South African Nuclear Energy Corporation · Group Report
Organisational Culture Survey2025 / 2026 · Interactive Executive Report
An interactive view of the 135-question assessment across 11 divisions and 503 respondents. Filter, drill in and explore the same data behind the boardroom deck.
503
Responses
135
Questions
15
Dimensions
Oct ’25 – Mar ’26
Period
Showing 503 of 503 responses
Culture Index
3.65/ 5.00 weighted mean across 14 categories
Healthy
Top strengths
Safety & Security3.96
Diversity & Inclusion3.95
Management Practices3.92
Top gaps
Decision-Making3.11
Agility / Change Mgmt3.22
My Voice Matters3.24
Strategic Imperatives
Compliance → Empowerment
Necsa has mastered compliance. The next leap is empowering critical thought instead of penalising it.
Zero-tolerance on bullying & racism
Nearly 1 in 5 employees report bullying — a severe retention and liability risk.
Overhaul change management
Agility scores are the lowest in the survey. Bring employees into change earlier.
Invest in human capital
Leadership must pivot from operations to nurturing growth, development and learning.
15 dimensions
Category scores
Click any row to expand the underlying questions.
Cross-divisional comparison
Division × Category heatmap
Hover a cell for exact mean & sample. Click a division name to filter the entire dashboard.
| Division | Leadership | Strategy & Vision | Management Practices | My Voice Matters | Wellness | Safety & Security | Information Flow | Decision-Making | Corporate Language | Diversity & Inclusion | Barriers to D&I | Agility / Change Mgmt | One Necsa Group | Hybrid Work | Ethics |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
3.5 | 3.6 | 4.0 | 3.3 | 3.6 | 3.9 | 3.7 | 3.0 | 3.9 | 4.0 | 4.2 | 3.2 | 3.9 | 4.1 | 3.9 | |
3.4 | 3.5 | 3.7 | 3.0 | 3.2 | 3.8 | 3.5 | 3.0 | 3.5 | 3.9 | 4.1 | 3.2 | 3.7 | 3.5 | 3.8 | |
3.8 | 3.8 | 4.1 | 3.3 | 3.6 | 4.1 | 4.0 | 3.2 | 3.9 | 3.9 | 4.2 | 3.3 | 4.0 | 3.5 | 3.9 | |
3.6 | 3.4 | 4.0 | 3.3 | 3.3 | 4.0 | 3.6 | 2.9 | 3.6 | 3.8 | 4.2 | 2.9 | 3.7 | 3.7 | 3.8 | |
3.4 | 3.4 | 3.4 | 3.1 | 3.1 | 3.9 | 3.4 | 3.0 | 3.8 | 3.8 | 4.2 | 2.9 | 3.8 | 4.2 | 4.0 | |
3.9 | 4.0 | 4.3 | 3.6 | 3.8 | 4.2 | 4.1 | 3.6 | 3.9 | 4.1 | 4.2 | 3.5 | 4.1 | 4.4 | 4.1 | |
3.4 | 3.3 | 3.9 | 3.2 | 3.1 | 3.9 | 3.6 | 2.8 | 3.7 | 3.9 | 4.1 | 2.7 | 3.7 | 4.3 | 3.8 | |
3.5 | 3.6 | 3.8 | 3.2 | 3.3 | 3.9 | 3.7 | 3.2 | 3.9 | 4.0 | 4.0 | 3.6 | 3.8 | 3.4 | 4.1 | |
4.1 | 4.0 | 4.5 | 3.6 | 3.7 | 4.2 | 4.3 | 3.6 | 4.0 | 4.4 | 4.4 | 4.0 | 4.4 | 4.4 | 4.1 | |
3.1 | 4.0 | 3.8 | 2.2 | 3.2 | 3.6 | 3.2 | 2.9 | 3.6 | 3.4 | 3.9 | 3.3 | 3.6 | 2.6 | 4.0 | |
3.6 | 3.6 | 3.9 | 3.2 | 3.4 | 4.0 | 3.7 | 3.1 | 3.8 | 3.9 | 4.2 | 3.2 | 3.9 | 3.9 | 3.9 |
Scale: ≥ 4.0 Strong 3.5–3.9 Healthy 3.0–3.49 Watch < 3.0 RiskBarriers to D&I uses reversed scale (low is good).
Who answered
Respondent demographics
Click any slice or bar to slice the dashboard by that segment.
Appointment
- Permanent473
- Fixed-term contract appointment26
- Part-time contract appointment4
Employment Level
- General staff312
- Supervisor81
- Management73
- Senior Management30
- Executive Management7
Years of service
- Ten years or longer, but less than 25 years239
- Five years or longer, but less than ten years116
- One year or longer, but less than five years59
- Less than one year34
- 35 years or longer29
- 25 years or longer, but less than 35 years26
Gender
- Woman - A person whose gender identity aligns with the sex they were assigned at birth246
- Man - A person whose gender identity aligns with the sex they were assigned at birth214
- Prefer not to answer36
- Gender diverse person6
- Agender person - Identifies as having no gender, or as lacking a gender identity1
Race group
- African359
- White95
- I prefer not to answer25
- Indian14
- Coloured10
Division
Risk spotlight
Where the culture is fraying
Lived experience — last 18 months
Share of respondents who said they personally experienced each behaviour.
Workplace bullying19.2%
89 of 464
Discrimination — race11.8%
54 of 459
Discrimination — gender identity6.2%
30 of 481
Discrimination — religion2.1%
10 of 471
Discrimination — disability2.9%
14 of 475
Discrimination — sexual orientation2.1%
10 of 479
Headline
19%
of employees report workplace bullying.
2.76
Agility (Q96)
3.88
Speak freely (Q47)
3.99
Safe to report (Q62)
Bullying — by division
Voice of employees
In their own words
Theme frequency and verbatim quotes from open-ended responses.
workmanagerpersonevenwillexperiencedmanagementofficewithoutstaffdepartmentalwaysnecsashouldmattertimeknowpeopleothertherethemneedpositionheresaidsenioremployeesbullyingcolleaguesupervisorwhitenothingworkingtellsincediscriminationconcernyearsanothergroup
- #1For example, someone from HR because she's been here longer than me. Called me to her office and said she heard rumors that I am not coming to work as I am supposed to and she will start investigations. She said I should report to her when I am working from home and if I have classes I should tell her. I reported the matter to my line manager and he was supprised because it was his first time hearing about it. The lady was just trying to instill fear to me since I am new, so I should know that she is the boss around here
- #2I was mistreated by a person whom I reported to
- #3I was threatened that I will have problems going forward if I suggest anything to my line manager regarding my work and the student I supervise was discriminated and harassed as a result.
- #4I have never experienced such
- #5discrimination based on my gender identity - when me as a women raised a concern regarding work practices not being followed, it is ignored and the work just continues without the issue being attended to.
- #6Experienced racial undertones from certain security staff
- #7Some peoples post in our department were evaluated differently than others last year and these individuals also got letters the end of October. Our manager said to us that we must remember live is not always fair. What does this mean? How can management evaluate and decide to give some people and others not. Some of a\us has been here for more than 20 years and are doing way more than others and you can only know if you evaluate me? We let our manager look good because we are always carrying her and her reaction is that we must just keep quiet and learn to live with it. I resigned from all my other activities and will only do my work. Several times the manager asked me to do safety rep responsibilities even if I resigned many times. There is no whatsoever support from the NFM or manager. They do not even respond on their e-mails even if it is important. Not the NFM or the manager sits in this building. It became so bad with the NFM taking his time to respond to safety issues we started to omit him wherever we can. We share a building with another group their NFM Dr Zeevaardt always respond even if his not in the country. Sometimes we will even go to him with our group's problems, and he is always willing to assist. Our NFM employed a lot of new technicians and now there is not work for them and the Manager says she can't give us any increases because she doesn't have enough money in her budget. The manager was the person that said she need all this people and now we must suffer the consequences. Our senior manager is constantly on our case for money we can only get money if he gets more work now, he expects from the lab personnel to get the work we are paid to do analysis not marketing.
- #8I am called incompetent and Necsa made a mistake by appointing me
- #9staff being threatened not complete tasks on time
- #10We were not placed at NTP or SAFARI for our OJT(students) because they said they didn’t want to work with females but in the past they had female students. We were forced to eat pork at Piko even though we told them we are not allowed to eat it in our religion
- #11A consultant appointed by an Executive used abusive and unprofessional language. As this is a person on a fixed term contract, the normal processes to manage language unaligned to our values was not open to me. This person is also protected by the GE and cannot be challenged.
- #12Senior employees towards junior less experienced employees.
- #13I have not yet experienced any type of discrimination that why i have answered strongly disagree
- #14Our department is very toxic with constant bullying of all personnel by senior management
- #15Bullying between co workers,
- #16 I was informed that should we (my team and I) not attend a late planned outing by a different support unit, my teams pre-arranged unit outing would be at own cost and own time.
- #17Being accused of matters outside of my control and being investigated without properly being briefed which impacted on performance and increased anxiety with behavior and statements that made me feel unsupported and guilty before reports were received. For months i did not feel like coming to work
- #18Legitimate processes used for nefarious purposes
- #191. Removed from an office and stated reason being closer to production when already was close. There was no operational need as already another employee was at the area. Not even given assistance to locate, had to organize by myself. Office was being prepared for a new person. 2. Colleague paid at maximum whilst i am on minimum - same work of equal value( i am more experienced) 3. Denied pay progression - documents not submitted for an assessment
- #20I had a negative experience with a supervisor this year but I confronted him on his behavior and the matter was solved.
- #21Trade Union Representatives taking decisions without consulting with its members, and those decisions has negatively affected the members. Example: agreeing with management to reduce salaries of shift workers without any justifiable reason.
- #22My General Manager is a bully
- #23My direct supervisor who is a Snr Manager demanding work and leaving everything i do including stopping and cancelling my staff meetings when instructed or directed to come to his office. Calling my team and I with derogative words and that we do not know what we are doing.
- #24Space not enough and am willing to answer in person
- #25I'm treated fairly by my colleagues and we work as a team.
- #26bullying language and tone
- #27Prefer not to say but it was by a manager from another group within the company
- #28Hostility in interviews , Reduction of job levels , Disregard of media aleart about alleged corruption
- #29A supervisor made it so bad for me that I ended up having a panic attack at work and ended up going for counseling at Necsa medical station.
- #30Being threatened on an HR related matter.
- #31refered to by managerial person on my thin skinny appearance and lack of ,refered to "maer gat",this was not the first time staff has refered to my skinny bodly build in insulting or humiliating manner.
- #32Most positions advertised internally and externally at Necsa specifies Affirmative Action (AA) hire is preferred. This basically excludes me from applying for that position since I am a white male and not a preferred candidate, irrespective of my high level of education and experience at the company
- #33no information sharing in regard to daily task planning
- #34Forced to perform a task not on my job profile or remunerated for. My remuneration band as a Scientist is at C2 level in comparison with other Scientists in my department. I have a Masters degree and more than 10 years of experience.
- #35Get excludes for some discussion. I follow the rule and prosures of Necsa, devision and work place not because of teamleade and management but because of my ethics and believes of what is wrong and right. Everything from groug leader and mananenent are just deligate to any one and every one and have long pub lucnhes and wben tell you they in a meeting. My new leader told me the firzt day she become leader of our group, I know nothing of your work but now changing everthing and we are and can see we will not make money as also end of book year. Verything is behind and yes THE BOSS HAS/HAD TALK...
- #36Unfair discrimination about posts
- #37Instructions given to us verbally or e-mails, they are using their position to oppress us even though you tried to explain yourself does not matter anymore. Is always his way or high way.
- #38Pelchem need to improve on this statements
- #39A fellow colleague instructing me in a rude manner as if I report to them, asking questions that I should be asked by my manager.
- #40Innovation is highly encouraged in my department
- #41I have the feeling that most decisions are taken to benefit white people
- #42The person I am sharing an office with is too controlling. She does not want us to open the windows and close the door. She even refused air con saying she does not like it while us we need it. Additionally she occupies 2 desks in the office and a big cupboard which she doesn’t want to share. She filled the office with a lot of unnecessary things like boxes that are unused
- #43Talking down on me, being rude to, forcing a lot of work on me , claiming I have mental issues by contacting wellness practitioners
- #44Another staff member undermining my position
- #45They were forcing me to accept that my contribution to a project was minimal and that my white colleague has contributed more. After passing interviews to new position, I got very little raise, and no one was interested to talk to me. I was supposed to accept what they are offering.
- #46The practice of having to sit in meetings after hours has become a norm which is inconsistent with the employer’s duty to ensure reasonable working hours and a work environment that upholds employee dignity, as contemplated in the BCEA and internal dignity-at-work policies. The practice has resulted in extended working hours, fatigue, and disruption to personal and family responsibilities. Given the reporting relationship, attendance is not optional, creating a power imbalance.
- #47None experienced
- #48White people are dot given the same opportunity than other races. One of my managers discussed the work with my sub ordinates and did not include me. He also decides on stuff that I feel should have been discussed with me
- #49In the last 10 years there were no chang for any work progression in my post
- #50There was an incident which I was involved in and so bullying even though it was not directed to me.
- #51..
- #52Verbal bullying by Seniors ignoring working ethics without any chance to tell your side of the story or challenge them in fear of being victimised
- #53I prefer not to do so (it will not amount to any action)
- #54Decisions made in my department without consultation.
- #55I have personally experienced intimidation and victimization by manager in my department. I have however lodged a formal grievance which is still on-going very slowly and I am practicing being patient with the process.
- #56I experienced two separate incidents that impacted my sense of psychological safety at work. In the first instance, routine questions intended to understand team roles and responsibilities were interpreted negatively by a colleague during a meeting. I was publicly accused of creating a hostile work environment, and the matter was escalated via email to multiple stakeholders. This significantly affected my professional credibility and required a follow-up meeting to de-escalate the situation. In a separate engagement involving a client concern, I forwarded communication to ensure transparency and alignment. I was subsequently accused of not following proper protocol, despite the client clarifying that I had not acted inappropriately. Following these incidents, I have felt more cautious in my engagement style out of concern that normal professional actions could be escalated or reframed negatively.
- #57I was recently bullied at work because of my age. And was referred to as a child.
- #58None of your concern
- #59I have always been treated with respect without any considerations of my religious beliefs
- #60i HAVE NEVER BEEN BULLIED BEFORE EVER SINCE HARE.