Our Culture Conversation uses a technology platform that converts confidential employee feedback into insights that leaders can put to work, to create more responsive, fulfilling, and productive workplaces. It enables you, as an employee, to instantly and confidentially share your thoughts, concerns, and ideas with your organisation’s leadership. 

Every term, you will receive an email from the Wellbeing, Inclusion and Culture Committee with a survey link from an external company, Peakon, who will run the survey on our behalf, to ensure complete confidentiality. There will be approximately 20 questions grouped into four areas: engagement, equality, diversity and inclusion, health and wellbeing, and change and transformation. You will also have the opportunity to add your comments at the end of each survey area.

The results of these surveys will provide us with an insight into what it’s like to work here, so we can understand where we need to make improvements to enhance your experience. We want to make sure any actions we take will make the University an even better place to work and to do this regular feedback is needed.

Your responses will be confidential and no names or individual feedback will be shared.

Our Culture Conversation FAQs

The results from these surveys are collated in real-time and are available for leaders and managers to review. Colleagues can view their own scores via their personal dashboard, including how these compare to their team and the University benchmark. You can access your dashboard by entering your University login details on the Peakon website

In order to protect anonymity, results are provided at a department or sub-division (teams) level, along with University-level results. Heads of department, assistant directors and senior leaders are able to compare these results across faculties and divisions.

Recommended actions from these results will be presented to the Wellbeing, Inclusion and Culture Committee groups at a faculty and professional service level. These groups will review the results and will work with leaders and managers across the institution to facilitate conversations and develop action plans that respond to the key feedback received.

A summary of University-level results has now been published – you can view the actions being undertaken as a result of the survey in the link below:

OCC June 2023 Results

These results will help us to measure, understand and improve the way we work and make investments that matter. These regular surveys will also inform how we prioritise and deliver our wellbeing, inclusion and culture activities.

Here's a few quick tips for managers to help focus your results actions:

• Set aside 30 uninterrupted minutes. That's all it will take to develop a working knowledge. Alternatively, you can email the WICC team for further support. 

• Try not to interrogate the methodology too much. The tool has been developed by experts with a thorough understanding of what motivates people in the workplace.

• Focus on just one or two actions. Whilst the analysis is very interesting, if time is short, concentrate on just one or two key actions first that resonate with you, your team, and the challanges you face right now.

• Let the tool do the work. The tool will highlight the key areas you could work to achieve maximum impact for your team. The great thing is you don’t need to spend time searching for how to address these. The tool will directly offer you a range a practical tips to put into place now, linked to team feedback, that will make a real difference.

• Don’t over burden yourself. Pick one of two actions, implement them and then you can revisit the data to ascertain change as part of the next Our Culture Conversation. The same overarching areas of importance will be tracked via the question set so you can see if your interventions may have made a difference.

• Keep a record. Use the action planning tool to record and set dates to review your plans; it's super quick to use.

• Let your teams know what you are proposing to concentrate on as a result of their feedback (not least so they know you take their views seriously). Again, the tool has a feature to be able to simply communicate your priorities and plans direct to your team.