Most organisations treat ISO compliance as a documentation exercise. Policies get written. Training gets logged. Boxes get ticked. And somewhere between the management review minutes and the corrective action register, the actual people the standards are designed to protect become an afterthought.
Here's the uncomfortable truth: every major ISO management system standard has people requirements at its core. Competence. Awareness. Participation. Wellbeing. Fair assessment. And almost every organisation tries to meet those requirements with subjective data, annual snapshots, and gut feel.
Solas OS takes a fundamentally different approach. As an AI-driven talent operating system, it analyses everyday workplace signals to surface behavioural insights that traditional compliance methods miss entirely. Not what people say in surveys. Not what managers recall at review time. What people actually do, every day, in the flow of real work.
Here are seven ISO standards where Solas OS transforms compliance from paperwork into genuine organisational capability.
1. ISO 9001: Quality Management
What the standard demands: Evidence that your people are competent, aware of quality objectives, and continuously improving. Clause 7.2 requires verified competence, not just training certificates. Clause 7.3 demands genuine awareness, not just signed attendance sheets. Clause 9.1 requires you to monitor and measure system performance with real data.
What most organisations do: Track training completion. Run annual reviews coloured by recency bias. Treat a manager's verbal assurance as proof of competence. Hope for the best.
What Solas OS does: Maps real competence through observable behaviour: who solves problems, who mentors, who drives quality outcomes. Tracks whether awareness campaigns actually change how people work, not just whether they opened the email. Provides continuous leading indicators of quality system health through collaboration patterns and decision-making flows, rather than waiting for customer complaints to tell you something went wrong.
The result: Quality management grounded in what people demonstrably do, not what their training records claim they should know.
2. ISO 27001: Information Security
What the standard demands: Annex A.6 contains nine people-focused controls covering screening, employment terms, awareness training, disciplinary processes, remote working, and confidentiality. Clauses 7.2 and 7.3 mirror ISO 9001's competence and awareness requirements but applied to information security specifically.
What most organisations do: Run an annual phishing simulation. Deliver a mandatory e-learning module. Assume that because everyone clicked "complete," the organisation is secure.
What Solas OS does: Continuously monitors whether security awareness actually translates into changed behaviour. Identifies employees whose communication patterns suggest they may be circumventing security protocols. Detects insider risk indicators through behavioural shifts rather than waiting for a breach. Maps knowledge-sharing networks to reveal where sensitive information flows and whether those flows align with your access policies.
The result: Information security becomes a living, measurable culture rather than a once-a-year training exercise that everyone forgets by Friday.
3. ISO 45001: Occupational Health and Safety
What the standard demands: Worker consultation (Clause 5.4), competence verification (Clause 7.2), hazard identification including psychosocial risks (Clause 6.1.2), effective internal communication (Clause 7.4), and continual improvement driven by real performance data (Clause 10.3).
What most organisations do: Hold quarterly safety committee meetings. Track incident rates after the fact. Rely on workers to self-report hazards, then wonder why psychosocial risks go undetected until someone breaks down.
What Solas OS does: Identifies genuine influence networks so safety messages are championed by the people workers actually trust. Detects early warning signs of burnout, isolation, and psychosocial strain through communication pattern shifts, weeks before formal complaints surface. Monitors whether safety communications are reaching everyone, including remote workers and night shifts, and whether they're actually changing behaviour.
The result: Occupational health and safety management that prevents harm rather than documenting it after the fact. Leading indicators replace lagging ones.
4. ISO 30414: Human Capital Reporting
What the standard demands: Transparent reporting across 58 metrics in 11 core areas, including workforce productivity, organisational culture, leadership effectiveness, skills and capabilities, and employee wellbeing. Updated in 2025, this standard is rapidly becoming the measurement backbone for all people-related compliance.
What most organisations do: Pull headcount and turnover numbers from their HRIS once a year. Leave culture, leadership, and productivity metrics either unmeasured or assessed through annual engagement surveys with a 40% response rate.
What Solas OS does: Delivers continuous metrics across the areas that matter most: real productivity patterns (not just output targets), cultural health through interaction and collaboration data, leadership influence mapped through actual behaviour rather than 360 surveys, skills demonstrated in practice rather than listed on a CV, and wellbeing indicators drawn from daily work signals rather than annual questionnaires.
The result: Human capital reporting that reflects organisational reality in real time, not a curated snapshot assembled under deadline pressure once a year.
5. ISO 30415: Diversity and Inclusion
What the standard demands: A framework for embedding diversity and inclusion into governance, strategy, culture, communication, and talent management. Not as a standalone initiative, but as a systemic practice woven through every organisational function.
What most organisations do: Publish a diversity policy. Run unconscious bias training once. Track demographic representation at hiring and hope the numbers tell the whole story.
What Solas OS does: Measures inclusion where it actually lives: in daily interactions. The platform detects whether diverse voices are genuinely heard in meetings and decision-making, or systematically sidelined. It identifies communication patterns that suggest exclusion, spots informal networks that may be reinforcing homogeneity, and tracks whether D&I initiatives produce real behavioural change or just short-term awareness spikes.
The result: Diversity and inclusion measured by what happens in practice, every day, rather than by policy documents and demographic dashboards that tell you nothing about lived experience.
6. ISO 45003: Psychological Health and Safety
What the standard demands: Systematic identification and management of psychosocial hazards: excessive workload, poor management practices, bullying, harassment, lack of role clarity, and organisational change handled badly. This standard makes psychological safety an explicit management responsibility, not an optional "nice to have."
What most organisations do: Add a mental health section to the employee handbook. Train managers on "wellbeing conversations." Offer an EAP (Employee Assistance Programme) and consider the job done. Then act surprised when a stress-related absence claim arrives.
What Solas OS does: Identifies psychosocial risk factors in real time through behavioural signals: communication overload, after-hours work patterns, collaboration withdrawal, emerging isolation, and conflict dynamics. The platform spots the warning signs of burnout, bullying, and disengagement before they become formal grievances or absence statistics. It also measures whether wellbeing interventions actually work by tracking behavioural change after implementation.
The result: Psychological safety managed proactively through continuous monitoring, not reactively through grievance procedures and return-to-work interviews.
7. ISO 10667: Assessment of People in Work and Organisational Settings
What the standard demands: That all people assessments are valid, reliable, fair, and transparent. This applies to recruitment, performance evaluation, promotion decisions, development planning, and any other process where people are being measured. The standard requires assessments to be evidence-based and free from systematic bias.
What most organisations do: Use unstructured interviews. Let individual managers define "good performance" differently. Promote people based on visibility to senior leaders rather than verified capability. Treat the annual review as an assessment, despite it being neither valid, reliable, nor particularly fair.
What Solas OS does: Replaces subjective judgement with behavioural evidence. The platform measures contribution, collaboration, and capability through observable workplace signals, applied consistently across every individual regardless of their background or proximity to decision-makers. It provides transparency by grounding assessments in measurable data rather than private opinions, and it supports human decision-making without replacing it: managers see the evidence, then make the call.
The result: People assessment practices that can withstand scrutiny because they're built on observable, consistent, auditable behavioural data rather than gut feel and personal preference.
The Common Thread
Look across all seven standards and a pattern emerges. Every one of them asks fundamentally the same question: can you prove that your people are competent, aware, engaged, and fairly treated?
Traditional approaches answer with documents. Training logs. Signed policies. Survey results. Annual review scores.
Solas OS answers with behaviour. Continuous, observable, measurable behaviour drawn from how people actually work every day. Not what they claim in a questionnaire. Not what a manager recalls from the last quarter. What they demonstrably, consistently do.
That's the difference between compliance theatre and genuine organisational capability. And in a world where auditors are getting sharper, regulators are getting stricter, and employees are getting louder about accountability, the organisations that rely on gut feel are running out of road.
Solas OS doesn't just help you pass audits. It helps you build the kind of organisation the standards were designed to create in the first place.