What actions were taken on the 2022 engagement survey results university-wide?

The 2022 survey identified seven key opportunities to enhance our workplace culture and the overall employee experience. To ensure these results led to meaningful change, the following steps were taken:

• Formation of the Action Group: In Fall 2022, the Employee Engagement Survey Action Group was established. This group included diverse representation from Unifor, CUPE, M&P, and WUFA, ensuring that various employee perspectives guided the process.

• Data-Driven Recommendations: The group analyzed both qualitative and quantitative data related to the seven priority areas. This comprehensive review resulted in 21 targeted action items designed to improve our work environment.

• Executive Leadership Team Endorsement: These 21 recommendations were presented to the Executive Leadership Team in March 2023 and subsequently shared with all faculty and staff to ensure transparency.

• Ongoing Implementation: We have been actively working through these priorities over the last two years.

Overview of the 21 Key Actions

For the purposes of action planning, the 21 key actions  were clustered into 4 overarching drivers of engagement. Overview of key actions by engagement driver:

 

December 2025 - Status of the Survey-Driven Actions

 

What actions were taken on the 2022 engagement survey results at the faculty/department level?

Given that the 2022 Employee Engagement Survey was our first ever survey of this kind, our primary focus was on university-wide actions to address opportunities for improvement. While focusing on university-wide actions, several steps were taken to encourage conversations and action planning across the university:  

• Shared Results: Reports were shared with areas/departments that met the privacy threshold (5+ responses). However, because the overall response rate was 48% many areas did not reach the threshold required to receive results.
• Encouraged Collaborative Action: Areas/Departments who received results were encouraged to identify 1 – 3 priority areas and collaborate with their teams to identify opportunities for improvement. 

While we know that many actions at the faculty/department level took place, a centralized process to collect and report on these actions was not put in place. The University recognizes this gap and as part of the 2026 survey will implement a framework to ensure there is support for departments and units to review, report and implement meaningful change. 

View the snapshot of the employee engagement action planning efforts at the faculty/department level

View the examples of practices implemented by academic and administrative leaders.