Catch up: All colleague townhall
01 Jul 2026
Responding to your questions from the Taking action on colleague feedback townhall which took place on Thurs, 18 June
The recent townhall 'Taking action on colleague feedback' gave colleagues the opportunity to learn more about the results and actions planned from our 2026 Your Voice Matters survey and put questions to our panel members.
Colleagues submitted over 170 questions through Mentimeter, covering a wide range of topics including pay, annual leave, Microsoft 365 Copilot and career progression.
We’ve reviewed all the questions submitted and summarised the most common themes below. If you’d like to review individual questions submitted via Menti during our Townhall and the responses to each, please visit: All colleague townhalls
Pay, reward and grading
Colleagues raised a range of questions about pay, reward and progression. This included the impact of national pay negotiations and real-terms pay, the pressures created by the cost of living, and the effect of recent changes to Grades 1–5 pay spines. Questions also focused on how experience, loyalty and contribution are recognised.
We recognise the strength of feeling on this topic. Pay for most colleagues continues to be determined through national negotiations, with some scope for local pay, reward and recognition. Recent changes have focused on improving minimum pay levels and progression opportunities for colleagues in lower grades, while balancing this with the University’s wider financial sustainability.
Further work is underway to strengthen career pathways, inclusive recruitment and development opportunities, alongside improvements to reward processes. This includes clearer career conversations through Performing at Manchester, as well as continued support for secondments, mentoring, professional recognition and accreditation.
Career progression and development
Colleagues raised questions about career progression at the University, particularly for Professional Services (PS) colleagues. Many focused on the need for clearer pathways, more consistent career conversations and better visibility of internal opportunities. Others highlighted the importance of fair access to development, and the concern that progression can sometimes feel dependent on changing roles, moving sideways or leaving the University.
We are continuing to develop clearer career pathways and want to support more PS colleagues to build their careers across our many service areas. Many colleagues already develop across functions through secondments, but we would like to see more of this.
The launch of Performing at Manchester this year will also help ensure that leaders focus on career, talent progression and performance conversations with colleagues. We are also looking to plan a PS conference with a focus on PS careers in higher education. Together, this work should help create greater visibility and stronger pathways for PS careers. Colleagues are also encouraged to explore existing and future development opportunities through Talent Development.
Culture, EDI, bullying and respect
Colleagues raised questions about bullying, harassment, discrimination, freedom of speech and academic freedom. The panel was clear that bullying, harassment and discrimination have no place at Manchester, regardless of seniority or role. The University is committed to protecting and actively promoting freedom of speech and academic freedom within the law, while also maintaining a safe, respectful and inclusive environment for work, learning and research. These are not competing values; both are essential to a healthy university community.
Colleagues are encouraged to raise concerns through line managers, local leadership, the People Directorate or Report and Support, including anonymously where appropriate. Work is also continuing to strengthen leadership expectations, use data and listening to inform action, embed restorative approaches where appropriate, and ensure concerns are addressed fairly.
Engagement, survey and townhall follow-up
Attendees at the townhall shared helpful feedback on how we balance questions asked in the room with those submitted through Menti. We want these events to feel open, constructive and accessible, so colleagues can contribute in the way that works best for them. Some people value the opportunity to ask questions in person, while others prefer to submit or support questions online. Menti’s up-voting feature helps us identify the topics of greatest interest, but we also recognise the value of live conversation and hearing directly from colleagues in the room.
We are continuing to evolve the format of these events based on feedback. Attendance at townhalls has increased by over 300% in recent months, and the number of questions has grown significantly too. That level of engagement is positive, but it also means we need to keep evolving our approach. We will continue testing new formats and tools at our townhalls, open meetings and local fora. If you have further suggestions or feedback, please contact uninews@manchester.ac.uk.
Job security, contracts and restructures
Colleagues raised concerns about job security, potential redundancies, fixed-term contracts and the impact of organisational change. During the townhall, we confirmed that there is currently no plan for large-scale compulsory redundancies.
At the same time, the services the University and Professional Services provide will need to continue evolving in a sustainable way to meet the changing expectations of students, colleagues and partners. This means the capabilities, skills, knowledge and experience we need for the future will also continue to develop. Where changes affect colleagues, we will ensure appropriate support is available and that clear processes are followed to consult, communicate and engage with colleagues.
Leave, benefits and working conditions
Colleagues raised several questions about annual leave, benefits and wider terms and conditions, with a particular focus on differences in annual leave entitlement between Grades 5 and below and higher grades. We know this matters to you and recognise the strength of feeling around fairness and consistency.
As shared in the townhall, annual leave is being discussed by University Executive as part of wider work on terms, conditions and reward. There is support in principle for moving towards a more consistent approach across grades, although there is still more to work through, including the impact, timing, day-to-day service implications and discussions with our Trade Unions. This remains a priority area, and we will keep colleagues updated as the work progresses during the 2026/27 academic year.
AI and Microsoft 365 Copilot
Colleagues asked questions about Microsoft 365 Copilot and wider AI tools, including how they may affect roles, workload, assessment, student use, ethics and environmental impact. There were also questions about how colleagues will be engaged as this work develops.
Our approach is to invest in people alongside the technology. The University has put in place one of its largest skills offerings to support colleagues in developing AI capability. We recognise that AI will change how some work is done, but our focus is on helping colleagues build the skills, confidence and understanding needed to adapt and take up new opportunities.
Roles and activities will continue to evolve over time, as they have with previous technology changes. We want all colleagues to feel supported as Microsoft 365 Copilot and new ways of working are introduced, while recognising that the support needed will vary across roles, teams and levels of confidence. We will continue listening and adapting our approach as colleagues engage with the tools.
Governance has been established and engagement activity is in place to support the responsible use of AI. This includes the Copilot Coordination and Advisory Group, the Ethical and Responsible AI Steering Group, environmental sustainability work with Microsoft, and planned test-and-learn activity with. Options are still being considered for a wider student rollout, and teaching, learning, sustainability and inclusion considerations will continue to shape the University’s approach.
Visit the SharePoint hub for further information about the Microsoft 365 Copilot rollout, or the University’s AI hub for broader guidelines, policies, resources and training opportunities.
Thank you for your engagement in our Your Voice Matters survey and our townhall. We are committed to taking action on the Your Voice Matters survey results, both through our network of 275 Engagement Advocates who work with leaders to communicate the survey results and identify actions and our focus on the five core University themes, identified through the insights gathered from this year’s survey.