Emory University Climate Survey Results

1
Emory UniversityClimate Survey Results

• Presented to
• HR Leadership Group
• April 21, 2005
• Del King
• Senior Director, Human Resources

2
Purpose and Administration of Climate Survey

• Designed to evaluate how effective Emory has been
  at creating a diverse and ethically engaged work
  environment.
• Developed by Atlanta SurveyNET in close
  cooperation with PCORE.
• Thirty-two items were created to measure six key
  areas
• Management Support
• Selection/Hiring Practices
• Work Group Practices
• Coworker Interactions
• Development Opportunities
• Value of Diversity

3
Purpose and Administration of Climate Survey
contd

• Six items were added to measure organizational
  commitment.
• One item evaluated the universitys efforts to
  create an environment where individuals feel
  welcomed and valued.
• Survey was administered November 29 December
  17, 2004 and could be completed online or by
  hardcopy.
• All items were answered on a scale of 1 (Strongly
  Disagree) to 5 (Strongly Agree).

4
Response Rate

• A total of 8,573 surveys were distributed to
  employees.
• A total of 3,239 employees responded (39).

5
Overall Results

• Reports show a mean average and percent
  positive for all categories.

6
Welcomed and Valued

• Employees feel welcomed and valued at Emory.
• Overall rating - 60 positive
• Males were more favorable (67) than females
  (56).
• Employees who responded favorable
• less than two years experience (71)
• employees under 25 years of age (76)
• over 64 years of age (79)
• Blacks responded less favorably (49).

7
Value of Diversity

• Employees recognize the importance/value of
  diversity.
• 85 of employees recognized the importance of
  diversity in the workplace.
• Gays/lesbians responded the most positive
• (90 positive).
• Two groups responding the least positive were
  those identified as
• Trades/Crafts jobs (67)
• Service Maintenance jobs (72)

8
Organizational Commitment

• 78 of employees indicated a strong commitment to
  the organizations goals objectives.
• Respondents showed a willingness to pursue a
  long-term career with Emory, and
• A willingness to go beyond what is expected to
  help the university be successful.
• Group ratings were consistently high on
  commitment.

9
Positive Findings

• Management Support
• Even if we hold differing viewpoints, my
  supervisor treats me with respect (79).
• I can communicate with a my supervisor through
  give-and-take discussions (74).
• Coworker Interaction
• I do not have to compromise my values and beliefs
  around my coworkers (74).
• My coworkers acknowledge my job accomplishments
  (71).

10
Positive Findings contd

• Development Opportunities
• I am given opportunities to participate in
  job-related training (69).
• Work Group Practices
• Special work arrangements are provided for
  employees with disabilities (68).

11
Negative Findings

• Management Support
• I get reliable information through Emorys
  official lines of communications (24).
• Work Group Practices
• Given my duties and responsibilities, the amount
  of pay I receive is fair (40).
• There is more emphasis on teamwork than on the
  interests of any one group (43).
• Rules are applied equally to everyone in my
  department (49).
• Development Opportunities
• I am provided advise/support on how to enhance my
  career at Emory (43).

12
Group Results by Category

• Overall, the following group differences were
  observed across category
• Faculty (70) were more positive than staff
  (65).
• Executive/administrative managerial responded
  more favorably (70) than service maintenance
  workers who responded least favorably (56).
• Early career (less than 2 years exp) and late
  career employees (20 years exp) were most
  positive, while employee with 2-5 years exp were
  least positive.
• Part-time employee responded more positively than
  full- time employees.

13
Group Results by Category contd

• Males (69) responded more favorably than females
  (65) in all areas.
• Except for Value of Diversity where females
  (87) responded more favorably.
• Whites (69) and Hispanics (72) responded the
  most positive, compared with Blacks (60), Asians
  (67), and American Indians (54) who responded
  least positive.
• By age, employees less than 25 years of age and
  employees 51 years of age or more were most
  positive.
• The physically disabled responded least favorably
  (59).

14
Employee Suggestions and Ideas

• A total of 3,079 comments were provided from
  1,730 employees
• Most frequently areas cited were
• Recruitment Selection
• Compensation and Benefits
• Leadership
• Communication

15
Next Steps

• Develop a communication plan
• Distribute individual reports to Deans/VPs
• Resources will be available from Human Resources
  to assist departments in
• Prioritizing issues
• Identifying Major Themes
• Reviewing comments themes or messages
• Developing an action plan