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The university-wide report for the 2026 Employee Experiences Pulse Survey is now available, offering a snapshot of how staff and faculty are experiencing the workplace and helping guide ongoing efforts to strengthen organizational culture at ����ֱ��.

From Jan. 14 to Feb. 4, 2026, staff and faculty were invited to share their perspectives on their experiences at work through the pulse survey. A total of 2,448 employees participated, representing a 45.2 per cent response rate, including 28.3 per cent of faculty and 54.9 per cent of staff.  

“These results provide valuable insight into where we are succeeding and where we must continue to improve,” says Patrick Deane, Principal and Vice-Chancellor. “While we are encouraged by the positive experiences many employees report, we are committed to acting on the opportunities identified. Strengthening our organizational culture is an ongoing priority and essential to realizing our Bicentennial Vision.”

The last university-wide Employee Experiences Survey was conducted in 2022 and measured employee engagement across 42 themes or “drivers of engagement” related to employees’ views and experiences in the workplace. Building on that foundation, this year's shorter pulse survey focused on 11 key drivers of engagement identified as the highest and lowest scoring areas from 2022.  

The survey found that overall employee engagement at Queen’s University, measured through a composite score based on responses to 11 engagement driver statements, was 68.2%. This compares with an overall engagement score of 70.3% in the 2022 Employee Experiences Survey. While this represents a slight decrease, employee engagement has remained relatively strong overall.

Each engagement driver also received a score, with scores of 75 per cent or higher highlighting established strengths, 50 to 75 per cent showing potential opportunities for continued improvement, and scores of 50 per cent or lower indicating areas requiring focused attention.

All 11 drivers scored above 50 per cent while five exceeding 75 percent, indicating areas of strength to sustain and build upon. Physical safety, respect, and role clarity remained among the university's strongest results, consistent with the 2022 survey.

The report also identifies opportunities for improvement. Areas that remain priorities include awareness of mental health supports, opportunities for professional development, and employee recognition. It also points to emerging areas of focus, including awareness of institutional strategic plans and consideration of academic leadership opportunities.

“I am grateful to the faculty and staff who approached the survey with candour and trust that the university will use this feedback to improve upon our collective experience,” says Stephanie Simpson, Vice-Principal (Culture, Equity, and Inclusion). “There is much work to be done and much work ongoing. The survey provides a roadmap to where we are and how we may continue to chart inclusive futures for Queen’s.”

Faculties and portfolios will continue reviewing their results and consider how they align with initiatives already underway to address the priorities identified in the survey.

“The pulse survey is an important opportunity for us to check in on how our people are experiencing work at Queen’s and to better understand the culture we are building together," says Lisa Walsh, Associate Vice-Principal (Human Resources). "While no single measure can fully capture the employee experience, surveys like this provide valuable insight into what is working well and where we have opportunities to do better. By listening to employees and understanding what matters most to them, we can focus our efforts on meaningful improvements that strengthen our workplace and support our community’s success.”

The full 2026 Employee Experiences Pulse Survey report is available on the Employee Experiences Survey website.