Increase profitability by 23%
Boost productivity by 21%
Increase profitability by 23%
Boost productivity by 21%
It’s not an easy time for universities. The sector is facing a lot of difficult decisions. As the sector manages funding shortfalls, industrial action and restructures, it’s not surprising that employee confidence has taken a hit. But some institutions are showing that even in challenging times, a strong internal culture and a strong employee listening strategy can set them apart.
The Inspire HE rankings celebrate the universities leading the way in employee experience. Using benchmark data from the sector overall and from those who ranked in the Inspire HE top ten 2024, we can see just how different the best HE employers look compared to the rest.
Here’s what stands out.
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Employees working for universities in the Inspire HE top ten feel better informed about their university’s direction and performance. On the question “I know how well my university is doing against its objectives”, they scored 60% positive responses, compared to just 37% across the wider sector. That’s an incredible 23-point difference.
This isn’t only about communication channels. It reflects how clearly leadership shares updates and how confident employees feel about what’s happening across the organisation.
The gap is similar when it comes to purpose. 77% of employees in the top ten said they understand the aims of their university, while just 67% of employees across the wider sector said the same. In an uncertain times such as these, clarity is valued more than ever.
When comparing the top ten unis to sector benchmark averages, there’s a noticeable difference in how employees feel about those leading their institution. At the top ten universities, 65% of employees agreed that leaders are visible and approachable. Across the sector, however, only 47% agreed.
Confidence in leadership follows a similar trend. 61% of those in the Inspire HE top ten said they had confidence in their leadership, compared to just 44% in the wider benchmark.
Increased visibility and regular communication from leaders seem to have a direct impact on trust. Employees are more likely to feel positive when they know who is making decisions, why those decisions are being made and what it means for them.
Related: 10 Ways to improve leadership and management in higher education
Learning and development remain difficult to prioritise during times of organisational pressure, but the Inspire HE top ten show it can be done.
55% of employees in top institutions said they have opportunities to develop their careers. Across the HE benchmark, only 43% agreed. That’s a significant 12-point difference.
Support from managers also appears stronger. 71% of top ten employees agreed that their manager supports their development, while only 59% of employees across the sector said the same.
Investing in career development, even modestly, helps retain talented staff and shows a long-term commitment to people beyond immediate needs.
Even among high-performing institutions, workload is still a concern. Just 55% of Inspire HE top ten employees said their workload is manageable, only slightly higher than the 50% average across the sector.
Wellbeing results tell a similar story. 63% of top university employees said their institution cares about their wellbeing, compared to 54% in the HE benchmark. While this shows some improvement, there is still work to do.
The biggest difference appears when it comes to acting on feedback. In the top ten, 56% of employees said action is taken as a result of staff surveys. Across the wider sector, only 38% agreed. That 18-point gap highlights the importance of listening not just for information, but as a basis for real change.
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The best universities to work for stand out for how they treat people. 75% of employees at Inspire HE top ten institutions said that all people are treated with respect. That compares to 64% across the sector.
These results suggest that leading universities are taking inclusion seriously and making it part of the everyday experience, rather than a statement of intent. They also reflect the role that regular employee listening plays in tracking progress and holding leadership to account.
The institutions in the Inspire HE top ten aren’t perfect, nor are they free from the challenges facing the wider sector. What they do differently is listen — regularly, seriously and with the intention to act upon employee sentiment.
They communicate what has been heard and what will change as a result. They share successes but don’t hide from areas that need improvement. Most importantly, they involve employees in the process, not just the data collection.
In places where people trust that their voice is valued and will lead to action, we see stronger scores in confidence, alignment and performance. Those aren’t just metrics — they are signals of a healthier, more resilient workplace culture.
A strong employee experience starts with listening to what matters to your people and responding with clarity and consistency.
If you’re ready to understand how your university compares, get in touch to explore a higher education staff survey with People Insight. Our HE benchmarking and expertise can help you focus on what will make the biggest difference for your employees.
Enquire about a higher education staff survey and start building stronger engagement through meaningful employee listening today.
