Survey Duration: March 16 - 27, 2026
This is the University’s second Employee Engagement Survey. After four years of significant change, your input is crucial to help us accurately take stock of our work environment and determine the most critical areas for improvement moving forward.
Your Feedback Counts
Your responses will deepen our understanding of your experiences and help identify meaningful actions to strengthen our workplace.
Help Drive Change
Your perspective is central to measuring progress since the 2022 survey and pinpointing areas where continued attention and action are needed the most.
Improve Our Workplace
Your feedback is vital to addressing the evolving needs of faculty and staff and creating a work environment we can all be proud of and thrive in.
"This survey is your opportunity to help shape the future of our workplace. By sharing your staff and faculty perspectives, you can influence meaningful change and help us build a more supportive University of Windsor community for everyone.”
- Dr. J.J. McMurtry, President and Vice-Chancellor
"The Employee Engagement Survey is an important opportunity to better understand how you experience our workplace culture. Your feedback is essential as we work toward the vision outlined in our People, Equity & Inclusion Strategy, to be a place where every member of the campus community feels welcomed, included, valued and can thrive. On March 16, help us measure our progress and join us in co-creating a work environment we can all be proud of.”
- Dr. Clinton Beckford, Vice-President, People Equity & Inclusion
Confidential, Voluntary and REB Approved
Participation is voluntary and confidential. The University has once again engaged TalentMap, a third-party Canadian-based survey consultant to administer the survey. The University will not have access to individual responses and unit-level reports will only be issued if there is a minimum of 5 responses.
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.
View the 2023–2025 Status Report to see the specific progress made to date.
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 [View the 2022 University-Wide Status Report]. While focusing on university-wide action, several steps were taken to encourage conversations and action 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.
What will be different in 2026?
For the 2026 survey we are evolving our approach. While we will continue to focus on university-wide actions to enhance the workplace culture, we are investing more resources into Faculty/Departmental support. We recognize that the most impactful changes to your daily work experience happen within your immediate team.
We will be:
- Working alongside leaders to interpret area specific results more deeply.
- Providing leaders with the guidance and frameworks needed to co-create solutions alongside their teams.
- Working with senior leadership to embed mechanisms to track and realize changes at the Faculty/Departmental level.
Your Participation is Key
To provide specific results for your area/department, we need your participation. A strong response rate ensures that your area meets the privacy threshold to receive Faculty/Department specific results to drive change. Higher participation rates also allows for better, more accurate representation of our community’s experience of their workplace.
The University is committed to transparency and accountability
Just like in 2022, the summary of the University-wide results will be posted on this website and communicated to faculty and staff through a variety of mechanisms incuding mass e-mail and Campus People newsletter. Unit level reports will be shared in the Summer/Fall. To protect confidentiality, a minimum of 5 responses is required to share unit level reports.
Contact: EngagementSurvey@uwindsor.ca