Please choose between the following three options:
Skip to main menu Skip to site search Continue to current page menu and contentMain page content begins here
The biennial survey enables employees to provide in-depth feedback related to inclusion, diversity, respect, and overall work experience. The reports show how City of Edmonton employees responded, and this helps the City measure and improve the employee experience.
Thank you to the more than 8,700 of you, representing roughly 70% of City of Edmonton employees, who took the time to tell us what’s on your mind.
Corporate Executive Report (2.5 MB)
Corporate Analysis Report (5.4 MB)
Corporate & Branch Snapshots (6.7 MB)
The survey uses 33 questions to inform four key dimensions: engagement, culture, workplace, and immediate supervisor. In 2018, a decrease was observed in engagement, culture, and workplace, while a slight increase was observed in immediate supervisor compared to previous periods.
2018 Open Data File (Department)
This data file contains results from the 2018 Employee Engagement and Diversity Survey. Data can be filtered by Department and/or by gender.
2018 Open Data File (Branch)
This data file contains results from the 2018 Employee Engagement and Diversity Survey. Data can be filtered by Branch and/or by gender.
| 2018 | 2016 | 2014 | 2012 | |
| Engagement | 66.6% | 72.0% | 70.5% | 68.4% |
| Culture | 67.5% | 70.3% | 69.2% | 67.3% |
| Workplace | 67.8% | 70.5% | 69.3% | 67.7% |
| Immediate Supervisor | 73.4% | 73.1% | 71.5% | 70.1% |
Diversity information is collected through a voluntary self disclosure by survey respondents. Results show our workforce continues become more diverse, showing we continue to be representative of the community we serve.
| 2018 | 2016 | 2014 | 2012 | Workforce Census | |
| Visible Minority | 23.6% | 21.1% | 19.2% | 17.5% | 26.8% |
| Indigenous | 5.4% | 4.8% | 4.3% | 3.6% | 4.6% |
| Persons with Disability | 8.2% | 6.5% | 8.7% | 7.8% | 4.9% |
8,640 respondents voluntarily disclose
The survey asks employees to identify if they have experienced harassment or discrimination as an employee of the City. In 2018, there was an increase of employees reporting harassment or discrimination as outlined in this table:
| 2018 | 2016 | 2014 | 2012 | |
| Perception of Harassment | 23.8% | 19.0% | 17.6% | 14.7% |
| Perception of Discrimination | 14% | 11.4% | 16% | 17% |
Respondents have the opportunity to identify the sources of harassment and discrimination. In 2018, harassment and discrimination from supervisors, coworkers and other employees all decreased, while harassment and discrimination from members of the public increased.
Branch Managers will assemble a team of staff to help build their employee engagement plan.
Staff involvement is a critical part of listening and learning so that plans are specific to employees’ needs and accountability is shared across each branch.
Every plan will outline how results will be measured. After department plans have been drafted they will be reviewed and approved by the City Manager’s office, and branch plans will be reviewed and approved by that branch’s respective Deputy City Manager’s office. From there, branches will be required to report on their progress and how well they are tracking to achieve their results every quarter and adjust plans as required.