Thank you to everyone who participated in our recent pulse survey on belonging and inclusion that closed on September 30, 2026. We received 106 completed responses, representing a 38% response rate from current Library faculty, civil service, and academic professionals.
September Survey Question:
Question 1: How would you describe the Library’s efforts in creating a sense of belonging and welcoming environment among all employees?
The table shows how the 106 respondents answered:
| Choice | Percent | Count |
| Sustaining – Belonging and inclusion are integrated into organizational strategy, policy, leadership practices and employee experience | 5.7% | 6 |
| Advancing – Strong and visible efforts are underway and positive outcomes are evident but not consistent across most areas | 21.7% | 23 |
| Emerging – Foundational efforts exist but are not yet broadly experienced across the organization | 39.6% | 42 |
| Limited – Efforts are non-existent or not effective | 27.4% | 29 |
| Unsure or I don’t know | 5.7% | 6 |
Question 1 results are shown visually in the bar chart below.
Question 2 (multiple choice): Which areas should the Library prioritize to strengthen your sense of belonging and inclusion? Select up to 3.
The table shows how the 106 respondents answered Q2:
| Choice | % of total respondents selecting choice | Count |
| Workplace culture & belonging – Cultivating a respectful, welcoming environment where employees feel valued, included, and able to be themselves through opportunities for connection, community-building, dialogue, and learning. | 64.2% | 68 |
| Recruitment, retention & advancement – Strengthening Library-level practices that support equitable hiring, onboarding, retention, promotion, mentoring, and access to career opportunities. | 30.2% | 32 |
| Professional development & training – Expanding opportunities and equitable access to professional development, training, and opportunities to build skills and advance in one’s career. | 27.4% | 29 |
| Communication, outreach & engagement – Creating meaningful opportunities for employees to share perspectives, build community, participate in Library programs and initiatives, and contribute to discussions and decision-making. | 26.4% | 28 |
| Accessibility & workplace inclusion – Enhancing physical, digital, technological, and organizational accessibility and addressing barriers that affect employees’ ability to fully participate and contribute. | 19.8% | 21 |
| Policies, practices & processes – Reviewing and improving Library policies, procedures, and everyday practices that may create barriers or contribute to inequities. | 32.1% | 34 |
| Employee voice & representation – Strengthening opportunities for employees to share their perspectives, formally and informally. | 31.1% | 33 |
| Other (please describe) | 17.9% | 19 |
Question 2 results are shown visually in the bar chart below.
The 3rd chart below shows the results of Q2 broken down by how the respondents’ answered Q1. Note: Click for a larger-sized chart 3.
The top 3 choices by each Q1 response selection were:
Sustaining (n=6):
- Workplace culture & belonging (4, tied)
- Professional development & training (4, tied)
- Communication, outreach & engagement (3)
Advancing (n=23)
- Workplace culture & belonging (15)
- Professional development & training (7, tied)
- Communication, outreach & engagement (7, tied)
Emerging (n=42)
- Workplace culture & belonging (31)
- Employee voice & representation (18)
- Policies, practices & processes (13)
Limited (n=29)
- Workplace culture & belonging (17)
- Policies, practices & processes (13)
- Other (11)
Unsure or I don’t know (n=6)
- Recruitment, retention & advancement (2, tied)
- Other (2, tied)
- Workplace culture & belonging (1, tied)
- Professional development & training (1, tied)
Nineteen (of 106) respondents selected “Other” in Question 2 and provided written comments. Feedback most commonly emphasized organizational culture, leadership practices, employee voice and inclusion across employee groups, and opportunities for dialogue related to belonging.
The results of the survey have been provided to the Director of Diversity, Equity, Inclusion, & Accessibility (DEIA), Victor Jones, to determine next steps.