Cambridge University’s Staff Culture Survey

In January 2024, Cambridge University carried out a Staff Culture Survey. All academics, professional service staff, researchers and technical support were canvassed and invited to respond to questions on work-life balance, bullying, discrimination, mental health and flexible working

There has been no official communication on the results from this survey, now a year old. The Times Higher Education has recently reported partial results here.

The University deserves credit for embarking on this attempt to understand its culture. However, the long delay in making the results public already suggests that the survey generated some uncomfortable findings. This is not uncommon. Those at the top of an organisation often have a very rose-tinted view of what is actually happening on the ground.

We will provide average results for the whole university in this blog posting, obtained from a Freedom of Information request.

I am satisfied with how bullying and harassment are addressed in my department … 27 %

My mental health and well-being are supported in my department … 52%

I feel confident asking for mental health and/or well-being support at work … 45% 

Curiously, the survey did not ask the obvious question: Have you experienced any bullying or harassment over the last 12 months? Instead, it asked the weaker question: Are you satisfied with how bullying and harassment are addressed in your department?

Even so, the result is miserable. The university claims that “there is no place for bullying, harassment, discrimination and victimisation”. Zero tolerance means that that everyone should at least be content with how bullying is being handled, even if it’s not possible to eliminate all bullying. The answer should be be 100% … not 27%.

In fact, there are many tens of departments in which 40% to 50% of respondents explicitly disagreed with the statement “I am satisfied with how bullying and harassment are addressed”.  It seems that there are a number of problematic departments and institutes in which bullying and harassment has become entrenched and normalised. The 21 Group urges the University to put these departments into immediate special measures. This must include removing the failing or abusive Heads of Department and Heads of School, as well as reforming the departmental management and human resources structures. Changes are needed at the top.

The results on mental health are also very troubling. Only just over half of those who responded felt that their mental health is supported. Even worse, only 45% felt comfortable in asking for support. Workplace bullying is one of the leading drivers of mental distress, as are unrealistic workloads, job insecurity and lack of support or understanding from management.

The 21 Group is not surprised. We know of one Head of Department who responded to concerns that a member of staff was in mental distress with the statement “The Department does not have the capacity or bandwidth to deal with a mentally unstable woman”. (This is likely a breach of the Equality Act as direct disability discrimination, as well as being exceptionally uncaring).

I would recommend my part of the University as a great place to work … 57%

I believe action will be taken on the results of this survey  … 27% 

This is just grim.

Given the enormous advantages of Cambridge University — its beautiful surroundings and buildings, its inspirational history, its excellence in research and teaching as exemplified by many highly creative individuals, its huge endowment which can be used to support its core mission — only 57% can recommend the University as a great place to work. Barely more than half. Shameful.

And only 27% think action will be taken as a result of the survey. Well, at least that’s realistic. After all, you’re reading the results on a blog, not as part of an official mea culpa by University senior management.

The Vice Chancellor should make an immediate statement on what actions the university proposes to take to address the serious issues uncovered by the Staff Culture Survey.