Workplace Climate The Highlight Reel - PowerPoint Presentation

Slide1

Workplace Climate The Highlight Reel

CEACFebruary 22, 2012

Cooperative ExtensionSlide2

Workplace Climate

Aligning

Values

Operations

ProgrammingSlide3

Workplace Climate

Levels of Oppression: MAP

Personal

Cultural

Institutional

InterpersonalSlide4

Workplace Climate

Survey says…

Organization contributes…

Interventions needed…

Policies and expectations…Slide5

Workplace Climate

1997Slide6

Workplace Climate

“The only reason there are women of color in the offices is because of the grant program. The only reason they have these jobs is because they don’t meet the degree requirement.”Slide7

Workplace Climate

Strategic Alignment Survey - 2004

Respect: 20%

of respondents

Straightforwardness: 17% of respondents

Values that build trust: Improvements neededSlide8

Workplace Climate

Values Design Team Survey – 2007

“There are structures in place which divide rather than unite based on position classifications. I don’t quite know how that equates to values, but it is a reality that is an impediment to our best work.”Slide9

Workplace Climate

Qualitative analysis of work place climate survey

June 2011

Program Development and Evaluation

Kerry Zaleski and Jeffrey LewisSlide10

PURPOSE

To understand the existing issues affecting workplace climate in CE

To help you in your efforts to ensure that the environment is conducive to working, living and learningSlide11

BACKGROUNDSurvey designed and analyzed by Rankin and Associates

PDE Unit was asked to look deeper into open-ended questions to better understand staff’s perspective of key organizational issues related to climateSlide12

Methodology

Excel spreadsheets with qualitative data (entered by Rankin)No names attached to attached to # ID to protect confidentialityNvivo

09 + manual content analysis Coded and categorized emerging themes Themes were compared, discussed and agreed between Kerry and JefferySlide13

Data ANALYSIS and INTERPRETATION

Discussed particular themes, looked deeper into what people were sayingInterpreted meaning from organizational perspectiveUsed direct quotes to support themesSlide14

LimitationsPDE did not design survey

No access to raw data- could not identify CE specific responsesNo analysis by district or county

Data heavily weighted on state staff (19.3% of CE respondents)Quad counties had only 7% response rate Disability questions did not include HIVSlide15

PARTICIPATION of CE

# of respon-dantsPercent of total

Response rateUW Ext577100%

35%Coop, Exten.39969%43%Slide16

ID%

People with disabilities11%Women

71%Men28%Transgender

0%Heterosexual 92%Lesbian, gay, Bi-sexual or queer4%Participation by different IDsSlide17

PARTICIPATION BY RACE/ETHINC ID

Race/Ethnic ID% respondents

Response RateWhite/Caucasian91.7%38.3%

People of Color7%34%African American/Black2.3%25%Latino/a/Hispanic1.9%27.5%Native American0.9%50%Asian

0.9%9.1%Slide18
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Race/Ethnicity

% of Wisconsin population (2010 Census)% of UWEX

staffAfrican/American/Black6.3%

3.20%Asian2.30%3.40%Caucasian/White86.20%85.5%Latina/o/Hispanic5.90%2.40%

Native American Indian1%0.60%

Other/Unknown

2.40%

4.90%

DemograpHiC

comparisonsSlide21

FINDINGS85% of respondents took time to respond to at least one open-ended question.

Questions generating the most response: Reasons for considering leaving and/or reasons for staying with UWEX

(Q8)Job satisfaction and career progression (Q6)Comfort level with climate (Q4)Slide22

TYPES of REsponsesMost people who took time to respond to open answered questions expressed negative concerns

Sometimes this was coupled with positive observationsA few were indifferent about their feelings around climate, or felt the issue were out of anyone’s controlSlide23

POSITIVESImportance of work

Enjoy working with colleaguesBenefits Slide24

themesElitism, hierarchy and classism

Bullying and intimidationFeeling “stuck”Salary

Poor leadership/Lack of accountabilitySlide25

Elitism, hierarchy, classismStatements about unfair treatment, condescension, particularly toward

classified staff“Classified staff are like good servants-invisible”

“I usually feel no one really care how I’m doing…”“People are afraid to speak up” “No on listens. It’s like a dictatorship”Slide26

Bullying and intimidationDiscrimination, lack of protection from administration/leaders, blame, deflecting responsibility

Are staff clear about policies, protocol?

“ I have seen an increase in bullying and arrogance by administrators in the division. People are in tears on a frequent basis.”Slide27

Feeling “stuck”Lack of career progression

Inability to move up the ladderStress related to increased work load, reduction in take home payLimited in their roles

Uncertainty about where organization is headedNo where else to goSlide28

SALARYSecond most discussed issue for dissatisfaction

”Salary is way too low for the work performed”“pay has been stagnant for five years. Cost of things I need to live has increased”

“I am disappointed my career has not proved to be financially productive”Slide29

LeadershipFavoritismLack of accountability

Not feeling valued/appreciatedLack of support for new ideasVoices not being heard

Lack of support for professional developmentLack of trust“out of touch”Slide30

Thinking about your role as a leader…

How would you know if this was happening in your department?What would you do about it?

Why do these issues persist in light of our principles and values?Slide31

Some reasons Why is this importantPeople deserve fair treatment and reasonable opportunities for professional growth

Poor climate compromises the quality of workPeople unable to reach full potential

Organization does not make good use of employee knowledge, experience, creativity, and innovative ideasOrganization not able to reach wider audiences

Other?Slide32

Let’s look at one of the themesElitism

, classism, hierarchical structure

Colleagues who feel that their workplace contributions are not appreciated, respected or even known by those with more status and power. They are not asked to contribute ideas; their views and perspectives on workplace issues are not solicited or welcomed

.They feel “silenced” and treated as less valuable than higher status individuals and are often among our lowest paid colleagues, though not always. They report that higher status colleagues often do not know or seem to care about their experiences of working in the organization.Slide33

Elitism—key words“invisible”

“unknown”

“silenced” “afraid” “peons”

“inferior”Slide34

Questions to think about…

Now think about your circles of influence in CE—the vertical and horizontal relationships, responsibilities and activities that define your work in the organization. Slide35

Keeping in mind the asymmetrical power relationships within your circles…Do you know

the extent to which elitism is an issue within your circles?If so, how do you know? What are the

policies structures, processes, practices and/or relationships that help you know?

If not, why not and how might you go about finding out whether or not this is an issue?How do (or would) you respond to and change patterns of elitist behavior within your circles of influence?What is your role and responsibility for addressing this and other climate issues?How are you held accountable and by whom?Slide36

Workplace Climate

Within your circle of influence,

what’s your responsibility?Slide37

Workplace Climate

Lets not be chicken: Are there systems or structures in CE that contribute to climate concerns?Slide38

Workplace Climate

UW-Extension Policy on Discrimination, Harassment, and RetaliationSlide39

Workplace ClimateSlide40

Workplace ClimateSlide41

Workplace Climate

What are the consequences of

not

clearly communicating expectations?Slide42

Cooperative Extension