OSFI Employee Survey (ES) 2020
Final Report

Prepared for:
Office of the Superintendent of Financial Institutions (OSFI)
Supplier name: Environics Research
Contract Number: EP363-140002/006/CY
Contract Value: $75,650.11
Contract Award Date: August 26, 2020
Delivery Date: May 7, 2021

POR Registration Number: POR 028-20

For more information on this report, please contact OSFI at: information@osfi-bsif.gc.ca

Ce rapport est aussi disponible en français

Copyright

OSFI Employee Survey (ES) 2020

Final Report

Prepared for: Office of the Superintendent of Financial Institutions

Supplier name: Environics Research

August 2020

This public opinion research report presents the results of an online survey conducted by Environics Research on behalf of the Office of the Superintendent of Financial Institutions. The research was conducted with OSFI employees between November and December 2020.

Cette publication est aussi disponible en français sous le titre : Sondage auprès des employés (SE) du BSIF – édition 2020 Rapport final.

This publication may be reproduced for non-commercial purposes only. Prior written permission must be obtained from the Office of the Superintendent of Financial Institutions. For more information on this report, please contact the Office of the Superintendent of Financial Institutions at: information@osfi-bsif.gc.ca

Communications and Engagement
Office of the Superintendent of Financial Institutions
255 Albert St.
Ottawa, ON
K1A 0H2

Catalogue Number:
IN4-29/2020E-PDF

International Standard Book Number (ISBN):
ISBN 978-0-660-39077-2

Related publications (registration number: POR 028-20):
Catalogue Number IN4-29/2020F-PDF (Final Report, French)
ISBN 978-0-660-39078-9

© Her Majesty the Queen in Right of Canada, as represented by Minister of Finance Canada, 2021

Table of Contents

Executive Summary

The Office of the Superintendent of Financial Institutions (OSFI) Canada is the federal regulator and supervisor of approximately 1,800 financial institutions, including deposit-taking institutions, insurance companies and federally regulated private pensions plans. OSFI regularly conducts a survey of all eligible employees at four locations across Canada. The employee survey seeks to assess employee levels of satisfaction and to identify potential areas for improvement. Following each survey, OSFI has implemented improvements based on the feedback of employees and measured the effectiveness of those improvements in the subsequent survey. This report presents the 2020 findings and provides a discussion of these results in comparison to the 2019 OSFI employee survey.

The survey was made available in both official languages and was completed online by OSFI employees between November 9th – December 18th, 2020. The questionnaire explored various themes of employee satisfaction. Survey results are explored overall, in comparison to the previous years' results and by OSFI sector. An overall response rate of 80% was achieved. Since the survey attempted to include all employees (i.e., was conducted as a census), it is unnecessary to apply a margin of error to the survey results and the results are considered representative of the population of OSFI employees.

Summary of Findings

The results of this research will be used to help identify areas of improvement for OSFI going forward. The contract value for the project was $75,650.11 (including HST).

Political Neutrality Certification

This certification is to be submitted with the final report submitted to the Project Authority.

I hereby certify as a Representative of Environics Research Group that the deliverables fully comply with the Government of Canada political neutrality requirements outlined in the Policy on Communications and Federal Identity and the Directive on the Management of Communications.

Specifically, the deliverables do not include information on electoral voting intentions, political party preferences, standings with the electorate or ratings of the performance of a political party or its leaders.

Signed by: Tony Coulson (Group Vice President – Corporate & Public Affairs)

Introduction

The Office of the Superintendent of Financial Institutions (OSFI) employs over 800 people in four different locations (Ottawa, Toronto, Montreal and Vancouver) to meet its mandate as the federal regulator and supervisor of approximately 1,800 financial institutions, including deposit-taking institutions (e.g. banks), insurance companies (life and property & casualty) and federally regulated private pensions plans.

It is important to OSFI management to hear the opinions of employees, to understand if their needs are being met, and to solicit their suggestions for improvements. The Employee Survey (ES) seeks to assess employee levels of satisfaction and to identify potential areas for improvement. Following each survey, OSFI implements improvements based on the feedback of employees and measures the effectiveness of those improvements in the subsequent survey. As per OSFI's 2020-21 Departmental Plan, one of OSFI's key priorities is that "OSFI's agility and operational effectiveness are improved." Objectives related to this priority include nurturing a culture of high performance that embodies OSFI's values and encourages diversity of thought. The 2020 Employee Survey supported the goal of capturing this information.

The survey is designed to measure key areas that impact employee retention and engagement: e.g., my organization, my job, communication, immediate supervisor, senior management and wellbeing.
Other objectives include:

Methodology

The OSFI Employee Survey is an ongoing research project going back to 2005. Beginning with the 2017 wave, OSFI has conducted its Employee Survey on an annual basis to more quickly identify what works well and what could be improved, and to address any potential issues as they arise.

The survey was available for employee participation from November 9th – December 18th, 2020.

Following the initial email invitation from Environics to each employee's OSFI email address, four reminders were sent to non-responders. As well, internal communications support was provided within OSFI. In communications, employees were informed that their privacy would be respected throughout the research process. The survey was available to all employees in English and French.

Environics worked in consultation with OSFI to refine the 2020 survey. It contained a total of 95 closed-ended questions (12 of which are demographic questions) and one open ended (comment) question organized into six thematic sections (plus a section for demographics). Most questions are statements with 5 point agree/disagree scales. A total of 74 questions are comparable to 2019 and 21 questions are new or substantially modified and cannot be compared.

Response Rates

In total, 841 employees were invited to participate with 672 employees completing the survey for an overall response rate of 80%. The response rate differed among sectors; those in the Regulation Sector were the most likely to respond and those in the Superintendent's Office and Internal Audit sector were the least likely to. Among employees who responded, 23% chose not to identify their work unit (compared with 20% in 2019), effectively reducing the response rate in various sectors/groups. Most identified their sector/group, with only 10% not identifying any affiliation at all (compared to 9% in 2019).

The response rate was calculated for each sector by dividing the total number of responses for a sector by the total number of employees for that sector. Since some employees did not identify their sector, they are only included in the overall calculation where the total number of responses (672) is divided by the total number of OSFI employees (841). As a result, the response rate for any given sector may be higher than reported in Table 1 as the 64 employees who did not report their sector would otherwise be included in their response rate.

Since the survey attempted to include all employees (i.e., was conducted as a census) it is unnecessary to apply a margin of error to the survey results. There is limited potential for non-response bias where 80% of the population is included.

Table 1 – Response rate
Sector Number of Employees Completed Surveys Response Rate
Superintendent's Office and Internal Audit 33 15 45%
Corporate Services Sector 246 165 67%
Regulation Sector 124 102 82%
Deposit Taking Supervision Sector 122 97 80%
Risk Support Sector 153 112 73%
Chief Actuary's Office 38 30 79%
Insurance Supervision Sector 106 74 70%
Common Supervisory Services 19 13 69%
Prefer not to say - 64 -
Total 841 672 80%

Quality Control

The survey instrument was programmed on a secure server over the Internet. Individuals were provided with a hypertext link with a unique PIN embedded ensuring that only invited OSFI employees had access to the questionnaire. It also allowed them to go back into the survey to complete or change information and be automatically returned to the last question they responded to. Once the survey was completed, it was locked, which ensured that questionnaires could not be completed more than once.

The draft questionnaire was pre-tested online with eight employees at OSFI, including five in English and three in French.

Qualitative Analysis of Comments

A qualitative review highlights themes for each subject area of the survey. Each respondent had one opportunity to provide an open-ended response. Of the 672 completed surveys, 131 provided a valid open-ended comment to be shared with the executive committee (19% of respondents). Comments were flagged by subject area:

Table 2 – Number of comments by thematic area
Thematic Area # of comments
My organization 78
Senior management 76
Wellbeing 37
Communication 32
My immediate supervisor 20
My job 19
Other 28

How to Interpret the Results

Key Findings

Survey results were explored overall, in comparison to previous years' results, and by sector/group of OSFI. Of the eight sectors/groups, the highest concentration of employees who responded comes from Corporate Services at 25%. In terms of location, the concentration is largely split between Toronto (49%) and Ottawa (42%) with two per cent of respondents working in each of Montreal and Vancouver and a segment of survey respondents who chose not to indicate their location (5%).

There was a roughly even split among employees responding by gender (41% male, 44% female and 14% not providing a response). Employees with between two and 15 years of experience with OSFI make up the majority of the respondents at 58%, with 18% being newer employees (with less than two years at OSFI) and 13% having been with OSFI for more than 15 years. A large majority of those who responded are RE employees (71% with 17% being REX) and more than nine in ten (93%) chose to complete the survey in English (compared to 7% who chose to respond in French).

Table 3 - Sample distribution by key segments of the organization
Percent Count
Sector/Group
Corporate Services Sector 25% 165
Risk Support Sector 17% 112
Regulation Sector 15% 102
Deposit Taking Supervision Sector 14% 97
Insurance Supervision Sector 11% 74
Chief Actuary's Office 4% 30
Superintendent's Office and Internal Audit 2% 15
Common Supervisory Services 2% 13
Prefer not to say 10% 64
In which city do you work?
Toronto 49% 329
Ottawa 42% 282
Montreal 2% 15
Vancouver 2% 11
Prefer not to say 5% 35
Are you:
Male 41% 278
Female 44% 294
Other 1% 5
Prefer not to say 14% 95
Sexual orientation?
Heterosexual 71% 477
Homosexual (e.g. gay or lesbian) 3% 19
Bisexual 2% 12
Other 1% 8
Prefer not to say 23% 156
How long have you worked at OSFI?
Less than 2 years 18% 119
Between 2 to 15 years 58% 393
More than 15 years 13% 86
Prefer not to say 11% 74
Are you:
RE 71% 474
REX 17% 117
Prefer not to say 12% 81
Survey completion language
English 93% 625
French 7% 47

Across the 48 closed-ended scale questions in the survey, the average index score is 4.12. Those in Superintendent's Office and Internal Audit have the highest index score overall (4.34) while those in the Office of the Chief Actuary, Regulation Sector and Corporate Services have high index scores as well. The index scores in Deposit-taking Supervision and the Risk Support Sector are below the OSFI-wide average.

Table 4 - Overall mean by group
Sector/Group 2020* 2019
Superintendent's Office and Internal Audit 4.34 (n) 4.77
Office of the Chief Actuary 4.33 4.31
Regulation Sector 4.29 4.25
Corporate Services Sector 4.22 4.29
Common Supervisory Services** 4.12 4.22
Insurance Supervision Sector 4.12 4.20
OSFI Overall 4.12 4.18
Deposit-taking Supervision Sector 4.04 4.20
Risk Support Sector 3.98 4.07

*Note: The 2020 index scores provide means using the 5-point scale questions in 2020. It does not include the questions "I have intentions of looking for a job outside of OSFI within the next 12 months." and "Systemic barriers to inclusion exist at OSFI."

**Note: CSS reports to the Assistant Superintendent of RSS.

Table 5 provides an overall view of the results in each thematic section for each sector/group. Immediate Supervisor is the thematic area with the most positive scores while My Organization and Senior Management received lowest scores. Senior Management is the thematic area with the widest gap in scores among the sectors.

Table 5 – Overall results by group and thematic area
Risk Support Sector Common Supervisory Services Insurance Supervision Sector Deposit-taking Supervision Sector Regulation Sector Corporate Services Sector Office of the Chief Actuary Superintendent's Office & Internal Audit OSFI Overall
My organization 3.78 3.89 3.95 3.87 4.06 4.03 4.22 4.10 3.93
Communication 4.26 4.18 4.29 4.25 4.34 4.19 4.04 4.53 4.24
My immediate supervisor 4.25 4.59 4.30 4.31 4.56 4.47 4.57 4.61 4.38
Senior management 3.80 3.90 4.02 3.90 4.32 4.22 4.48 4.14 4.04
My job 4.05 4.10 4.11 4.11 4.32 4.33 4.33 4.48 4.19
Wellbeing 3.94 4.25 4.16 3.97 4.31 4.26 4.45 4.49 4.13

Detailed Findings

My Organization

Summary

Table 6 – 2020 results for My Organization
My Organization Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
The training offered by OSFI is available in the official language of my choice. 86% 9% 3% 2% 1%
I have positive working relationships with my co-workers. 73% 23% 2% 1% 1%
I feel I contribute to the success of our organization. 58% 32% 7% 3% 1%
OSFI is doing a good job communicating organizational changes. 47% 35% 7% 8% 2%
OSFI implements activities and practices that support a diverse workplace. 44% 36% 11% 7% 2%
OSFI works hard to create a workplace that prevents discrimination. 38% 34% 17% 7% 3%
I get the support that I need to manage my career. 38% 35% 13% 8% 5%
OSFI is doing a good job providing tools and other resources to support employees through change. 34% 38% 14% 11% 4%
OSFI is doing a good job providing change management training. 32% 37% 18% 10% 3%
OSFI is doing a good job providing opportunities to discuss change initiatives. 29% 39% 15% 15% 3%
Compared to last year, OSFI is a more inclusive workplace.* 25% 35% 31% 6% 3%
The performance management process has been useful in helping me to perform well.* 21% 33% 20% 16% 11%
The process of selecting a person for a position is transparent at OSFI.* 18% 22% 18% 24% 18%
I feel I can initiate a formal recourse process without fear of reprisal. 18% 23% 20% 20% 18%
Systemic barriers to inclusion exist at OSFI.* 16% 26% 20% 19% 18%
*Note: This is a new question in 2020.
Table 7 – Comparison results for My Organization
My Organization 2020 % Strongly Agree 2019 % Strongly Agree 2020 Mean 2019 Mean
The training offered by OSFI is available in the official language of my choice. 86% 84% 4.76 4.76
I have positive working relationships with my co-workers. 73% 73% 4.66 4.65
I feel I contribute to the success of our organization. 58% 57% 4.41 4.37
OSFI is doing a good job communicating organizational changes. 47% 42% 4.16 4.09
OSFI implements activities and practices that support a diverse workplace. 44% 57% 4.13 (n) 4.32
OSFI works hard to create a workplace that prevents discrimination. 38% 48% 3.96 4.18
I get the support that I need to manage my career. 38% 39% 3.93 3.88
OSFI is doing a good job providing tools and other resources to support employees through change. 34% 29% 3.88 3.83
OSFI is doing a good job providing change management training. 32% 49% 3.84 (n) 4.20
OSFI is doing a good job providing opportunities to discuss change initiatives. 29% 32% 3.75 3.83
Compared to last year, OSFI is a more inclusive workplace.* 25% - 3.75 -
The performance management process has been useful in helping me to perform well.* 21% - 3.37 -
The process of selecting a person for a position is transparent at OSFI.* 18% - 2.97 -
I feel I can initiate a formal recourse process without fear of reprisal. 18% 21% 3.03 3.12
Systemic barriers to inclusion exist at OSFI.* 16% - 3.02 -
*Note: This is a new question in 2020.
Table 8 – Intentions of looking for a job outside OSFI
I have intentions of looking for a job outside of OSFI within the next 12 months. 2020 2019
Strongly agree 8% 12%
Somewhat agree 12% 11%
Neither disagree nor agree 15% 19%
Somewhat disagree 15% 12%
Strongly disagree 49% 46%
Mean 2.15 (n) 2.32
Table 9 – Reasons for looking for a job outside OSFI
Reasons why they are looking for a job outside of OSFI*
(among those who agree they have intentions of looking for a job outside of OSFI in the next 12 months)		 2020
(n=122)		 2019
(n=124)
No growth opportunities 65% 62%
Feeling undervalued 45% 52%
Poor leadership at senior levels 35% 37%
Lack of employee recognition 34% 33%
Time for a change 34% 27%
Seeking a different experience 32% 25%
Compensation and benefits 31% 25%
Feeling disengaged 30% 19%
OSFI's culture/workplace 29% 30%
Feeling overworked 25% 18%
Dissatisfied with relationship with immediate supervisor 20% 20%
Job not meeting expectations 11% 14%
No access to Flexible Work Arrangements 6% 15%
Other 12% 15%
Prefer not to say 2% 8%
Table 10 – 2020 results for collaboration at OSFI
How frequently do you see examples of collaboration at OSFI…?" Very frequently Somewhat frequently Not very frequently Not at all frequently
Between colleagues 78% 19% 3% <1%
Between managers 50% 38% 11% 1%
Between divisions 29% 46% 22% 3%
Between OSFI's offices 25% 39% 28% 8%
Between sectors 21% 41% 30% 9%
Table 11– Comparison results for collaboration at OSFI
How frequently do you see examples of collaboration at OSFI…?" 2020 % Very frequently 2019% Very frequently 2020 Mean* 2019 Mean*
Between colleagues 78% 72% 3.74 (n) 3.65
Between managers 50% 50% 3.38 3.33
Between divisions 29% 28% 3.00 2.96
Between OSFI's offices 25% 23% 2.81 2.76
Between sectors 21% 20% 2.74 2.70
*Note: 4-points scale question mean.
Table 12 – Ability to attend available training opportunities
How often are you able to attend training opportunities that are available at OSFI? 2020 2019
Regularly 46% 48%
Occasionally 41% 42%
Rarely 12% 10%
Never <1% <1%
Mean* 3.34 3.36
*Note: 4-points scale question mean.
Table 13 – Barriers to attending training
Barriers to ability to attend training
(Those who report not being able to attend training opportunities regularly)		 2020
(n=358)		 2019
(n=318)
Workload 84% 77%
Relevant training is not available 34% 35%
Training in a relevant/appropriate format not available* 12% -
Manager's approval not received 4% 7%
Other (schedule conflicts, budget, etc.) 11% 14%
Don't know 2% 3%
Prefer not to say 1% 1%
*Note: This is a new option in 2020.

Comment Analysis

A total of 78 open-ended comments involved My Organization.

Communication

Summary

Table 14 – 2020 results for Communication
Communication Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
When I communicate with my immediate supervisor I feel free to use the official language of my choice. 88% 6% 3% 1% 2%
When I prepare written material for internal purposes, including electronic mail, I feel free to use the official language of my choice. 81% 7% 3% 4% 5%
During meetings with my team, I feel free to use the official language of my choice. 80% 8% 4% 5% 4%
I am kept informed about issues affecting my team. 46% 35% 7% 9% 2%
I understand how OSFI's Strategic Plan relates to my role. 40% 39% 12% 6% 3%
Communications from OSFI's Executive Committee keep me informed about issues that matter to me. 30% 45% 14% 8% 3%
Communication is effective between teams within my Sector/group. 27% 45% 12% 14% 3%
Table 15 – Comparison results for Communication
Communication 2020 % Strongly Agree 2019 % Strongly Agree 2020 Mean 2019 Mean
When I communicate with my immediate supervisor, I feel free to use the official language of my choice. 88% 90% 4.76 4.79
When I prepare written material for internal purposes, including electronic mail, I feel free to use the official language of my choice. 81% 79% 4.55 4.56
During meetings with my team, I feel free to use the official language of my choice. 80% 80% 4.54 4.55
I am kept informed about issues affecting my team. 46% 42% 4.15 4.03
I understand how OSFI's Strategic Plan relates to my role. 40% 39% 4.06 4.02
Communications from OSFI's Executive Committee keep me informed about issues that matter to me. 30% 26% 3.91 (n) 3.80
Communication is effective between teams within my Sector/group. 27% 28% 3.80 3.70

Comment Analysis

A total of 32 open-ended comments involved Communication.

Leadership: Immediate Supervisor

Summary

Table 16 – 2020 results for Leadership: Immediate Supervisor
Leadership: Immediate Supervisor Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
Treats employees with respects.* 74% 16% 5% 3% 3%
Appreciates my work. 69% 21% 4% 3% 3%
Is open to the suggestions of his/her employees. 69% 20% 5% 3% 3%
Creates an inclusive workplace. 69% 18% 6% 4% 3%
Leads by example.* 60% 22% 7% 6% 4%
I am confident approaching my immediate supervisor about concerns without fear of reprisal. 59% 23% 8% 5% 5%
Is a good leader. 58% 23% 9% 6% 3%
The feedback from my immediate supervisor helps me improve my work performance. 56% 24% 11% 6% 4%
*Note: This is a new question in 2020.
Table 17 – Comparison results for Leadership: Immediate Supervisor
Leadership: Immediate Supervisor 2020 % Strongly Agree 2019 % Strongly Agree 2020
Mean		 2019 Mean
Treats employees with respects.* 74% - 4.54 -
Appreciates my work. 69% 71% 4.49 4.51
Is open to the suggestions of his/her employees. 69% 69% 4.49 4.44
Creates an inclusive workplace. 69% 68% 4.45 4.41
Leads by example.* 60% - 4.31 -
I am confident approaching my immediate supervisor about concerns without fear of reprisal. 59% 63% 4.24 4.34
Is a good leader. 58% 60% 4.27 4.25
The feedback from my immediate supervisor helps me improve my work performance. 56% 58% 4.23 4.23
*Note: This is a new question in 2020.
Table 18 – 2020 direct reports and support received
Direct reports
Do you currently have any employees who report to you directly (i.e., direct reports)?		 2020 2019
Yes 34% 31%
No 57% 60%
Not applicable 8% 9%
Support received
I receive the support I need to address unsatisfactory performance issues
(among those who have direct reports)		 2020
(n=230)		 2019
(n=188)
Yes 67% 70%
No 8% 8%
Not applicable 26% 22%
Support received
I have access to resources to support employees on my team experiencing personal challenges
(among those who have direct reports)		 2020
(n=230)		 2019
(n=188)
Yes 77% 79%
No 7% 4%
Not applicable 17% 17%

Comment Analysis

A total of 20 open-ended comments involved My Immediate Supervisor.

Leadership: Senior Management

Summary

Table 19– 2020 results for Leadership: Executive Committee
Leadership: Executive Committee Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
I have confidence in the Executive Committee to lead OSFI. 52% 32% 10% 4% 2%
OSFI's Executive Committee treats employees with respect.* 51% 35% 10% 3% 1%
OSFI's Executive Committee leads by example.* 37% 36% 15% 8% 4%
*Note: This is a new question in 2020.
Table 20– Comparison results for Leadership: Executive Committee
Leadership: Executive Committee 2020 % Strongly Agree 2019 % Strongly Agree 2020 Mean 2019 Mean
I have confidence in the Executive Committee to lead OSFI. 52% 46% 4.29 (n) 4.16
OSFI's Executive Committee treats employees with respect.* 51% - 4.30 -
OSFI's Executive Committee leads by example.* 37% - 3.96 -
*Note: This is a new question in 2020.
Table 21– 2020 results for Leadership: Senior Management
Leadership: Senior Management Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
OSFI's Senior Management Team treats employees with respect. 44% 37% 9% 7% 2%
I have confidence in the Senior Management Team to lead OSFI. 43% 36% 11% 7% 3%
I believe Senior Management is engaged with OSFI staff. 37% 40% 11% 9% 3%
OSFI's Senior Management Team leads by example.* 31% 40% 14% 12% 4%
The actions taken in my sector as a result of the Employee Survey have had a positive impact on the work environment. 25% 29% 29% 10% 6%
*Note: This is a new question in 2020.
Table 22– Comparison results for Leadership: Senior Management
Leadership: Senior Management 2020 % Strongly Agree 2019 % Strongly Agree 2020 Mean 2019 Mean
OSFI's Senior Management Team treats employees with respect. 44% 50% 4.16 4.19
I have confidence in the Senior Management Team to lead OSFI. 43% 40% 4.11 4.01
I believe Senior Management is engaged with OSFI staff. 37% 37% 3.98 3.90
OSFI's Senior Management Team leads by example.* 31% - 3.81 -
The actions taken in my sector as a result of the Employee Survey have had a positive impact on the work environment. 25% 31% 3.59 (n) 3.76
*Note: This is a new question in 2020.
Table 23– Senior management as role models for One Office
In general, would you say that senior managers are role models for OSFI's One Office? 2020 2019
Definitely 26% 23%
Somewhat 46% 40%
Not really 14% 19%
Not at all 4% 5%
Don't know 10% 12%
Mean 3.05 (n) 2.93

Comment Analysis

A total of 76 open-ended comments involved Senior Management.

My Job

Summary

Table 24– 2020 results for My Job
My Job Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
I am proud of the contributions my work makes to OSFI. 64% 25% 7% 1% 2%
I am encouraged to be innovative or take initiative in my work. 53% 29% 8% 6% 4%
My position makes good use of my personal strengths. 49% 34% 7% 7% 4%
I get the coaching I need to do my job well. 37% 33% 14% 11% 5%
Table 25 – Comparison results for My Job
My Job 2020 % Strongly Agree 2019 % Strongly Agree 2020 Mean 2019 Mean
I am proud of the contributions my work makes to OSFI. 64% 67% 4.49 4.51
I am encouraged to be innovative or take initiative in my work. 53% 54% 4.21 4.19
My position makes good use of my personal strengths. 49% 50% 4.17 4.17
I get the coaching I need to do my job well. 37% 41% 3.87 3.95

Comment Analysis

A total of 19 open-ended comments involved My Job.

Wellbeing

Summary

Table 26– 2020 results for Wellbeing
Wellbeing Strongly agree Somewhat agree Neither disagree nor agree Somewhat disagree Strongly disagree
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed. 70% 19% 5% 3% 3%
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work. 58% 28% 5% 6% 3%
My work unit offers an environment where I feel confident to speak up and express my opinions. 51% 30% 8% 8% 3%
I feel I am able to bring my whole self to work.* 48% 26% 12% 9% 5%
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life. 45% 33% 13% 6% 3%
OSFI does a good job of raising awareness of mental health in the workplace. 37% 39% 13% 7% 4%
My work-related stress is manageable. 34% 36% 11% 14% 5%
*Note: This is a new question in 2020.
Table 27– Comparison results for Wellbeing
Wellbeing 2020% Strongly Agree 2019 % Strongly Agree 2020 Mean 2019 Mean
My immediate supervisor supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed. 70% 73% 4.51 4.53
I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work. 58% 63% 4.34 (n) 4.45
My work unit offers an environment where I feel confident to speak up and express my opinions. 51% 55% 4.17 4.23
I feel I am able to bring my whole self to work.* 48% - 4.02 -
OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life. 45% 50% 4.12 4.20
OSFI does a good job of raising awareness of mental health in the workplace. 37% 39% 3.98 4.05
My work-related stress is manageable. 34% 41% 3.80 (n) 4.01
*Note: This is a new question in 2020.
Table 28– Been the victim of discrimination
Have you been the victim of discrimination on the job in the past year? 2020 2019
Yes 7% 7%
No 93% 93%
Table 29– Experience with discrimination
Source of discrimination
(those who have been the victim of discrimination)		 2020
(n=47)		 2019
(n=42)
Senior management 40% 55%
My immediate supervisor 32% 31%
My Director 30% 19%
Co-workers 21% 19%
Individuals from other departments or agencies 9% 5%
Superintendent, Assistant Superintendents 6% 10%
Other 11% 10%
Prefer not to say 15% 21%
Reason for discrimination
(those who have been the victim of discrimination)		 2020
(n=47)		 2019
(n=42)
Race 32% 26%
Sex 28% 10%
Age 23% 31%
National or ethnic origin 23% 21%
Family status 17% 7%
Colour 15% 17%
Disability or illness 11% 10%
Marital status 9% 7%
Religion 4% 5%
Sexual orientation 4% -
Gender identity or expression 2% 5%
Other 19% 12%
Prefer not to day 13% 33%
Did you know where to go for assistance?
(among those who experienced discrimination)		 2020 2019
Yes 66% 52%
No 34% 48%
What action(s) did you take to address the discrimination you experienced? (among those who experienced discrimination) 2020
(n=47)		 2019
(n=42)
Discussed the matter with my director 15% 12%
Discussed the matter with the person(s) from whom I experienced the discrimination 15% 5%
Discussed the matter with my union representative 15% 5%
Discussed the matter with my immediate supervisor or a senior manager 13% 14%
Contacted a human resource professional 6% 2%
I used an informal conflict resolution process 4% 2%
Resolved the matter informally on my own 2% 10%
Other 9% 5%
I took no action 43% 40%
Prefer not to say 19% 33%
Table 30– Been the victim of micro-aggressions
Have you been the victim of micro-aggressions on the job in the past year?* %
Yes 15%
No 85%
*Note: This is a new question in 2020.
Table 31– Experience with micro-aggressions
Source of micro-aggressions*
(those who have been the victim of micro-aggressions, n=98)		 %
Co-workers 40%
Senior management 31%
My immediate supervisor 26%
My Director 17%
Superintendent, Assistant Superintendents 7%
Individuals from other departments or agencies 6%
My direct reports 3%
Individuals from the institutions that we regulate 1%
Other 2%
Prefer not to say 21%
Did you know where to go for assistance?*
(among those who experienced micro-aggressions n=98)		 %
Yes 61%
No 39%
Actions taken*
(those who have been the victim of micro-aggressions, n=98)		 %
Discussed the matter with my immediate supervisor or a senior manager 21%
Discussed the matter with the person(s) from whom I experienced micro-aggression(s) 9%
Discussed the matter with my director 7%
Resolved the matter informally on my own 6%
Discussed the matter with my union representative 3%
Contacted a human resource professional 3%
I used an informal conflict resolution process 3%
Filed a grievance/complaint 1%
Other 5%
I took no action 48%
Prefer not to say 16%
*Note: This is a new question in 2020.
Table 32– Been the victim of harassment
Have you been the victim of harassment on the job in the past year? 2020
(n=33)		 2019
(n=41)
Yes 5% 7%
No 95% 93%
Table 33– Experience with harassment
Source of harassment
(those who have been the victim of harassment)		 2020
(n=33)		 2019
(n=41)
My immediate supervisor 33% 41%
Senior management 27% 24%
Co-workers 27% 20%
My Director 24% 15%
Superintendent, Assistant Superintendents 6% 7%
Individuals from other departments or agencies 3% 15%
My direct reports 3% -
Other - 5%
Prefer not to say 9% 27%
Nature of harassment
(those who have been the victim of harassment)		 2020
(n=33)		 2019
(n=41)
Being excluded or being ignored 52% 37%
Unfair treatment 48% 59%
Aggressive behaviour 48% 51%
Excessive control 42% 41%
Offensive remark 36% 32%
Humiliation 33% 44%
Personal attack 33% 29%
Interference with work or withholding resources 21% 22%
Threat 15% 15%
Sexual comment or gesture 9% 2%
Yelling or shouting 6% 12%
Physical violence - 2%
Other 12% 12%
Prefer not to say 3% 5%
Did you know where to go for assistance?
(among those who experienced harassment)		 2020
(n=33)		 2019
(n=41)
Yes 64% 61%
No 36% 39%
Actions taken
(those who have been the victim of harassment)		 2020
(n=33)		 2019
(n=41)
Discussed the matter with my immediate supervisor or a senior manager 42% 22%
Discussed the matter with the person(s) from whom I experienced the harassment 12% 15%
Discussed the matter with my director 12% 12%
I used an informal conflict resolution process 6% 12%
Discussed the matter with my union representative 6% 10%
Contacted a human resource professional 6% 5%
Resolved the matter informally on my own 6% 2%
Other 18% 7%
I took no action 21% 37%
Prefer not to say 15% 22%
Table 34– Flexible work arrangements
Do you use any of the following flexible work arrangements (FWA)? 2020 2019
I do not use FWA 60% 30%
Employees who use any FWA 28% 61%
Flexible Work Schedule 20% 16%
Compressed Work Week 6% 7%
Banked Time 4% 6%
Leave with Income Averaging 1% 2%
Working From Home* - 52%
Pre-retirement Transition Leave <1% <1%
Prefer not to say 11% 9%
Reason for not using FWA
(among those who do not use FWA)		 2020
(n=406)		 2019
(n=182)
I am not interested in any FWA 62% 45%
I do not feel that it would be supported 18% 32%
My request for an FWA was denied 1% 3%
Prefer not to say 19% 20%
*Note: Working from home was removed from the list of options this year given that a majority of employees continue to work from home.
Table 35– Leadership development program
Have you participated in OSFI's Leadership Development Program?*
(among REX only)		 2020
(n=117)		 2019
(n=106)
Yes 90% 74%
No 8% 23%
Prefer not to say 3% 4%
Do you understand the Leadership Role Model and the behaviours expected at the REX level?*
(among REX only)		 2020
(n=105)		 2019
(n=78)
Yes 100% 100%
No 0% 0%
Have you observed positive leadership behavioural changes in REXs in the last year? 2020 2019**
Yes 34% 43%
No 24% 38%
Prefer not to say 4% 19%
Don't know 39% -

*Note: The Leadership Development Program is available only to REX employees.

**Note: The 2019 response options did not include a "Don't know" option. The change in the response scale may impact comparability.

Comment Analysis

A total of 37 open-ended comments involved Wellbeing.

Appendix A: Email Invitation

SUBJECT: 2020 OSFI Employee Survey / Sondage auprès des employés du BSIF – Édition 2020

Dear Employee,

Environics has been commissioned by the Office of the Superintendent of Financial Institutions (OSFI) to conduct its 2020 Employee Survey.

This survey is designed to gather the feedback of OSFI employees about various aspects of their working environment.

Your participation is voluntary and any responses provided will be kept strictly confidential. OSFI, through Environics, will be collecting and using your personal survey responses for the purposes of operational planning and to guide decision making by Senior Management. Both aggregated survey results and verbatim comments may be disclosed to OSFI Senior Management (EC and REX-08 and above) to assess and address specific organizational matters in a use consistent with subsection 8(2) Privacy Act.

The survey will take about 20 minutes of your time and you can complete it at your convenience. You are able to leave and re-enter the survey re-commencing at the place in the questionnaire where you last left off.

Please complete the survey by December 11.

Results of the survey will be shared with OSFI employees in the winter.

To begin the survey, click on the link below

<LINK>

If the link above does not work please copy the URL into your browser.

Note : This link is unique to your email address, therefore please DO NOT FORWARD this message or your link to anyone else.

If you have any questions about the survey, please contact me at tony.coulson@environics.ca. All contacts will be held in confidence.

Thank you in advance for your participation.

Tony Coulson
Group Vice President
Environics Research

SUJET: Sondage auprès des employés du BSIF – Édition 2020 / 2020 OSFI Employee Survey

Bonjour,

Le Bureau du surintendant des institutions financières (BSIF) a confié l'administration de l'édition 2020 de son sondage auprès des employés au cabinet Environics.

Ce sondage a pour but de recueillir le point de vue des employés du BSIF au sujet de divers aspects de leur travail.

Votre participation au sondage est volontaire et vos réponses demeureront strictement confidentielles. Le BSIF, par l'entremise d'Environics, recueillera et utilisera vos réponses aux sondages, lesquelles serviront de fondement à la planification opérationnelle et à la prise de décision par la haute direction (niveaux REX-08 et supérieurs). Les résultats agrégés du sondage et les commentaires pourraient être communiqués à la haute direction du BSIF afin d'évaluer des questions organisationnelles particulières et d'y donner suite. Dans un tel cas, l'utilisation respecterait le paragraphe 8 (2) de la Loi sur la protection des renseignements personnels.

Il ne vous faudra qu'une vingtaine de minutes pour le remplir au moment qui vous conviendra. Vous pourrez quitter le sondage pour y revenir plus tard, et reprendre à l'endroit même où vous étiez en le quittant.

Veuillez répondre au sondage d'ici le 11 décembre.

Les résultats du sondage seront communiqués aux employés du BSIF à l'hiver.

Pour commencer le sondage, cliquez sur le lien ci-dessous :

<LINK>

Si le lien ci-dessus ne fonctionne pas, veuillez copier l'adresse URL dans votre navigateur.

Note : Ce lien unique est associé à votre courriel. Veuillez donc NE PAS FAIRE PARVENIR ce message ou ce lien à quelqu'un d'autre.

Si vous avez des questions sur le sondage, communiquez avec moi à tony.coulson@environics.ca. Tous les appels demeureront confidentiels.

Nous vous remercions à l'avance de votre participation.

Tony Coulson
Vice-président
Environics Research

Appendix B: Email Reminder

SUBJECT: Reminder: 2020 OSFI Employee Survey / Rappel : Sondage auprès des employés du BSIF – Édition 2020

Dear Employee,

On November 9, you received an email from Environics, the firm commissioned by OSFI to conduct the 2020 Employee Survey.

Your input is important. This survey is designed to gather the feedback of OSFI employees about various aspects of their working environment.

Your participation is voluntary any responses provided will be kept strictly confidential. OSFI, through Environics, will be collecting and using your personal survey responses for the purposes of operational planning and to guide decision making by Senior Management. Both aggregated survey results and verbatim comments may be disclosed to OSFI Senior Management (EC and REX-08 and above) to assess and address specific organizational matters in a use consistent with subsection 8(2) Privacy Act.

The survey will take about 20 minutes of your time and you can complete it at your convenience. You are able to leave and re-enter the survey re-commencing at the place in the questionnaire where you last left off.

This is a reminder to please complete the survey by December 11.

Results of the survey will be shared with OSFI employees in the winter.

To begin the survey, click on the link below. If the link does not work, please copy the URL directly into your browser.

<LINK>

Note : This link is unique to your email address, therefore please DO NOT FORWARD this message or your link to anyone else.

If you have any questions about the survey, please contact me at tony.coulson@environics.ca. All contacts will be held in confidence.

Thank you in advance for your participation.

Tony Coulson
Group Vice President
Environics Research

SUJET: Rappel : Sondage auprès des employés du BSIF – Édition 2020 / Reminder: 2020 OSFI Employee Survey

Bonjour,

Le 9 novembre, vous avez reçu un courriel d'Environics, le cabinet auquel le BSIF a confié l'administration de l'édition 2020 de son sondage auprès des employés.

Votre opinion est importante. Ce sondage a pour but de recueillir le point de vue des employés du BSIF au sujet de divers aspects de leur travail.

Votre participation au sondage est volontaire et vos réponses demeureront strictement confidentielles. Le BSIF, par l'entremise d'Environics, recueillera et utilisera vos réponses aux sondages, lesquelles serviront de fondement à la planification opérationnelle et à la prise de décision par la haute direction (niveaux REX-08 et supérieurs). Les résultats agrégés du sondage et les commentaires pourraient être communiqués à la haute direction du BSIF afin d'évaluer des questions organisationnelles particulières et d'y donner suite. Dans un tel cas, l'utilisation respecterait le paragraphe 8 (2) de la Loi sur la protection des renseignements personnels.

Il ne vous faudra qu'une vingtaine de minutes pour le remplir au moment qui vous conviendra. Vous pourrez quitter le sondage pour y revenir plus tard, et reprendre à l'endroit même où vous étiez en le quittant.

Nous vous rappelons de bien vouloir répondre au sondage d'ici le 11 décembre.

Les résultats du sondage seront communiqués aux employés du BSIF à l'hiver.

Pour commencer le sondage, cliquez sur le lien ci-dessous. Si le lien ne fonctionne pas, veuillez copier l'adresse URL directement dans votre navigateur.

<LINK>

Note : Ce lien unique est associé à votre courriel. Veuillez donc NE PAS FAIRE PARVENIR ce message ou ce lien à quelqu'un d'autre.

Si vous avez des questions sur le sondage, communiquez avec moi à tony.coulson@environics.ca. Tous les appels demeureront confidentiels.

Nous vous remercions à l'avance de votre participation.

Tony Coulson
Vice-président
Environics Research

Appendix C: Deadline Extension Email

SUBJECT: DEADLINE EXTENDED: 2020 OSFI Employee Survey / DATE LIMITE REPORTÉE : Sondage auprès des employés du BSIF – Édition 2020

Dear Employee,

The deadline for the 2020 OSFI employee survey has been extended because your input is important. Please complete the survey by December 18

This survey is designed to gather the feedback of OSFI employees about various aspects of their working environment.

Your participation is voluntary any responses provided will be kept strictly confidential. OSFI, through Environics, will be collecting and using your personal survey responses for the purposes of operational planning and to guide decision making by Senior Management. Both aggregated survey results and verbatim comments may be disclosed to OSFI Senior Management (EC and REX-08 and above) to assess and address specific organizational matters in a use consistent with subsection 8(2) Privacy Act.

The survey will take about 20 minutes of your time and you can complete it at your convenience. You are able to leave and re-enter the survey re-commencing at the place in the questionnaire where you last left off.

Results of the survey will be shared with OSFI employees in the winter.

To begin the survey, click on the link below. If the link does not work, please copy the URL directly into your browser.

<LINK>

Note : This link is unique to your email address, therefore please DO NOT FORWARD this message or your link to anyone else.

If you have any questions about the survey, please contact me at tony.coulson@environics.ca. All contacts will be held in confidence.

Thank you in advance for your participation.

Tony Coulson
Group Vice President
Environics Research

SUJET: DATE LIMITE REPORTÉE : Sondage auprès des employés du BSIF – Édition 2020 / DEADLINE EXTENDED: 2020 OSFI Employee Survey

Bonjour,

La date limite pour répondre au questionnaire de l'édition 2020 du sondage auprès des employés est remise de quelques jours parce que votre opinion compte. Nous vous demandons de bien vouloir nous transmettre vos réponses d'ici le 18 décembre.

Ce sondage a pour but de recueillir le point de vue des employés du BSIF au sujet de divers aspects de leur travail.

Votre participation au sondage est volontaire et vos réponses demeureront strictement confidentielles. Le BSIF, par l'entremise d'Environics, recueillera et utilisera vos réponses aux sondages, lesquelles serviront de fondement à la planification opérationnelle et à la prise de décision par la haute direction (niveaux REX-08 et supérieurs). Les résultats agrégés du sondage et les commentaires pourraient être communiqués à la haute direction du BSIF afin d'évaluer des questions organisationnelles particulières et d'y donner suite. Dans un tel cas, l'utilisation respecterait le paragraphe 8 (2) de la Loi sur la protection des renseignements personnels.

Il ne vous faudra qu'une vingtaine de minutes pour le remplir au moment qui vous conviendra. Vous pourrez quitter le sondage pour y revenir plus tard, et reprendre à l'endroit même où vous étiez en le quittant.

Les résultats du sondage seront communiqués aux employés du BSIF à l'hiver.

Pour commencer le sondage, cliquez sur le lien ci-dessous. Si le lien ne fonctionne pas, veuillez copier l'adresse URL directement dans votre navigateur.

<LINK>

Note : Ce lien unique est associé à votre courriel. Veuillez donc NE PAS FAIRE PARVENIR ce message ou ce lien à quelqu'un d'autre.

Si vous avez des questions sur le sondage, communiquez avec moi à tony.coulson@environics.ca. Tous les appels demeureront confidentiels.

Nous vous remercions à l'avance de votre participation.

Tony Coulson
Vice-président
Environics Research

Appendix D: Survey Instrument: English

Welcome to the 2020 OSFI Employee Survey / Bienvenue au sondage auprès des employés du BSIF - édition 2020

Please select your preferred language / Veuillez cocher la langue de votre choix :

Your views are important!

This survey is designed to gather the feedback of OSFI employees about various aspects of their working environment. The Executive Committee at OSFI wants to know what is going well and what improvements can be made and is committed to acting on your input and ideas.

Please note that the link within the email invitation you received is unique to you; please do not share your link with others.

The value of this survey relies entirely on the candid participation of employees like yourself. Towards the end of the survey, you will be given the opportunity to provide additional thoughts, comments or observations and you will be asked if you wish to provide consent for the sharing of your comments with OSFI Senior Management (REX-08 and above). Your responses will be kept strictly confidential. Comments will only be provided to the Senior Management team as a roll up at the OSFI level.

The deadline to complete the survey is December 11th.

Your privacy will be respected

The collection of survey information is done in accordance with s. 13 of the OSFI Act. Any personal information collected will only be used and disclosed in accordance with the provisions of the federal Privacy Act.

Additionally, in accordance with industry and government research standards, Environics WILL NOT divulge individual survey responses to anyone at OSFI; only summary reports of aggregate data will be provided as well as verbatim comments rolled up at the OSFI level. Please click here (insert LINK) to view the Environics privacy statement.

While OSFI has utilized the services of a 3rd party private sector company to collect survey responses, at no time will OSFI have access to responses in such a manner that an OSFI employee could be identified.

How to complete the survey

This survey consists of seven sections and will take about 20 minutes of your time.

You can complete the survey all at once, or you may do it in sections, as your answers will be saved and you will be brought to your last screen when you return.

Definitions to some terms are provided. Click here (new window) to see the complete list.

All questions have a "Don't know / Not applicable" response option. Please select this option if you feel you do not have enough knowledge to answer the question, or if you feel the question does not apply to your situation.

How to contact us

If you have any questions on how to complete the survey or about the survey content (i.e., its purpose, timing, reasons for specific questions), please contact Tony Coulson at Tony.Coulson@environics.ca.

NOTE: UNLESS OTHERWISE INDICATED, THE SCALE FOR ALL QUESTIONS IS:

Strongly disagree
Somewhat disagree
Neither disagree nor agree
Somewhat agree
Strongly agree
Don't know
Not applicable

SECTION I: MY ORGANIZATION

Please indicate your level of agreement with each statement.

OSFI is doing a good job:

Q1.Communicating organizational changes

Q2. Providing opportunities to discuss change initiatives

Q3. Providing change management training

Q4. Providing tools and other resources to support employees through change

Q5. How frequently do you see examples of collaboration at OSFI?

  1. Between colleagues
  2. Between managers
  3. Between divisions
  4. Between sectors
  5. Between OSFI's offices

Q6. OSFI implements activities and practices that support a diverse* workplace.
* A diverse workplace includes everyone, regardless of race, national or ethnic origin, colour, disability, sex, sexual orientation, gender identity or expression, marital status or family status, religion, age, language, culture background, interests, views or other dimensions. It encompasses all the differences between colleagues' personal and professional identity.

Q7. Systemic barriers** to inclusion exist at OSFI.
** Systemic barriers are defined as systems, policies or practices that result in some individuals from underrepresented groups receiving unequal access to or being excluded from participation within employment, services or programs. These barriers are systemic in nature, meaning that they result from institutional level practices, policies, traditions and/or values that may be "unintended" or "unseen" but that have serious and long-lasting impacts on the lives of those affected (e.g., on their career trajectories).

Q8. Compared to last year, OSFI is a more inclusive*** workplace.
*** Inclusion is about creating a culture that strives for equity and embraces, respects, accepts and values difference. It is about creating an environment where employees feel comfortable to bring their whole self to work.

Q9. I feel I can initiate a formal recourse process (e.g., grievance, complaint, appeal) without fear of reprisal.

Q10. OSFI works hard to create a workplace that prevents discrimination.

Q11. The performance management process has been useful in helping me to perform well.

Q12. The process of selecting a person for a position is transparent at OSFI.

Q13. How often are you able to attend training opportunities that are available at OSFI?

Q13B (IF Q13 = Any response other than regularly or not applicable)
Which of the following barriers apply to your inability to attend training at OSFI (select all that apply):

Q14. The training offered by OSFI is available in the official language of my choice (English or French).

Q15. I get the support* that I need to manage my career.
* Support comes in many forms and can be given in words or actions. Support includes tools, resources and support from management.

Q16. I feel I contribute to the success of our organization.

Q17. I have positive working relationships with my co-workers.

Q18. I have intentions of looking for a job outside of OSFI within the next 12 months.

Q18B (IF Q18 = Somewhat or Strongly Agree)
Which of the following apply to you looking for a job outside of OSFI (select all that apply):

SECTION II: COMMUNICATION

Please indicate your level of agreement with each statement.

Q19. Communication is effective between teams within my Sector/group.*
* The sectors/groups within OSFI are Deposit-taking Supervision Sector, Insurance Supervision Sector, Risk Support Sector, Common Supervisory Services, Regulation Sector, Corporate Services Sector, the Office of the Superintendent (including Internal Audit), and the Office of the Chief Actuary.

Q20. I am kept informed about issues affecting my team.

Q21. I understand how OSFI's Strategic Plan relates to my role.

Q22. Communications from OSFI's Executive Committee** keep me informed about issues that matter to me.
** The Executive Committee includes the Superintendent and Assistant Superintendents of Regulation, Deposit-Taking Supervision, Insurance Supervision, Risk Support and Corporate Services.

Q23. In which city do you work?

Q24. When I prepare written material for internal purposes, including electronic mail, I feel free to use the official language (English or French) of my choice. (Note this does not refer to material for use external to OSFI.)

Q25. During meetings with my team, I feel free to use the official language of my choice (English or French).

Q26. When I communicate with my immediate supervisor* I feel free to use the official language of my choice (English or French).
* Immediate supervisor is the person whom you report to directly.

SECTION III: LEADERSHIP

Please indicate your level of agreement with each statement.

Immediate Supervisor*
* Immediate supervisor is the person whom you report to directly.

My immediate supervisor (the person whom you report to directly):

Q27. Is a good leader.

Q28. Is open to the suggestions of his/her employees.

Q29. Appreciates my work.

Q30. Creates an inclusive workplace (e.g. where I feel heard, respected and understood).

Q31. Treats employees with respect.

Q32. Leads by example, i.e., walks the talk.

Q33. I am confident approaching my immediate supervisor about issues or concerns without fear of reprisal.

Q34. The feedback from my immediate supervisor helps me improve my work performance.

Q35. Do you currently have any employees* who report to you directly (i.e., direct reports)?
*In this survey, employees are defined as people employed directly by OSFI, regardless of level or position within the organization, e.g., indeterminate, term and part time. It does not include short-term staff such as casual employees, co-op and summer students, and contracted staff such as consultants.

Q35B. (IF Q35 = Yes)
I receive the support I need to address unsatisfactory performance issues.

Q35C. (IF Q35 = Yes)
I have access to resources to support employees on my team who are experiencing personal challenges.

Senior Management*
*OSFI's Senior Management Team includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10).

Q36. OSFI's One Office is about partners who work together to achieve common overarching goals.
In general, would you say that senior managers are role models for OSFI's One Office?

OSFI's Senior Management Team*:
* OSFI's Senior Management Team includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10).

Q37. Treats employees with respect.

Q38. Leads by example, i.e., walks the talk.

OSFI's Executive Committee*:
* The Executive Committee includes the Superintendent and Assistant Superintendents of Regulation, Deposit-Taking Supervision, Insurance Supervision, Risk Support and Corporate Services.

Q39. Treats employees with respect.

Q40. Leads by example, i.e., walks the talk.

Q41. I have confidence in the Senior Management* Team to lead OSFI.
* OSFI's Senior Management Team includes all Managing Directors and Senior Directors (e.g. REX-08 – REX-10).

Q42. I have confidence in the Executive Committee** to lead OSFI.
** The Executive Committee includes the Superintendent and Assistant Superintendents of Regulation, Deposit-Taking Supervision, Insurance Supervision, Risk Support and Corporate Services.

Q43. The actions taken in my sector as a result of the Employee Survey have had a positiveimpact on the work environment.

Q44. I believe Senior Management is engaged with OSFI staff (i.e. participate in staff activities; interact informally with staff).

SECTION IV: MY JOB

Please indicate your level of agreement with each statement.

Q45. My position makes good use of my personal strengths.

Q46. I get the coaching I need to do my job well.

Q47. I am encouraged to be innovative or take initiative in my work.

Q48. I am proud of the contributions my work makes to OSFI.

SECTION V: WELLBEING

Please indicate your level of agreement with each statement.

Q49. My immediate supervisor* supports my efforts to balance my work, family and personal life, and applies OSFI's policies as needed.
* Immediate supervisor is the person whom you report to directly.

Q50. I have flexibility to prioritize tasks and responsibilities when facing multiple demands at work.

Q51. My work-related stress is manageable.

Q52. My work unit offers an environment where I feel confident to speak up and express my opinions.

Q53. I feel I am able to bring my whole self** to work.
** Bringing our whole self to work is premised on a workplace where employees can be themselves and not feel they have to check part of who they are "at the door". Employees feel they can express themselves freely, show up authentically, lead with humility, ask for help, connect with others in a genuine way, and allow themselves to be truly seen if this is their wish.

Q54. OSFI provides appropriate resources to assist me in managing challenges in balancing my work, family and personal life (e.g. Employee and Family Assistance Program and wellness initiatives).

Q55. OSFI does a good job of raising awareness of mental health*** in the workplace.
*** Mental health is a person's condition with regard to their psychological and emotional wellbeing. Wellbeing is when an individual realizes their own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to their community.

Q56. Have you been the victim of discrimination* on the job in the past year?

*Discrimination means treating someone differently or unfairly because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others or that withholds or limits access that is given to others. There are 13 prohibited grounds of discrimination under the Canadian Human Rights Act: race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability, and pardoned conviction or suspended record.

Q56B. [If Q56 =Yes]
Did you experience discrimination because of your: (select all that apply)

Q56C. [if Q56=Yes]
From whom did you experience discrimination on the job? (select all that apply)

Q56D. [if Q56=Yes]
What action(s) did you take to address the discrimination you experienced? (select all that apply)

Q56D (a) [If "I took no action" selected in Q56D]
Please tell us if there was anything specific that held you back from taking action to address the discrimination you experienced:

Q56E. [if Q56=Yes]
Did you know where to go for assistance?

Q57.Have you been the victim of micro-aggressions* on the job in the past year?

*Micro-aggressions are everyday verbal, nonverbal, and environmental slights, snubs, or insults, whether intentional or unintentional, which communicate hostile, derogatory, or negative messages to target persons based solely upon their marginalized group membership.

Q57B. [if Q57=Yes]
From whom did you experience micro-aggressions on the job? (select all that apply)

Q57C. [if Q57=Yes]
What action(s) did you take to address the micro-aggressions you experienced? (select all that apply)

Q57C (a) [If "I took no action" selected in Q57C]
Please tell us if there was anything specific that held you back from taking action to address the micro-aggressions you experienced:

Q57D. [if Q57=Yes]
Did you know where to go for assistance?

Q58. Have you been the victim of harassment* on the job in the past year?

*In line with OSFI's policy on harassment, this is defined as: improper conduct by an individual that is directed at and is offensive to another person or persons in the workplace, and which the individual knew or ought reasonably to have known would cause offence or harm. It comprises any objectionable act, comment or display that demeans, belittles, or causes personal humiliation or embarrassment, and any act of intimidation or threat. It includes harassment within the meaning of the Canadian Human Rights Act (CHRA). Conduct that is discriminatory under the CHRA includes harassment of a person because of his or her race, national or ethnic origin, colour, religion, age, sex, gender identity or expression, marital or family status, genetic characteristics, physical or mental disability, sexual orientation, or conviction for an offence for which a pardon has been granted.

Q58B. [If Q58 =Yes]
From whom did you experience harassment on the job? (select all that apply)

Q58C. [If Q58 =Yes]
Please indicate the nature of the harassment you experienced. (select all that apply)

Q58D. [If Q58 =Yes]
What action did you take to address the harassment? (select all that apply)

Q58D (a) [If "I took no action" selected in Q58D]
Please tell us if there was anything specific that held you back from taking action to address the harassment you experienced:

Q58E. [if Q58=Yes]
Did you know where to go for assistance?

SECTION VI: COMMENTS

Q59. Do you wish to provide feedback to the Senior Management team (REX-08 to REX-10) and the Executive Committee about any of the topics that have been addressed in this survey?

Privacy Notice

OSFI, through Environics, is collecting and using your personal survey responses for the purposes of operational planning and to guide decision making by Senior Management (REX-08 and above). Both aggregated survey results and verbatim comments may be disclosed to OSFI Senior Management to assess and address specific organizational matters in a use consistent with subsection 8(2) Privacy Act.

Participation in this survey is voluntary. By participating in the survey, you are providing explicit consent for OSFI to access, use and disclose your comments and responses for the purpose of planning, management and administration, including investigative and research/statistical purposes.

The collection of survey information is done in accordance with s. 13 of the OSFI Act. Any personal information collected will only be used and disclosed in accordance with the provisions of the federal Privacy Act. In accordance with the Privacy Act, you have the right of access to and protection of your individual responses and the right to file a complaint to the Privacy Commissioner of Canada regarding the handling of this information.

Q59B. [if Q59=Yes] Comments will be provided as a roll up at the OSFI level and provided for review by the Senior Management team and the Executive Committee only. Names will be redacted by Environics and HR beforethe comments are shared. A thematic, aggregated summary analysis of comments received will also be prepared and made available to all OSFI employees as part of the overall survey results.

Please be as specific as possible however do not include any personal or confidential information, particularly as it relates to matters that are best addressed through appropriate HR mechanisms.
[Comment box]

Q59C. [if Q59=Yes]
Which of the following area(s) are your comments related to (select all that apply):

SECTION VII: GENERAL INFORMATION

OSFI is committed to creating an environment that expressly values the individual, where employees feel safe, involved, connected, and able to bring their whole self to work.

The following questions are for survey analysis purposes only and will help OSFI better understand the perceptions of employees so that we can continue our work toward a workplace that is diverse and more inclusive. Any personal information collected will only be used and disclosed in accordance with the provisions of the federal Privacy Act.

We guarantee that this information will be kept completely confidential. Results will be reported by Environics in subgroups of no less than 10 completed surveys across any demographic factor. Responses from smaller groups will be combined with another group to protect the anonymity of respondents.

Thank you for completing these important questions.

Q60. Are you:

Q61. Are you a member of a visible minority*?
*A member of a visible minority in Canada may be defined as someone (other than an Aboriginal person) who is non-white in colour or race, regardless of place of birth. For example: Black, Chinese, Filipino, Japanese, Korean, South Asian, or East Indian, Southeast Asian, non-white West Asian, North African or Arab, non-white Latin American, person of mixed origin (with one parent in one of the visible minority groups in this list), or other visible minority group.


Q61B. [if Q61 = Yes]
Please indicate which of the following best describes your visible minority group or origin:

Please select one

Q62. Are you an Aboriginal person*?
*An Aboriginal person is a North American Indian or a member of a First Nation, a Métis or Inuit. North American Indians or members of a First Nation include status, treaty or registered Indians, as well as non-status and non-registered Indians.

Q62B. [if Q62 = Yes]
Please make the appropriate selection:

Q63. Are you a person with a disability*?
*A person with a disability has a long term or recurring physical, mental, sensory, psychiatric or learning impairment and considers himself or herself to be disadvantaged in employment by reason of that impairment, or believes that an employer or potential employer is likely to consider him or her to be disadvantaged in employment by reason of that impairment. Persons with disabilities includes persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace.

Q63B. [if Q63 = Yes]
Please indicate the nature of your disability:
Please select all that apply:

The collection of data on sexual orientation will help OSFI better understand the perceptions of employees belonging to the LGBTQ2+ community and continue our work toward a workplace that is diverse and more inclusive.

Q64. What is your sexual orientation?

Q65. Do you currently use any of the following flexible working arrangements (FWA)? (select all that apply)
NOTE: Although most employees continue to work from home during the COVID-19 pandemic situation, flexible work arrangements remain available and include a variety of options. "Working from home" is a flexible work arrangement. It has been removed from the list of options this year given the majority of employees continue to work from home.

Q65B. [if Q65 = I do not use FWA]
I do not use FWA because:

Q66. Have you participated in OSFI's Leadership Development Program?

Q66B. [if Q66 = YES]
Do you understand the Leadership Role Model and the behaviours expected at the REX level?

Q67. Have you observed positive leadership behavioural changes in REXs in the last year?

Q68. How long have you worked at OSFI?

Q69. Are you:

Q70. What is your Sector/group?

Q71. In which organizational work unit are you currently working?

Again, we guarantee that this information will be kept completely confidential. Results will be reported in subgroups of no less than 10 completed surveys per work unit. Responses from smaller work units will be combined with another work unit to protect the anonymity of respondents.

Please take a moment and decide if you wish to revisit your answers before proceeding to the next screen.

Once you move to the next screen and complete the survey you will not be able to change your answers.

Appendix E: Survey Instrument: French

Bienvenue au sondage auprès des employés du BSIF - édition 2020 / Welcome to the 2020 OSFI Employee Survey

Veuillez cocher la langue de votre choix / Please select your preferred language:

Votre opinion compte!

Ce sondage a pour but de recueillir le point de vue des employés du BSIF au sujet de divers aspects de leur travail. Le Comité de direction du BSIF veut savoir ce qui va bien et quelles améliorations peuvent être apportées et s'engage à donner suite à vos commentaires et idées.

Le lien qui se trouve dans l'invitation que vous avez reçue ne s'adresse qu'à vous; vous ne devez pas le transférer à une autre personne.

La valeur de ce sondage repose entièrement sur les réponses franches des employés comme vous. À la fin du questionnaire, vous aurez la possibilité de présenter des réflexions, des observations ou des commentaires additionnels, et vous devrez indiquer si vous consentez à ce que vos commentaires soient transmis à l'équipe de la haute direction du BSIF (de niveau REX-08 et niveaux supérieurs). Vos réponses demeureront strictement confidentielles. Les commentaires seront transmis uniquement à l'équipe de la haute direction, dans une compilation, au niveau du BSIF.

Vous avez jusqu'au (DATE) pour remplir le questionnaire.

La confidentialité de vos renseignements sera respectée

La collecte de renseignements pour le sondage est effectuée conformément à l'article 13 de la Loi sur le BSIF. L'utilisation et la communication de tout renseignement personnel recueilli se feront uniquement d'une manière conforme aux dispositions de la Loi sur la protection des renseignements personnels de compétence fédérale.
De plus, conformément aux normes de recherche de l'industrie et du gouvernement, Environics NE DIVULGUERA PAS les réponses individuelles au sondage à qui que ce soit au BSIF; seuls des rapports sommaires de données agrégées seront fournis, ainsi qu'une compilation de commentaires textuels au niveau du BSIF. Veuillez cliquer ici (insérer le LIEN) pour accéder à l'énoncé de confidentialité d'Environics.

Bien que le BSIF ait fait appel aux services d'une société tierce du secteur privé pour recueillir les réponses au sondage, le BSIF n'aura jamais accès aux réponses de manière à ce qu'un employé du BSIF puisse être identifié.

Comment remplir le questionnaire

Le questionnaire comporte sept sections, et il vous faudra une vingtaine de minutes pour répondre à toutes les questions.
Vous pouvez répondre à toutes les questions d'un seul trait ou par section. Si vous fermez le questionnaire avant d'avoir terminé, vos réponses seront enregistrées et, lorsque vous l'ouvrirez de nouveau, il s'affichera à l'endroit où vous étiez rendu.

Certains termes sont définis. Cliquez ici (nouvelle fenêtre) pour en consulter la liste.
La plupart des questions offrent une option de réponse « Ne sais pas / Sans objet ». Veuillez choisir cette réponse si vous estimez ne pas posséder les connaissances nécessaires pour répondre à la question ou si elle ne cadre pas avec votre situation.

Pour nous joindre

Si vous avez des questions au sujet de la façon de remplir le questionnaire ou de son contenu (p. ex. les objectifs, l'échéancier ou les motifs de questions précises), veuillez écrire à Tony Coulson à l'adresse que voici : Tony.Coulson@environics.ca.

REMARQUE : À MOINS D'INDICATION CONTRAIRE, L'ÉCHELLE DE NOTATION POUR TOUTES LES QUESTIONS EST LA SUIVANTE :

Tout à fait en désaccord
Quelque peu en désaccord
Ni en désaccord ni d'accord
Quelque peu d'accord
Tout à fait d'accord
Ne sais pas
Sans objet

SECTION I : MON ORGANISATION

Dans quelle mesure êtes-vous d'accord avec les énoncés suivants?

Le BSIF parvient à bien :

Q1. Communiquer les changements organisationnels

Q2. Offrir des occasions de discuter des initiatives de changement

Q3. Fournir de la formation en gestion du changement

Q4. Fournir des outils et d'autres ressources pour soutenir les employés tout au long de la transition

Q5. À quelle fréquence voyez-vous des exemples de collaboration au BSIF?

  1. Entre collègues
  2. Entre gestionnaires
  3. Entre les divisions
  4. Entre les secteurs
  5. Entre les bureaux du BSIF

Q6. Le BSIF met en place des activités et des pratiques qui favorisent un milieu de travail diversifié*.
* Dans un milieu de travail diversifié, tout le monde est accepté, sans égard à la race, à l'origine nationale ou ethnique, à la couleur, à la déficience, au sexe, à l'orientation sexuelle, à l'identité ou l'expression de genre, à l'état matrimonial ou à la situation familiale, à la religion, à l'âge, à la langue, aux antécédents culturels, aux intérêts, aux points de vue ou à d'autres dimensions. Toutes les différences entre l'identité personnelle et professionnelle des collègues sont admises.

Q7. Il y a des obstacles systémiques** qui nuisent à l'inclusion au BSIF.
** On définit les obstacles systémiques comme des systèmes, politiques ou pratiques qui font que certaines personnes de groupes sous‑représentés ne bénéficient pas d'un accès égal à des emplois, des services ou des programmes, ou en sont exclus. Ces obstacles sont de nature systémique, ce qui signifie qu'ils résultent de pratiques, de politiques, de traditions ou de valeurs institutionnelles qui peuvent être « involontaires » ou « invisibles », mais qui ont des répercussions sérieuses et durables sur la vie des personnes touchées (p. ex. sur leur cheminement professionnel).

Q8. Comparativement à l'année dernière, le BSIF est un milieu de travail plus inclusif***.
*** L'inclusion s'entend de la création d'une culture qui vise l'équité et qui respecte, accepte et valorise les différences. Il s'agit de créer un environnement où l'employé se sent capable d'être lui-même au travail.

Q9. J'ai le sentiment de pouvoir entamer un processus de recours officiel (p. ex., grief, plainte et droit d'appel) sans crainte de faire l'objet de représailles.

Q10. Le BSIF met tout en œuvre pour créer un milieu de travail qui prévient la discrimination.

Q11. Le processus de gestion du rendement m'a aidé à avoir un bon rendement.

Q12. Le processus de sélection d'une personne pour un poste est transparent au BSIF.

Q13. À quelle fréquence êtes-vous en mesure d'assister aux séances de formation offertes au BSIF?

Q13B (SI Q13 = Toute réponse autre que « Régulièrement » ou « Sans objet »)
Lesquels des obstacles suivants vous empêchent de suivre une formation au BSIF? (Cochez toutes les réponses qui s'appliquent.)

Q14. Le BSIF offre de la formation dans la langue officielle de mon choix (français ou anglais).

Q15. Je reçois le soutien* dont j'ai besoin pour gérer ma carrière.
* Le soutien prend de nombreuses formes et peut être donné en paroles ou en actions. Le soutien comprend les outils, les ressources et le soutien de la direction.

Q16. J'ai l'impression de contribuer au succès de notre organisation.

Q17. J'entretiens des relations professionnelles positives avec mes collègues.

Q18. J'ai l'intention de chercher du travail à l'extérieur du BSIF au cours des 12 prochains mois.

Q18B (si Q18 = Quelque peu d'accord ou Tout à fait d'accord)
Lesquels des énoncés suivants s'appliquent à votre recherche d'emploi à l'extérieur du BSIF? (Cochez toutes les réponses qui s'appliquent.)

SECTION II : COMMUNICATION

Dans quelle mesure êtes-vous d'accord avec les énoncés suivants?

Q19. La communication est efficace entre les équipes de mon secteur/groupe*.
* Les secteurs/groupes au sein du BSIF sont le Secteur de la surveillance des institutions de dépôts, le Secteur de la surveillance des sociétés d'assurances, le Secteur de soutien du risque, les Services communs de surveillance, le Secteur de la réglementation, le Secteur des services intégrés, le Bureau du surintendant (y compris l'Audit interne) et le Bureau de l'actuaire en chef.

Q20. On me tient au courant des questions qui ont une incidence sur mon équipe.

Q21. Je comprends le lien entre le Plan stratégique du BSIF et mes fonctions.

Q22. Les communications du Comité de direction du BSIF** me tiennent au courant des questions qui m'importent.
** Le Comité de direction comprend le surintendant et les surintendants auxiliaires de la Réglementation, de la Surveillance des institutions de dépôts, de la Surveillance des sociétés d'assurances, du Soutien du risque et des Services intégrés.

Q23. Dans quelle ville travaillez-vous?

Q24. Lorsque je rédige des documents à usage interne, y compris des courriels, je me sens libre de le faire dans la langue officielle de mon choix. (Cet énoncé ne s'applique pas aux documents diffusés à l'extérieur du BSIF.)

Q25. Lorsque j'assiste à une réunion de service, je me sens libre de m'exprimer dans la langue officielle de mon choix (français ou anglais).

Q26. Lorsque je communique avec mon supérieur immédiat*, je me sens libre de m'exprimer dans la langue officielle de mon choix (français ou anglais).
* Le supérieur immédiat est la personne de qui vous relevez directement.

SECTION III : LEADERSHIP

Dans quelle mesure êtes-vous d'accord avec les énoncés suivants?

Supérieur immédiat*
* Le supérieur immédiat est la personne de qui vous relevez directement.

Mon supérieur immédiat (la personne de qui vous relevez directement) :

Q27. Est un bon dirigeant.

Q28. Est ouvert aux suggestions de ses employés.

Q29. Apprécie mon travail.

Q30. Crée un milieu de travail inclusif (p. ex., où je me sens entendu, respecté et compris).

Q31. Traite les employés avec respect.

Q32. Dirige en montrant l'exemple (joint le geste à la parole).

Q33. Je sais que je peux confier mes inquiétudes à mon supérieur immédiat sans crainte de représailles.

Q34. Lorsque mon supérieur immédiat fait le point avec moi sur mon travail, cela m'aide à améliorer mon rendement.

Q35. Avez-vous présentement des employés* qui relèvent de vous (c.-à-d. des subalternes directs)?
*Aux fins du présent sondage, les employés sont des personnes employées directement par le BSIF, quel que soit leur niveau ou leur poste au sein de l'organisation, p. ex., employés nommés pour une période indéterminée, employés nommés pour une période déterminée et employés à temps partiel. Cela ne comprend pas le personnel à court terme comme les employés occasionnels, les étudiants stagiaires et le personnel contractuel comme les experts-conseils.

Q35B. (Si Q35 = Oui)
Je reçois le soutien dont j'ai besoin afin de résoudre les problèmes de rendement insatisfaisant.

Q35C. (Si Q35 = Oui)
J'ai accès à des ressources pour soutenir les employés de mon équipe qui font face à des défis personnels.

Haute direction
La haute direction du BSIF comprend tous les directeurs généraux et directeurs principaux (p. ex., REX-08 – REX-10).

Q36. Le concept d'Un seul bureau du BSIF, c'est l'idée de collaborer en tant que partenaires pour atteindre des objectifs généraux communs. En général, diriez-vous que les membres de la haute direction incarnent le concept d'Un seul bureau du BSIF?

L'équipe de la haute direction* du BSIF :
* La haute direction du BSIF comprend tous les directeurs généraux et directeurs principaux (p. ex., REX-08 – REX-10).

Q37. Traite les employés avec respect.

Q38. Dirige en montrant l'exemple (joint le geste à la parole).

Le Comité de direction* du BSIF :
* Le Comité de direction comprend le surintendant et les surintendants auxiliaires de la Réglementation, de la Surveillance des institutions de dépôts, de la Surveillance des sociétés d'assurances, du Soutien du risque et des Services intégrés.

Q39. Traite les employés avec respect.

Q40. Dirige en montrant l'exemple (joint le geste à la parole).

Q41. J'ai confiance en la capacité de l'équipe de la haute direction* de diriger le BSIF.
* L'équipe de la haute direction du BSIF comprend tous les directeurs généraux et les directeurs principaux (p. ex., REX-08 – REX-10).

Q42. J'ai confiance en la capacité du Comité de direction** à diriger le BSIF.
** Le Comité de direction comprend le surintendant et les surintendants auxiliaires de la Réglementation, de la Surveillance des institutions de dépôts, de la Surveillance des sociétés d'assurances, du Soutien du risque et des Services intégrés.

Q43. Les mesures prises par mon secteur à la suite du Sondage auprès des employés ont eu des répercussions positives sur le milieu de travail.

Q44. Je crois que les membres de la haute direction sont présents auprès du personnel du BSIF (p. ex. ils participent aux activités du personnel et interagissent de façon informelle avec lui).

SECTION IV : MON EMPLOI

Dans quelle mesure êtes-vous d'accord avec les énoncés suivants?

Q45. Mes forces personnelles sont bien exploitées dans le poste que j'occupe.

Q46. Je reçois l'encadrement dont j'ai besoin pour bien faire mon travail.

Q47. On m'encourage à innover ou à faire preuve d'initiative dans mon travail.

Q48. Je suis fier de la contribution de mon travail au BSIF.

SECTION V : BIEN-ÊTRE

Dans quelle mesure êtes-vous d'accord avec les énoncés suivants?

Q49. Mon supérieur immédiat* se montre solidaire de mes efforts en vue de concilier ma vie professionnelle, ma vie familiale et ma vie personnelle, et il applique les politiques du BSIF au besoin.
* Le supérieur immédiat est la personne dont vous relevez directement.

Q50. J'ai la latitude voulue pour classer en priorité les tâches et les fonctions quand je suis aux prises avec de multiples exigences au travail.

Q51. Mon stress professionnel est gérable.

Q52. Mon unité de travail offre un environnement où je peux m'exprimer sans hésitation et faire valoir mes opinons.

Q53. Je me sens capable d'être entièrement moi‑même** au travail.
** Être entièrement soi‑même au travail signifie que les employés n'ont pas l'impression de devoir laisser de côté une part d'eux‑mêmes « à la porte » du bureau. Ils sentent qu'ils peuvent s'exprimer librement, être authentiques, diriger avec humilité, demander de l'aide, avoir des liens sincères avec les autres, et se permettre d'être vus réellement comme ils sont, s'ils le souhaitent.

Q54. Le BSIF offre les ressources appropriées qui m'aident à surmonter les difficultés que présente la conciliation de ma vie professionnelle, de ma vie familiale et de ma vie personnelle (p. ex. le Programme d'aide aux employés et des initiatives de bien-être).

Q55. Le BSIF réussit bien à sensibiliser les gens à la santé mentale*** en milieu de travail.
*** La santé mentale est l'état d'une personne par rapport à son bien-être psychologique et émotionnel. Le bien-être est une situation où une personne réalise son potentiel, peut faire face aux tensions normales de la vie, peut travailler de façon productive et fructueuse et peut apporter une contribution à sa collectivité.

Q56. Estimez-vous avoir été victime de discrimination* au travail au cours de la dernière année?

*La discrimination est le fait de traiter une personne différemment ou de façon inéquitable en raison d'une caractéristique qui lui est propre ou la distingue et qui, intentionnellement ou non, la désavantage par rapport à d'autres ou lui refuse ou limite un accès dont bénéficient d'autres personnes. La Loi canadienne sur les droits de la personne a établi 13 motifs de distinction illicite, lesquels sont fondés sur la race, l'origine nationale ou ethnique, la couleur, la religion, l'âge, le sexe, l'orientation sexuelle, l'identité ou l'expression de genre, l'état matrimonial, la situation familiale, les caractéristiques génétiques, la déficience et l'état de personne graciée.

Q56B. [Si Q56 = Oui]
Sur quel motif avez-vous été victime de discrimination? (Cochez toutes les cases correspondant à votre situation.)

Q56C. [Si Q56 = Oui]
De la part de qui avez-vous été victime de discrimination au travail? (Cochez toutes les réponses qui s'appliquent.)

Q56D. [Si Q56 = Oui]
Quelle(s) mesure(s) avez-vous prise(s) pour remédier à la discrimination dont vous avez été victime? (Cochez toutes les réponses qui s'appliquent)

Q56D (a) [Si la réponse « Je n'ai rien fait » a été choisie à Q56D]

Veuillez nous dire si une raison précise vous a retenu d'agir pour faire face à la discrimination dont vous avez été l'objet :

Q56E. [Si Q56 = Oui]
Saviez-vous où aller pour obtenir de l'aide?

Q57. Avez‑vous vécu des microagressions* au travail au cours de la dernière année?

*Les microagressions sont des affronts, des insultes ou des signes de mépris (verbaux, non verbaux ou véhiculés par le milieu, intentionnels ou non) communiquant au quotidien des messages hostiles, désobligeants ou négatifs à des personnes ciblées uniquement en raison de leur appartenance à un groupe marginalisé.

Q57B. [Si Q57= Oui]
De la part de qui avez-vous été victime de microagressions au travail? (Cochez toutes les réponses qui s'appliquent)

Q57C. [Si Q57= Oui]
Quelle(s) mesure(s) avez‑vous prise(s) pour faire face aux microagressions que vous avez vécues? (Cochez toutes les réponses qui s'appliquent)

Q57C (a) [Si la réponse « Je n'ai rien fait » a été choisie à Q57C]
Veuillez nous dire si une raison précise vous a retenu d'agir pour faire face aux microagressions que vous avez vécues :

Q57D. [Si Q57 = Oui]
Saviez-vous où aller pour obtenir de l'aide?

Q58. Avez-vous été victime de harcèlement* au travail au cours de la dernière année?

*Selon la politique sur le harcèlement du BSIF, le harcèlement se définit comme suit : Le harcèlement s'entend de tout comportement importun et injurieux d'une personne envers une autre personne ou d'autres personnes en milieu de travail dont l'auteur savait ou aurait raisonnablement dû savoir qu'un tel comportement pouvait vexer ou causer préjudice. Il comprend tout acte, propos ou exhibition qui diminue, rabaisse, humilie une personne ou qui lui fait honte, ou tout acte d'intimidation ou menace. Les actes de harcèlement au sens de la Loi canadienne sur les droits de la personne comprennent le fait de harceler une personne en raison de sa race, de son origine nationale ou ethnique, de sa couleur, de sa religion, de son âge, de son sexe, de son identité ou de son expression de genre, de son état matrimonial ou de sa situation familiale, de ses caractéristiques génétiques, de sa déficience physique ou intellectuelle, de son orientation sexuelle ou de son état de personne graciée.

Q58B. [Si Q58 =Oui]
De la part de qui avez-vous été victime de harcèlement au travail? (Cochez toutes les réponses qui s'appliquent)

Q58C. [Si Q58 =Oui]
Veuillez indiquer la nature du harcèlement dont vous avez été victime.

Q58D. [Si Q58 = Oui]
Quelles mesures avez-vous prises pour remédier au harcèlement? (Cochez toutes les réponses qui s'appliquent)

Q58D (a) [Si la réponse « Je n'ai rien fait » a été choisie à Q58D]
Veuillez nous dire si une raison précise vous a retenu d'agir pour faire face au harcèlement dont vous avez été l'objet :

Q58E. [Si Q58 = Oui]
Saviez-vous où aller pour obtenir de l'aide?

SECTION VI : COMMENTAIRES

Q59. Souhaitez-vous formuler des commentaires à l'intention de la haute direction (REX-08 – REX-10) et du Comité de direction sur les sujets abordés dans ce sondage?

Avis de confidentialité

Le BSIF, par l'entremise d'Environics, recueillera et utilisera vos réponses aux sondages, lesquelles serviront de fondement à la planification opérationnelle et à la prise de décision par la haute direction (niveaux REX-08 et supérieurs). Les résultats agrégés du sondage et les commentaires pourraient être communiqués à la haute direction du BSIF afin d'évaluer des questions organisationnelles particulières et d'y donner suite. Dans un tel cas, l'utilisation respecterait le paragraphe 8 (2) de la Loi sur la protection des renseignements personnels.

La participation à ce sondage est volontaire. En y participant, vous consentez explicitement à ce que le BSIF reçoive, utilise et communique vos commentaires et réponses à des fins de planification, de gestion et d'administration, y compris à des fins d'enquête, de recherche et de statistique.

La collecte de renseignements dans le cadre du sondage est effectuée conformément à l'article 13 de la Loi sur le BSIF. L'utilisation et la communication de tout renseignement personnel recueilli se feront uniquement d'une manière conforme aux dispositions de la Loi sur la protection des renseignements personnels de l'administration fédérale. Aux termes de cette loi, vous avez le droit d'accéder à vos réponses individuelles et de les protéger ainsi que le droit de déposer une plainte auprès du commissaire à la protection de la vie privée du Canada concernant le traitement de ces informations.

Q59B. [Si Q59 = Oui]. Les commentaires seront présentés sous forme de compilation au niveau du BSIF et seronttransmis uniquement à l'équipe de la haute direction et au Comité de direction. Les noms seront retirés des commentaires par Environics et par les RH avant d'être partagés. Une analyse sommaire des commentaires regroupés sera préparée par thème et pourra être consultée par tous les employés du BSIF dans le cadre des résultats généraux du sondage.

Veuillez être aussi précis que possible tout en prenant soin de ne pas inclure de renseignements personnels ou confidentiels, particulièrement sur des points qu'il est préférable d'aborder à l'aide des mécanismes appropriés des RH.
[Case pour commentaires]

Q59C. [Si Q59 = Oui]
Auxquels des thèmes suivants vos commentaires se rapportent-ils? (Cochez toutes les cases qui s'appliquent)

SECTION VII : RENSEIGNEMENTS GÉNÉRAUX

Le BSIF s'engage à créer un environnement qui valorise expressément la personne, où l'employé se sent en sécurité, engagé, connecté et capable d'être lui-même au travail.

Les questions suivantes ne sont posées qu'à des fins d'analyse du sondage et aideront le BSIF à mieux comprendre les perceptions des employés afin que nous puissions poursuivre la création d'un milieu de travail diversifié et plus inclusif.

Nous vous donnons l'assurance que vos réponses seront traitées de façon confidentielle. Les réponses présentées dans le rapport établi par Environics seront tirées d'au moins dix questionnaires remplis par des employés ayant au moins une caractéristique démographique en commun. Les réponses des plus petites unités seront groupées avec celles d'une autre unité afin d'assurer l'anonymat des répondants.

Nous vous remercions de bien vouloir répondre aux questions suivantes.

Q60. Êtes-vous :

Q61. Êtes-vous membre d'une minorité visible*?
*Un membre d'une minorité visible au Canada est par définition une personne (autre qu'un Autochtone) de race ou de couleur autre que blanche, peu importe son lieu de naissance. Voici des exemples : Noir(e), Chinois(e), Philippin(e), Japonais(e), Coréen(ne), Asiatique du Sud ou Indien(ne) de l'Est, Asiatique du Sud-Est, Asiatique de l'Ouest non blanc(he), Nord-Africain(e) non blanc(he) ou Arabe, Latino-Américain(e) non blanc(he), personne d'origine mixte (dont un parent est membre d'un ou de plusieurs groupes minoritaires énumérés ci-dessus), ou autre groupe de minorité visible.

Q61B. [Si Q61 = Oui]
Veuillez indiquer lequel des éléments suivants correspond le plus au groupe de minorité visible auquel vous appartenez ou à votre origine :

Q62. Êtes-vous un Autochtone*?
*Un Autochtone est un Indien de l'Amérique du Nord ou un membre d'une Première Nation, un Métis ou un Inuit. Les Indiens de l'Amérique du Nord et les membres d'une Première Nation comprennent les Indiens de plein droit, des traités ou inscrits aussi bien que les Indiens n'ayant pas statut légal ou non inscrits.

Q62B. [Si Q62 = Oui]
Veuillez préciser :

Q63. Êtes-vous une personne handicapée*?
*Une personne handicapée est une personne qui a une déficience durable ou récurrente soit de sa capacité physique, mentale ou sensorielle, soit d'ordre psychiatrique ou en matière d'apprentissage, et considère qu'elle a des aptitudes réduites pour exercer un emploi, pense qu'elle risque d'être classée dans cette catégorie par son employeur ou par d'éventuels employeurs en raison d'une telle déficience. Les personnes handicapées sont également celles dont les limitations fonctionnelles liées à leur déficience font l'objet de mesures d'adaptation pour leur emploi ou dans leur lieu de travail.

Q63B. [Si Q63 = Oui]
Veuillez indiquer la nature de votre/vos handicap(s) : (Cochez toutes les cases pertinentes.)

La collecte de données sur l'orientation sexuelle aidera le BSIF à mieux comprendre les points de vue des employés qui appartiennent à la communauté LGBTQ2+ et à poursuivre ses efforts en vue d'offrir un milieu de travail diversifié et plus inclusif.

Q64. Quelle est votre orientation sexuelle?

Q65. Profitez-vous présentement de l'une des modalités de travail flexibles (MTF) suivantes? (Cochez toutes les réponses qui s'appliquent)
REMARQUE : Bien que la plupart des employés continuent à travailler à domicile pendant la pandémie de COVID 19, des modalités de travail flexibles restent disponibles et incluent différentes options. Le travail de la maison est une modalité de travail flexible. Il a été retiré de la liste des options cette année, étant donné que la majorité des employés continuent de travailler à partir de leur domicile.

Q65B. [Si Q65 = Je ne profite pas de MTF]
Je ne profite d'aucune des modalités de travail flexibles (MTF) parce que :

Q66. Avez-vous participé au Programme de perfectionnement en leadership du BSIF?

Q66B. [Si Q66 = Oui]
Comprenez-vous le Modèle de leadership et les comportements attendus au niveau REX?

Q67. Avez-vous observé des changements de comportement positifs en matière de leadership chez les REX au cours de la dernière année?

Q68. Depuis combien de temps travaillez-vous au BSIF?

Q69. À quelle catégorie d'employés appartenez-vous?

Q70. Quel est votre secteur / groupe?

Q71. Dans quelle unité de l'organisation travaillez-vous à l'heure actuelle?

Encore une fois, nous vous donnons l'assurance que vos réponses seront traitées de façon confidentielle. Les réponses présentées dans le rapport seront tirées d'au moins dix questionnaires remplis par des employés d'une unité de travail donnée. Les réponses des plus petites unités seront groupées avec celles d'une autre unité de travail afin d'assurer l'anonymat des répondants.

Veuillez prendre un instant pour décider si vous souhaitez revoir vos réponses avant de passer à l'écran suivant.

Si vous passez à l'écran suivant pour terminer le sondage, vous ne pourrez plus modifier vos réponses.

Appendix F: Full Set of Tabulated Data

The full set of tabulated data is submitted in a separate document.