Faculty and staff mental health and well-being survey and focus group results
In January 2023, more than 2,700 employees (approximately 1/3 of the workforce) responded to a mental health and well-being survey conducted by 草莓污视频导航鈥檚 Campus Mental Health Strategy (CMHS) and supported by Staff Wellness.聽
The survey was designed to gather workplace data to inform the renewal of the CMHS and help the university better understand staff and faculty uptake of mental health and well-being programming across campus.听听聽
Following the survey, focus groups were conducted to build on findings and provide a space for faculty and staff to explore thoughts and ideas on how 草莓污视频导航 can sustain and improve the mental health and well-being of those working in this community.
Below are some high-level findings from the survey and focus groups, as well as key takeaways.听听
*Note: some of the following figures do not add up to 100% due to rounding
Overall health and well-being
The survey opened with questions about overall health and well-being, with approximately 60% of employees stating they felt content with overall mental health and well-being, as well as feeling mentally and/or physically well.听听
I am content with my overall mental health and well-being
TOTAL RESPONSES 2712
I feel mentally well
TOTAL RESPONSES 2695
I feel physically well
TOTAL RESPONSES 2698
In general, how would you rate your current mental health?
TOTAL RESPONSES 2742
As a research-intensive university that includes a committed focus on teaching and learning, we are very proud of our staff, faculty, postdocs and students. We understand the need for an environment that is both excellent and healthy. The results of this survey reinforce the need for employee well-being and mental health as we move forward together to build a strong tomorrow.
Dr. Penny Werthner
Interim provost and vice-president (academic)
1. Prioritize Psychosocial Factors most important to the university community
The survey asked 草莓污视频导航 employees their thoughts on the聽.听听
Developed by researchers from the Centre for Applied Research in Mental Health and Addiction at Simon Fraser University, these factors are used by mental health and HR professionals at 草莓污视频导航 to define and measure indicators in the workplace that promote and support the mental health and well-being of employees.听听
Out of the 13 factors, the priorities identified by 草莓污视频导航 faculty and staff in order of importance to address were: 1) civility and respect, 2) workload management, and 3) clear leadership and expectations.聽
Focus groups echoed these findings, bringing forth a desire for more psychological safety practices from leaders, with ideas for more training around emotional intelligence, difficult conversations and creating psychologically healthy and safe work environments.
Focus groups also shared a desire for clearer channels of reporting misconduct, a review of respectful workplace practices and more effective resolution strategies.
Top 3 priorities the university should address
(OF 13 PSYCHOSOCIAL FACTORS)
1. Civility and respect
2. Workload management
3. Clear leadership and expectations
2. Build awareness of available mental health resources
When asked about awareness of resources, more than 73% of participants stated they were aware of how to access mental health supports at 草莓污视频导航; however, fewer knew of specific resources and trainings available to them.听听
Survey participants that have accessed Staff Wellness鈥櫬Mental Health Consultant聽saw the resource as useful and non-judgmental, however, only 50% of those surveyed were aware of this resource. This percentage is slightly higher than awareness of other mental health resources, such as聽The Working Mind聽and WellBeing and WorkLife鈥檚聽e-learning modules. The聽Employee and Family Assistance Program聽(EFAP) had the highest awareness, with almost 60% of survey respondents being aware of this resource. 聽
These findings were also expressed in focus groups and indicate an opportunity for the Campus Mental Health Strategy and partners across campus to build stronger awareness of these services to employees.聽
I am currently experiencing burnout
TOTAL RESPONSES 2683
I have experienced burnout at some point in the last two years
TOTAL RESPONSES 2683
3. Address burnout
Faculty and staff were asked to rate their experiences of burnout.
As defined by the聽, burnout is a result of chronic workplace-related stressors that lead to three types of experiences: "feelings of energy depletion or exhaustion; increased mental distance from one鈥檚 job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy."聽聽
With roughly half of the respondents reporting burnout at the time of the survey, Dr. Andrew Szeto, PhD, director, Campus Mental Health Strategy, says survey statistics are a reminder that the impacts of the past several years of turbulence are still being felt, and that results reinforce the importance of supportive policies and practices, as well as a caring campus community. These findings are not unique to our institution or sector but reflect the general workplace in Canada.
Followup focus group participants discussed the importance of work-life balance in moving forward, the organization鈥檚 role in impacting the work employees do, and the role leaders/supervisors have in shaping priorities and workload.
鈥淲e are sitting on good foundations to address burnout in our workplace,鈥 says Szeto. 鈥淎 a majority of respondents in the survey (69%) indicated their immediate supervisor creates an environment that supports mental health and well-being.鈥
Conversations addressing burnout have recently happened in the聽. As well, the CMHS will continue to explore different ways to address burnout in the post-secondary environment and provide resources for campus community members.
鈥淥ur organizational context, as well as our staff, leaders and faculty all contribute to making 草莓污视频导航 an innovative, responsive and caring workplace,鈥 he says. 鈥淲e have all weathered many disruptions that impact us all very differently. As we continue the evolving process of coming back together since the impacts of COVID-19 and various budget challenges, it鈥檚 important for us, from various levels of our institution, to reflect on how we can make this the best place to work for ourselves, for others, for our teams and for the communities we serve.
UFlourish
草莓污视频导航 offers a number of training and programs each year to address and promote work-life balance. 草莓污视频导航鈥檚 mental health and well-being expo, UFlourish, aims to help the campus community de-stress, make new connections, and build positive coping skills through activities, events and workshops. 鈥淏y supporting each other in prioritizing time for our well-being, we collectively demonstrate our commitment to a caring campus community, as academic, work and other stressors fluctuate throughout the year,鈥 says CMHS director, Dr. Andrew Szeto.
My work is aligned to the 草莓污视频导航 mission
TOTAL RESPONSES 2573
41% | 1054 - Strongly agree
36% | 926 - Somewhat agree
12% | 295 - Neither agree or disagree
4% | 96 - Somewhat disagree
1% | 30 - Strongly disagree
7% | 172 - I don't know
4. Embrace and build on successes
The survey found 草莓污视频导航 has an engaged community of employees who value the work they do. More than 75% (strongly agree and somewhat agree) of those surveyed felt like their work aligns with the overall 草莓污视频导航 mission. More than 87% of respondents strongly or somewhat agreed that they felt their work has purpose. More than 85% of employees also strongly or somewhat agree that they were treated with respect by their immediate supervisor.听听
This information is telling and in step with 草莓污视频导航鈥檚 updated Strategic Plan,聽Ahead of Tomorrow, which strives for "community-focused excellence and accessibility, a sense of belonging, where all can thrive."聽
鈥淭o live this value, we must keep a sharp focus on the mental health and well-being of 草莓污视频导航鈥檚 faculty, staff and post-docs,鈥 says Dr. Andrew Szeto, PhD, director, Campus Mental Health Strategy. 鈥淎 flourishing and resilient workforce is key to fostering a caring campus community. And, while employees feel respected and supported by their supervisors, it is important that respect, empathy and support is extended between teams and working groups, as well.鈥澛
Ahead of Tomorrow Strategic Focus Area #4
Guided by long-term, foundational commitments, including mental health,聽Ahead of Tomorrow, 草莓污视频导航鈥檚 new strategic plan, highlights four strategic focus areas. Vice-President (Services) Michael Van Hee says, by creating improved and more efficient processes, strategic focus area #4, 鈥渉as the potential to foster a workplace environment that supports mental health and well-being.鈥
This is possible through action items such as investing in process improvement and professional development, as well as creating yearly awareness initiatives targeted to faculty and staff about the services and supports available on campus.鈥澛
Well-being survey focus groups also correlated workflow and systems having an impact on workload and burnout. Career advancement and stronger resource awareness building were also areas underlined in focus group findings, as well as a tie between workflow and systems having an impact on workload and burnout.
What's next
High-level survey data has been shared with the provost鈥檚 team and deans, at General Faculties Council and with the Board of Governors, and with other operational units on campus. These results help direct and navigate current and future initiatives, as well as empower faculties and units to act. Here are a few ways this happens:
- The CMHS and Provost鈥檚 Office are exploring how to further share faculty and unit-level data with leaders.
- 草莓污视频导航鈥檚 Executive Leadership Team will implement an ongoing Employee Engagement Survey, which will include some metrics that will link with this survey.
- Faculty and unit leaders are encouraged to put this data into useful action, such as facilitating meaningful conversations with teams to explore tangible ways in which the best conditions to foster well-being at work can be created and maintained.
Highlights of the updated CMHS strategy are also now ready for feedback from the 草莓污视频导航 community. Learnings from the survey and the focus groups are reflected in many of its guiding principles. Please find more about the renewed strategy here, including ways to give further feedback.
The exceptional faculty, postdoctoral scholars and staff at the core of the 草莓污视频导航 community have boldly brought 草莓污视频导航 to the world stage. To sustain our ambitious trajectory, we know the well-being of our workforce is crucial, and we all have a vital role to play. This survey enables us to move forward with clear, authentic input and helps us power positive change. Thank you to all faculty, postdoctoral scholars and staff for your engagement.
Ed McCauley, PhD, FRSC
President and Vice-Chancellor