Responding to findings from the Influence, Respect and Being Heard Survey

19 Sep 2025

Dr Laura Winter, SEED Director for Equality, Diversity and Inclusion explores results from a recent staff survey

Earlier this year we asked SEED staff to complete a short survey about their experiences of influence, respect and being heard within the School of Environment, Education and Development. A huge thank you to the 101 colleagues who completed the survey.  

Findings from the survey 

A report into the findings from this research has now been published along with recommendations for the School Executive and all colleagues in SEED - you can read the full report and recommendations here.  

Whilst many survey respondents reported that they do usually feel able to speak up and influence decisions, a substantial number of colleagues reported either that they had experienced issues themselves or observed that sometimes women and colleagues from a minoritised group have been treated differently.  

Low numbers of staff completing the survey from different racialised backgrounds meant that we were unable to explore the role of ethnicity statistically, though we looked at this in the qualitative analysis. We also had no responses from staff members who identified as transgender or non-binary. Following the feedback received in our last Pulse Survey, we ensured we asked colleagues about their nationality, age and social class, in order that we consider this in our analysis. 

Gender was the strongest and most consistent predictor of exclusion across all six survey items. LGBTQ+ and non-British staff also reported lower levels of inclusion, particularly around being heard and influencing policy. However, gender effects overshadowed other demographic factors, with Non-British and LGBTQ+ women reporting the lowest scores overall. Female staff members are significantly less likely than men to agree that they feel comfortable speaking up and expressing an opinion and are also less likely to believe that female and non-binary staff were equally respected or as likely to influence School policy making.  

Qualitative data reinforced the quantitative results, highlighting structural barriers, dismissive behaviours (particularly toward women and racially minoritised colleagues), poor meeting practices, and a lack of transparency in leadership roles and decision-making processes.  

What happens next 

It’s clear from the results of this survey that we need to build on the actions we are already beginning to take to ensure that SEED is truly a School where every staff member is included, respected and able to have their voice heard.  

Actions which are planned or underway include: 

• Active Bystander training, which empowers staff of all levels to act if they see or experience exclusion, harassment, bullying or discrimination. All members of the School Executive must complete this training, and we encourage all other staff to also enrol. The next Active Bystander training sessions are taking place online on 18th November 2025 and 10th March 2026 – sign up here. 

• Training for all meeting chairs on chairing inclusive meetings, to take place during the 2025/26 academic year, and encouraging all meeting participants to consider the use of amplification.  

• Appointment of a forum chair within larger departments to encourage and enable active participation of all colleagues 

• Promotion of our inclusive meeting guidance to all staff members – please read the guidance here 

• Internal communications campaign to encourage staff to recognise and respond when colleagues are not being heard 

• SEED hosting a proposed pilot of a new inclusive leadership scheme, facilitated by the central EDI team in line with the Manchester 2035 Strategy 

In addition to these preliminary responses, the School Executive are holding a dedicated meeting in October to develop further responses. 

EDI leadership development 

Within SEED we want both to ensure that staff at all levels are heard and included and ensure that colleagues from all backgrounds can reach their full potential. With this in mind, we want to encourage colleagues to consider applying to take part in one of the EDI leadership development programmes which are currently recruiting.  

These are: 

• Aurora: For colleagues who identify as women (Grades 5–7) – SEED has funded 2 additional places on this programme in addition to the central UoM funding. 

• Disability Leadership Training: For disabled academic, research and PS colleagues, at all grades. 

• LGBTQ+ Leadership Training: For LGBTQ+ academic, research and PS colleagues at all grades. 

• Stellar HE: For Black, Asian, and ethnically diverse PS, academic and research colleagues at Grade 6 and above. 

• 100 Black Women Professors Now (BWPN): For colleagues who identify as women (or non-binary) from African / African Caribbean or mixed Black diaspora. This includes academic and research colleagues, and PhD students. 

Find out more about the programmes and how to apply here. 

As always, if you have any questions about our School EDI activities, please reach out to me: laura.winter@manchester.ac.uk