Staff Experience Survey 2025 – RDM Results

Here we set out some key findings of the Staff Survey and what will happen next as a result.

In total, 297 RDM members of staff responded to the survey (56%). Though this is slightly lower than the University and RDM's 2023 response rates, overall the results give us an good indication of where we have done well and where we need to improve.

WHAT WE FOUND OUT

• 86% of respondents said they were proud to work for the University.
• 74% would recommend the University as a great place to work.
• 79% said working in RDM makes them want to do the best work they can.
• 67% said they would recommend RDM as a great place to work.
• 75% are satisfied with their job.
• 75% would still like to be working at the University in two years' time.

The above results contribute towards the overall engagement score in the below image. 

49% of RDM respondents believe changes will come from the survey.

Key areas for improvement

Using the 2025 survey data (along with data from earlier surveys) we are currently focused on the following areas. We have included examples of what we are doing, and what we are planning to do.

Support leaders

For example, in July 2025 RDM held a pilot training session on Leading and Managing People in Research. Positive feedback from this session means it will be further developed by colleagues within RDM in collaboration with colleagues from the central university.

Over the 2025-2026 academic year we will be offering a joint management training programme with the Nuffield Department of Surgical Sciences.

Professional and Career Development for individuals and managers

In April, RDM re-launched Department-wide PDRs and CDRs.

Everyone in RDM can have a minimum of ten days professional development allowance per year.

The RDM Mentoring Scheme is being relaunched over 2025. 69% of respondents said they hadn't been mentored, and from those people, 60% said they would be interested in having a mentor. Of the 31% who have been mentored by someone other than their line manager, 87% found mentoring useful. We want to make sure everyone is aware of how this successful scheme can benefit professional development.

We're also working with the Careers Service on a pilot of 1:1 careers-focused coaching sessions for new PIs in RDM which will be taking place this summer for a limited number of participants.

Improve perceptions of how reports of harassment are taken seriously

We are working on gathering information to support the new University training on Harassment and Sexual Harassment, and the University's Report and Support service. This is to allow everyone to understand what constitutes harassment and sexual harassment, and also to inform people what to do if they witness it or someone tells them they have been subjected to it. 

We will offer further anti-harassment training and resources across RDM.

Increase awareness and use of the Respectful Behaviours Framework

We will increase knowledge, understanding and use of the RDM Respectful Behaviours Framework.

While fewer than 50% of respondents in RDM know about the Respectful Behaviours Framework, of those who do know about it, only 6% did not find it useful.

So far, we've integrated the Respectful Behaviours Framework into the PDR process, and as part of the nomination criteria for the Reward and Recognition process.

WHAT WE'LL DO NEXT

As outlined above, the survey results have highlighted some key areas of improvement to focus on and we recognise there is more to be done.

• Presentations have already been shared with the RDM Senior Leadership Team and Equality, Diversity and Inclusion Committee.
• Over the summer, meetings between leaders, managers and EDI champions will take place to discuss results across RDM's divisions.
• Committees such as the Career Development Committee and Mentoring Committee will look at the results in more depth, including analysis by demographic groups.
• We'll be sharing analysis and actions with PIs and senior staff during Michaelmas Term.
• Our key findings will be presented to staff during November's Open Forum.
• The Senior Leadership Team will confirm the final local priorities later in November.

Keep a look out in the RDM Weekly Bulletin and other communications channels for updates in due course. If you would like more information, please contact Charlotte Smith.