EHS is a system for driving employee happiness.
Your EHS score is a number. But not all numbers are equal. A score produced by 80 per cent of your team responding tells you something qualitatively different from the same score produced by 15 per cent - even if both numbers are identical.
Understanding what participation levels mean for your score is one of the most important things to get right early. It affects how much confidence you can place in what the data is telling you, and whether your score is eligible for sector benchmarking.
When a large proportion of your team participates, the score reflects the breadth of how people feel across the organisation. When only a small proportion responds, the score reflects the views of whoever chose to engage - and that group may not be representative.
A low-participation score is not worthless. It is directionally useful and worth watching. But it should be read with caution. A score of 80 from 12 per cent of respondents might look strong on the surface while the silent 88 per cent feel very differently.
The platform uses a 30 per cent participation rate on tokenised channels - email and SMS - as the threshold at which a score is considered statistically representative. This is a widely used standard in people measurement and it gives the methodology a defensible basis.
Below 30 per cent, your score is still shown on the dashboard - it is never hidden. But a low-confidence indicator appears alongside it, making clear that the result should be treated as provisional. Once participation reaches 30 per cent, the indicator disappears.
This threshold also applies to Awards eligibility. A cycle where participation falls below 30 per cent on tokenised channels will not be ranked or published - though the data remains valid for your own internal use and the score is retained.
# The best industries for EHS
- construction and software engineering