The Worth Index

For Organisations

The Worth Index™

Measure what self-doubt is costing your organisation.

A research-backed instrument that measures how women in your organisation hold their own worth — and what that means for retention, progression, and commercial confidence.

The problem

Your most capable women are often your most under-asking ones. They apply late, price low, over-deliver, and leave quietly. None of this shows up in an engagement survey, because it is not an engagement problem. It is a worth problem: worth experienced as something to be earned each day rather than something already held.

That gap has a price. It shows up at the broken rung where pipelines thin out, in negotiation outcomes, and in the attrition of senior women — the most expensive attrition an organisation carries.

What the Worth Index measures

Inherent Self-Worth

Worth held as given, not earned.

Imposter Load

Frequency and grip of imposter thinking.

Ask & Negotiate

Confidence to ask, price, and hold.

Self-Compassion

Response to setback and self-criticism.

Efficacy & Visibility

Belief in agency; willingness to be seen.

Each dimension is grounded in our global research with high-achieving women and triangulated with validated psychological instruments, including the Rosenberg Self-Esteem Scale, the Clance Impostor Phenomenon Scale, and Neff's Self-Compassion Scale.

How it works for organisations

1

Measure

A guided Live Lab where your cohort takes the Worth Index instrument. The room watches its collective profile build in real time, fully anonymised. Each woman privately receives her own profile.

2

Move

A measured development programme that resets how the pattern runs and rehearses the behaviours that follow: asking, pricing, claiming credit, deciding.

3

Re-measure

The Index is retaken and movement is tracked. Your organisation gets an aggregate dashboard and a number that moves, quarter over quarter. Individual data stays with the individual.

The Corporate Snapshot

Where does your organisation sit?

Answer ten questions about what you observe in your organisation. You will get an immediate indication of where your culture likely sits across the five Worth Index dimensions, based on the patterns in our research.

An honest note: this snapshot is indicative, drawn from our research with individual women. It is not a validated organisational audit. The full Worth Index programme is how you get a real baseline.

1. Women here put themselves forward for stretch roles before they feel 100% ready.

Efficacy & Visibility

1 = rarely true · 5 = consistently true

2. Credit lands with the person who did the work, and women here claim it.

Efficacy & Visibility

1 = rarely true · 5 = consistently true

3. In pay and promotion conversations, women in this organisation ask, and hold their ask.

Ask & Negotiate

1 = rarely true · 5 = consistently true

4. Internal pricing of expertise (day rates, budgets, scope) is not systematically lower when women set it.

Ask & Negotiate

1 = rarely true · 5 = consistently true

5. High performers here do not need to over-deliver to feel secure in their position.

Inherent Self-Worth

1 = rarely true · 5 = consistently true

6. People's standing here does not reset to zero with each new project or review cycle.

Inherent Self-Worth

1 = rarely true · 5 = consistently true

7. Senior women here speak openly about capability without qualifying or shrinking it.

Imposter Load

1 = rarely true · 5 = consistently true

8. New promotions settle into authority quickly rather than waiting for permission.

Imposter Load

1 = rarely true · 5 = consistently true

9. Setbacks are processed and metabolised here without spirals of self-blame.

Self-Compassion

1 = rarely true · 5 = consistently true

10. Feedback conversations here build people rather than confirming their inner critic.

Self-Compassion

1 = rarely true · 5 = consistently true

You already have the talent. The Worth Index measures what is standing between it and the results you are paying for.

Start the conversation