Photo by Annie Spratt on Unsplash
Landmark ARC-Funded Census Exposes Sector-Wide Challenges
The recent release of the Australian Universities Census on Staff Wellbeing has sent shockwaves through the higher education sector. This comprehensive ARC-funded study, led by Professor Maureen Dollard from the Psychosocial Safety Climate (PSC) Global Observatory at Adelaide University, surveyed over 11,500 staff across all 42 Australian universities. It paints a stark picture of a psychosocial safety crisis gripping Australian universities, where risks to psychological health and wellbeing are rampant.
Conducted as part of a five-year national effort, the census reveals that psychosocial safety climate risks in universities are more than double those in the general Australian workforce. With constant pressures from restructuring, escalating workloads, and funding uncertainties, university staff are bearing the brunt of a deepening wellbeing crisis that threatens the core functions of teaching, research, and student support.
What is Psychosocial Safety Climate?
Psychosocial Safety Climate (PSC), first theorized by Professor Dollard and colleagues, refers to the organizational policies, practices, and procedures for the protection of workers' psychological health and safety. It acts as a 'cause of the causes' for work-related stress, encompassing four key facets: management commitment and priority given to psychological health, organizational communication about psychosocial risks, and worker participation and consultation in work design.
In practical terms, a strong PSC means leaders actively monitor psychological risks, much like physical safety hazards, and embed them into decision-making. Low PSC, however, signals a culture where productivity trumps people, leading to unchecked job demands, poor support, and injustice. Measured via the PSC-12 survey tool, scores range from 12 to 60, with low-risk benchmarks around 40-42 from large-scale Australian worker surveys like the Australian Workplace Barometer.
For those exploring careers in academia, understanding PSC is crucial. A toxic climate not only burns out staff but hampers innovation and retention. Check out higher ed career advice on our site for tips on spotting healthy workplaces before applying.
Alarming Statistics from the Census
The numbers are undeniable: 76% of respondents reported high or very high-risk PSC levels, compared to just 38% in the general workforce per SuperFriend 2023 data. The sector average PSC score sat at 29.5—firmly in high-risk territory—while all 42 universities recorded high or very high risks overall.
- 82% experienced high or very high emotional exhaustion, double general rates.
- 73% disagreed that psychological health risks are actively monitored.
- 71% worked beyond contracted hours; 31% of full-timers logged 48+ hours weekly, equating to $271 million in unpaid labor annually across respondents.
- 69% felt senior management prioritizes productivity over psychological health.
- 27% intend to leave within 12 months.
Trends are worsening: risky PSC rose from 62% in 2020 to 76% in 2025, with low-risk dropping from 28% to 18%.
These figures transcend demographics—risks were uniform across gender, role, employment type, and even union status, except for senior leaders like deans (low-risk at 45.08).
University Rankings: Leaders and Laggards
The census ranked 36 universities (those with 100+ responses), providing a first-of-its-kind league table focused solely on staff wellbeing. Top performers show what's possible, while bottom ones highlight urgent needs.
| Rank | University | PSC Score |
|---|---|---|
| 1 | Charles Darwin University | 34.9 |
| 2 | University of New South Wales | 33.6 |
| 3 | University of Queensland | 33.0 |
| 36 | University of Notre Dame Australia | 23.9 |
Others in the lower ranks include Australian National University (25.7), University of Newcastle (25.1), and University of Wollongong (25.9).
Root Causes Fueling the Psychosocial Safety Crisis
Sector transformation over decades—deregulation, competition, funding cuts—has bred instability. Constant restructures (80% report new cost-cutting policies), job insecurity (68% see ≤50% chance of staying 12 months), digital overload, and ballooning workloads are primary culprits.
Organizational change correlates strongly with exhaustion (r=0.38), while low PSC amplifies demands like bullying and low control. Public scrutiny over vice-chancellor salaries amid staff struggles exacerbates resentment.
National reviews like the Australian Universities Accord overlooked staff wellbeing, despite its legal mandate under Work Health and Safety (WHS) laws.
Profound Impacts on Staff, Students, and Sector
Low PSC cascades into burnout, depression, absenteeism, and comp claims—mental health now 12% of serious claims, costing 4x physical injuries and sidelining workers 5x longer.
This erodes research output, teaching quality, and student experiences. Unpaid labor alone from respondents: $271M yearly. For job seekers, this underscores vetting employers via Rate My Professor or alumni networks.
Stakeholder Voices: From Concern to Calls for Action
Prof Dollard: "Staff wellbeing neglected too long... requires sector-wide approach." CDU VC Scott Bowman admits even leaders have 56% high-risk staff, decries restructures as futile. NTEU's Gabe Gooding highlights workload inequities; Safe Work Australia's Marie Boland flags rising claims.
AHEIA notes marginal claim increases but stresses people as key asset. Unis like Newcastle dispute low response rates but internal surveys show engagement gaps.
Discover university jobs in Australia where wellbeing is prioritized.
Australian WHS Laws and Psychosocial Obligations
Under WHS regulations, universities must proactively manage psychosocial hazards as physical ones—failure risks prosecution. Recent codes mandate risk assessments, yet census shows gaps in monitoring (73% agree). PSC benchmarks offer a compliance roadmap.
Safe Work Australia guidance emphasizes prevention.
Pathways Forward: Benchmarks and Solutions
- Adopt PSC as KPI, targeting low-risk scores via annual censuses.
- Enhance management training on commitment and consultation.
- Reduce restructures; invest in support amid change.
- Monitor workloads, unpaid hours; promote work-life balance.
- Foster participation in policy design.
Top unis like UNSW demonstrate feasibility. For leaders, shift to wellbeing-first mindset rebuilds trust.
Prospective staff: Seek higher ed jobs with strong PSC via our listings.
Spotlight on Performers: Lessons from CDU and Challenges at ANU
Charles Darwin University tops with 34.9 PSC, crediting stable leadership despite finances. Conversely, ANU's low score ties to restructures. Qualitative insights reveal frontline disconnect from exec views.
Photo by Eriksson Luo on Unsplash
Outlook: Turning the Tide in Australian Higher Ed
With Accord implementation and funding debates, 2026 offers reform chances. Prioritizing PSC could boost retention, output. For careers, resilient unis attract talent—explore university jobs and academic CV tips.
In summary, this ARC study spotlights a fixable crisis. Action now safeguards Australia's world-class higher education.
Discussion
0 comments from the academic community
Please keep comments respectful and on-topic.