2022 OPS Employee Experience Survey Results

Conducted from April 19^th to May 3^rd, 2022, this report provides a snapshot of the workplace experience of Ontario Public Service (OPS) employees.

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Introduction

Background

The 2022 Employee Experience Survey was conducted from April 19^th to May 3^rd and represented the tenth iteration of the survey. The survey results provide a snapshot of employees’ workplace experience. Although the organizational structure of the OPS has changed since the time of the survey, the results in this report represent the ministry results as they were at the time of the survey (April 2022). This report may help in identifying trends, areas of strength, and areas for additional focus. The employee experience has an impact on the ability of the OPS to deliver value and outcomes for Ontarians.

What is the OPS employee engagement model?

Employee engagement is about enabling employees to contribute to their full potential. Engaged employees are committed to their organization, motivated to support the achievement of its goals, and are satisfied with the organizational culture and work environment.

The OPS Employee Engagement Model helps us understand and measure employee engagement. The components of Employee Engagement (Commitment, Motivation, Organization Satisfaction, and Job Satisfaction) are at the centre of the model. These components are measured as the Employee Engagement Index (EEI).

Understanding survey results

The 2022 OPS Employee Experience Survey used a scale from 1 to 5, with 1 being “Strongly Disagree” and 5 being “Strongly Agree.” In the results, the mean score of these responses is provided, as well as the distribution. Mean scores are converted from a 1 to 5 point scale to a 0 to 100 point scale for ease of use. Where available, results for 2021 and 2019 are provided for comparison purposes.

The combined percentage of those who selected 4 or 5 is represented as the percent agreement or “percent favourable.”

Response counts are also provided for the questions (or the average response count for the questions under that component/theme/index).

A 100-point scale is used to report the overall Employee Engagement Index, Inclusion Index and Leadership Index.

Cells with N/A represent areas where there is either no historical data, or the minimum threshold of 10 or more responses was not met.

Please note in previous years, favourable percentages were provided for comparison purposes, where applicable. Now, means are provided for comparison purposes, where applicable. The mean should not be compared to the favourable percentage under any circumstances. Do not use reports from previous years; doing so can lead to erroneous comparisons and conclusions. For accuracy, the 2022 data is the official reporting source.

Measuring employee engagement and workplace enablers

Measuring employee engagement

The Employee Engagement Index (EEI) is used to measure overall engagement among employees (the nine key indicators described below). The EEI is calculated using nine key indicators that measure key aspects of engagement:

Commitment to the organization
Satisfaction with the organization
Satisfaction with the job
Motivation to support the achievement of organizational goals

Nine key indicators of the employee engagement index

Commitment

I would recommend the OPS as a great place to work
I would prefer to stay with the OPS, even if offered a similar job elsewhere
I am proud to tell people I work for the OPS
I am inspired to give my very best

Organization satisfaction

Overall, I am satisfied in my work as an OPS employee

Job satisfaction

I am satisfied with my ministry
I am satisfied with my job
I am proud to work for my ministry

Motivation

I strive to improve my ministry’s results

OPS employee experience survey results

Employee engagement index (EEI)

The Employee Engagement Index is an aggregate score of all employees’ responses to the nine key indicators of the employee engagement index using a 100-point scale.

The table below summarizes the results for the Employee Engagement Index (EEI) for 2022 as well as 2021 and 2019. The EEI is based on employees’ perceptions of their degree of engagement.

Table #1: Employee engagement index (EEI)
Index	2022	2021	2019
Employee engagement index (EEI)	69.2	70.9	66.2

Distribution of employee engagement scores

The table below summarizes the distribution of engagement by low, moderate and highly engaged employees in 2022, 2021 and 2019.

Table #2: Distribution of engagement
Proportion of employees with high, moderate and low levels of engagement (EEI)	2022	2021	2019
High Engagement: 75 to 100	45%	48%	40%
Medium Engagement: 50 to less than 75	35%	35%	37%
Low Engagement: 0 to less than 50	18%	14%	21%

Employee engagement index (EEI) indicators

The table below provides the count of responses, mean, and favourable responses for the key indicators used to calculate the Employee Engagement Index (EEI). The mean is based on converting 1 to 5 point Likert scale statements to a score between 0 and 100.

Table #3: Commitment statement(s)
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am inspired to give my very best.	38,537	65.6	59.9%	73.1	67.9
I am proud to tell people I work for the OPS.	38,205	68.4	63.0%	70.9	68.2
I would prefer to stay with the OPS, even if offered a similar job elsewhere.	37,040	65.1	58.2%	70.5	67.3
I would recommend the OPS as a great place to work.	38,305	64.2	56.6%	67.7	63.9

**Table #4: Job satisfaction statement(s)**
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am proud to work for my ministry.	38,310	72.0	69.0%	73.3	68.0
I am satisfied with my ministry.	38,208	62.7	55.3%	59.8	53.5
I am satisfied with my job.	38,627	68.7	65.5%	70.8	66.9

Table #5: Organizational satisfaction statement(s)
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
Overall, I am satisfied in my work as an OPS employee.	38,679	67.8	64.3%	69.0	65.0

Table #6: Motivation statement(s)
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I strive to improve my ministry’s results.	37,817	79.7	81.4%	80.3	73.0

Inclusion index

The Inclusion Index is an aggregate score of all employees’ responses to the five key indicators of the inclusion index using a 100-point scale.

The table below summarizes the results for the 2022 Inclusion Index.

Table #7: Inclusion index
Index	2022	2021	2019
Inclusion index	73.2	71.1	68.4

The table below provides the count of responses, mean and favourable responses for the key indicators used to calculate the Inclusion Index. The mean is based on converting 1 to 5 point Likert scale statements to a score between 0 and 100.

Table #8: Inclusion index questions
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am treated respectfully at work.	38,456	79.3	80.6%	78.6	76.1
I feel free to express opinions that diverge from those of management without fear of reprisal.	37,184	66.8	63.0%	65.8	65.2
I have a positive working relationship with the person I report to.	38,376	83.6	85.1%	81.8	78.9
In my ministry the process for selecting a person for a position is fair.	35,674	56.1	47.4%	52.7	48.9
The people I work with value my ideas and opinions.	38,072	79.1	80.8%	75.9	72.2

Leadership index

The Leadership Index is an aggregate score of all employees’ responses to the nine key questions related to leadership using a 100-point scale. The Leadership Index was revised for the 2021 survey.

Table #9: Leadership Index
Index	2022	2021
Leadership Index	61.9	61.9

The tables below provides the count of responses, mean and favourable responses for the key indicators used to calculate the Leadership Index. The mean is based on converting 1 to 5 point Likert scale statements to a score between 0 and 100.

Cells with N/A represent areas where there is either no historical data, or the minimum threshold of 10 or more responses was not met.

Table #10: Responsible behaviour statement(s)
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
The person I report to acts in ways consistent with their words.	37,927	75.8	74.9%	73.3	69.6
My leaders address difficult issues.	36,050	60.5	53.4%	59.5	N/A
My leaders take accountability for their behaviour.	34,419	60.3	53.6%	59.0	N/A

Table #11: Innovative behaviour statement(s)
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
My leaders support the use of modern work practices.	36,465	61.4	55.4%	67.0	N/A
My leaders support me with navigating change in the work environment.	36,497	58.4	49.6%	59.6	N/A
My leaders inspire me to help achieve ministry objectives.	36,550	59.3	50.6%	59.2	N/A

Table #12: Collaborative behaviour statement(s)
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
My leaders support me to collaborate with others to help deliver the best solutions.	35,386	63.2	56.7%	63.7	N/A
My leaders support my professional growth in the OPS.	34,670	60.3	52.4%	59.9	N/A
My leaders empower everyone to realize their full potential.	35,018	56.3	45.9%	54.9	N/A

Part A: Ministry scores

The table below depicts the Employee Engagement Index, Inclusion Index and Leadership Index scores for OPS ministries.

Table #13: Ministry scores
Ministry^{footnote 1[1]}	Engagement index	Inclusion index	Leadership index
Ontario Public Service	69.2	73.2	61.9
Cabinet Office	71.6	79.0	68.6
Information and Information Technology	74.1	76.1	68.3
Ministry of Agriculture, Food and Rural Affairs	68.9	75.2	61.0
Ministry of the Attorney General	67.3	72.2	61.2
Ministry of Children, Community and Social Services	69.9	73.6	62.6
Ministry of Citizenship and Multiculturalism	66.6	76.8	71.9
Ministry of Colleges and Universities	65.8	75.0	62.6
Ministry of Economic Development, Job Creation and Trade	73.2	79.6	70.8
Ministry of Education	66.9	71.7	57.3
Ministry of Energy	71.1	79.6	73.8
Ministry of Environment, Conservation and Parks	66.6	73.6	54.6
Ministry of Finance	72.4	75.6	65.5
Ministry of Francophone Affairs	67.6	78.7	67.9
Ministry of Government and Consumer Services	72.2	75.2	66.0
Ministry of Health	68.9	74.1	62.6
Ministry of Heritage, Sport, Tourism and Culture Industries	70.2	76.4	64.3
Ministry of Indigenous Affairs	72.9	77.3	67.3
Ministry of Infrastructure	72.3	79.1	67.8
Ministry of Labour, Training and Skills Development	69.7	73.0	60.4
Ministry of Long-Term Care	68.7	74.9	64.9
Ministry of Municipal Affairs and Housing	64.9	73.5	61.4
Ministry of Northern Development, Mines, Natural Resources and Forestry	68.2	74.8	61.8
Ministry for Seniors and Accessibility	73.1	78.1	71.2
Ministry of the Solicitor General	66.5	68.4	56.8
Ministry of Transportation	69.6	72.8	60.3
Ontario Clean Water Agency	69.9	74.1	64.0
Treasury Board Secretariat	72.1	78.1	69.4

*Note* The results in this table represent the ministry scores as they were constituted at the time of the survey (April 2022).

Part B: Survey statements

The table below represents statements that were asked in the 2022, 2021 and 2019 surveys. Cells with N/A represent areas where there is either no historical data, or the minimum threshold of 10 or more responses was not met.

Table #14: My job statements
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am encouraged to take reasonable risks in doing my job.	36,714	57.8	48.9%	59.4	55.7
I am paid fairly for the work I do.	38,605	51.2	42.2%	60.4	57.9
I have a clear understanding of my job and what is expected of me.	38,707	78.1	78.8%	76.1	73.0
I have the technology, equipment and other tools I need to do my job well.	38,715	66.5	61.9%	67.3	60.1
I know how my work contributes to the achievement of my ministry’s goals.	38,570	78.5	79.3%	73.8	68.0
My benefits meet my (and my family’s) needs well.	36,841	53.3	44.0%	62.0	59.2
My job is a good fit with my skills and interests.	38,659	76.9	77.0%	77.5	72.5
My work provides me the right level of challenge.	38,589	70.6	67.6%	67.6	67.0
My workload is reasonable.	38,657	56.9	49.8%	57.2	55.1
Overall, I feel valued as an OPS employee.	38,593	55.6	46.2%	61.0	56.4
The amount of stress I experience at work is reasonable.	38,549	51.7	41.2%	51.1	50.6
The work of my unit positively impacts the OPS’ ability to serve Ontarians.	37,995	80.6	81.7%	83.3	N/A

Table #15: My career statements
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am satisfied with the way my career is progressing in the OPS.	37,782	60.0	52.1%	60.1	55.0
I have opportunities for career growth within the OPS.	37,861	60.1	52.9%	58.0	52.2
I take an active role in planning my career.	37,382	73.6	72.1%	74.1	74.7
My performance plan supports meaningful conversations with my manager.	36,267	59.3	52.5%	N/A	N/A

Table #16: The person I report to statements
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am confident that the person I report to will effectively address instances of discrimination if they occur in my workplace.	36,596	80.7	81.0%	N/A	N/A
I receive meaningful recognition for work well done.	37,716	69.7	66.1%	65.6	61.1
The person I report to consults me on decisions that affect my work.	38,126	73.0	70.9%	70.4	67.7
The person I report to gives me constructive feedback on my work.	37,895	72.1	69.6%	69.5	66.0
The person I report to helps identify my learning needs.	35,636	65.9	59.5%	61.3	59.2
The person I report to keeps me informed of things that I need to know.	38,408	75.5	74.3%	71.8	68.8
The person I report to makes timely decisions.	37,967	73.1	71.3%	71.3	67.0
The person I report to provides opportunity to apply new knowledge and skills.	36,209	71.8	69.0%	68.8	63.5
The person I report to supports learning as it relates to my career goals.	36,423	75.5	74.1%	70.2	65.6
The person I report to takes the time to handle the people aspects of the job.	37,650	74.3	72.5%	70.0	67.1
The person I report to understands how their behaviour affects others.	37,096	73.8	72.4%	68.8	65.3

Table #17: My leaders statements
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
Essential information flows effectively from my Director(s) and Senior Manager(s) or equivalents to staff.	28,061	62.3	56.1%	61.2	56.3
I have confidence in my Director(s) and Senior Manager(s) or equivalents.	28,039	65.4	60.6%	66.4	62.6
My Director(s) and Senior Manager(s) or equivalents make timely decisions.	27,767	63.9	58.2%	64.4	60.3
My Director(s) and Senior Manager(s) or equivalents provide clear direction.	28,144	65.4	60.5%	63.2	59.4
My Director(s) and Senior Manager(s) or equivalents are genuinely interested in the well-being of employees.	27,943	65.4	60.8%	66.9	60.9
Essential information flows effectively from my Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents to staff.	12,930	51.8	40.5%	53.0	45.8
I have confidence in my Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents.	12,920	54.1	44.0%	60.1	54.4
My Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents make timely decisions.	12,672	52.1	41.1%	56.2	49.5
My Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents provide clear direction.	12,934	54.7	44.0%	56.1	49.7
My Deputy Minister(s) and Assistant Deputy Minister(s) or equivalents are genuinely interested in the well-being of employees.	12,857	53.1	43.9%	59.2	51.6

Table #18: My workplace statements
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
Essential information flows effectively from staff to senior leaders.	37,989	57.1	49.3%	53.6	47.6
I can raise issues of discrimination if they occur in my workplace without fear of reprisal.	33,390	71.1	69.4%	N/A	N/A
I clearly understand the mandate and goals of my ministry.	38,321	71.3	69.8%	70.6	65.0
I have a safe and healthy work environment.	38,312	68.8	65.4%	72.2	68.3
I have support at work to balance my work and personal life.	38,403	65.4	59.9%	67.3	66.1
Innovation is valued.	37,287	58.7	50.1%	N/A	59.5
My ministry does a good job of supporting persons with permanent or temporary disabilities.	28,225	70.5	67.5%	70.8	68.5
My ministry is on the right track in its planning for the future.	36,094	55.3	44.0%	57.5	50.5
My ministry provides the support I need to adapt to changes in my job or work environment.	37,424	60.1	51.6%	61.0	52.8
My physical work environment allows me to contribute fully to my job.	11,098	71.8	70.2%	N/A	63.3
My workplace supports flexible work arrangements.	37,768	64.6	59.9%	70.2	67.0
The morale in my work unit is good.	38,384	59.3	52.8%	58.2	49.2
There is good communication between my work unit and other units that we are involved with.	37,884	60.7	53.5%	57.1	52.2

Table #19: Leaders with direct reports^{footnote 2[2]}
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
In the past twelve months, staff reporting to me have consistently completed tasks they are responsible for within the expected timelines.	6,628	81.7	85.5%	81.2	N/A
Productivity of staff reporting to me has increased during the past twelve months.	6,407	76.1	75.0%	73.9	N/A
Staff reporting to me have been working longer hours during the past twelve months.	6,473	73.2	69.2%	71.7	N/A

*These questions were presented to respondents with direct reports.

Part C: Learning and development

Table #20: Learning and development
Statement(s)	Responses	Mean	Favourable
My learning over the last twelve months has helped me do my work more effectively.	36,291	56.8	47.4%
The learning and development I have received has met my needs.	37,706	56.9	47.1%

Table #21: Types of learning
I participated in the following types of learning in the past twelve months^{footnote 3[3]}	2022 Proportion
Career development opportunities (for example job shadowing, stretch assignment)	20.8%
E-learning course (for example online mandatory policy model, health and safety module)	76.7%
Leadership and certification programs (for example Advancing into Management, Project Management Certification Program etc.)	8.0%
Learning event (for example webinar, panel discussions, etc.)	54.3%
One-on-one learning (for example coaching, mentoring, peer-to-peer sharing)	30.8%
Practicing skills on the job (also referred to as experiential learning for example case study, role play)	22.1%
Self-study (for example research, articles, videos, micro learning course)	52.0%
None of the above	6.3%
Other (please specify)	4.2%
Number of responses	37,704

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #22: Factors that prevent learning
Did any factors from the list below prevented you from meeting your learning goals in the past twelve months?^{footnote 3[3]}	2022 Proportion
I am not aware of learning opportunities that I would benefit from.	18.7%
I am not clear how to access learning opportunities within the OPS.	10.5%
I feel my learning is not valued by the person I report to.	9.0%
I have been told that there aren’t resources available for me to participate in learning.	11.6%
I have not been able to identify a mentor.	8.3%
It is difficult to find time to complete a course.	37.0%
None of the above, I am encouraged to participate in learning opportunities that support my goals.	35.7%
Other	9.5%
Number of responses	34,976

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part D: Hiring

Table #23: Hiring
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I have a clear understanding of a how a person is hired in my workplace.	37,336	60.7	54.4%	N/A	N/A
I was treated fairly the last time I went through a hiring process.	35,952	73.1	73.7%	71.9	67.7
My workplace hires and promotes people with diverse perspectives.	35,846	64.2	58.4%	N/A	N/A
The OPS hires and promotes people based on their skills, abilities, and experience.	37,106	52.4	41.8%	51.8	55.2

The following question was addressed to those who answered "Strongly Disagree" or "Disagree" to the question "In my ministry the process for selecting a person for a position is fair".

Table #24: Concerns with hiring
My concerns with hiring are:^{footnote 3[3]}	2022 Proportion
Lack of awareness about available job opportunities (for example job advertisements not posted on OPS Careers or not circulated widely)	20.3%
Couldn’t apply to job opportunities (for example invitational competition, geographic job-ad restrictions)	16.1%
Preferential treatment during recruitment (for example some employees given an unfair advantage over others)	74.8%
Transparency in hiring (for example there is little or no information about the process used to hire people in my workplace)	50.8%
Employees in temporary assignments having an unfair advantage in a competition for that role	38.6%
Job ads (for example job requirements that are too narrow and specific, unclear job specifications)	12.9%
Discrimination in recruitment process (for example discrimination due to disability, race etc.)	21.0%
Other (please specify)	21.5%
Number of responses	8,592

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #25: Apply for and/or change jobs
Did you apply for and/or change jobs in the OPS in the past twelve months?	2022 Proportion
No	56.5%
Yes	43.5%
Number of responses	36,299

The following questions were addressed to those who answered "Yes" to the question "Did you apply for other jobs in the OPS in the past twelve months?".

Table #26: Reason for applying for or changing jobs?^{footnote 3[3]}
What was the reason for applying for or changing jobs?^{footnote 3[3]}	2022 Proportion
Better work environment or culture in the unit I applied to	15.8%
Career advancement	54.2%
Compensation	19.7%
Leadership opportunity	14.6%
More challenging / interesting work	18.2%
Nature of work in new unit appeals to me	13.7%
Project opportunity	3.0%
Recognition	1.7%
Skill development	11.9%
Other (please specify)	14.7%
Number of responses	15,444

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #27: Hiring process
Which hiring process did you participate in last?	2022 Proportion
Expression of Interest (EOI – used by ministries for MCP hires)	7.3%
Identified through talent management and/or succession management and invited to apply for competition	2.2%
Identified through talent management and/or succession management and offered the job	1.9%
Job offered based on a previous competition results	3.7%
Job offered through targeted direct assignment	2.5%
Posted job competitions	69.0%
Short term assignment without competition (for example back-fill, developmental opportunity)	7.3%
I don’t know	3.3%
Other (please specify)	2.9%
Number of responses	34,631

Table #28: Hiring experience
The last time I participated in a hiring process	2022 Proportion
I was not selected, and had a negative experience	11.9%
I was not selected, but had a positive experience	16.1%
I was the successful hire and had a negative experience	4.6%
I was the successful hire and had a positive experience	67.4%
Number of responses	32,241

The following question was addressed to those who answered that they had a negative experience in the question "The last time I participated in a hiring process".

Table #29: Negative hiring experience
Which of the following contributed to your negative experience?^{footnote 3[3]}	2022 Proportion
Could not demonstrate my skills and abilities in the assessments	14.5%
Did not have the opportunity to demonstrate my skills and experience during the interview	17.2%
I had the qualification/experience but was not short-listed for an interview	24.6%
I had to wait a long time for the hiring decision	18.0%
I was intimidated by the number of interview panelists	6.5%
I was not able to provide my preferred references for a reference check	1.6%
Poorly described job specifications	8.6%
The application process was too lengthy	14.1%
The assessment criteria were not communicated clearly	14.6%
The assessments were onerous or time consuming	12.3%
The interview panel did not make me feel comfortable	16.3%
The interview questions were poorly designed	24.0%
The qualification criteria in job advertisements were not clear	7.9%
Other (please specify)	38.6%
Number of responses	4,692

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who answered that they were not hired in the question "The last time I participated in a hiring process".

Table #30: Hiring feedback
I was given an opportunity to understand the reasons why I wasn’t selected the last time I participated in a hiring process and was not successful	2022 Proportion
No	38.8%
Yes	61.3%
Number of responses	8,110

Part E: Recognition

Table #31: Meaningful recognition
How does meaningful recognition positively influence your employee experience?^{footnote 3[3]}	2022 Proportion
Encourages me to go above and beyond	45.5%
Encourages me to progress in my career	24.0%
Helps me build confidence in my skills	46.6%
Helps me feel more engaged	29.1%
Helps me gain self-confidence in the workplace	22.3%
Improves my morale	34.1%
Increases my commitment to the OPS	8.8%
Inspires me to give my best	44.1%
Makes me feel like I belong	29.5%
Motivates me to find solutions and overcome challenges	24.0%
Provides me with a sense of pride in my work	30.5%
Validates that I am being treated equitably	8.4%
Validates that my work is valued	52.8%
Does not positively impact my employee experience	2.7%
Number of responses	35,638

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who answered "Yes" to the question "Do you have staff reporting to you (direct reports?)".

Table #32: Recognition barriers
Did any barriers from the list below prevent you from meaningfully recognizing your team members?^{footnote 3[3]}	2022 Proportion
Lack of available OPS tools, tips and resources to help make recognition easier	12.4%
Lack of familiarity with informal recognition approaches	6.2%
Lack of familiarity with ministry formal recognition programs	7.8%
Lack of familiarity with OPS formal recognition awards (for example Amethyst)	5.5%
Lack of support from senior leaders in my ministry	9.8%
Lack of time due to competing priorities	37.1%
I do not have any barriers that prevent recognition	50.8%
Number of responses	6,118

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part F: Ethics

Table #33: Ethics
Statement(s)	Responses	Mean	Favourable	2021 (Mean)
I feel that I can file a formal complaint or a disclosure of wrongdoing without fear of reprisal.	34,727	60.4	54.2%	59.9
My ministry does a good job promoting ethics in the workplace.	36,897	66.0	60.8%	68.8

Table #34: Ethics dilemma help
If faced with an ethical dilemma in the workplace, do you know where to go for help in resolving the situation?	2022 Proportion	2021 Proportion
No	7.8%	9.5%
Yes	71.8%	65.2%
I am not sure	20.4%	25.3%
Number of responses	36,702	37,108

Part G: Mental health

Table #35: Mental health
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am aware of what mental health support programs are available to me.	36,764	69.7	66.1%	73.3	N/A
I feel free to discuss mental health challenges impacting my work with the person I report to.	36,537	59.6	51.7%	62.9	N/A
I felt supported by the person I report to during the past twelve months when dealing with work-related issues.	35,588	69.7	66.9%	72.0	N/A
In my workplace, there is a good understanding of the importance of employee mental health.	37,434	62.4	55.2%	64.4	62.2
The OPS mental health support programs are appropriate to my needs.	30,969	53.6	40.9%	61.7	N/A

Table #36: Most Accessed Mental Health Program: Employee Family Assistance Program
Statement(s)	Responses	Mean	Favourable
Accessing the OPS mental health support program/resource was easy.	10,391	70.2	67.5%
I am satisfied with the quality of OPS mental health program/resource I accessed.	10,152	58.4	49.4%
I would recommend the OPS mental health program/resource to my colleagues.	10,260	63.8	57.7%
The mental health support program/resource helped me to better deal with the issue(s) l was encountering.	9,969	58.8	48.6%
The mental health support program/resource met my needs.	10,062	56.0	44.2%

Table #37: Mental health issues
Mental health	Responses	Mean	Adverse/ Negative*	2021 (Mean)
Personal issues during the past twelve months adversely impacted my mental health.	35,662	56.0	46.7%	52.3
Work-related pressures during the past twelve months adversely impacted my mental health.	36,957	66.0	59.3%	60.3

*Note* In the above statements higher agreement (favourable) % signifies a more adverse/negative impact on mental health.

Table #38: Mental health programs
Which OPS mental health support program(s) and resource(s) did you access in the past twelve months?	2022 Proportion	2021 Proportion
AbilitiCBT	5.2%	2.8%
Care Navigators (formerly Employee/Family Liaisons)	1.3%	0.4%
Chaplains	0.5%	0.1%
Culturally responsive counselling services	0.6%	N/A
Employee and Family Assistance Program (EFAP)	16.2%	12.6%
Encompas Mental Health Wellness Program (OPPA members)	1.9%	0.7%
Fitness Liaisons	0.9%	0.4%
Healthy Workplace, Healthy Mind Speaker Series	13.2%	8.0%
Manager's Meeting-in-a-box	0.9%	0.6%
Manager’s Workplace Mental Health Toolkit	2.9%	1.8%
Occupational Medicine Program	0.3%	0.1%
OPS Mindfulness Program	13.0%	8.5%
Peer Support Program	3.3%	1.8%
Post-critical Incident Group Wellness Session	0.5%	N/A
Psychological Health Check-in Program	0.8%	N/A
Safeguard Program	0.3%	0.1%
Staff Mental Health Clinician	1.1%	N/A
Staff Psychologists	1.0%	0.5%
Other	3.0%	2.4%
I did not access any OPS mental health support programs or resources in the past twelve months	61.5%	74.2%
Number of responses	34,557	35,811

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who answered "Agree" or "Strongly Agree" to the statement "Work related pressures during the past twelve months adversely impacted my mental health".

Table #39: Work related stress
Which factors from the list below contributed to your work-related stress in the past twelve months?	2022 Proportion
Accessibility or accommodation issues	11.6%
Competing or constantly changing priorities	54.6%
Concern about COVID-19 safety	55.8%
Experiencing workplace discrimination or harassment	9.5%
Feeling disconnected from colleagues	23.4%
Heavy workload	70.2%
Unreasonable expectations from management	37.6%
Work-life balance	65.0%
Other	11.4%
Number of responses	21,148

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part H: Respectful workplace

The Ontario Public Service (OPS) is committed to fostering and sustaining a respectful workplace. A respectful workplace is one that values courteous conduct, positive communication, professional working relationships, dignity and inclusion.

Table #40: Respectful workplace
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I can be myself at work.	38,072	74.1	73.1%	75.4	N/A
I feel like I belong at my workplace.	38,068	74.7	73.6%	74.6	N/A
I have positive relations with my co-workers.	38,561	86.1	90.3%	85.4	82.7
My ministry values diversity.	36,468	76.6	75.9%	75.8	74.3
People I work with are treated respectfully at work.	38,027	80.0	82.1%	76.5	N/A

The following question was addressed to those who answered "Disagree" or "Strongly Disagree" to the statement "I am treated respectfully at work".

Table #41: Disrespectful behaviour at work
In the past twelve months have you experienced disrespectful behaviour at work?	2022 Proportion	2021 Proportion
No	11.2%	8.7%
Yes	88.8%	91.3%
Number of responses	2,389	2,531

The following questions were addressed to those who answered "Yes" to the question "In the past twelve months have you experienced disrespectful behaviour at work?".

Table #42: Nature of the disrespectful behaviour
What was the nature of the disrespectful behaviour?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Disruptive workplace culture (for example offensive jokes, displaying inappropriate materials)	22.9%	27.3%	N/A
Gossip (for example 'talking behind your back')	47.9%	55.1%	54.0%
Inappropriate conduct towards clients/stakeholders (for example biased treatment or customer service)	18.8%	25.2%	N/A
Minimizing your skills, experience and opinions (for example belittling, demeaning, patronizing, condescending)	71.8%	78.6%	78.3%
Minimizing the skills, experience and opinions (for example belittling, demeaning, patronizing, condescending) of other co-workers, stakeholders or clients	45.1%	56.2%	N/A
Rude or discourteous behaviour (for example swearing, dismissive body language)	42.2%	65.2%	56.6%
Rude or discourteous behaviour related to my disability	13.1%	N/A	N/A
Rude or discourteous behaviour related to my gender identity or sexual orientation	7.7%	N/A	N/A
Rude or discourteous behaviour related to my religion, spiritual beliefs, traditions, culture and attire	10.4%	N/A	N/A
Other	20.8%	27.2%	33.3%
Number of responses	2,001	2,226	3,068

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #43: From whom did you experience the disrespectful behaviour?
From whom did you experience the disrespectful behaviour?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Co-worker(s)	48.1%	52.3%	53.7%
Individual(s) for whom I have a custodial responsibility (for example inmates, offenders, patients, detainees)	7.6%	9.7%	11.5%
Individual(s) from other government departments or agencies	4.3%	5.6%	6.4%
Individual(s) from other OPS Ministries or agencies	4.8%	5.0%	5.9%
Individual(s) from my ministry	28.4%	30.6%	N/A
Individual(s) with authority over me	67.1%	70.8%	74.0%
Individual(s) working for me	5.2%	6.9%	7.0%
Members of the public (individuals or organizations)	9.7%	12.4%	14.5%
Other	8.0%	7.3%	8.9%
Number of responses	2,036	2,231	3,089

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #44: Discussing disrespectful behaviour
Did you discuss the disrespectful behaviour with anyone from the list below?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Bargaining agent representative	26.5%	29.7%
Employee and Family Assistance Program (EFAP)	10.5%	12.0%
Human resources	9.4%	10.6%
Management or leadership in your workplace	50.0%	53.6%
OPP Respectful Workplace Program	1.9%	2.0%
Respectful Workplace Employee Contact	0.7%	N/A
Respectful Workplace Liaison	1.3%	N/A
Respectful Workplace Liaison/Employee Contact	N/A	2.3%
Workplace Discrimination and Harassment Prevention (WDHP) Office	6.1%	8.3%
Other	10.5%	14.6%
I did not discuss with any of the above	29.4%	25.7%
Number of responses	1,883	2,047

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who answered "I did not discuss with any of the above" to the question "Did you discuss the disrespectful behaviour with anyone from the list below?".

Table #45: Reasons for not discussing the disrespectful behaviour
What were your reasons for not discussing the disrespectful behaviour?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Concern regarding experiencing further disrespectful behaviour	34.7%	47.1%
Did not think there will be a positive outcome as a result of the discussion	71.2%	79.4%
Did not think the disrespectful behaviour was serious enough to warrant any further action	9.8%	16.1%
Fear of reprisals/retaliation as a result of raising the issue	61.0%	66.1%
Was not sure what options were available to help me resolve the issue(s)	12.8%	17.5%
Other	8.1%	11.0%
Number of responses	531	510

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part I: Workplace discrimination

The section refers to workplace discrimination. Discrimination must be linked to one of the prohibited grounds under the Ontario Human Rights Code.

Table #46: Workplace discrimination
In the past twelve months have you experienced discrimination on the job?	2022 Proportion	2021 Proportion	2019 Proportion
No	91.2%	89.9%	88.5%
Yes	8.8%	10.1%	11.5%
Number of responses	35,527	35,621	33,719

The following questions were addressed to those who answered "Yes" to the question "In the past twelve months have you experienced discrimination on the job?".

Table #47: From whom did you experience workplace discrimination
Thinking about your experience of discrimination, from whom did you experience workplace discrimination?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Co-worker(s)	37.7%	41.7%	46.6%
Individual(s) for whom I have a custodial responsibility (for example inmates, offenders, patients, detainees)	6.3%	7.2%	9.7%
Individual(s) from my ministry	28.1%	28.0%	N/A
Individual(s) from other government departments or agencies	5.9%	6.1%	6.6%
Individual(s) from other OPS Ministries or agencies	8.1%	7.7%	7.4%
Individual(s) with authority over me	56.2%	59.8%	60.8%
Individual(s) working for me	4.0	4.7%	5.2%
Members of the public (individuals or organizations)	10.0%	11.1%	11.4%
Other	8.2%	7.8%	8.4%
Number of responses	2,833	3,176	3,498

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #48: Circumstances where you experienced discrimination
Under which circumstances did you experience discrimination in the past twelve months?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Career advancement	33.5%	38.8%
Hiring decisions	22.3%	29.4%
In my day-to-day work	68.0%	71.5%
Learning and development opportunities	19.4%	25.7%
Receiving recognition	19.7%	17.6%
Scheduling	13.5%	N/A
Other	11.7%	11.3%
Number of responses	2,808	3,159

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #49: Discrimination grounds
Did you experience discrimination based on one or more grounds detailed below?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Age	23.8%	28.7%	33.0%
Ancestry	6.6%	4.8%	6.7%
Citizenship	1.7%	1.7%	1.7%
Colour	17.1%	20.9%	16.7%
Creed (religion)	6.9%	4.7%	6.0%
Disability (mental or physical)	21.8%	19.7%	20.7%
Ethnic origin	16.0%	17.0%	16.8%
Family status	13.7%	14.4%	12.7%
Gender expression	3.2%	2.4%	2.3%
Gender identity	8.7%	14.0%	6.8%
Marital status	5.4%	7.4%	7.2%
Place of origin	8.0%	7.5%	8.9%
Race	27.8%	33.7%	28.1%
Record of offences	0.7%	0.7%	0.8%
Sex (including pregnancy)	16.9%	19.6%	22.0%
Sexual orientation	5.5%	4.4%	4.8%
Other	12.1%	12.0%	11.2%
Number of responses	2,593	2,952	3,383

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #50: Discussing discrimination
Did you discuss the discrimination issue(s) with anyone from the list below?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Bargaining agent representative	20.9%	19.0%
Employee and Family Assistance Program (EFAP)	7.7%	8.6%
Human resources	7.3%	7.8%
Management or leadership in your workplace	38.7%	41.1%
OPP Respectful Workplace Program	1.3%	0.9%
Respectful Workplace Employee Contact	0.6%	N/A
Respectful Workplace Liaison	0.6%	N/A
Respectful Workplace Liaison/Employee Contact	N/A	2.4%
Workplace Discrimination and Harassment Prevention (WDHP) Office	4.9%	N/A
Other	9.7%	N/A
I did not discuss with any of the above	41.4%	48.8%
Number of responses	2,641	2,856

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who answered "I did not discuss with any of the above" to the question "Did you discuss the discrimination issue(s) with anyone from the list below?".

Table #51: Reasons for not discussing discrimination
What were your reasons for not discussing the discrimination issue(s)?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Concern regarding further discrimination	27.6%	30.7%
Did not think the complaint was serious enough to warrant my effort	25.2%	30.7%
Did not think there will be a positive outcome or issue would be addressed	64.0%	N/A
Fear of reprisals/retaliation as a result of raising the issue	46.0%	48.0%
Was not sure what options were available to help me resolve the issue(s)	13.9%	14.1%
Other	6.1%	15.7%
Number of responses	1,027	1,329

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part J: Workplace harassment

The next section asks about workplace harassment. Harassment does not have to be linked to a prohibited ground of discrimination under the Ontario Human Rights Code.

Table #52: Workplace harassment
In the past twelve months have you been the victim of harassment on the job?	2022 Proportion	2021 Proportion	2019 Proportion
No	92.2%	90.9%	87.0%
Yes	7.8%	9.1%	13.0%
Number of responses	36,179	36,278	34,068

Table #53: The harassment involved
The harassment involved….^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Unwanted sexual solicitation or sexual advances	5.1%	5.5%	6.8%
Unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning	N/A	N/A	87.2%
Unwelcome words or actions that are offensive, humiliating or demeaning	88.9%	89.6%	N/A
Other	14.8%	17.2%	16.8%
Number of responses	2,549	2,960	4,103

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who selected "Unwanted sexual solicitation or sexual advances" to the question "The harassment involved….".

Table #54: From whom did you experience unwanted sexual solicitation or sexual advances
From whom did you experience unwanted sexual solicitation or sexual advances?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Co-worker(s)	63.4%	67.1%	66.2%
Individual(s) from whom I have a custodial responsibility. (for example inmates, offenders, patients, detainees, etc.)	29.3%	28.0%	33.5%
Individual(s) from my ministry	13.0%	20.5%	N/A
Individual(s) from other government departments or agencies	4.1%	7.5%	3.9%
Individual(s) from other OPS Ministries or agencies	2.4%	3.1%	1.9%
Individual(s) with authority over me	32.5%	36.7%	29.6%
Individual(s) working for me	3.3%	3.7%	1.9%
Members of the public (individuals or organizations)	15.5%	15.5%	15.4%
Other	4.1%	3.7%	2.7%
Number of responses	123	161	260

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following questions were addressed to those who selected "Unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning." to the question "The harassment involved….".

Table #55: Experiencing unwelcome words or actions
How did you experience unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Insults, negative or derogatory remarks gestures or actions, rumours or gossip	60.4%	65.0%	68.4%
Isolation and / or exclusion from work-related activities	28.1%	30.2%	30.5%
Microaggression	47.0%	45.7%	N/A
Persistent, unwarranted criticism or belittling	47.0%	46.6%	47.4%
Verbal or written aggression, abuse or bullying	45.7%	49.5%	52.6%
Other	4.9%	5.5%	7.3%
Number of responses	2,228	2,588	3,487

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #56: From Whom did you experience unwelcome words or actions
From whom did you experience unwelcome words or actions that are offensive, embarrassing, humiliating or demeaning?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Co-worker(s)	50.5%	50.5%	55.3%
Individual(s) from whom I have a custodial responsibility. (for example inmates, offenders, patients, detainees, etc.)	5.5%	6.2%	8.3%
Individual(s) from my ministry	20.4%	21.3%	N/A
Individual(s) from other government departments or agencies	3.7%	3.0%	4.2%
Individual(s) from other OPS Ministries or agencies	4.0%	3.8%	3.3%
Individual(s) with authority over me	48.0%	53.1%	50.7%
Individual(s) working for me	5.7%	6.1%	6.3%
Members of the public (individuals or organizations)	8.5%	8.0%	9.6%
Other	5.4%	6.0%	3.1%
Number of responses	2,206	2,589	3,453

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #57: What were the unwelcome words or actions about
What were the unwelcome words or actions about?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Nature of employment	25.6%	23.8%	26.5%
Voicing concerns or complaints	37.7%	38.4%	41.0%
Your accent	2.9%	3.3%	2.5%
Your age	11.1%	12.2%	12.4%
Your ancestry	3.6%	4.2%	4.1%
Your beliefs	8.6%	7.1%	7.7%
Your colour	4.3%	4.2%	4.4%
Your communication style	24.3%	26.4%	N/A
Your disability (mental or physical)	11.8%	10.7%	10.3%
Your education	6.3%	7.0%	6.3%
Your ethnic origin	4.3%	4.8%	5.3%
Your experience	28.2%	26.5%	26.7%
Your family status	6.6%	7.5%	6.0%
Your gender expression	0.9%	1.2%	1.0%
Your gender identity	3.1%	2.3%	1.5%
Your marital status	4.4%	5.0%	4.3%
Your occupation	14.0%	16.4%	18.3%
Your opinion(s)	35.5%	38.6%	37.5%
Your place of origin	3.0%	3.2%	2.4%
Your race	6.4%	5.1%	5.2%
Your religion (creed)	2.9%	2.4%	2.7%
Your sex	7.4%	8.8%	9.0%
Your sexual orientation	1.9%	2.1%	2.0%
Your skills	40.6%	40.3%	38.9%
Your style of work	40.3%	44.5%	46.9%
Your tenure	10.4%	12.0%	12.2%
No specific focus	5.2%	3.7%	8.0%
Other	9.9%	12.1%	N/A
Number of responses	2,084	2,435	3,228

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #58: Discussing harassment
Did you discuss the harassment issue(s) with anyone from the list below?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Bargaining agent representative	20.9%	20.5%
Employee and Family Assistance Program (EFAP)	9.0%	8.5%
Human resources	8.2%	10.1%
Management or leadership in your workplace	55.3%	58.1%
OPP Respectful Workplace Program	1.7%	1.3%
Respectful Workplace Employee Contact	0.7%	N/A
Respectful Workplace Liaison	0.9%	N/A
Respectful Workplace Liaison/Employee Contact	N/A	3.7%
Workplace Discrimination and Harassment Prevention (WDHP) Office	5.6%	N/A
Other	9.3%	N/A
I did not discuss with any of the above	26.8%	33.0%
Number of responses	2,465	2,796

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

The following question was addressed to those who answered "I did not discuss with anyone listed above" to the question "Did you discuss the harassment issue(s) with anyone from the list below?".

Table #59: Reasons for not discussing the harassment
What were your reasons for not discussing the harassment issue(s)?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Concern regarding further harassment	31.3%	38.9%
Did not think the complaint was serious enough to warrant my effort	23.0%	31.9%
Did not think there will be a positive outcome or issue would be addressed	62.9%	66.5%
Fear of reprisals/retaliation as a result of raising the issue	55.6%	56.0%
Was not sure what options were available to help me resolve the issue(s)	9.9%	12.4%
Other	7.7%	16.4%
Number of responses	626	874

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part K: Workplace violence

Workplace violence refers to using, trying to use, or threatening to use physical force that causes or could cause physical injury to a worker in a workplace.

Table #60: Workplace violence?
In the past twelve months have you been the victim of workplace violence?	2022 Proportion	2021 Proportion	2019 Proportion
No	98.3%	98.2%	96.8%
Yes	1.7%	1.8%	3.2%
Number of responses	37,673	38,025	35,586

The following questions were addressed to those who answered "Yes" to the question "In the past twelve months have you been the victim of workplace violence?".

Table #61: From whom did you experience workplace violence
Thinking about your experience of workplace violence, from whom did you experience it?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Co-worker(s)	10.4%	11.8%	13.3%
Individual(s) for whom I have a custodial responsibility (for example inmates, offenders, patients, detainees)	56.0%	55.5%	59.5%
Individual(s) from other government departments or agencies	0.7%	0.8%	0.7%
Individual(s) from other OPS Ministries or agencies	0.5%	0.8%	0.5%
Individual(s) from my ministry	2.7%	2.8%	N/A
Individual(s) with authority over me	5.6%	6.3%	6.9%
Individual(s) working for me	2.2%	2.8%	1.6%
Members of the public (individuals or organizations)	33.0%	30.6%	24.5%
Other	7.2%	6.3%	6.0%
Number of responses	557	618	1,092

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #62: Nature of violence?^{footnote 3[3]}
What was the nature of the violence?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Attempt to use physical force	43.0%	43.5%	46.3%
Threat to use physical force	78.9%	77.8%	79.1%
Use of physical force	48.9%	45.4%	51.8%
Other	11.9%	14.9%	14.0%
Number of responses	540	603	1,050

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #63: Violence issue(s) reported
Was the issue(s) reported to management or a supervisor?	2022 Proportion	2021 Proportion	2019 Proportion
No	13.3%	15.6%	14.3%
Yes	86.7%	84.4%	85.7%
Number of responses	534	589	1,050

The following question was addressed to those who answered "Yes" to the question "Was the issue(s) reported to management or a supervisor?".

Table #64: Satisfaction with response
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
Overall, I am satisfied with the way in which my ministry or the OPS responded to the issue(s)	453	43.3	33.3%	43.7	35.0

Part L: Equitable workplace

Table #65: Equitable workplace
Statement(s)	Responses	Mean	Favourable
The OPS is taking appropriate action to build an equitable workplace.	35,711	66.6	61.1%

Table #66: OPS Leadership Pledge
I am aware of the OPS Leadership Pledge to build an equitable workplace.	2022 Proportion
No	29.7%
Yes	70.3%
Number of responses	35,125

The following questions were addressed to those who answered "Yes" to the question "I am aware of the OPS Leadership Pledge to build an equitable workplace".

Table #67: Confidence that the OPS is taking action on the commitments in the OPS leadership pledge
Statement(s)	Responses	Mean	Favourable
I am confident that the OPS is taking action on the commitments in the OPS Leadership Pledge.	23,519	67.5	61.8%

Table #68: Awareness of What has Been Done in the Past Twelve Months to Advance Racial Equity in the Workplace
I am aware of what has been done in the past twelve months to advance racial equity in the workplace	2022 Proportion
No	31.4%
Yes	68.6%
Number of responses	35,017

The following question was addressed to those who answered "Yes" to the question "I am aware of what my ministry is doing to advance racial equity in the workplace".

Table #69: Racial equity and OPS values
Statement(s)	Responses	Mean	Favourable
I am confident that my leaders are taking action to advance racial equity in the workplace.	34,974	68.3	62.5%
I am confident that actions taken to advance racial equity will improve my workplace.	34,522	65.8	58.0%
I am encouraged to live the OPS values in my workplace.	36,307	70.5	66.9%

Table #70: OPS values demonstrated in your workplace
Which of the following eight OPS values are demonstrated in your workplace?^{footnote 3[3]}	2022 Proportion
Collaboration	70.7%
Creativity	34.3%
Diversity	54.6%
Efficiency	51.6%
Excellence	48.1%
Fairness	45.4%
Responsiveness	55.8%
Trust	47.1%
None of the OPS values are demonstrated in my workplace	5.4%
Number of responses	33,458

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #71: OPS values that matter most to you
Which of the following eight OPS values matter most to you?^{footnote 3[3]}	2022 Proportion
Collaboration	56.0%
Creativity	34.4%
Diversity	41.5%
Efficiency	51.5%
Excellence	49.2%
Fairness	74.3%
Responsiveness	45.4%
Trust	75.8%
None of the OPS values are demonstrated in my workplace	0.4%
Number of responses	36,193

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part M: Workplace profile

Table #72: My first position in the OPS
My first position in the OPS was as a...	2022 Proportion	2021 Proportion
Fixed-term employee (Unclassified)	41.8%	41.3%
Intern (Ontario Internship Program or another internship)	4.9%	4.5%
Regular employee (classified)	30.0%	32.8%
Student position	16.2%	15.2%
Other (not classified or unclassified)	7.1%	6.2%
Number of responses	37,641	37,720

Table #73: Classification
Are you a...(Classification)	2022 Proportion	2021 Proportion	2019 Proportion
Fixed-term employee (Unclassified)	15.2%	12.3%	12.7%
Regular employee (Classified)	84.1%	86.9%	86.4%
Other (not classified or unclassified)	0.8%	0.8%	0.9%
Number of responses	37,936	37,952	35,026

Table #74: Employment group
The Employment Group that you belong to is...^{footnote 4[4]}	2022 Proportion	2021 Proportion	2019 Proportion
A Bargaining Unit / Association covered by a collective agreement (OPSEU, AMAPCEO, OPPA, PEGO, ALOC, OCAA, AOPDPS, PSAT)	80.4%	75.9%	74.0%
Individual contributor / non-manager specialist excluded from a bargaining unit	4.5%	6.5%	6.7%
Manager or OPP Inspector or equivalent	11.0%	11.3%	11.9%
Senior Management / Executive Class	2.8%	2.7%	2.7%
Other	1.5%	3.5%	4.7%
Number of responses	37,228	37,152	34,308

*Note* Due to the Management Job Evaluation Plan some levels of management have changed.

Table #75: Direct reports
Do you have staff reporting to you? (direct reports)	2022 Proportion	2021 Proportion	2019 Proportion
No	82.1%	82.2%	82.0%
Yes	17.9%	17.8%	18.0%
Number of responses	37,588	37,403	34,803

The following question was addressed to those who answered they belong to "A Bargaining Unit" in the question "The employment group that you belong to is…".

Table #76: Bargaining unit
The Bargaining Unit you belong to is…	2022 Proportion	2021 Proportion	2019 Proportion
ALOC (Association of Law Officers of the Crown)	1.9%	1.9%	1.7%
AMAPCEO (Association of Management, Administrative and Professional Crown Employees of Ontario)	32.7%	32.9%	31.4%
AOPDPS (Ontario Physicians and Dentists in Public Service)	0.0%	0.0%	0.0%
OCAA (Ontario Crown Attorneys' Association)	2.0%	0.9%	0.9%
OPPA (Ontario Provincial Police Association)	10.4%	8.6%	7.3%
OPSEU (Ontario Public Service Employees Union)	51.4%	54.1%	57.4%
PEGO (Professional Engineers of Ontario)	1.3%	1.4%	1.2%
PSAT (Provincial Schools Authority Teachers)	0.2%	0.1%	0.1%
Other	0.2%	0.1%	0.1%
Number of responses	29,368	27,684	24,662

Table #77: Type of work
What type of work do you do? (Formerly Job Category)	2022 Proportion	2021 Proportion	2019 Proportion
Accounting & Finance	5.9%	5.9%	5.5%
Administrative Support / Clerical	12.2%	13.3%	12.5%
Communications & Marketing	3.3%	3.1%	3.0%
Consulting & Planning	2.8%	2.5%	2.4%
Corrections	5.9%	6.1%	8.6%
Customer & Client Services	7.7%	7.6%	8.2%
Education & Training	2.2%	2.6%	2.4%
Enforcement	7.8%	8.2%	9.7%
Health and Social Services	4.4%	4.2%	4.0%
Human Resources	3.2%	2.9%	2.9%
Information Technology	9.7%	10.0%	9.4%
Inspections & Investigations	3.9%	4.0%	3.2%
Land & Resources	3.6%	3.7%	4.0%
Legal Services	6.0%	4.6%	4.5%
Policy	8.1%	8.1%	N/A
Policy / Program Analysis & Planning	N/A	N/A	13.1%
Program Analysis & Planning	6.9%	6.4%	N/A
Purchasing and Supply	0.5%	0.6%	0.6%
Science & Engineering	3.8%	4.0%	3.6%
Technical, Maintenance & Trades	2.2%	2.4%	2.5%
Number of responses	35,029	34,975	32,688

The following question was addressed to those who answered "Manager or OPP Inspector or equivalent" in the question "The employment group that you belong to is…".

Table #78: Manager or equivalent classification
What is your current manager or equivalent classification?	2022 Proportion	2021 Proportion
CC5	1.8%	N/A
M6 or equivalent	4.0%	4.1%
M7 or equivalent	4.4%	6.1%
M8 or equivalent	5.2%	6.1%
M9 or equivalent	16.2%	16.9%
M10 or equivalent	15.8%	14.8%
M11 or equivalent	45.6%	43.1%
M12 or equivalent	2.3%	2.4%
OPP Staff Sergeant or Sergeant Major	2.2%	3.2%
OPP Commissioned Officer 1	1.8%	2.5%
OPP Commissioned Officer 2	0.6%	0.6%
OPP Commissioned Officer 3	0.2%	0.3%
Number of responses	3,657	3,646

The following questions were addressed to those who answered they belong to "Senior Management or Executive Class" in the question "The employment Group that you belong to is…".

Table #79: Senior management level
Senior Management Level^{footnote 4[4]}	2022 Proportion	2021 Proportion	2019 Proportion
Assistant Deputy Minister, Associate Deputy Minister, OPP Provincial Commander or equivalent position	21.2%	20.7%	18.5%
Deputy Minister, OPP Commissioner or equivalent	2.8%	2.8%	2.6%
Director, OPP Superintendent, OPP Chief Superintendent or equivalent position	76.0%	76.5%	78.9%
Number of responses	992	969	870

*Note* Due to the Management Job Evaluation Plan some levels of management have changed.

Table #80: Senior management tenure
How long have you been in the Senior Management Group?	2022	2021	2019
<1 year	13.3%	12.0%	11.8%
1-4 years	37.4%	37.7%	37.3%
5-9 years	27.5%	26.6%	24.4%
10-15 years	13.7%	14.7%	16.4%
16-20 years	4.6%	5.6%	6.0%
>20 years	3.7%	3.5%	4.2%
Number of responses	1,011	1,001	907

Table #81: Designated bilingual position (French/English)
Is your position officially designated as bilingual (French / English)?	2022 Proportion	2021 Proportion	2019 Proportion
No	94.9%	94.8%	95.0%
Yes	5.1%	5.2%	5.0%
Number of responses	37,322	37,551	35,021

Table #82: Workplace location
Where are you located?	2022 Proportion	2021 Proportion	2019 Proportion
Central Region (Toronto, York, Durham, Halton, etc.)	59.8%	60.1%	59.1%
East Region (Ottawa, Frontenac, Peterborough, Hastings, etc.)	12.6%	12.3%	12.8%
North Region (Thunder Bay, Algoma, Nipissing, Cochrane, etc.)	11.7%	11.8%	12.4%
West Region (Dufferin, Hamilton, Waterloo, Middlesex, etc.)	15.9%	15.8%	15.8%
Number of responses	37,128	37,334	35,076

Table #83: Tenure
How long have you worked for the OPS?	2022 Proportion	2021 Proportion	2019 Proportion
<1 year	6.1%	3.5%	2.8%
1-4 years	14.5%	17.5%	22.3%
5-9 years	22.1%	19.7%	17.4%
10-15 years	20.4%	22.4%	22.8%
16-20 years	15.0%	15.7%	15.8%
>20 years	21.9%	21.4%	19.0%
Number of responses	37,425	37,475	34,817

Part N: Work setting and preferences

Table #84: Providing services directly to the public
Does your regular job involve providing services directly to the public?	2022 Proportion	2021 Proportion
No	52.3%	48.8%
Yes, but not face-to-face	21.2%	24.2%
Yes, face-to-face	26.6%	26.9%
Number of responses	37,750	37,812

Table #85: Type of work you did during the past twelve months
What type of work did you do during the past twelve months?	2022 Proportion	2021 Proportion
A combination of my regular work and work associated with my redeployment	1.7%	2.4%
Regular work and some new/different work as a result of the COVID-19 pandemic	36.4%	48.0%
Regular work that I would normally do including any job changes	59.8%	47.2%
Temporarily re-deployed to work in another area during the COVID-19 pandemic	0.7%	1.1%
Other	1.4%	1.4%
Number of responses	37,160	37,492

Table #86: Work setting during the past twelve months prior to April 4th, 2022?
What was your work setting during the past twelve months prior to April 4th 2022?	2022 Proportion	2021 Proportion
Primarily worked at one or more non-OPS sites	0.5%	N/A
Primarily worked from alternate OPS work site	1.1%	2.1%
Primarily worked from regular OPS work site	28.9%	25.9%
Primarily worked remotely	67.7%	69.4%
Other	1.9%	2.5%
Number of responses	37,690	38,000

Table #87: Percentage of your regular duties and tasks you believe could be completed remotely?
What percentage of your regular duties and tasks do you believe could be completed remotely?	2022 Proportion	2021 Proportion
0% – I cannot work remotely as my type of work requires my presence at worksite/office	9.1%	9.4%
1-25% – I can complete some tasks, but most of my work cannot be done remotely	5.4%	5.5%
26-49% – I can complete some tasks, but at least half of my work cannot be done remotely	5.4%	5.3%
50-74% – I can complete most tasks but there are some tasks that cannot be completed remotely	11.9%	12.7%
75-100% – Most, if not all, of my work can be completed remotely	68.2%	67.1%
Number of responses	38,132	38,182

Table #88: Preferred work option
What is your preferred work option based on the type of work you do?	2022 Proportion
In person	14.6%
Hybrid (combination of in-person and remote work)	41.1%
Remote	44.3%
Number of responses	38,075

Table #89: Willing to consider a shared office space closer to home
Would you be willing to consider an office space closer to home that is shared with other program areas / ministries, as an alternative to your regular office location?	2022 Proportion	2021 Proportion
No	35.6%	38.5%
Yes	64.4%	61.5%
Number of responses	35,091	35,457

Table #90: Willing to use a common office space (Hoteling)
Would you be willing to use a common office space (hoteling) on days that you work from an OPS office?	2022 Proportion	2021 Proportion
No	38.0%	40.3%
Yes	62.0%	59.7%
Number of responses	35,171	35,403

Table #91: Flex-work arrangements
Are you on any of the following flex-work arrangements?	2022 Proportion
Compressed work week	28.7%
Flexible / Staggered hours	8.8%
Job Sharing	0.3%
Pre-retirement part-time employment	0.5%
Remote work	31.7%
I do not have a flex work arrangement	41.4%
Other	2.5%
Number of responses	35,835

Table #92: OPS Networks
Are you a member of any of the following OPS Networks?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Black Ontario Public Service Employee Network (BOPSers)	2.5%	2.4%
Disability Advisory Council (DAC)	0.2%	0.2%
East Asian Network Group (EANG)	4.4%	4.0%
Francophone Employee Network (FrancoGO)	1.7%	1.7%
Nation to Nation	1.4%	0.9%
OPS Pride	2.7%	2.4%
Organization for Hispanic and Latin American Ontario Public Servants (Hola OPS)	0.9%	0.8%
South Asian Network (SAN)	1.3%	1.3%
Tamils in Public Service (TiPS)	0.4%	N/A
Tomorrow’s Ontario Public Service (TOPS)	4.7%	4.9%
United Muslims Association (UMMA)	0.9%	N/A
Another employee network	1.6%	N/A
I am not a member of any of the above mentioned networks	82.9%	84.9%
Number of responses	33,517	32,945

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Part O: Demographic profile

Table #93: Age
What is your age…	2022 Proportion	2021 Proportion	2019 Proportion
<20	0.1%	0.0%	0.0%
20-24	1.9%	1.6%	2.0%
25-29	8.7%	8.4%	9.3%
30-34	11.7%	10.9%	11.0%
35-39	13.4%	13.2%	13.4%
40-44	15.1%	15.0%	14.7%
45-49	15.3%	15.2%	14.8%
50-54	14.3%	15.0%	15.4%
55-59	12.4%	13.5%	13.0%
60-64	5.5%	5.7%	5.0%
65+	1.6%	1.4%	1.2%
Number of responses	35,006	35,380	32,593

Table #94: Formal education
What is the highest level of formal education you have completed?	2022 Proportion	2021 Proportion	2019 Proportion
Grade/elementary school	0.0%	0.1%	0.0%
High school graduate	3.0%	3.3%	3.5%
Post-graduate or higher	29.1%	27.8%	26.6%
Some high school	0.2%	0.2%	0.2%
Some university	6.0%	6.3%	6.1%
Some vocational, technical college, or CEGEP	4.6%	4.9%	5.4%
University graduate	38.2%	38.1%	37.7%
Vocational, technical college, or CEGEP graduate	19.0%	19.4%	20.5%
Number of responses	36,469	36,492	33,918

Table #95: Gender identity
What is your gender identity?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Man	38.8%	38.9%	40.9%
Non‐binary	0.4%	0.3%	0.2%
Two-Spirited	0.1%	0.1%	0.1%
Woman	60.6%	60.6%	58.8%
I don't identify with the above	0.3%	0.2%	0.2%
Number of responses	35,515	35,567	33,133

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #96: Do you identify as transgender
Do you identify as transgender	2022 Proportion	2021 Proportion
No	99.6%	99.6%
Questioning	0.2%	0.2%
Yes	0.3%	0.3%
Number of responses	36,017	36,133

Table #97: Sexual orientation
What is your sexual orientation?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Asexual (an identity tied to experiencing little or no sexual attraction; different than celibacy or abstinence)	0.4%	5.8%	6.4%
Bisexual	N/A	2.7%	2.0%
Bisexual or Pansexual (attracted to more than one gender)	3.0%	N/A	N/A
Gay (attracted to the same gender)	1.8%	1.8%	1.7%
Lesbian (a woman attracted to women)	0.9%	1.0%	0.9%
Pansexual	N/A	0.5%	0.3%
Queer (umbrella term for identities that are not heterosexual or cisgender)	0.9%	0.7%	0.4%
Questioning (exploring one’s sexual orientation and/or gender identity)	0.4%	0.4%	0.3%
Straight or Heterosexual (a man attracted to women, or a woman attracted to men)	91.8%	87.1%	87.0%
Two-Spirit (specific to Indigenous people whose gender identity, spiritual identity and/or sexual orientation includes a blend of masculine, feminine and/or non-binary spirits)	0.1%	0.1%	0.1%
I don't identify with the above	1.5%	1.2%	1.0%
Number of responses	32,765	32,275	30,060

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #98: Ethnic / cultural origin?
What is your ethnic/cultural origin?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Anishinaabe	0.8%	0.7%	0.7%
Argentinean	0.1%	N/A	N/A
Brazilian	0.2%	0.2%	N/A
British	10.6%	8.6%	13.1%
Canadian	47.4%	48.9%	43.0%
Chilean	0.1%	N/A	N/A
Chinese	5.9%	5.8%	5.2%
Colombian	0.2%	0.3%	0.3%
Cree	0.2%	0.3%	0.3%
Cuban	0.1%	N/A	N/A
Dutch	2.6%	2.7%	3.5%
East Indian	4.0%	4.7%	4.1%
Ecuadorian	0.2%	0.1%	N/A
English	10.7%	14.3%	14.1%
Filipino	1.5%	1.5%	1.4%
French	6.8%	7.4%	9.5%
German	5.7%	5.1%	7.2%
Greek	1.0%	1.1%	1.0%
Guyanese	1.5%	1.5%	1.3%
Haudenosaunee	0.2%	0.2%	0.1%
Hispanic / Latinx	N/A	1.0%	N/A
Inuk / Inuit	0.0%	0.0%	0.0%
Iranian	0.5%	0.5%	0.5%
Irish	11.2%	11.5%	14.5%
Italian	6.1%	5.9%	6.4%
Jamaican	2.3%	2.3%	2.0%
Jewish	1.9%	1.8%	1.7%
Korean	0.5%	0.4%	0.4%
Lebanese	0.5%	0.4%	0.4%
Lenape	0.0%	0.0%	N/A
Mexican	0.2%	0.2%	N/A
Mi'kmaq	0.3%	0.3%	0.3%
Métis	1.5%	1.5%	1.3%
Nigerian	0.6%	0.5%	0.4%
Ojibway	0.6%	0.7%	0.6%
Omushkego	0.0%	0.0%	N/A
Pakistani	1.3%	1.4%	1.3%
Peruvian	0.1%	N/A	N/A
Polish	2.7%	2.6%	3.1%
Portuguese	1.4%	1.4%	1.5%
Salvadorian	0.2%	N/A	N/A
Scottish	9.5%	10.5%	13.2%
Somali	0.1%	0.1%	0.1%
Sri Lankan	1.1%	1.1%	0.9%
Trinidadian	1.1%	1.2%	1.1%
Ukrainian	2.8%	2.5%	3.0%
Venezuelan	0.1%	N/A	N/A
Another ethnic origin not listed	11.8%	10.4%	11.7%
Number of responses	31,803	32,360	30,022

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #99: Religion and/or spiritual affiliation?
What is your religion and/or spiritual affiliation?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Buddhist	2.4%	2.2%	2.0%
Christian	47.4%	50.5%	51.3%
Hindu	3.3%	3.2%	2.8%
Indigenous Spirituality	0.9%	0.9%	0.9%
Jewish	1.7%	1.6%	1.5%
Muslim	3.8%	3.6%	3.2%
No religious affiliation	37.7%	35.0%	34.9%
Sikh	0.9%	0.8%	0.8%
Another religion	3.5%	3.8%	4.2%
Number of responses	31,543	30,992	28,991

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #100: Religious accommodations
Are you satisfied with the religious accommodations provided by the OPS to practice your faith/creed?	2022 Proportion
No	4.9%
Yes	33.4%
I do not require religious accommodations	61.7%
Number of responses	33,920

Table #101: Dependent care
For whom do you provide dependent care - excluding volunteer work?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
An immediate family member (other than child or elder indicated)	9.1%	9.3%	11.7%
Children (regardless of age)	49.6%	51.9%	53.0%
Dependents with special needs	3.6%	3.2%	3.3%
Elders	22.7%	20.6%	17.4%
Friend (other than child or elder indicated above)	1.2%	1.0%	1.2%
Pets	28.4%	28.8%	33.0%
No dependent care responsibilities	24.3%	23.3%	23.1%
Number of responses	34,510	34,531	32,541

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #102: Francophone
Are you a Francophone?	2022 Proportion	2021 Proportion	2019 Proportion
No	93.3%	93.1%	93.1%
Yes	6.8%	7.0%	6.9%
Number of responses	36,606	37,081	34,880

Table #103: Are you an Indigenous person?
Do you identify as First Nations, Metis and/or Inuit?^{footnote 5[5]}	2022 Proportion	2021 Proportion	2019 Proportion
No	97.3%	97.4%	97.2%
Yes	2.7%	2.6%	2.8%
Number of responses	36,373	36,815	34,493

The following question was addressed to those who answered "Yes" to the question "Do you identify as First Nations, Metis and/or Inuit?".

Table #104: Are you First Nation, Métis or Inuk?
Are you First Nation, Métis or Inuk?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
First Nations	51.8%	51.2%	47.6%
Inuk	0.3%	0.2%	0.3%
Métis	50.3%	51.3%	55.1%
Number of responses	956	926	910

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #105: Race category
Which race category best describes you?^{footnote 3[3]}	2022 Proportion	2021 Proportion	2019 Proportion
Black (African, Afro-Caribbean descent/African-Canadian)	6.0%	5.9%	5.2%
East/Southeast Asian (Chinese, Korean, Japanese, Filipino, Vietnamese, Cambodian, Indonesian and other southeast Asian descent)	9.0%	8.6%	8.1%
Indigenous (First Nations, Métis and/or Inuk descent)	2.1%	2.2%	2.5%
Latino/Latina/Latinx (Latin American, Hispanic, Central American, or Brazilian descent)	1.6%	1.6%	1.5%
Middle Eastern (Arab, Persian, and/or West Asian descent, for example Afghan, Egyptian, Iranian, Lebanese, Turkish, Kurdish, etc.)	2.1%	2.0%	1.8%
South Asian (Indian Subcontinent descent, for example East Indian, Pakistani, Bangladeshi, Sri Lankan, Indo-Caribbean, etc.)	8.6%	8.4%	7.8%
White (European descent)	71.5%	72.6%	74.4%
Another race category (please specify)	2.0%	1.9%	2.3%
Number of responses	33,233	33,457	31,624

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

*Note* Race categories have been modified according to OPS race data standards.

Table #106: Canadian Armed Forces Veteran
Are you a Canadian Armed Forces Veteran?	2022 Proportion	2021 Proportion
No	98.3%	98.2%
Yes	1.7%	1.8%
Number of responses	37,509	37,564

Racialized

In our society, people are often described by their race or racial background. For example, some people are considered “White”, “Black” or “East/Southeast Asian” etc. “Racialized” is a calculated measure based on responses to the race category question.

Table #107: Racialized

Racialized	2022 Proportion	2021 Proportion	2019 Proportion
No	72.2%	73.1%	75.1%
Yes	26.2%	25.4%	23.2%
Unknown	1.6%	1.5%	1.7%
Number of responses	33,233	33,457	31,624

Part P: Persons with disabilities

Disability includes physical, mental, and learning disabilities, mental disorders, hearing or vision disabilities, drug and alcohol dependencies, environmental sensitivities, as well as other conditions.

Table #108: Do you have a disability?
Do you have a disability?	2022 Proportion	2021 Proportion	2019 Proportion
No	86.7%	86.8%	86.8%
Yes	13.3%	13.2%	13.2%
Number of responses	35,801	35,883	33,816

The following questions were addressed to those who answered "Yes" to the question "Do you have a disability?".

Table #109: Which of the following disabilities do you have?
Which of the following disabilities do you have?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Dexterity: A person whose daily living activities are impacted in relation to using their fingers or hands to grasp objects, with or without the use of assistive devices.	5.6%	6.5%
Environmental-related: A person whose daily living activities are impacted by environmentally-linked conditions such as Myalgic Encephalomyelitis/Chronic Fatigue Syndrome (ME/CFS), Fibromyalgia (FM), Multiple Chemical Sensitivity (ES/MCS) and Electromagnetic Hypersensitivity.	9.8%	9.7%
Flexibility: A person whose daily living activities are impacted in relation to bending down or reaching with or without the use of assistive devices.	7.8%	8.7%
Hearing – Deafness: A person with little or no functional hearing, with or without the use of assistive devices, and who generally uses Sign language, lipreading, speech-reading or reading and writing to communicate.	2.6%	2.4%
Hearing – Hard of Hearing: A person whose daily living activities are impacted due to a hearing loss and who generally relies on their remaining hearing with or without use of a hearing aid, cochlear implant or other devices.	11.4%	14.0%
Learning Disability or ADHD: A person whose daily living activities are affected due to an impact on a process related to learning that affects how the person takes in, remembers, understands, organizes or expresses information and the person has average or above abilities (This category also includes people with Attention Deficit Hyperactivity Disorder (ADHD) which can impact on activity, impulsivity or attention).	22.1%	17.7%
Mental Health Related or Substance Use Related: A person whose daily living activities may be impacted by an emotional, psychological or mental health condition, with or without the use of medication or therapy, such as an anxiety disorder, depression, bipolar disorder, substance use disorders, anorexia, etc.	46.3%	43.3%
Mobility: A person whose daily living activities are impacted in their ability to move around, including walking or using stairs, with or without the use of a wheelchair, scooter, walker, cane, braces or other aids or devices.	12.2%	12.4%
Neurological-Related: A person whose daily living activities are impacted by a disability affecting the nerves or nervous system with or without assistive devices or treatment (for example Epilepsy, Multiple Sclerosis, Muscular Dystrophy, Parkinson’s Disease, Acquired Brain Injury, etc.)	9.2%	8.4%
Pain-Related: A person whose daily living activities are impacted because of pain that is always present or periods of pain that reoccur from time to time with or without the use of medication or therapy.	27.1%	27.6%
Speech Disabilities: A person whose daily living activities are impacted in their ability to speak or communicate with or without assistive devices.	1.1%	1.2%
Vision – Blindness: A person whose daily living activities are impacted due to having no or very limited useable vision and who may generally rely on audio, braille or tactile information.	0.5%	0.4%
Vision – Low Vision: A person whose daily living activities are impacted due to a vision loss that cannot be sufficiently improved by eyeglasses, contact lenses or medical or surgical therapy, and who may generally rely on the use of their remaining vision with or without the use of other assistive devices.	4.5%	5.5%
Other	12.7%	13.0%
Number of responses	4,373	4,329

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #110: Severity of disability
How would you rate the severity of your disability or combined disabilities?	2022 Proportion	2021 Proportion
Mild	29.8%	35.8%
Moderate	51.0%	47.0%
Severe	14.2%	11.8%
Very Severe	2.2%	1.9%
I don't know	2.8%	3.6%
Number of responses	4,332	4,294

Table #111: At What point in your Ontario Public Service career did you feel your condition became or was considered a disability?
At what point in your Ontario Public Service career did you feel your condition became or was considered a disability?	2022 Proportion	2021 Proportion
Before being hired into the Ontario Public Service	33.7%	31.8%
When working at the staff level	49.3%	48.8%
When working at a manager level	5.9%	6.6%
When working at an executive level	0.7%	0.7%
I don't know	10.4%	12.1%
Number of responses	4,222	4,171

The following questions were addressed to those who did not answer "I don't know" to the question "At what point in your Ontario Public Service career did you feel your condition became or was considered a disability?".

Table #112: Persons with a disability
Statement(s)	Responses	Mean	Favourable	2021 (Mean)
I did not experience barriers due to my disability when securing my first job in the OPS.	1,348	80.6	79.5%	81.4
I did not experience barriers due to my disability when securing a new position (promotion or lateral movement) in the OPS.	3,011	67.6	62.9%	68.3

Part Q: Accommodations

Table #113: Accommodations
Do you require employment accommodation in order to perform your job?^{footnote 6[6]}	2022 Proportion	2021 Proportion	2019 Proportion
No	89.0%	91.2%	57.8%
Yes	11.0%	8.9%	42.2%
Number of responses	35,701	36,277	3,891

*Note* In 2019 the above question was only asked to employees who had answered yes to the question "Do you have a disability?". In 2021 and 2022 this question was asked to all employees.

The following questions were addressed to those who answered "Yes" to the question "Do you require accommodation(s) for your disability in order to perform your job?".

Table #114: Type of employment accommodation Required
What type of employment accommodation do you require in order to perform your job?^{footnote 3[3]}	2022 Proportion	2021 Proportion
Alternate formats or communication supports, excluding support persons	5.5%	7.2%
Assistive technology	10.7%	13.5%
Modified work schedule, job duties or work location	61.1%	54.1%
Modified workstation, other than assistive technology	42.9%	47.1%
Physical workplace environment adjustments	5.2%	5.2%
Support Person	0.9%	N/A
Other	11.7%	14.4%
Number of responses	3,629	2,950

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #115: Did you make the request for accommodation you need to perform your job in the past twelve months?
Did you make the request for accommodation you need to perform your job in the past twelve months?	2022 Proportion	2021 Proportion
No	39.6%	47.0%
Yes	60.4%	53.0%
Number of responses	3,722	2,492

The following questions were addressed to those who answered "Yes" to the question "Did you make the request for accommodation(s) you need to perform your job in the past twelve months?".

Table #116: When you requested the accommodation(s), did you identify it was for a disability?
When you requested the accommodation(s), did you identify it was for a disability?	2022 Proportion
No	25.8%
Yes	74.2%
Number of responses	1,995

Table #117: Have you been provided with accommodation as a result of your request?
Have you been provided with accommodation as a result of your request?	2022 Proportion
No	14.3%
Yes	65.2%
Request is being evaluated	20.5%
Number of responses	2,119

The following question was addressed to those who answered "Yes" to the question "Have you been provided with the accommodation(s) you require to perform your job?".

Table #118: The employment accommodation I received allows me to perform my job.
Statement(s)	Responses	Mean	Favourable
The employment accommodation I received allows me to perform my job.	1,373	85.0	86.6%

The following questions were addressed to those who answered "Yes" to the question "Did you make the request for accommodation you need to perform your job in the past twelve months?".

Table #119: Positive accommodation statements
If you have requested accommodation in the past twelve months, which of the following positive statements accurately reflect your experience?^{footnote 3[3]}	2022 Proportion	2021 Proportion
My manager treated me with respect	73.9%	70.6%
My manager was knowledgeable about the duty to accommodate and the employment accommodation process	58.3%	59.3%
My privacy and confidentiality were protected	52.9%	52.4%
The process was fair	39.7%	43.3%
Not applicable	11.7%	13.4%
Number of responses	1,889	1,106

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #120: Negative accommodation statements
If you have requested accommodation in the past twelve months, which of the following negative statements accurately reflect your experience?^{footnote 3[3]}	2022 Proportion	2021 Proportion
My manager did not communicate well with me throughout the process	16.6%	22.0%
My manager did not have enough access to information about my type of disability to effectively manage my accommodations request	12.2%	11.6%
The process was hard to navigate	26.2%	22.3%
The process was not completed within a reasonable length of time	21.2%	24.9%
Not applicable	54.9%	55.0%
Number of responses	1,929	1,164

*Note* This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.

Table #121: Knowledge and skills to serve persons with disabilities
Statement(s)	Responses	Mean	Favourable
I have the knowledge and skills to serve persons with disabilities	35,434	71.6	68.3%

Table #122: Knowledge and tools to create accessible documents
I have the knowledge and tools to create accessible documents that can be used by persons with disabilities.	2022 Proportion
No	16.3%
Yes	51.8%
Not required in my current role	31.9%
Number of responses	35,884

Part R: Communicating results

Table #123: Confidence that the results of the survey will be addressed.
Statement(s)	Responses	Mean	Favourable	2021 (Mean)	2019 (Mean)
I am confident that the results of the survey will be addressed.	37,783	48.7	34.3%	51.6	45.7

Table #124: Reasons for lack of confidence that survey results will be addressed
What are the reasons for your lack of confidence that survey results will be addressed	2022 Proportion
Delay in sharing survey results	12.9%
I am not aware of actions taken by my ministry based on Employee Experience surveys	43.5%
Improving Employee Experience is not a priority in my workplace	42.7%
My leaders are focused on other organizational priorities	50.2%
Staff are not consulted on actioning survey results	31.5%
Survey results are rarely discussed in my workplace	25.0%
Other	26.4%
Number of responses	12,104

Part S: Response rates

Table #125: Response rates
Response rate year	OPS
2022	60.4%
2021	62.6%
2019	56.9%

Contact information

Centre for People, Culture and Talent (CPCT) Treasury Board Secretariat

315 Front Street West
2^nd Floor
Toronto, Ontario
M7A 0B8

Updated: February 17, 2023

Published: February 17, 2023

Footnotes

footnote[1] Back to paragraph The results in this table represent the ministry scores as they were constituted at the time of the survey (April 2022).
footnote[2] Back to paragraph These questions were presented to respondents with direct reports.
footnote[3] Back to paragraph This question was a multi-select question (meaning a respondent could choose more than one answer). As a result, the percentages could add up to more than 100%.
footnote[4] Back to paragraph Due to the Management Job Evaluation Plan some levels of management have changed.
footnote[5] Back to paragraph The following question was addressed to those who answered "Yes" to the question "Do you identify as First Nations, Metis and/or Inuit?".
footnote[6] Back to paragraph In 2019 the above question was only asked to employees who had answered yes to the question "Do you have a disability?". In 2021 and 2022 this question was asked to all employees.