2018 Employee Climate Survey · 2020-03-27 · WCNR Department # of Respondents % of WCNR...
Transcript of 2018 Employee Climate Survey · 2020-03-27 · WCNR Department # of Respondents % of WCNR...
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2018 Employee Climate Survey
Presentation for Warner College of Natural Resources
Assessment Group for Diversity Issues
9.17.19
For more information and full results: https://diversity.colostate.edu/2018-employee-climate-survey/
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CSU Employee Climate Assessment• Purpose
– Assess the current CSU climate
• 2018 Focus– Provide results at the division/college level
• Biennial assessment– Survey– Open ends– Open forums– Focus groups
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CSU Employee Climate Assessment• Results
– Provide a picture of employment experiences and perceptions in aggregate– Further CSU’s commitment to institutional accountability– Be actionable and incite dialogue
• Inform policies, initiatives, and opportunities that will provide an exceptional and equitable work environment
– Establish a starting point to help know where to direct efforts
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Methodology• Instrument development
– Solicited topic areas employees wanted covered– Offered division-specific questions
• Administered Fall 2018– Online– Hard copy– Diversity symposium
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Methodology
• Results are reported in aggregate and no identifying information reported
• Email invitation and reminders came from Vice President or Dean
• Survey advertised through Source, CSU President, Councils, Diversity symposium
• Offered small incentives and division level results
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CSU Response Rate Over Time
2014 (n = 2,150)
2016 (n = 2,191)
2018 (n = 4,058)
All Employees 26.0% 30.3% 58.5%
Administrative Professional 28.2% 32.0% 50.5%
Faculty 29.3% 18.7% 45.6%
State Classified 30.7% 39.4% 47.3%
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College Response Rates
College Response RateVeterinary Medicine and Biomedical Sciences 75.5%
Agricultural Sciences 74.7%
Health and Human Sciences 69.5%
Natural Sciences 58.5%
Warner College of Natural Resources 49.8% (n=200)
Business 48.9%
Liberal Arts 48.5%
Walter Scott, Jr. College of Engineering 35.2%
Total (n = 4,058) 58.5%
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Department Response RatesWCNR Department
# of Respondents
% of WCNR Respondents
Dept.Response Rate
Forest & Rangeland Stewardship 31 15.5% 75.6%
Colorado State Forest Service 26 13.0% 25.5%
Natural Resource Ecology Laboratory 22 11.0% 31.9%
Human Dimensions of Natural Resources 18 9.0% 60.0%
Dean's Office/Warner College of Natural Resources 17 8.5% 50.0%
Fish, Wildlife and Conservation Biology 16 8.0% 50.0%
Ecosystem Science and Sustainability 13 6.5% 37.1%
Colorado Natural Heritage Program 12 6.0% 46.2%
Geosciences 12 6.0% 36.4%
Prefer not to specify/Missing 33 16.5%
Total 200 100% 49.8%
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Respondent Characteristics for WCNR
Gender Racially Minoritized
Men, 50.0%
Women, 48.8%
T/NB/GNC, 1.2%
Non‐minoritized, 92.0%
Minoritzed, 8.0%
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Employee Category
Administrative Professional, 57.2%
Faculty, 27.8%
State Classified, 7.5%
Other, 2.7% Prefer not to disclose, 4.8%
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Survey Framework Culture
Respect
Favoritism
Leadership & Accountability
Misconduct
Bias Incidents
Principles of Community
Employee Councils
Freedom of Speech
Perceptions of CSU and Department/Unit
Discriminatory Attitudes
Work Stressors
Care Challenges
Employee Characteristics
Three words to describe your division/college culture
Open ends
Items were asked on a five-point Likert 1 = Strongly Disagree and 5 = Strongly Agree
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Culture Items
Department Culture
• My dept. promotes a work environment where all employees feel included
• My dept. treats all employees equitably
• My dept. is open and transparent in communication
• My dept. values employee input in major department decisions
• I feel valued as an employee
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WCNR Culture
3.55 3.60 3.59 3.743.40
3.863.60
1
2
3
4
5
Men(n=85)
Women(n=83)
Non‐minoritized(n=149)
Minoritized(n=13)
AP(n=107)
Faculty(n=52)
SC(n=14)
Gender Minoritized Race/Ethnicity Employee Type
Average Perceptions for Department/Unit Culture
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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Culture Items
Department Diversity Culture
• My department promotes respect for cultural differences
• My department understands the value of diversity
• My department communicates the importance of valuing diversity
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WCNR Culture
4.02 3.96 4.023.79
3.834.22
3.97
1
2
3
4
5
Men(n=85)
Women(n=83)
Non‐minoritized(n=149)
Minoritized(n=13)
AP(n=107)
Faculty(n=52)
SC(n=14)
Gender Minoritized Race/Ethnicity Employee Type
Average Perceptions for Department/Unit Diversity Culture
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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Culture ItemsSense of Belonging
• I feel a strong sense of belonging to CSU -
• I feel a strong sense of belonging to my division/college
• I feel a strong sense of belonging to my department/unit
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WCNR Culture
3.62 3.65 3.67 3.773.50
3.97
3.18
1
2
3
4
5
Men(n=85)
Women(n=83)
Non‐minoritized(n=149)
Minoritized(n=13)
AP(n=107)
Faculty(n=52)
SC(n=14)
Gender Minoritized Race/Ethnicity Employee Type
Average Perceptions for Sense of Belonging
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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RespectStrongly Agree/Agree
58.1%
72.3%81.1%
67.3%
82.8%
56.4%64.3% 67.0%
78.9%71.7%
79.0%
55.1%
20%30%40%50%60%70%80%90%
100%
Mydepartment/office istreated with respect
by otherdepartments/offices
within mydivision/college
My division/college istreated with respect
by CSU
The people I interactwith treat each other
with respect
There is respect forreligious differences
in mydepartment/office
There is respect forliberal perspectives in
mydepartment/office
There is respect forconservative
perspectives in mydepartment/office
WCNR CSU
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Favoritism Items
• Favoritism plays a role in who gets recognized within my department/office
• Favoritism plays a role in who gets resources in my department/office
• Favoritism plays a role in who gets professional development opportunities
• Favoritism plays a role in who gets promoted in my department/office
• Favoritism plays a role in who gets hired in my department/office
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WCNR Favoritism
2.66 2.57 2.63 2.64 2.83
2.342.50
1
2
3
4
5
Men(n=85)
Women(n=83)
Non‐minoritized(n=149)
Minoritized(n=13)
AP(n=107)
Faculty(n=52)
SC(n=14)
Gender Minoritized Race/Ethnicity Employee Type
Average Perceptions for Favoritism
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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• Items asked each for College and Department
College Dept.
– Leadership adequately addresses inappropriate behavior +– Leadership holds employees accountable for inappropriate behavior +– Leadership holds employees accountable for poor performance + – Leadership acts ethically and honestly in the workplace + – Leadership addresses issues of inequity + – Leaders hold all employees to the same standards +
Leadership and Accountability Items
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WCNR Leadership & Accountability
3.963.35
3.68 3.69
1
2
3
4
5
Men(n=85)
Women(n=83)
AP(n=107)
Faculty(n=52)
Gender Employee Type
Average Perceptions for College Leadership's Accountability +
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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WCNR Leadership & Accountability
3.56 3.35 3.273.74
3.43
1
2
3
4
5
Men(n=85)
Women(n=83)
AP(n=107)
Faculty(n=52)
SC(n=14)
Gender Employee Type
Average Perceptions for Department Leadership's Accountability
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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Misconduct
1.6%0.0%
6.3%
15.6%
0.0%
3.6%2.8%1.3%
10.3%
24.1%
0.2%
5.1%
0%
10%
20%
30%
SexualHarassment
SexualMisconduct
Bullying Bias Physical Assault Verbal Assault
Percentage of respondents who indicated misconduct in their division
WCNR CSU
Women: 9.6%; Men 3.5%
Women: 17%; Men 12%
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Bias
85.4%
69.2%
35.9% 32.4%
51.4%
77.7%
61.8%
32.4%34.0%
51.2%
0%10%20%30%40%50%60%70%80%90%
100%
I find it isworthwhile to knowabout bias incidents
at CSU
The university istransparent inreporting biasincidents at CSU
I am alarmed aboutthe number of biasincidents reported
at CSU
The number of biasincidents have
increased at CSU inthe past year
CSU handlesincidents of bias
well
Percentage of respondent agreement to items related to perceptions of bias incidents
WCNR CSU
Strongly Agree/Agree
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Principles of Community
68.4%
43.7%
25.2%37.0%
77.2%
58.4%
36.0% 38.4%
0%10%20%30%40%50%60%70%80%90%
100%
I am familiar with thePrinciples of Community
Within mydepartment/office, thePrinciples of Communityare visible in my dailyworking environment
I feel the Principles ofCommunity have made apositive impact on the
climate in mydepartment/office
I feel the Principles ofCommunity have made apositive impact on the
climate in mydivision/college
Percentage of respondent agreement to items related to Principles of Community
WCNR CSU
Strongly Agree/Agree
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Freedom of Speech
78.4%
94.0%
63.8%
50.0%
29.8%
66.7%
89.5%
59.8%
50.3%
33.5%
0%10%20%30%40%50%60%70%80%90%
100%
My division/collegesupports peoplespeaking freely
Free speech is animportant issue on
campus
I have the skills tonavigate free
speech questionson campus
I know who toask/where to go if Ihave questions
about free speech
Issues related tofreedom of speechimpact my work
Percentage of respondent agreement to items related to freedom of speech
WCNR CSU
Strongly Agree/Agree
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• Items asked each for CSU and Department
– Recruits employees from a diverse set of backgrounds -– Improves the campus climate for all employees– Retains diverse employees– Creates a supportive environment for employees from diverse backgrounds– Encourages discussions related to diversity + – Provides employees with a positive work experience – Climate has become consistently more inclusive of all employees + – I would recommend as a place of employment
Perception Items
Dept.CSU
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WCNR Perceptions
4.04 3.88 4.00 3.83
1
2
3
4
5
Men(n=85)
Women(n=83)
AP(n=107)
Faculty(n=52)
Gender Employee Type
Perceptions of CSU +
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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WCNR Perceptions
3.67 3.63 3.68 3.58 3.523.89 3.63
1
2
3
4
5
Men
(n=8
5)
Wom
en(n=8
3)
Non
‐minoritized
(n=1
49)
Minoritized
(n=1
3) AP(n=1
07)
Faculty
(n=5
2)
SC(n=1
4)
Gender Minoritized Race/Ethnicity Employee Type
Perceptions of Department
CSU Overall WCNR
Strongly Agree
Strongly Disagree
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75%
70%
61%
70%
80%
74%
67%
81%
67%
62%
53%
64%
63%
69%
64%
77%
57%
62%
53%
67%
66%
69%
58%
79%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
CSU recruits employees from a diverse set of backgrounds
CSU improves the campus climate for all employees
CSU retains diverse employees
CSU creates a supportive environment for employees from diversebackgrounds
CSU encourages discussions related to diversity
CSU provides employees with a positive work experience
CSU climate has become consistently more inclusive of all employees
I would recommend CSU as a place of employment
Percentage of respondent agreement to items related to CSU perceptions over time
2014 2016 2018
% Strongly Agree/ Agree
CSU Perceptions over Time
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67%
64%
57%
65%
62%
69%
59%
71%
59%
58%
51%
63%
50%
69%
68%
56%
57%
58%
55%
68%
49%
63%
0% 10% 20% 30% 40% 50% 60% 70% 80%
Department/office recruits employees from a diverse set of backgrounds
Department/office improves the campus climate for all employees
Department/office retains diverse employees
Department/office creates a supportive environment for employees fromdiverse backgrounds
Department/office encourages discussions related to diversity
Department/office provides employees with a positive work experience
Department/office climate has become consistently more inclusive of allemployees
I would recommend my department/office as a place of employment
Percentage of respondent agreement to items related to Department/Unit perceptions over time
2014 2016 2018
% Strongly Agree/ Agree
Department/Unit Perceptions over Time
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T/NB/GNC3.45 3.28
3.04 3.10 3.093.58
3.293.75
3.883.76
3.59 3.48
2.65
3.713.67
4.07
3.833.64
3.38 3.25
2.83
3.713.48
3.99
1
2
3
4
5
CSUPerceptions
UnitPerceptions
UnitLeadership
DivisionLeadership
Favoritism Sense ofBelonging
DepartmentCulture
DepartmentDiversityCulture
T/NB/GNC Men Women
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• Perceived Discriminatory Attitudes in Office:– 38% Employment classification (CSU: 29%)– 34% Job title (CSU: 31%)– 32% indicated no discriminatory attitudes present (CSU: 36%)– 21% Political Affiliation (CSU: 20%)– 19% Gender (CSU: 17%)– 19% Age (CSU: 19%)
Discriminatory Attitudes
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• Top 3 Work Stressors – 44% Low salary (CSU: 47%)– 38% Work/life balance (CSU: 29%)– 28% Workload (CSU: 33%)– 24% Lack of resources/Budget/Funding (CSU: 17%)
– 24% Lack of growth /promotion (CSU: 29%)– 22% Email overload (CSU: 17.7%)– 20% Job security (CSU: )– 19% Department climate (CSU: 20.6%)
Work Stressors
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Three words to describe
WCNR culture
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Key Findings for WCNR• On average, WCNR respondents had more favorable results than the average
CSU respondent for– CSU Perceptions– College Leadership’s Accountability
• Faculty respondents had more favorable perceptions of their department’s culture (department culture, department’s diversity culture, and sense of belonging), department’s leadership accountability, favoritism and general department perceptions compared to administrative professionals respondents
• Faculty respondents had more favorable perceptions of their sense of belonging compared to state classified respondents
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Key Findings for WCNR• Women respondents had less favorable perceptions of college leadership’s
accountability compared to men respondents and reported more perceptions of bullying and bias within WCNR than men
• Only 68% of WCNR respondents agreed they were familiar with the POC (CSU: 77%); 44% of respondents indicated the POC are visible in their department compared to 58% of all CSU respondents
• 53% of respondents agreed their department recruits employees from a diverse set of backgrounds, which is 14 PP lower than the average CSU respondent
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MCOD• How do the
findings relate to the Multicultural Organization Development (MCOD)?
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More Information
• Download CSU Report
• Download Division Report
• Download Employee Type Report
• Special division reports
• Coming Soon:
– Open end reports
– Intersectionality reports
– Open forum reports
– Focus group reports
• Report Contents:
– Item percentages
– Mean comparisons by employee characteristics at the item and factor level
– College comparisons to CSU at the item and factor level
• Each item is noted as being higher, similar, or lower than the CSU average
Please visit VPD’s 2018 Employee Climate Survey Website: https://diversity.colostate.edu/2018-employee-climate-survey/
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Thank you for your participation
https://diversity.colostate.edu/2018-employee-climate-survey/