Staff Experience Survey 2024: Headline results and next steps

The Staff Experience Survey 2024 was an opportunity to tell us what it is like to work at UCL, share your experiences of culture, inclusion, health and wellbeing, and UCL’s strategic direction and help us understand what matters to you. 

Thank you to everyone who participated in the survey and for sharing your thoughtful and informative feedback. 

Since our last update in December, University Management Committee (UMC) has reviewed the results of the survey, which highlighted some clear themes which have enabled UMC to identify four priority areas that we are committed to focusing on institutionally. 

We will be sharing more detailed results soon but would like to highlight some of the headline results that we have heard reflected at an institutional level, and to share our next steps for improving the priority areas identified.  

What we have heard  

Nearly three quarters of staff reported feeling a sense of belonging in their department. There is a sense that staff are clear what is expected of them and find their performance related discussions to be important and helpful. And staff can access learning and development opportunities that support them to perform their job effectively.   

However, results also showed that some groups of staff experience markedly different results in particular areas, including their experiences of inclusion and belonging. This is something we are exploring further and are committed to addressing.   

Your feedback highlighted important recurring themes that require further attention and improvement, and that we are committed to focusing our action and attention on institutionally. These areas of focus will be:  

• Creating an inclusive culture.   
• Ensuring fairer and clearer pathways for career progression and promotion. 
• Addressing institutional workload challenges. 
• Providing greater clarity for staff around our strategic direction.  

What to expect next 

Working alongside UMC, we will now be thinking about actions to help address each priority area for improvement, taking into consideration and building on existing work where possible.  

We will share these actions with staff in March alongside more details from the survey.  

In addition, while we are confident that the overall 40% response rate is statistically valid, we want to further explore and understand why and what we can do to encourage more staff to share views going forwards so that we can understand and improve from them.