Don't use this data to represent the whole public sector.
Some organisations weren't able to take part in the 2020 survey as they were responding to the impacts of the coronavirus (COVID-19).
These were:
With some results, some numbers may add up to more than 100% as respondents could select more than one answer.
Read more about the 2020 survey
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Due to the varied representation of some industry groups in the 2020 survey, there may be bias in the results.
The under-represented industry groups in the 2020 survey are:
The over-represented industry groups in the 2020 survey are:
The 2020 survey results may not be a reliable indicator of employee opinions or experiences compared to surveys in other years.
The data for % of public sector workforce comes from our annual workforce data collection.
Work-related stress is an employee's stress response to work. This may include responses that are:
Lower work-related stress is linked to positive organisational outcomes, such as job retention and performance.
In the 2020 survey, 1 in 4 respondents said they experienced high or severe work-related stress. This is in line with past surveys.
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Emotional effects of work are the positive and negative feelings respondents experienced in the 3 months before the survey.
Positive feelings may lead to higher wellbeing and job satisfaction and a lower chance of burnout.
Each respondent was asked to rate how often they felt happy, enthusiastic, worried and miserable as:
Nearly half of respondents said work made them feel often, very often or always happy or enthusiastic.
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Psychosocial safety climate question results are what respondents said about how safe and secure they feel at their organisation.
A good safety climate leads to higher productivity and employee wellbeing.
A bad safety climate may lead to:
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To find the average agreement:
Engagement results are what respondents said about how engaged they feel with their organisation as a result of the work they do.
High engagement may lead to greater satisfaction and lower absences, turnover and workplace stress.
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The engagement score is out of 100 and is the average of these weightings for all engagement question responses:
Satisfaction is one way to see how satisfied respondents are with their jobs, work-life balance and careers.
In 2020, 66% of respondents were satisfied with their current job, work-life balance and career development.
High satisfaction may lead to improved engagement, performance and lower absences and turnover.
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To work out the percentage satisfied, we: