Staff Culture & Engagement Survey

Thank you for having your say!

Your participation in the 2025 Staff Culture and Engagement Survey will help shape a workplace where everyone feels valued, supported, and connected.

The survey is now closed, and we’re grateful for the time and thought you put into providing honest feedback. Leaders have received the results for their respective areas and are currently reviewing the insights to identify key themes, opportunities, and areas for improvement.

The next stage will involve leaders sharing results locally and engaging in collaborative action planning. These conversations will help ensure your feedback leads to meaningful steps toward a thriving, inclusive workplace.
All responses remain confidential. The survey platform ensures anonymity by not linking responses to individuals and only displaying results for groups with at least 10 respondents.

You’ll continue to be kept updated on progress and next steps through our regular communication channels.Your participation in the Staff Culture and Engagement Survey will help shape a workplace where everyone feels valued, supported, and connected.

Frequently Asked Questions for Leaders

The following Frequently Asked Questions address common questions about accessing a report and action planning.

I cannot sign into the platform.

1.Go to https://westernsydneyuni.eu.cultureamp.com
2.Enter your eight-digit Staff ID email. If your Staff ID includes a letter, please ensure it is in lower case.
3.If your browser saved your original password, allow it to autofill. Otherwise, try entering your original password manually.
4.If that doesn’t work, click “Can’t sign in?” to receive a system-generated email with a temporary password.

Please note that Culture Amp login credentials are separate from the University’s systems and therefore these are not impacted by the University’s requirement to reset its system’s password.

How can I extract a report?

From any tab of the report (Participation, Questions, Heatmap, Comments) click on the down arrow next to Export, on the right top, and select the type of report you wish to extract. Excel is the most convenient format for in-depth analysis and comparison of results, while PowerPoint is a helpful tool to support local debriefs.

When are the action plans due?

If you are a leader of a Division, Institute, School, Office or Unit/Team, you are required to develop an action plan by 30 June 2025. You will have been provided with access to the Culture Amp platform which will enable you to view your results and create an action plan (and record completion as you implement your action plan).

Who can I contact for assistance?

We are committed to enabling our leaders to lead the process at their local level, to share the wins and opportunities with their teams and get them involved in setting actions that are meaningful to their area. To support you along the way, the following contacts are available:

  • For help with system access, navigating the platform, understanding the reports and data available: Christine Ung or  Maria Scanlon.
  • For guidance in interpreting feedback and facilitating team debrief discussions: your Senior HR Partner.

What resources are there to assist me with the next steps?

You should have received invitations to attend one of a couple of presentations delivered by Culture Amp, our survey platform provider, in June – if you could not make one of the workshops or you would like a refresher, here is a recording from one of the workshops:

Alternatively, these articles also provide useful information:

Are there any tips on action planning?

We suggest using Culture Amp’s “1-2-3 Framework for Leading Action”:

  1. Select 1 focus area: Concentrate your attention and effort on improving one key area.
  2. Choose 2 actions*: Determine two specific steps you can take to make progress in your focus area.
  3. Communicate 3 times: Share your focus and action plans with others at least three times – creating repetition and accountability.

*Actions should follow the S.M.A.R.T. framework (specific, measurable, assignable, realistic, and time-bound).

Frequently Asked Questions for All Staff

The following Frequently Asked Questions address common questions about participation, so you can feel confident about having Your Say

Who should complete the survey?

Anyone who receives a system-generated email from Culture Amp with a unique survey link should complete the survey. As this link is unique to each individual, it cannot be shared or accessed via the Culture Amp website. You will receive the email from Culture Amp on the date the survey launches.

As the focus of the survey is staff engagement and the majority of questions survey employees’ day-to-day experience, there are cohorts for whom these questions are not relevant and as such, they will not receive the email (e.g. external contractors.)

Why should I complete the survey?

Your feedback helps shape the culture of the organisation, highlighting strengths and where improvement efforts should focus.

The survey takes just 15 minutes and by completing it, you ensure you have your say.

What is Culture Amp and why do we partner with them?

Culture Amp is a reputable research and consulting company specialising in staff engagement and organisational surveys across various industries, especially universities, via a secure, tested digital platform.

Partnering with Culture Amp gives us with greater autonomy in engaging with staff, as well as access to benchmarking, insights, and analytics.

How can I be sure my responses are anonymous?

Several measures ensure the anonymity of the responses:

  • No tracking of unique links or IP addresses: The system-generated survey link cannot be traced back to you, and IP addresses are not tracked.
  • No access to raw survey data: The platform is designed to prevent direct access to individual responses.
  • Reporting group minimum set at 10 participants: We cannot filter results for any demographic group with less than ten participants. So, for teams with fewer than ten participants, the data is aggregated at a broader business unit level.
  • Completion remains confidential: While overall completion rates for different work areas can be calculated based on their specific employment rate, we cannot identify whether an individual has completed the survey.

What kind of questions does the survey ask?

The survey includes standard questions used by other Australian universities that also partner with Culture Amp. They measure staff engagement in key areas, such as organisational direction; leadership (defined as the senior leadership team led by the Vice-Chancellor at WSU or the CEO at The College); facilities and resources; job satisfaction, and more. This allows us to benchmark our results against the sector and industry.

Additionally, some questions are customised for the University and The College to gather feedback on specific initiatives, including diversity and inclusion. Data collected in this area helps us to better understand workplace challenges in order to optimise the experience of staff, ensuring our policies and procedures reflect our intent as inclusive employer.

Most questions are statements to be rated on a Likert scale. A smaller number of questions allow free-text responses, where you can provide detailed feedback - Please avoid including any information that could identify you or any member of your team! Maintaining confidentiality of participants or their co-workers is vital to this survey. If you wish to raise a general complaint about workplace behaviours, please speak with your supervisor or manager first, or consult your Dean/Director, as such matters cannot be addressed through this survey.

What should I do if a survey question triggers a strong reaction?

If you experience a strong reaction while reflecting on your survey responses, we encourage you to seek support from your supervisor.

You can also reach out to AccessEAP, the Employee Assistance Program, which offers free counselling sessions for all staff and their families, available both over the phone or in-person.

Your safety and wellbeing are our priority. However, due to the anonymous nature of the survey, we are unable to identify respondents to offer direct support.