iMatter Health & Social Care Staff Experience Survey 2025
Independent report by Webropol providing detailed information and analysis of staff experience in health and social care across Scotland. This report contains data from the 2025 iMatter survey.
iMatter scores across demographic characteristics
This section provides an overview of how iMatter scores differ across various demographic characteristics. The analysis looks at individual characteristics rather than combining multiple characteristics. This means that the relationship between a characteristic and the score may not always be direct. For example, females may score higher than males for a particular component, but the driver of that difference may be other characteristics or circumstance such as the job they do, their average age or other characteristics not explored in iMatter.
Sex
Those who identify as female, typically score each component 1 or 2 pts higher than males, which is reflected in the Overall Experience scores of 7.1 for females and 7.0 for males.
Disability
Staff who have disabilities typically score 3 pts lower than those who do not. There are several measures where that difference increases to 5 pts. These mainly relate to being involved, heard and treated fairly.
|
Disability |
With Disability |
Without Disability |
|---|---|---|
|
I am confident that I can safely raise concerns about issues in my workplace |
75 |
80 |
|
I am confident that my concerns will be followed up and responded to |
69 |
74 |
|
I have confidence and trust in Board members who are responsible for my organisation |
56 |
61 |
|
I feel that board members who are responsible for my organisation are sufficiently visible |
52 |
57 |
|
I am confident my ideas and suggestions are listened to |
73 |
78 |
|
I am confident my ideas and suggestion are acted upon |
69 |
74 |
|
I am treated fairly and consistently |
79 |
84 |
|
I feel involved in decisions relating to my job |
68 |
73 |
To view this table in its original format please see the PDF.
These differences in opinion then lead to a variation in Overall Experience. Those with disabilities score 6.6 and those without score 7.1, a difference of 0.5
Ethnicity
There are large differences in the scores given by the various ethnic groups. On average, staff who are African, Scottish African or British African score highest, followed closely by those who are Asian, Scottish Asian or British Asian. Third highest scores on average are reported by those who are Caribbean or Black. Those who are White, Mixed, multiple or other ethnic groups score lowest.
Overall Experience differs by 1 pt from the highest (African, Scottish African or British African) at 8.0 to the lowest (Mixed or multiple ethnic groups) at 6.9.
The largest differences are in the My Organisation components, where confidence and trust in the organisation differs greatly across the various ethnicities.
|
My Organisation |
White |
Mixed or multiple ethnic groups |
Asian, Scottish Asian or British Asian |
African, Scottish African or British African |
Caribbean or Black |
Other ethnic group |
|---|---|---|---|---|---|---|
|
I understand how my role contributes to the goals of my organisation |
83 |
83 |
86 |
91 |
87 |
84 |
|
I feel my organisation cares about my health and wellbeing |
71 |
70 |
80 |
83 |
76 |
73 |
|
I feel that board members who are responsible for my organisation are sufficiently visible |
56 |
56 |
69 |
70 |
60 |
62 |
|
I have confidence and trust in Board members who are responsible for my organisation |
60 |
59 |
73 |
76 |
65 |
65 |
|
I feel sufficiently involved in decisions relating to my organisation |
55 |
55 |
67 |
67 |
57 |
59 |
|
I am confident performance is managed well within my organisation |
62 |
62 |
74 |
77 |
67 |
67 |
|
I get the help and support I need from other teams and services within the organisation to do my job |
72 |
71 |
78 |
82 |
73 |
72 |
|
I would recommend my organisation as a good place to work |
75 |
74 |
82 |
86 |
79 |
76 |
|
I would be happy for a friend or relative to access services within my organisation |
77 |
77 |
82 |
87 |
80 |
78 |
To view this table in its original format please see the PDF.
The smallest variations across ethnic groups are typically in My Team/Line Manager, with differences of no more than 4 pts for any of the components.
|
My Team/Line Manager |
White |
Mixed or multiple ethnic groups |
Asian, Scottish Asian or British Asian |
African, Scottish African or British African |
Caribbean or Black |
Other ethnic group |
|---|---|---|---|---|---|---|
|
I feel my direct line manager cares about my health and wellbeing |
87 |
86 |
88 |
88 |
85 |
84 |
|
My team works well together |
84 |
83 |
85 |
86 |
84 |
82 |
|
I would recommend my team as a good one to be a part of |
85 |
84 |
86 |
87 |
86 |
83 |
|
I get enough helpful feedback on how well I do my work |
77 |
77 |
81 |
80 |
77 |
77 |
To view this table in its original format please see the PDF.
Age
The highest scores are typically given by staff aged under 25 years and those who are 65 years and over. This pattern is illustrated by the overall experience mean scores shown in the table following
An exception to this is the extent to which staff are confident that their suggestions will be listened to and acted on, where it is those aged 35 – 54 years who are the most positive on both measures:
|
Age |
Overall Experience |
I am confident my ideas and suggestions are listened to |
I am confident my ideas and suggestion are acted upon |
|---|---|---|---|
|
Under 25 |
7.3 |
77 |
74 |
|
25-34 |
7.0 |
77 |
74 |
|
35-44 |
7.1 |
79 |
75 |
|
45-54 |
7.1 |
78 |
75 |
|
55-64 |
7.2 |
78 |
73 |
|
65 and over |
7.6 |
77 |
73 |
To view this table in its original format please see the PDF.
Contact
Email: nationalimatterteam@gov.scot