College of Science & Engineering

Enhancing Colleague Engagement at COSE: Insights from the Latest Survey

In October 2022, the University conducted its most recent Colleague Engagement Survey amidst the pressures of the new academic year beginning. The survey revealed valuable insights regarding areas of strength and potential improvement within the College and beyond. Here, we will delve into the key findings and shed light on the actions necessary to cultivate a more engaged and inclusive work environment at CoSE.

 The participation rate for the survey was 54% among COSE staff, providing a good overview of colleague engagement. The headline Engagement score, representing the overall satisfaction level, declined by 5 percentage points to 64%. While this figure was slightly below the University's average, it's important to note the positive improvements observed in some themes, such as My Role & Development and Dignity & Diversity. However, there were declines in aspects related to the timeliness of decision-making, perception of the Senior Management Group (SMG), and the willingness of colleagues to recommend UofG as an employer.

In analysing the survey data by job family, it became evident that our Professional Services staff were the most positive, followed by Research & Teaching (with Research-only staff notably more positive within this group).  Technical and Operational staff reported relatively lower levels of engagement across various themes, except for Wellbeing and Balance.

Taking Local Action

To effectively address the survey feedback, each unit within CoSE was encouraged to share and discuss the results, with the aim of identifying local priority areas and corresponding actions. It was expected that these actions would align with and support the strategic plans of the respective schools. Additionally, the launch of the Code of Professional Conduct in January 2023 presented an opportunity to address any concerns regarding the demonstration of University Values, particularly in the context of Dignity & Diversity. This theme was identified as a priority by the EDI Committee, underscoring the importance of inclusivity and diversity within CoSE.

While examining the survey data, it became apparent that it is crucial to broaden the scope of inclusion efforts to encompass a wider range of characteristics, including race and disability. Notably, disabled colleagues, comprising 10% of CoSE respondents, expressed less positive responses compared to their counterparts in other parts of UofG. Furthermore, approximately 10% of respondents chose the option "prefer not to say" for this characteristic, and their views aligned broadly with those of disabled colleagues across the themes.

Theme	CoSE	Rest of UofG	Highest scoring College
Leadership and Strategy	35%	45%	46%
Culture and Values	26%	33%	41%
My Role and Development	60%	66%	79%
Line Management	48%	57%	70%
Reward and Recognition	37%	58.5%	74%
Dignity and Diversity	66%	74.5%	82%
Communication	47%	62%	66%
Wellbeing and Balance	24%	40.5%	42%
Engagement	47%	59.5%	71%

Responses from disabled colleagues and those who preferred not to say in comparison to other College results within the University.

Moving Forward

The survey results have provided COSE with valuable insights that will guide the organisation in cultivating a more engaged and inclusive work environment. The work to address gender inequalities continues but there is also a need to tackle other issues, including race and disability, in order to foster a culture of belonging. The survey tells us that the lived experience of our colleagues is variable but, working together, the College EDI Committee will prioritise actions designed to promote inclusivity and diversity across CoSE and beyond. Our aspiration remains to create an environment where every staff member feels valued and supported to contribute to their full potential. We will share our plans and progress with the CoSE community.

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First published: 6 June 2023