2026 EDI Survey: What UCC staff told us

10 Sep 2026

UCC publishes its 2026 Staff Values, Culture and EDI Survey results.

Yesterday at the President’s Town Hall we shared the highlights of the most comprehensive dataset on EDI and employees’ experiences and attitudes in our institution.

This comparative report, based on data collected in 2022, 2024, and 2026, reflects UCC’s commitment to improving diversity and inclusion across our staff community, listening to all perspectives, and building a workplace that better serves everyone. The 2026 staff survey was completed by 1698 (45%) staff – which is the highest response rate among Irish IUA universities – and shows continued strong engagement across our institution.  

Our commitment stems from the evidence and understanding that equality, diversity, and inclusion are essential in a modern, complex organisation.

Data-led approach 

Data is the cornerstone of achieving our objectives and designing tailored policies. By better understanding our workforce, we longitudinally integrate insights delivered from staff contributions into our current and future EDI strategies and use them to underpin EDI-related efforts. This data-led approach to EDI at UCC is driving real-world change through programmes and policies that originated from your contributions to all three “Values and Culture”/EDI Staff surveys. 

Real-world change

Between 2023 and 2026, UCC implemented revised promotion schemes, launched the first EDI Framework, Race Equality and LGBT+ action plans and four new staff networks. We launched five new family policies with tangible benefits for staff - Surrogacy, Fertility Treatment, Foster Care, Pregnancy Loss, and Domestic Violence. We will shortly appoint a dedicated Staff Disability Support Officer. We also gained national and international recognition by achieving the Athena Swan Silver accreditation (2024) and the EU Gender Equality Champion award (2025).  

Key areas of progress are highlighted in the Executive Summary pages 6-11.

•  UCC Promotes Clear Values – increase of 71% up to 77% (6%)
•  I would recommend UCC as a good place to work – increase of 62% up to 72% (10%)
•  Compassion is a demonstrated value – increase from 50% to 62% (12%)
• Integrity is a demonstrated value – increase from 55% to 65% (10%)
• I understand how my work contributes to the overall mission from 69% to 77% (8%)
• I have a good understanding of the UCC Strategic Plan 68% to 74% (6%)

More to do

There is always more to achieve. The availability of a comprehensive, reliable data set, provides the opportunity to propel action on EDI. This report highlights the areas where improvements can be made. By sharing perceptions and experiences, and tracking progress on the same data points over three separate consultations in 2022, 2024 and 2026, we are transparently on this journey together.

Key areas for development and associated recommendations are highlighted on page 12

• Working Life – need to address email volume, workload, excess meetings and meetings outside core meeting hours, insufficient parking and need of additional catering options.
•  Dignity and respect – improved supports around bullying, harassment and discrimination.
• Administrative promotions – improved promotions scheme and management of same
•  Disability supports – improved supports for staff with disabilities or neurodivergence.

Looking to the future

We hope this report will support our senior leaders, EDI allies and partners in schools and units, as well as all colleagues in appreciating who we are as a community, how we experience our workplace, and what we can do together to make it an even better, more equitable and inclusive environment for all.  

Read the full report here.

Thank you to all our colleagues who participated in the 2026 survey, and to everyone who championed it.