Key Findings: Surveys & Focus Groups

Where available, context research is also provided in callout boxes.

• Commitment to Diversity, Equity and Inclusion: Over 97% of employees indicated that DEI was important to them and 85% felt it was important to the school. However, 13% of racialized employees (compared to 3% white) felt that DEI was less of a priority for the organization.

• Perceptions of Organizational Climate & Belonging: Just over 70% of all employees felt that they can be authentic at work and that they were recognized for their accomplishments. Of note, 55% of LGBTQ2S+ respondents felt as though they could not voice contrary opinions without negative consequences, whereas 28% of heterosexual employees held the same view. The ability to voice contrary opinions and feel heard is important for fostering both a sense of psychological safety and trust in the workplace.

Learn More Employee Authenticity And Belonging

A recent survey of almost 2000 workers in the U.S. concluded that over 60% of employees felt they had to hide some aspect of their identity at work, such as their political views, mental health condition, religion, sexual orientation, gender identity, ethnicity, or a disability (Mason, 2022). Black employees, in particular, often engage in impression management behaviours in order to avoid being stereotyped as unprofessional (McCluney et al., 2021). However, similar findings apply to employees who are LGBTQ2S+, gender-diverse, or have a disability. Research in the independent school sector suggests that the majority of employees and school leaders continue to be white and heterosexual, making it difficult for diverse employees to be their authentic selves at work due to stereotyping, incivility and backlash (Brown & Swihart 2021; Dunnell, 2018a; Dunnell, 2018b; Mason, 2022). However, impression management takes a toll as well, as it is cognitively exhausting and can lead to burn-out and lower job satisfaction (Hamilton & Almeida, 2022).

• Perceptions of Belonging, Bias and Identity at Work: Significant group differences were reported in levels of belonging, as well as understanding and comfort with discussing group identities and bias. Overall, 31-40% of individuals in minority groups (race, sexuality, disability) felt excluded, compared to 1-3% of employees in the dominant group. Additionally, 31-54% of individuals in minority groups felt that administrators and peers were not knowledgeable about bias and required training, compared to their white and heterosexual peers (13-14%).

• Perceptions of Hiring and Selection Processes: Approximately half (48%) of employees felt that hiring practices were fair and consistent while one-fifth of employees felt that it was harder to get hired at Branksome if you were a racial minority. Minority groups also felt an equity lens needed to be applied to the hiring process in addition to specific training in cultural competence and bias.

• Perceptions of Advancement Opportunities and Compensation: Most employees (70%) felt they had access to training and advancement opportunities. The majority of employees (65%) felt that they were compensated fairly. However, some people expressed concerns about pay bands and increases being clear for faculty but not for staff.

• Perceptions of Workplace Harassment and Discrimination: Strong policies are in place at Branksome Hall. Overall, 88% of employees felt that harassment and discrimination were not tolerated. However, 11% of employees surveyed indicated they had experienced (though the school notes not reported) harassment and/ or discrimination by peers, students or parents, with LGBTQ2S+ and racialized employees significantly more likely to have experienced discrimination (40% and 23% respectively).

Learn More Workplace Harassment And Discrimination

A recent poll of a representative sample of employees in the U.S. found that 46% of employees thought that their organization had an issue with discrimination and bias in the workplace and 51% of employers agreed (Lever, 2022). In the Canadian context, a recent study of almost 5000 employees found that 71% of employees experienced harassment at work. Gender-diverse, LGBTQ2S+ and Indigenous employees were more likely to report experiencing all types of incidents of harassment. While these findings cut across employment sectors, 62% of employees in education reported experiencing harassment at work ( Berlingieri et al., 2022).

• Daily Workplace Experiences: Over half of employees (54%) reported having a good work/life balance, and nearly one third reported that this was a challenge for them (32%). Whereas the majority of staff (66%) felt they could ask for accommodations, faculty were less likely do so (36%). In 2021, there was a statistically significant proportion of employees who did not feel fairly paid (43% staff and 12% faculty/management). Anima is aware that Branksome Hall has initiated a salary review process in 2022.

In focus groups, the participants named some additional areas of concern, with examples that they believed create barriers to inclusion at Branksome Hall. The concerns flagged by participants included:

• Microaggressions (i.e., mistaken names, assumptions about background)

• Lack of community connection

• Improper facilitation of sensitive topics

• Members of minoritized groups called on to represent their identity group

• Representation of minoritized communities

• Pay and advancement transparency.