Looking closely at wellbeing data
The recent release of the ‘Australian Universities Census on Staff Wellbeing’ delivered headline results and a sector-wide ranking of universities, prompting calls for action to address widespread concerns. Yet the full story remains out of reach.
At the University of Newcastle, we understand our responsibility to provide safe work environments, both physically and psychologically. Any findings that raise concerns in our sector or our organisation deserve serious consideration.
But while the published Census provides some insight, the absence of underlying data has made it difficult for universities to properly engage with the findings. We have been told it will be weeks before the results for individual universities are available – leaving staff waiting and limiting our ability to provide an informed response.
The University of Newcastle’s Census results were based on 235 responses from a workforce of more than 5,000 staff. By comparison, our latest independently run Your Voice staff survey received responses from more than 2,200 staff. Your Voice results showed 72% of respondents reported positive engagement in their roles and felt committed to the University, while 57% reported positively on wellbeing.
Your Voice also highlights clear priorities for ongoing improvement, with staff feedback helping to shape key workforce initiatives. While our University already offers competitive remuneration and generous leave provisions, the insights gained from Your Voice help us identify practical ways to strengthen our staff experience. In our most recent survey, workload, career development and support during change emerged as focus areas for wellbeing - priorities that are embedded in our leadership programs and psychosocial health and safety framework.
Meanwhile, the Census report - which was sponsored by the National Tertiary Education Union and two other partners - acknowledges data limitations, including participation bias and uneven response rates across the sector.
Nearly 11,500 staff across 42 universities took part, representing just 7.65% of the national university workforce. While workforce sizes differ between universities, participation rates also varied considerably – ranging from 4.3% to 21.1%. The report does not appear to apply weighted adjustments to account for the data disparities, which would enable more accurate university-to-university comparisons.
Although the Census is described as a “name and support” public health initiative, the publishing of a league table of universities ranked by unweighted individual scores serves a very different function. It raises a reasonable question about the purpose of releasing such a ranking.
The Census report also notes the data may skew more negative, as staff feeling most disenfranchised are often more motivated to voice their concerns through an external system. At the University of Newcastle, the Census was distributed via union members during a critical period of enterprise bargaining and workplace change. While these point-in-time factors do not dismiss the findings, they are relevant context.
We recognise the impact that organisational change has had, and may continue to have, on our staff. We will continue to have strong frameworks and initiatives in place that support the mental health and psychological wellbeing of our people. Throughout this period, access to our support services has remained steady, and we will continue to monitor and implement programs that strengthen staff wellbeing. This approach is informed by substantial research recognising that employers have a clear responsibility to provide safe workplaces and actively support employees’ psychological well-being.
We are fortunate to have researchers at our University contributing to this important field, including Professor Christina Boedker. Her work explores how leadership, organisational culture and workplace practices influence employee wellbeing. Her evidence-based work, such as the Australian Workplace Index – a national benchmarking tool developed in partnership with the Australian National University - highlights the importance of using robust data and thoughtful analysis to support positive change.
Any conclusions drawn about organisational culture and safety must consider not only the feedback provided but also the circumstances in which that feedback was gathered.
When we receive our University’s detailed Census report, we will review it carefully. If it identifies risks or insights not already captured in our independent Your Voice survey, we will address them.
Our responsibility is to listen to our people and respond to the evidence before us. That is what we have done for two decades through Your Voice, and it is what we will continue to do.
Martin Sainsbury, Chief People and Culture Officer
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