Employee data ethics

Transformics measures how an organization is adopting AI. It is a tool for steering AI transformation at the board level, it is not a workforce-surveillance product. This page states, plainly, the purpose limitation we hold ourselves to under GDPR and the EU AI Act.

If you answer a survey

Your employer's organization is the one that asked you to answer. These are the protections built into the platform for you, each with what it does not cover.

AI requests do not carry who you are
If you answer in your own words, the names and contact details the platform knows about are replaced with placeholders before an AI model reads your text.
What it does not cover. This is pseudonymization, not anonymization. People the platform was never told about, and the content itself, can still point to an organization. Checking the live AWS account is still pending.
Small groups stay hidden
Results are never shown for a department, level or function of fewer than five people, so your answers are not displayed on their own.
What it does not cover. This hides small groups in what is displayed; stored scores and the overall score do not change. Every results page that shows these breakdowns also says they are not for judging individuals.
Consent comes first
Your answers are saved only after your consent is recorded. If it cannot be recorded, your answer is not accepted.
What it does not cover. Consent is recorded for the survey being answered; it does not extend to other uses of the data.
Access, export and erasure that complete
You can ask for a copy of your data or ask for it to be erased. Erasure covers your free-text answers and your survey link, and the link stops working.
What it does not cover. Interview transcripts record a stakeholder by name rather than by email address, so they are handled on request. Aggregated scores remain in anonymized form, and backups age out over the 30-day recovery window.

Purpose limitation, what the data is for

Transformics measures organizational AI maturity. Assessment data is used to produce the organization's TPI and anonymized sector benchmarks only. It is not used for individual employee evaluation, performance management, hiring, or termination decisions (GDPR Art. 5(1)(b) purpose limitation).

What this data is not used for

It is not used for individual employee evaluation, ranking, or performance management.
It is not an input to hiring, promotion, or termination decisions. AI-transformation maturity is an organizational signal, not a personnel signal.
Outputs are diagnostic signals for leadership, not automated verdicts about people. A human always owns the decision.

Org-level only, a structural guarantee

Cross-customer sector benchmarks are computed from org-level maturity scores only. Individual survey-respondent rows and individual employee records are never read by the benchmarking pipeline, which makes individual profiling structurally impossible — a technical guarantee, not only a contractual one.

k-anonymity on every benchmark

Sector benchmarks are released only for cohorts that clear a k-anonymity floor, so no single organization can be reverse-identified from an aggregate.

Opt out at any time

Any organization can opt out of contributing to anonymized sector benchmarks at any time via its compliance settings (benchmark_opt_out); opted-out orgs are excluded from every cohort the aggregation pipeline builds. You can opt out without affecting your own assessments, scores, or board reporting in any way.