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Skip to main menu Skip to site search Continue to current page menu and contentNew mandatory public health measures are in effect across Alberta to protect the health system and slow the spread of COVID-19. Learn more at edmonton.ca/COVID-19.
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Together, the people who work for the City imagine, build, operate and animate to make life better for a million Edmontonians. The employee experience reflects the diversity of our workplace and doesn't hinge on one thing. It's more than an engagement survey, or a respectful workplace directive, or leadership training, or safety programs. It's those things, and so much more. The employee experience is about listening, learning and doing our part in equipping each other to do our best work.
Thank you to the 5495 employees who participated in the August 2020 Employee Experience Survey. This represents just over 52% of active employees who were eligible to complete the survey.
Decreases were observed across employee experience measures when compared to June 2020.
| Question | August | June | March | December |
| How happy are you working at the City of Edmonton? | 70 | 74 | 70 | 69 |
| I would recommend the City of Edmonton as a great place to work. | 68 | 72 | 69 | 68 |
| How are you doing? | 66 | 68 | - | - |
Employees are generally satisfied with the City’s response and team precautions to COVID-19, with a slight decrease observed from June.
| Question | August | June |
| I am satisfied with the City of Edmonton’s Response to Covid-19. | 71 | 73 |
| I am confident that my team is taking the right precautions to minimize the impact of Covid-19. | 77 | 80 |
The results related to a supportive environment at the City show that work needs to be done in this area.
| Question | Score |
| At work I feel cared about as a person. | 65 |
| I am treated with respect in my workplace. | 71 |
| I feel a sense of belonging at the City of Edmonton. | 64 |
| I feel comfortable being myself at work. | 69 |
| I can succeed when I am myself at work. | 73 |
| I feel valued for my unique perspective and skills. | 64 |
| I have opportunities for professional success that are similar to those of my colleagues. | 60 |
| I have to work harder than others to be valued equally here. | 43* |
| My direct supervisor demonstrates commitment to and support of diversity and inclusion. | 75 |
| I feel at ease with people who are different than me. | 83 |
| I believe that diverse perspectives add value to the work that we do. | 84 |
| My workplace is accepting of all backgrounds and identities. | 78 |
The 2020 Employee Experience Survey measures concerning behaviours that employees are experiencing in the workplace. This approach is different than what was done in previous surveys, and provides more detail into specific behaviours that employees are experiencing. Measuring the experiences that employees have with behaviour zones provides the City with more detailed information that will inform actions to create and sustain a respectful workplace.
In 2018, 24% of employees perceived that they had experienced harassment in the workplace. With the increase in options to break concerning behaviour down, only 9% of employees indicated that they had experienced harassment. The most common concerning behaviour experienced by employees, were in the yellow zone of behaviour, which can be defined as unprofessional behaviour that can negatively impact workplaces and work relationships. This includes things like micromanaging, people not doing what they said they would do, idle gossip and interrupting. Fortunately. the behaviours get less common when we look at more serious orange and red zone behaviours.
We will continue to monitor and address concerning behaviour in the workplace at the City.
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The percentage of employees who are experiencing discrimination is down significantly from 14% in 2018 to 11% in 2020. It is concerning that discrimination from the public continues to increase, with 34% of employees who experienced discrimination identifying members of the public as the source in 2020, compared to 27% in 2018, and 24% in 2016.
Much of the diversity at the City remained constant over time. A decrease in Indigenous persons and an increase in those identifying as LGBTQ2S+ was observed.
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Thank you to the 5634 employees who participated in the June 2020 employee check-in survey.
June 2020 Employee Check-in Survey Corporate Results
Overall employees feel that the City is doing a good job with communication and are confident that their teams are taking the necessary precautions during COVID-19.
In 2018, 52% of employees responded favourably to “In general, information in the City is communicated well”. We saw 85% of employees indicate that “The City Of Edmonton is doing a good job communicating COVID-19 related information to employees”. This is a remarkable change that is worth noting in a trying time.
Employees indicated that they have clear expectations regarding their work. This is an important building point for employees to ensure they have meaningful work. Opportunities include providing employees with more of a voice - more opportunities for employees to give and receive feedback - and meaningful discussion regarding career development.
The results of this survey show that our greatest opportunities include: career path, feedback and supervisor conversations with employees. These areas could be strongly influenced by enabling conversations training and prioritizing connection with employees.
Thank you to the 6656 employees who participated in the March 2020 employee check-in survey. This was a slight increase in participation from the December 2019 check-in.
March 2020 Employee Check-in Survey Corporate Results
Overall employees have a good sense of purpose and meaning in their work at the City and they have a strong sense of value in inclusion and belonging. Many comments speak to the positive sense of work life balance that employees have at the City. The results of this survey show that our greatest opportunities include: feedback, speak up, involvement, career path and recognition. These areas could be strongly influenced by effective supervisor conversations with employees.
Supervisors regularly schedule 1:1 time with each of their direct reports. A focus of the June survey will be on supervisor conversations.
Thank you to the more than 6,700 of employees that took the time to complete the December 2019 Employee Check-in.
| Online | Contact 311 Online |
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| Telephone | In Edmonton: 311 |
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| TTY | 780-944-5555 |
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