ems guiding minds at work survey

8/20/2019 EMS Guiding Minds at Work Survey

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EMS December 2015 GM@W Overview Report

Table of Contents Organization information GM@W survey results Mean response by psychosocial factor Specific areas of concern Percentage response by area of concern or relative strength by psychosocial factor Next steps

ORGANIZATION INFORMATIONTotal number of AHS employees 105,041Total number of employees, in EMS 3,406 (AHS) + 2199 (Contract) = 5,605Number of employees to whom this GM@Wsurvey was made available

5,605

Number of employees who completed thisGM@W online survey

1,514

An overview profile of EMS (AHS & Contractors) in relation to its performance across the 13 GM@WPsychosocial Factors is provided in the GM@W Report.

You now have the information required to act. However, it can be difficult to know where to begin. Forthis reason, we recommend you take the following steps:

1) Review the following results and identify any areas of concern or relative strength.2) After thoroug hly reviewing your GM@W Report, proceed to the ‘GM@W Documents &

Resources’ tab of the GM@W Dashboard to access the following GM@W Action and EvaluationResources:

Selection of GM@W Suggested Actions (review this document first) Selection of Effective Actions: Applying a quality framework (review this document next)

GM@W Suggested Responses documents GM@W Action Planning Worksheets GM@W Evaluation Worksheets: Getting Started GM@W Evaluation Worksheets


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MEAN RESPONSE BY PSYCHOSOCIAL FACTORThe following graph presents EMS’s GM@W Survey Results at a glance. Please note any areas of concern or relative strength wit hin EMS.Psychosocial Factors flagged as significant concern should be your top priority.

Significant concern Moderate concern Minimal concernRelativestrength

PF1: Psychological Support 13.0PF2: Organizational Culture 11.6PF3: Clear Leadership & Expectations 12.9PF4: Civility & Respect 12.2PF5: Psychological Competencies & Requirements 13.4PF6: Growth & Development 12.7PF7: Recognition & Reward 12.7PF8: Involvement & influence 12.8PF9: Workload Management 14PF10: Engagement 16.7*PF11: Balance 12.0PF12: Psychological Protection 11.9PF13: Protection of Physical Safety 13.2

10 14 17 20

*Although this is a Minimal Concern, it is important to attend to it and review the GM@W Organizational Review Results and the GM@W SurveyResults for any additional or individual-identified areas of concern.


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SPECIFIC AREAS OF CONCERNHere are the results for the specific areas of concern questions for your organization. The correspondingresults of the 2012 national Ipsos Reid survey are presented below for comparison.

Results from EMS (n=1,514 Respondents)

9.2% (n=139) of employees reported experiencing discrimination in the workplace because of theircultural/ethnic background, disability, sexual orientation, gender or age.

18.7% (n=283) of employees reported being bullied or harassed, either verbally, physically or sexually inthe workplace.

3.4% (n=56) of employees reported being treated unfairly in the workplace because they have a mentalillness.

Results from IPSOS REID Survey (n=4,307 Respondents)




In May and June 2012, Ipsos Reid was commissioned by GM@W to conduct a public opinion survey onpsychosocial risks in Canadian workplaces using the GM@W Survey. In total, 4,307 working Canadiansacross a nationally representative sample of industries and geographic regions completed the GM@WSurvey.


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PERCENTAGE RESPONSE BY AREA OF CONCERN OR RELATIVE STRENGTHBY PSYCHOSOCIAL FACTOR

PF1: PSYCHOLOGICAL SUPPORTA work environment where coworkers and supervisors are supportive of employees’ psychological andmental health concerns and respond appropriately as needed.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF1: Psychological Support. The corresponding results of the 2012 IpsosReid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements:1. My employer offers services or benefits that adequately address my psychological and mental health.2. My supervisor would say or do something helpful if I looked distressed while at work.3. I feel supported in my workplace when I am dealing with personal or family issues.4. My workplace supports employees who are returning to work after time off due to a mental healthcondition.5. People in my workplace have a good understanding of the importance of employee mental health.

*Although this is a Minimal Concern, it is important to attend to it and review the GM@W Organizational ReviewResults and the GM@W Survey Results for any additional or individual-identified areas of concern.

**Although this is a Relative Strength, it is important to review the GM@W Organizational Review Results and theGM@W Survey Results for any additional or individual-identified areas of concern.

8%

17%

25%

24%

37%

41%

30%

18%

Ipsos Reid (4,307)

AHS EMS

Significant Concerns

Moderate Concerns

Minimal Concerns*

Relative Strengths**


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PF2: ORGANIZATIONAL CULTUREA work environment characterized by trust, honesty and fairness.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF2: Organizational Culture. The corresponding results of the 2012 IpsosReid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. All people in our workplace are held accountable for their actions.2. People at work show sincere respect for others’ ide as, values and beliefs.3. Difficult situations at work are addressed effectively.4. I feel that I am part of a community at work.5. Employees and management trust one another.

9%

25%

29%

29%

36%

34%

27%

12%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF3: CLEAR LEADERSHIP & EXPECTATIONSA work environment where there is effective leadership and support that helps employees know whatthey need to do, how their work contributes to the organization, and whether there are impendingchanges.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF3: Clear Leadership & Expectations. The corresponding results of the2012 Ipsos Reid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. In my job, I know what I am expected to do.2. Leadership in my workplace is effective.3. I am informed about important changes at work in a timely manner.4. My supervisor provides helpful feedback on my performance.5. My organization provides clear, effective communication.

7%

19%

29%

25%

34%

36%

30%

20%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF5: PSYCHOLOGICAL COMPETENCIES & REQUIREMENTSA work environment where there is a good fit between employees’ interpersonal and emo tionalcompetencies and the requirements of the position they hold.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF5: Psychological Competencies & Requirements. The correspondingresults of the 2012 Ipsos Reid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. Hiring/promotion decisions consider the “people skills” necessary for specific positions. 2. My company hires people who fit well within the organization.3. I have the social and emotional skills needed to do my job well.4. My supervisor believes that social skills are as valuable as other skills.5. My position makes good use of my personal strengths.

3%

16%

21%

22%

40%

38%

36%

24%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF6: GROWTH & DEVELOPMENTA work environment where employees receive encouragement and support in the development of theirinterpersonal, emotional and job skills.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF6: Growth & Development. The corresponding results of the 2012Ipsos Reid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. I receive feedback at work that helps me grow and develop.2. My supervisor is open to my ideas for taking on new opportunities and challenges.3. I have the opportunity to advance within my organization.4. My company values employees’ ongoing growth and development. 5. I have the op portunity to develop my “people skills” at work.

9%

19%

28%

25%

38%

38%

26%

18%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF7: RECOGNITION & REWARDA work environment where there is appropriate acknowledgement and appreciation of employees’efforts in a fair and timely manner.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF7: Recognition & Reward. The corresponding results of the 2012 IpsosReid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. My immediate supervisor appreciates my work.2. I am paid fairly for the work I do.3. My company appreciates extra effort made by employees.4. Our organization celebrates our shared accomplishments.5. My employer values my commitment and passion for my work.

8%

20%

26%

26%

35%

34%

31%

20%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF8: INVOLVEMENT & INFLUENCEA work environment where employees are included in discussions about how their work is done andhow important decisions are made.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF8: Involvement & Influence. The corresponding results of the 2012Ipsos Reid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. I am able to talk to my immediate supervisor about how I do my work.2. I have some control over how I organize my work.3. My opinions and suggestions are considered at work.4. I am informed of important changes that may impact how my work is done.5. My employer encourages input from all staff on important issues related to their work.

5%

18%

21%

26%

38%

37%

36%

19%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF9: WORKLOAD MANAGEMENTA work environment where tasks and responsibilities can be accomplished successfully within the timeavailable.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF9: Workload Management. The corresponding results of the 2012Ipsos Reid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. The amount of work I am expected to do is reasonable for my position.2. I can talk to my supervisor about the amount of work I have to do.3. I have the equipment and resources needed to do my job well.4. My work is free from unnecessary interruptions and disruptions.5. I have control over prioritizing tasks and responsibilities when facing multiple demands at work.

4%

14%

22%

23%

40%

41%

35%

22%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF10: ENGAGEMENTA work environment where employees feel connected to their work and are motivated to do their jobwell.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF10: Engagement. The corresponding results of the 2012 Ipsos Reidsurvey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. I enjoy my work.2. I am willing to give extra effort at work if needed.3. My work is an important part of who I am.4. I am committed to the success of my organization.5. I am proud of the work I do.

2%

4%

10%

8%

35%

37%

53%

51%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF11: BALANCEA work environment where there is recognition of the need for balance between the demands of work,family and personal life.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF11: Balance. The corresponding results of the 2012 Ipsos Reid surveyare presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. My employer encourages me to take my entitled breaks(e.g., lunchtime, sick time, vacation time, earned days off, parental leave).2. I am able to reasonably balance the demands of work and personal life.3. My employer promotes work-life balance.4. I can talk to my supervisor when I am having trouble maintaining work-life balance.5. I have energy left at the end of most workdays for my personal life.

7%

26%

24%

25%

38%

32%

31%

17%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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PF13: PROTECTION OF PHYSICAL SAFETYA work environment where management takes appropriate action to protect the physical safety ofemployees.

Employee responses: % by area of concern or relative strengthThe following graph displays the percentage of employee responses falling into each of the four areas ofconcern or relative strength for PF13: Protection of Physical Safety. The corresponding results of the2012 Ipsos Reid survey are presented immediately below for comparison.

Employees were asked to rate their level of agreement (on a 4-point scale) with thefollowing statements1. Management takes appropriate action to protect my physical safety at work.2. My employer offers sufficient training to help protect my physical safety at work (emergency

preparedness, safe lifting, violence prevention).3. When physical accidents occur or physical risks are identified, my employer responds effectively.4. I have the equipment and tools I need to do my job in a physically safe way (protective clothing,adequate lighting, ergonomic seating).5. My employer responds appropriately when workers raise concerns about physical safety.

4%

17%

15%

23%

40%

40%

41%

20%

Ipsos Reid (4,307)

AHS EMS


Moderate Concerns

Minimal Concerns*



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Segmented reportsGM@W responses by zone

Zone Frequency Population in zone(AHS employee only)

% of zoneresponded

Provincial 50 302 17%

North 208 344 60%Edmonton 428 983 43%Central 180 288 62%Calgary 521 947 55%South 108 215 50%*This tables include only those respondents who completed all demographic questions (N=1,495)

Frequency completed GM@W by union

Union Frequency*HSAA 1,209OOS 95Other 145Prefer not to say 46*This tables include only those respondents who completed all demographic questions (N=1,495)


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CALGARY ZONE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 12PF2: Organizational Culture 11PF3: Clear Leadership & Expectations 12PF4: Civility & Respect 11PF5: Psychological Competencies & Requirements 13PF6: Growth & Development 12PF7: Recognition & Reward 12PF8: Involvement & influence 12PF9: Workload Management 13PF10: Engagement 16PF11: Balance 11PF12: Psychological Protection 10PF13: Protection of Physical Safety 12

10 14 17 20

SOUTH ZONE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 12PF2: Organizational Culture 11PF3: Clear Leadership & Expectations 12PF4: Civility & Respect 11PF5: Psychological Competencies & Requirements 13PF6: Growth & Development 12PF7: Recognition & Reward 12

PF8: Involvement & influence 12PF9: Workload Management 13PF10: Engagement 17PF11: Balance 12PF12: Psychological Protection 11PF13: Protection of Physical Safety 13

10 14 17 20


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CENTRAL ZONE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 14PF2: Organizational Culture 13PF3: Clear Leadership & Expectations 14PF4: Civility & Respect 14PF5: Psychological Competencies & Requirements 15PF6: Growth & Development 14PF7: Recognition & Reward 14PF8: Involvement & influence 14PF9: Workload Management 15PF10: Engagement 17PF11: Balance 14PF12: Psychological Protection 14PF13: Protection of Physical Safety 15

10 14 17 20

EDMONTON ZONE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 13PF2: Organizational Culture 12PF3: Clear Leadership & Expectations 13PF4: Civility & Respect 12PF5: Psychological Competencies & Requirements 13PF6: Growth & Development 13PF7: Recognition & Reward 12PF8: Involvement & influence 13PF9: Workload Management 13PF10: Engagement 16PF11: Balance 11PF12: Psychological Protection 12PF13: Protection of Physical Safety 13

10 14 17 20


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NORTH ZONE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 15 PF2: Organizational Culture 13PF3: Clear Leadership & Expectations 14PF4: Civility & Respect 14PF5: Psychological Competencies & RequirementsPF6: Growth & Development 15PF7: Recognition & Reward 14PF8: Involvement & influence 15PF9: Workload Management 15PF10: Engagement 18PF11: Balance 14PF12: Psychological Protection 14PF13: Protection of Physical Safety 15

10 14 17 20

PROVINCIAL ZONE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 15PF2: Organizational Culture 13PF3: Clear Leadership & Expectations 14PF4: Civility & Respect 14PF5: Psychological Competencies & Requirements 15PF6: Growth & Development 15PF7: Recognition & Reward 15PF8: Involvement & influence 15PF9: Workload Management 15PF10: Engagement 18PF11: Balance 14PF12: Psychological Protection 14PF13: Protection of Physical Safety 16

10 14 17 20


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HSAA Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 13PF2: Organizational Culture 11PF3: Clear Leadership & Expectations 13PF4: Civility & Respect 12PF5: Psychological Competencies & Requirements 13PF6: Growth & Development 12PF7: Recognition & Reward 12PF8: Involvement & influence 12PF9: Workload Management 13PF10: Engagement 17PF11: Balance 12PF12: Psychological Protection 11PF13: Protection of Physical Safety 13

10 14 17 20

OUT OF SCOPE Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 16PF2: Organizational Culture 14PF3: Clear Leadership & Expectations 15PF4: Civility & Respect 15PF5: Psychological Competencies & Requirements 16PF6: Growth & Development 16PF7: Recognition & Reward 15PF8: Involvement & influence 16PF9: Workload Management 15PF10: Engagement 18PF11: Balance 15PF12: Psychological Protection 16PF13: Protection of Physical Safety 17

10 14 17 20


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OTHER Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 14PF2: Organizational Culture 13PF3: Clear Leadership & Expectations 14PF4: Civility & Respect 13PF5: Psychological Competencies & Requirements 15PF6: Growth & Development 15PF7: Recognition & Reward 15PF8: Involvement & influence 15PF9: Workload Management 15PF10: Engagement 18PF11: Balance 14PF12: Psychological Protection 14PF13: Protection of Physical Safety 15

10 14 17 20

PREFER NOT TO ANSWER Significant concern Moderate concern Minimal concern Relative Strength PF1: Psychological Support 13PF2: Organizational Culture 12PF3: Clear Leadership & Expectations 13PF4: Civility & Respect 12PF5: Psychological Competencies & Requirements 14PF6: Growth & Development 13PF7: Recognition & Reward 13PF8: Involvement & influence 13PF9: Workload Management 14PF10: Engagement 17PF11: Balance 13PF12: Psychological Protection 12PF13: Protection of Physical Safety 13

10 14 17 20


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SPECIFIC AREAS OF CONCERNHere are the results for the specific areas of concern questions for your organization. The correspondingresults of the 2012 national Ipsos Reid survey are presented below for comparison.

Overall Results from EMS (n=1,514 Respondents)




Results by Zone (n=1,495 Respondents)Employees reported experiencing discrimination in the workplace because of their cultural/ethnicbackground, disability, sexual orientation, gender or age.

Provincial: 10% of respondents North: 9% of respondents Edmonton: 7% of respondents Central: 8% of respondents Calgary: 12% of respondents

South: 10% of respondents

Employees reported being bullied or harassed, either verbally, physically or sexually in the workplace. Provincial: 14% of respondents North: 13% of respondents Edmonton: 16% of respondents Central: 14% of respondents Calgary: 24% of respondents South: 27% of respondents

Employees reported being treated unfairly in the workplace because they have a mental illness.

Provincial: 10% of respondents North: 2% of respondents Edmonton: 4% of respondents Central: 0% of respondents Calgary: 5% of respondents South: 3% of respondents


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Results by Union (n=1,495 Respondents)Employees reported experiencing discrimination in the workplace because of their cultural/ethnicbackground, disability, sexual orientation, gender or age.

HSAA: 10% of respondents Out of Scope: 4% of respondents Other: 8% of respondents Prefer not to answer: 9% of respondents

Employees reported being bullied or harassed, either verbally, physically or sexually in the workplace. HSAA: 20% of respondents Out of Scope: 4% of respondents Other: 17% of respondents Prefer not to answer: 26% of respondents

Employees reported being treated unfairly in the workplace because they have a mental illness. HSAA: 6% of respondents Out of Scope: 2% of respondents Other: 4% of respondents Prefer not to answer: 12% of respondents

Results from IPSOS REID Survey (n=4,307 Respondents)




In May and June 2012, Ipsos Reid was commissioned by GM@W to conduct a public opinion survey onpsychosocial risks in Canadian workplaces using the GM@W Survey. In total, 4,307 working Canadiansacross a nationally representative sample of industries and geographic regions completed the GM@WSurvey.


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Congratulations!You now have a profile of your organization (or work unit) and have the information required to act. Refer to theGM@W Action Resources for a practical strategy and evidence-based and effective suggested actions on how toimprove the psychological health and safety in your workplace. It is also important to discuss the findings withemployees to gain a further understanding of the results and to obtain input into possible interventions.

Furthermore, it is important to evaluate the undertaken interventions over time to ensure they are effective andto take corrective action where needed - refer to the GM@W Evaluation Resources for help with this.

Remember that the psychosocial factors in your workplace are not going to change without action and doingnothing is costly - commit to acting on these results. The results are of little value, and the survey process mayactually have an adverse effect on staff, if no meaningful and visible action follows. Keep in mind that efforts toaddress the psychological health and safety of a workplace are most likely to succeed when employers andemployees work together.