New inclusion survey to strengthen the sense of community at NAT

Dear staff

Next week, we will be launching a new inclusion survey. This is an important opportunity to strengthen NAT as a workplace. We want all staff to feel seen, heard and valued as part of the community.

The aim of the survey is to enhance inclusion, increase collaboration and strengthen psychological safety across the entire faculty. The experiences from the first inclusion survey have been extremely valuable and have provided a solid foundation for continuing our work on inclusion at the faculty.

This time, the survey will include both academic and technical/administrative staff, ensuring that all staff groups have the opportunity to be heard and to contribute to our shared efforts to promote inclusion.

Based on the 2024 inclusion survey, we have launched a number of initiatives. These include, for example, the establishment of a dedicated contact person in relation to inappropriate behaviour. The aim has been to provide better support and guidance to staff who experience or witness inappropriate conduct, and to make it easier to identify possible courses of action.

We are currently running a pilot programme on bystander training for the management team, the cooperation committee, the diversity and equality committee, and health and safety representatives. The insights gained from this will help shape a course that can later benefit the entire faculty.

The inclusion survey also pointed to a desire for greater transparency in salary negotiations and the role of trade unions in these processes - particularly for international staff. As a result, a dialogue has been initiated with union representatives on how best to support staff, including those who are new or joining from abroad.

Finally, we have been working on a Code of Conduct for all staff. The ambition is to establish a shared foundation for treating one another with respect, collaborating effectively, and contributing to a professional and inclusive working culture across the faculty.

The new survey is both about following up on these initiatives and creating an even stronger basis for our continued work on inclusion. By inviting both academic and technical/administrative staff to participate, we will gain a more nuanced understanding of how inclusion is experienced in everyday working life across roles, disciplines and job categories.

Every response is therefore important, as it contributes to a shared understanding of where we are succeeding and where we can improve. I would therefore strongly encourage everyone to take part in the survey so that we can gather ideas, perspectives and feedback from across the entire faculty.

Marianne Holmer, dean