At TMOS, we believe our members’ voices are invaluable. That’s why we regularly conduct a culture survey—to check in on what’s working, what’s not, and where we can improve. This also gives us valuable data to track progress over time and assess whether our initiatives are having the desired impact.
Alongside the culture survey, we offer a year-round feedback form to ensure we have an ongoing, clear picture of our Centre’s well-being.
Since the last culture survey, we have:
- Established a social committee to organise more Centre-wide social events.
- Implemented an internal feedback form, allowing members to share real-time feedback on what’s working, what’s not, and new ideas for the Centre.
- Enhanced our communication channels with more Centre-wide updates.
- Developed “IDEA in Practice” guides to help members integrate inclusion, diversity, equity, and access into their daily work.
- Delivered IDEA-focused professional development for both members and leaders.
How have we improved from the last survey?
Areas of opportunity identified from the last culture survey were Centre communication, social opportunities, and leadership capability.
Centre Communication
In the last culture survey, questions related to Centre communication were our lowest rated. However, these questions were quite broad. In the most recent survey, I refined them to be more specific to TMOS. The updated data shows that members feel more positive about our communication channels than before. To improve communication, we introduced Centre updates in Centre-wide meetings and established clearer processes for node and committee updates in the newsletter.
Social Opportunities
Many survey comments highlighted a strong desire for more opportunities to connect both within and across nodes. In response, we introduced a social committee, which is being trialed this year. We also continue to improve our yearly internal conferences by removing barriers to participation, which has contributed to an increase in members agreeing that being part of TMOS is fun. This year’s survey confirmed that social opportunities remain a key focus, reinforcing the need for a dedicated social committee. We’re excited to see its impact over the coming year!
Leadership Capability
Leadership-related questions in the last survey were rated on the lower end, particularly in areas such as feedback, listening, and behaviour. This year, I refined these questions to be more relevant to TMOS. The results show improvement across all areas, with higher ratings than the previous survey. To further support leadership development, we organised professional development sessions focused on psychological safety and empathy training. Leadership training remains a key focus, as strong leadership is essential to the Centre’s success.
What are the results from the most recent survey?
What we’re doing well
Effective Communication and Participation: Members feel well-informed about activities and updates (90%) and actively engage in TMOS’s initiatives, with clear guidance on how to further contribute (92%). As a result, 92% of members agree that being part of TMOS is fun.
Diversity and Inclusion: 92% of members believe TMOS is doing enough to ensure the Centre is diverse, inclusive, and equitable. As a result, 90% of members feel they can be their authentic selves. Additionally, 88% of members feel confident discussing basic IDEA concepts.
Community: 92% of members feel their peers genuinely respect and listen to them. Qualitative data highlights the culture as friendly, respectful, inclusive, and dynamic.
Areas of Opportunity
Future Planning: Many members are unsure about potential career paths following their time at TMOS, and some feel uncertain or less positive about their future within the Centre.
Professional development: Some members expressed concerns about unequal access to professional development opportunities. Additionally, data suggests a desire for more in-depth IDEA training
Community: Although members feel their opinions are respected and listened to, qualitative feedback suggests a need for more team-building events and opportunities for collaboration.
Next Steps
These action items have been approved by the IDEA Committee and recommended to the Centre Executive Leadership team.
Professional Development
- Leadership training, determined by our culture survey results, to further support our Chief Investigators and Program Managers when looking after teams of students and early career researchers.
- Professional development sessions for our students and early career researchers tailored on their insights from the TMOS Evaluation Survey.
- Psychological Safety training at our Centre-wide Annual Conference.
Career Development
- Hosting a virtual career expo with TMOS Alumni
- Supporting our members to attend inSTEM – a networking and development conference aimed at marginalised groups of people in STEM and those who want to become better allies.
Social & Wellbeing
- TMOS Wellbeing Guide to support members in accessing the resources they need.
- Implementing a new Social Committee to plan more opportunities for connection and social events across the Centre.