The University of Newcastle's Poor Ranking on Psychosocial Safety Risk: A Deep Dive
The University of Newcastle (UoN) has been ranked one of the worst Australian universities for psychological health and safety risk to staff in a national survey, raising concerns about the well-being of its workforce. The Australian University Census on Staff Wellbeing, conducted from October 2025 to January 2026, ranked 36 universities for their 'Psychosocial Safety Climate' (PSC).
However, UoN officials argue that the timing of the census, in October, coincided with a particularly challenging time of change for staff and the university. The university recorded the highest percentage of respondents in the high to very high psychosocial risk category at 92 percent, and ranked the second-worst for average PSC score with a very high risk level of 25.1.
A very high score indicates a harmful system where individuals are likely to experience hazards such as lack of work support, disinterested or hostile management, lack of communication, fear of raising concerns, bullying, and harassment. The report defined PSC as the organizational climate for worker psychological health, wellbeing, and safety, and a lead predictor for future working conditions, job strain, worker mental health, burnout, and productivity.
Of 235 responses, 58 percent at the University of Newcastle were deemed very high on measures of psychological wellbeing, 34 percent were high risk, with only 3 percent a medium risk, and 5 percent considered low risk. This alarming data has sparked concern among staff and students, with the National Tertiary Education Union (NTEU) University of Newcastle branch president Terry Summers expressing deep distress.
Summers, who walked out of a survey presentation 'disturbed' and 'shocked', stated that morale at the university is as bad as he's ever seen it. As a union representative, he often encounters the worst of people doing it tough, leaving the institution and people under severe stress. However, he was surprised by the widespread negative experiences.
Summers called for hard questions to be asked of the university's executive regarding their efforts to address this critical issue. He highlighted a complete disconnect between the university's management and staff over the last five or six years, emphasizing the need for change.
The union had previously held industrial action days in October and November 2025 over working conditions and pay, opposing job cuts that aimed to improve the budget by $20.6 million. The national report was critical of the entire Australian university sector, with all universities recording high or very high risk PSC levels on average.
The survey revealed that staff were facing working conditions posing a serious risk to their mental and physical health, with 82 percent reporting high to very high levels of emotional exhaustion. Summers criticized Australian university governance for prioritizing profit over staff well-being, arguing that this focus has detrimental effects on the production of outstanding graduates and research.
A long-term academic in Newcastle shared similar concerns, noting the low morale and downtrodden appearance of staff and students. They mentioned the disappearance of a shared sense of togetherness and the absence of genuine consultation from management on key issues. The academic emphasized the shift in focus from the university's core business to buildings and bricks and mortar, impacting priorities and funding.
Another academic, with over 15 years of experience at the university, expressed staff frustration with poor treatment. They described deteriorating conditions, with staff struggling to come to work due to severe stress, yet unable to speak up for fear of job loss. This academic reflected on the change from a positive work environment to one where staff feel dictated to from above.
Despite the concerns, University of Newcastle chief people and culture officer Martin Sainsbury acknowledged the census's timing during a challenging period of change. He assured that the university recognizes the impact on staff and will continue to support their well-being through regular surveys and programs.
