Theme 1An outstanding Strathclyde employee experience

An outstanding employee experience is important regardless of what stage you are at in your career at Strathclyde.

Whether you are joining the University and becoming a Strathclyder or are already working with us we will ensure that whilst working you get the opportunity to fulfil your potential and that your contributions are recognised. We will also ensure that those leaving the University have the opportunity to remain part of the Strathclyde Community.

As we look forward to 2030, we describe below what Strathclyders can expect when working at Strathclyde. Our aim is to further enhance our socially progressive approach and provide an outstanding employee experience throughout everyone’s career at Strathclyde so we can attract and retain the very best staff.

Distinctive Strathclyde

Enhancing the employee experience through our socially progressive approach

People are at the heart of all that we do and at Strathclyde we want to ensure that colleagues have the best possible employee experience.  Through our people orientated policies we aim to provide support for staff, both in work and in their life outside the University. Therefore, we are continually striving to ensure that we have a wide-range of policies that are socially progressive and reflect modern-life requirements.

Over recent years we have developed our Carers policy, aimed at supporting a significant population of our staff to manage their work and caring responsibilities with up to 5 days paid carers leave, going beyond the unpaid statutory requirement.

We have introduced a Menstruation Policy and Menopause Policy. This was a proactive approach to support the large population of the Strathclyde community who will be impacted as a result of menopausal symptoms at work and to demonstrate our commitment to supporting their needs. In 2021 we enhanced our family friendly offerings, developing a toolkit to support staff taking family leave and enhancing our Maternity Support (Paternity) pay and leave beyond the entitlements offered in the sector. 

In 2023 we launched our People Policy Forum to ensure that consistent and meaningful stakeholder engagement and consultation was undertaken in relation to the on-going review of our people-related policies. It is vital that we ensure that our policies are fit for purpose and take account of a broad spectrum of views from across the Strathclyde community. The forum comprises of representatives across the University who come together to provide user feedback and suggestions for improvements.

The group inform policy-decision making and ensure that our policies are socially progressive, align with University strategies and values and are accessible to all. Policies under review are shared through Inside Strathclyde to allow all members of the Strathclyde community the opportunity to share their views.

In 2024 we launched our new People Hub, a one stop shop for all HR-related information – including our award-winning, socially-progressive policies – making it easier to access and navigate important workplace information. Great effort has been taken to make our people-related policies more digitally accessible, easier to understand and more reflective of the ‘People First’ theme which underpins our Strathclyde 2030 strategic plan. With information clearly signposted to support colleagues at different stages throughout their career.

Since 2025 we have launched a range of socially progressive policies including a new fertility policy, a neonatal care leave and pay policy as well as introducing specific policies for bereavement and compassionate leave.

A. Becoming a Strathclyder

Ensuring an Outstanding Candidate Experience

“When you apply for a role at Strathclyde you will have an exceptional welcoming candidate experience, with a clear and fair recruitment process that is simple, accessible and easy to understand”

A Strathclyde welcome

“When you become a Strathclyder you will have a comprehensive induction programme in place from your first day so that you know who we are, what to expect from our community and how we will support you to thrive in your role.”

We will do this by:

Undertaking a comprehensive review of our recruitment and onboarding processes including:

  • developing an applicant’s charter that will provide clarity on what to expect on your recruitment journey along with regular communication along the way
  • providing an easy to complete online application process with easy to access information on the benefits of working for us
  • ensuring an engaging interactive experience with opportunities to find out about the University, our culture and what it is like to be a Strathclyder
  • delivering an integrated onboarding and induction process to ensure you get the best possible start at Strathclyde
  • ensuring new staff have the essential training when joining us and clarity about what they can expect and what is expected of them

B. Recognising you contribution

“You will get regular feedback on your contribution and have the opportunity to discuss how your role contributes to the success of the University.”

“Your contribution to the organisation will be fairly rewarded and there will be opportunities for your manager to recognise your efforts.”

“We will offer flexibility so you will have choices on how you are rewarded and what benefits you want to choose, putting you in control”

We will do this by:

  • reviewing our pay spine and job level descriptors to support career pathways and recognise new ways of working
  • introducing greater flexibility with tailored benefits through a platform offering new and flexible benefits that support wellbeing and sustainability.
  • introducing new more flexible ways for managers to recognise contributions when they happen

C. Fulfilling your potential

“You will have regular discussions with your manager focussed on your contribution, development and career aspirations.”

“All staff will have the opportunity to undertake development and training relevant to their role.”

“We will have clear career pathways explaining opportunities for you to progress in your career”

“We will ensure there are clear and transparent procedures for career advancement.”

We will do this by:

  • introducing and embedding our annual appraisal cycle (PCAD) to make it more agile and responsive and ensure that development conversations take place on a regular basis
  • developing resources outlining opportunities for career development and associated career pathways
  • streamlining our procedures for career advancement
  • ensuring role appropriate protected time and opportunities for development for all staff
  • facilitating secondments and cross disciplinary project work to provide opportunities for development
  • undertaking digital upskilling to support the delivery of our digital strategy
  • introducing a Strathclyde Associate Development Programme to develop our own talent

D. Staying connected – leaving Strathclyde

“We will provide opportunities for those leaving Strathclyde to stay connected and engage with the wider Strathclyde Community”

“When you leave Strathclyde, you will have the opportunity to provide feedback so we can learn from your employee experience”

We will do this by:

  • introducing and embedding our annual appraisal cycle (PCAD) to make it more agile and responsive and ensure that development conversations take place on a regular basis
  • introducing the concept of Strathclyde Staff Alumni with a range of opportunities to stay connected with the organisation, for example, staff alumni newsletters, alumni events & networking, mentoring opportunities, future job opportunities
  • providing opportunities for those retiring from the University to access University Services and learning opportunities at discounted rates
  • provide the opportunity to complete an exit survey which will be reviewed and reported on