UoR View
What is UoR View?
UoR View is the University’s employee engagement platform, designed to help us listen to our employees and understand their experiences at work. It provides a safe, confidential space for colleagues to share honest feedback on what’s working well and where improvements are needed. The platform plays a key role in our commitment to organisational listening, ensuring that employee voices shape the actions we take and the culture we build.
In short, UoR View helps us:
- Understand the day-to-day employee experience
- Identify what to prioritise for improvement
- Track whether actions are making a difference
- Build trust through visible follow-up
What are employee surveys?
Employee surveys are a structured way to gather feedback from employees about their experience at work and can cover themes of engagement, leadership, communication, workload, inclusion, wellbeing, and more. Responses are kept confidential to enable employees to answer honestly. The point of an employee survey is to help understand employee sentiment, spot patterns, and decide on what action to take.
What can employee surveys tell us?
Employee surveys give us insight into how people experience work and help us understand the factors shaping engagement, wellbeing and performance. This can include:
- Barriers and support needs
- Managerial and leadership effectiveness
- Organisational patterns and hotspots
- Differences across groups
- The impact of previous actions
What surveys can we run through UoR View?
- Engagement surveys
Exploring how connected people feel to their work and the University, including themes of pride, purpose, confidence in leadership, and intent to stay. - Lifecycle surveys
Gathering feedback at key points in the employee journey, such as onboarding, promotion, return from leave, and exit - often referred to as . - Equity, Diversity & Inclusion (EDI) / Athena Swan surveys
Focusing on belonging, fairness, respect, and psychological safety, and explore whether key processes feel consistent and inclusive. - Wellbeing surveys
Understanding how work impacts mental, physical, and emotional wellbeing, including workload, support, boundaries, and recovery. - Change and transformation surveys
Capturing feedback during periods of change, such as restructures, policy changes, or system rollouts, with a focus on communication, clarity, and confidence. - Pulse surveys
Short, focused surveys used to check progress, sense shifts in mood, or test how recent actions are landing.
What surveys can we NOT run through UoR View?
UoR View cannot be used to run academic research projects because it is designed solely for organisational listening, not research‑grade data collection. Its strict confidentiality rules, limited demographic reporting and controlled access mean it cannot provide the methodological transparency, participant consent, data granularity or ethical oversight required for academic studies. Using it for research may compromise both data integrity and the trust framework that underpins employee participation, so all academic research must be conducted through appropriate, ethics‑approved channels.
Data Protection Statement:
In short, survey responses are confidential, protected, and never used for performance management.
UoR View is operated in line with the University’s Data Protection Policy and . All responses are collected confidentially and reported only in aggregated form to protect individual privacy. No identifiable personal data is shared with managers or used for performance management. Survey data is stored securely by our provider, , and is used solely for organisational listening and improvement.
If you have any queries about UoR View, please send an email to uor.view@reading.ac.uk and HR will check and respond to you. Your question may be covered through our FAQs document, so please first take the time to review this..
Email: uor.view@reading.ac.uk