KTH Employee Pulse 3 february 2026

*This is an index (0-100), containing the average result of the drivers in Pulse index (the 10 recurring core questions). Higher results indicate that the employees experience a more satisfactory working situation in their day-to-day job.

Core questions

The overall Pulse Index for the February survey is 67, which is in line with the previous measurement and reflects the stable trend that has characterized KTH’s results over time. The survey indicates continued favourable conditions across several key work environment areas, while some long-standing challenges remain.

Employees particularly highlight strong results within enthusiasm – “We have a positive work climate” (73) – and inclusion – “I feel a sense of belonging in my workplace” (72). These areas remain among the highest in the survey and have been stable over recent years. Autonomy (70) and clarity of responsibilities (71) also show positive development, signalling that many experience clear mandates and well-functioning structures in their roles.

At the same time, workload (58) and work–life balance (61) remain on the lower end of the scale, despite slight improvements compared with the previous measurement. These areas continue to be recurring challenges and should remain central in ongoing workplace discussions.

Theme:Treatment and interaction (February)

The February focus area shows consistently strong results, confirming that respectful behaviour is one of KTH’s clearest strengths.

The highest score is found in the statement “I treat my colleagues with respect” (91), a very strong and stable result. The perception of equitable treatment in the workplace is also high (80), and a large majority agree that the workplace is characterised by mutual respect (78).

At the same time, a notable difference appears between how employees assess their own respectful behaviour and how they perceive the group’s collective behaviour. Employees rate their personal conduct very highly, while the assessment of the group lands somewhat lower. This pattern is common in work environment studies and can serve as a valuable starting point for further dialogue within teams.

Another positive development relates to the awareness of support and reporting channels in cases of unwelcome behaviour; “I know where to seek support…” increases to 84 and “I know where to report...” reaches 80, after a notable improvement of three points. This shows that communication about routines and support structures has become more effective over the past year.

The experience of being free from unwelcome behaviour (88) remains strong, although the score has decreased slightly compared with the previous period. This underlines the importance of continued preventive efforts and maintaining an environment where issues can be raised safely and early.