that most organizations have no way to see where humanity is missing, let alone how to rebuild it.
The Competencies That Define Human-Centered Work
At The Humanity Practice, we believe human-centered organizations share a distinct set of competencies — the very ones we measure through the Humanity Practice Index™.
These competencies move humanity out of theory and into behavior.
When they’re strong, trust grows, performance accelerates, and people stay.
When they weaken, even the best business strategies fail.
Here’s what humanity in action looks like:
Communication – The degree to which leaders and teams foster open, honest, and empathetic dialogue.
Trust – The confidence employees have in their leaders’ integrity, competence, and reliability.
Wellbeing & Resilience – The support for employees’ physical, mental, and emotional health, and their ability to adapt to change.
Engagement – The extent to which employees are motivated, find meaning, and feel connected to their work and the organization.
Psychological Safety – The shared belief that it’s safe to take interpersonal risks, speak up, and share ideas.
Inclusion & Belonging – The feeling that one’s identity is valued and that everyone is an integral part of the community.
Organizational Support – The systems, processes, and resources that enable people to perform effectively and fairly.
Each competency reflects a crucial part of workplace humanity — and each one can be measured.
The Cost of Ignoring Humanity
Work has changed, permanently.
Employees expect environments where humanity and performance coexist.
But too many organizations still treat humanity like a nice-to-have — something separate from business results.
Here’s the truth: humanity is a performance driver.
When communication breaks down, collaboration fails.
When trust erodes, innovation stops.
When wellbeing is ignored, burnout rises — and turnover follows.
Human-centered workplaces outperform because they treat people as the system, not as inputs to it.
They understand that building culture isn’t about posters or perks — it’s about daily practice, measurable behavior, and shared accountability.
A Two-Minute Mirror — A Leadership Test
That’s why we created the Humanity Practice Snapshot™ — a two-minute reflection that asks leaders and teams a simple, profound question:
How human is your workplace — really?
It’s not a survey. It’s a moment of truth.
Because the hardest part of leading today isn’t strategy or innovation — it’s staying human in systems that weren’t built for it.
The Snapshot is powered by our Humanity Practice Index™, the same framework that measures how humanity shows up across seven core organizational competencies.
When you take part in the November Humanity Practice Snapshot Challenge, your organization will receive a personalized mini-report — a data-driven overview of where humanity shows up in your workplace and where it needs attention most.
And every participant will be automatically entered into a drawing to win a full 15-page Humanity Practice Index Report — valued at $5,000.
This isn’t a feel-good exercise. It’s a leadership test — a chance to see where behavior aligns with values and where it’s time to rebuild trust, communication, and connection.
The Snapshot Challenge is your invitation to lead differently — to measure what truly matters and make humanity a business metric that counts.
Because the future of work isn’t just digital or efficient.
It’s human.
