Queen’s employee survey responses will inform strategic priorities at the University.
The Queen’s Employee Experience Survey garnered over 3,800 responses, with 76 per cent of staff and 52 per cent of faculty completing the survey. The University identified three areas for improvement based on the results: recognizing employees, supporting mental health, and professional development opportunities.
The University is launching nine initiatives this year to tackle problems raised by survey respondents.
Seventy-nine per cent of employees said they felt physically safe on campus, but the results were lower for those who identified as members of an equity-deserving group. Overall, 33 per cent of female-identifying employees with disabilities responded positively to the question of physical safety on campus.
The University plans to strengthen its hate incident response strategies by implementing the recommendations from the 2021 external review about protecting and supporting the Queen’s community against hate-motivated activity.
Racialized employees with disabilities reported not feeling respected by their workplace team. Around half of respondents who identify as non-binary, transgender, or two-spirited felt respected by their co-workers or felt a sense of inclusion on campus.
Online educational modules on anti-racism, ableism, and microaggressions will be provided to all employees and another survey for equity-deserving community members will be conducted this year.
The Principal’s Action Group for Gender and Sexual Diversity is conducting research on gender inclusive washrooms andchangerooms, and is looking for ways to improve the University with respect to community safety.
Of respondents, 27 per cent experienced harassment, discrimination, or reprisal while at Queen’s, but 49 per cent didn’t report the incident. Addressing the barriers to access support and promoting the support available to employees are areas for improvement, according to the report.
The survey identified employees’ personal wellbeing and mental health support as lacking. Half of employees reported participating in university health and wellbeing initiatives, with only 37 per cent of respondents feeling the support for mental health is adequate.
Employee respondents expressed interest in individual counselling, outdoor de-stressing activities, and retreats.
To further improve employee mental health support, the University launched the Enhancing Wellbeing and Preventing Burnout Certificate in January 2023. The certificate teaches managers how to notice signs of burnout and how to promote a healthy work-life balance.
Tags
Employees, Mental health, recognition, survey
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