Emory UniversityClimate Survey Results

Presented toHR Leadership Group

April 21, 2005

Del KingSenior Director, Human Resources

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

Purpose and Administration of Climate Survey cont’d

Six items were added to measure organizational commitment.

One item evaluated the university’s 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).

Response Rate

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

Women 2017 (62%) Men 1170 (36%)

White 2129 (66%) Minority 975 (30%)

Faculty 959 (30%) Staff 2215 (68%)

Overall Results

Category Percentage of respondents who answered favorably

Overall mean/average

(out of a possible 5)

Emory Overall 66% 3.72Value of Diversity 85% 4.27

Organization Commitment 78% 4.07

Co-worker Interaction 68% 3.73

Selection/Hiring Practice 62% 3.59

Management Support 60% 3.55

Development Opportunities 59% 3.51

Work Group Practices 52% 3.29

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

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%).

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%)

Organizational Commitment

78% of employees indicated a strong commitment to the organization’s 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.

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%).

Positive Findings cont’d

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%).

Negative Findings

Management Support I get reliable information through Emory’s 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%).

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.

Group Results by Category cont’d

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%).

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

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