What international engagement data says about global higher education

A quick insight: International benchmark data offers a clearer view of employee engagement across higher education globally. By comparing engagement levels in HEIs internationally with the UK, patterns emerge around leadership, communication and support that shape staff experience. These comparisons help institutions understand where they lead, where they lag and what can be learned from international peers to strengthen engagement at home.

Employee experience has become a defining factor for universities competing on the global stage. As institutions grow their international campuses, questions arise: how engaged are employees abroad compared with those at home? What can the data tell us about purpose, leadership, recognition and support across borders? And, most importantly, how can universities act on these insights to create meaningful change? 

Related: Check out our report, in collaboration with UCEA, on employee experience in higher education 

Making sense of international engagement data 

Universities today are not only competing for students, but also for talent. The ability to listen to employees and act on what they say is now inseparable from academic reputation. For international campuses, engagement survey results provide valuable insight into whether employees feel connected, supported and motivated to stay. 

Data compiled from People Insight’s benchmark data in July 2025 shows that international engagement scores were slightly higher than those across higher education overall (including data from UK HEIs). We can see that internationally, HEIs see 76% engagement, compared with 75% overall.  

At first glance, the difference looks minor. Yet it reflects a deeper trend: employees abroad report stronger alignment with purpose, leadership and the support they receive to carry out their work effectively. And when employees feel engaged and purposeful, they are more likely to drive innovation, support research excellence and contribute to a positive student experience. 

What purpose alignment looks like abroad 

One of the clearest findings from the data is that international employees feel more connected to purpose. Scores for purpose reached 89% abroad compared with 66% overall. 

This tells us that employees at overseas campuses see a stronger link between their roles and the university’s mission. For leadership, this is significant. Purpose-driven employees are often more motivated, more resilient and more committed to the long-term success of their institution. 

In higher education, where universities balance a global reputation with local context, clarity of purpose helps employees feel their work is part of something bigger. That sense of connection becomes a powerful driver of retention and advocacy. 

Related: How HEIs are creating a sense of purpose at work [infographic] 

How employees feel supported internationally 

Support to do the job well also stood out. International employees reported a 64% score for enablement compared with 57% overall. That suggests employees abroad feel better equipped and resourced to meet expectations. 

Autonomy told a different story, with scores nearly identical — 60% internationally versus 61% overall. The parity here is actually encouraging: it shows that higher education institutions are successfully providing consistent levels of empowerment across geographies. For universities, this balance means that international campuses are not being left behind or disadvantaged in terms of decision-making freedom. 

From an employee survey perspective, this consistency shows how actionable feedback can guide leadership in identifying genuine differences (such as enablement) while maintaining what is working well (such as autonomy). 

Recognition and leadership still need attention 

Not every part of the data paints a positive picture. Reward and recognition scored lower internationally at 54% compared with 58% overall. Employees abroad appear less confident that their contributions are being celebrated. 

Leadership visibility and feedback also emerged as areas for improvement. Employees want to hear more from their leaders and see a stronger presence at international campuses. This signals that communication and recognition practices may need tailoring across different cultural and regional contexts. 

We know that recognition and leadership presence are directly linked to employee wellbeing and performance. In higher education, where the employee experience is closely tied to student outcomes, neglecting recognition or communication risks undermining broader institutional goals. 

Why more international data is being captured 

A positive trend over the past 12 to 18 months is the inclusion of more international data in higher education reporting. Institutions are expanding their use of actionable employee experience platforms to capture insights abroad. 

The result is richer, more representative datasets that reflect the voices of employees across multiple geographies. This gives universities the ability to act on survey results with greater accuracy, supporting both global strategies and local interventions. 

For leaders, the growing availability of international engagement data makes it easier to identify strengths worth building on and areas where cultural nuance requires careful adaptation. 

Understanding cultural nuance in survey results 

When interpreting international engagement data, context matters. Recognition, for instance, can look very different across regions. A public award scheme may motivate employees in one country but feel uncomfortable in another. 

This is where working with an experienced survey partner becomes important. By combining quantitative scores with qualitative insights, universities can take an approach that respects cultural nuance while still aligning with their values. Tools such as employee surveys, when combined with expert HR insights, make it possible to balance global consistency with local authenticity, avoiding one-size-fits-all approaches. 

What the future could look like for universities 

The future of global higher education will increasingly be shaped by international engagement. Purpose alignment, supportive environments and consistent empowerment already stand out as strengths at overseas campuses. At the same time, recognition and leadership visibility offer clear opportunities for growth. 

For universities, the challenge is not just to measure engagement but to close the feedback loop by acting on what employees say. That means turning employee sentiment into meaningful change through actionable surveys, thoughtful feedback loops and clear communication. Institutions that do so will not only improve employee experience but also enhance their capacity to attract talent, strengthen reputation and deliver positive outcomes for students. 

To truly get to grips with international engagement, we need to go beyond numbers. We need to consider the lived experiences of employees across global campuses — their motivation, their connection to purpose and their expectations of leadership. Listening to these voices and responding with actionable feedback is how higher education can create meaningful change for employees and students alike. 

Are you ready to understand and act on staff sentiment at your HEI? We’re the top provider of higher education staff surveys, we work with universities around the world and we know how to create listening strategies that work. Get in touch today to start building an actionable employee experience strategy that works for you.