This data only represents the 92,008 Victorian public sector employees who voluntarily responded to the People matter survey 2021.
The order of the data doesn't reflect a preference for any demographic group.
Read more about the response rate to the People matter survey 2021.
The Commission uses strict rules to protect the privacy and anonymity of respondents at every stage of the survey.
We don’t release employee opinion results for demographic groups where industries have less than 30 total responses.
We included a 'prefer not to say' option for some demographic questions.
Respondents may choose 'prefer not to say' for a range of reasons.
Read our privacy policy.
Read more about the People matter survey 2021.
For data on the whole Victorian public sector workforce go to Workforce data facts and visuals.
This graph shows the age profile of respondents.
These graphs show how respondents describe their gender, variations in sex characteristics and sexual orientation.
These are new questions to support Workplace Gender Audits, in addition to existing People matter survey questions on gender equality.
Under the Gender Equality Act 2020, organisations have obligations to promote gender equality in the workplace.
This graph shows the gender identity of respondents.
This graph shows a breakdown of respondents who identify as trans, non-binary or gender diverse.
We combined the percentage of respondents who answered 'yes' to identifying as trans, non-binary and gender diverse to maintain anonymity.
This graph shows the respondents who said they had innate variations of sex characteristics.
This graph shows the sexual orientation of respondents.
This graph shows the highest level of education of respondents.
This graph shows the respondents who serve in the Australian Defence Force.
This graph shows the caring responsibilities respondents have.
The Carers Recognition Act 2021 helps protect care relationships and the role of carers in the community.
The results may add up to more than 100% because respondents could choose more than one answer.
This graph shows the percentage of respondents who identify as Aboriginal and/or Torres Strait Islander.
This graph shows the percentage of respondents who were born in Australia.
This graph shows when respondents first arrived in Australia.
This first graph shows the percentage of respondents who speak a language other than English with their family or community.
In this final graph, respondents who speak a language other than English said what other language they speak.
It shows the top 20 most common languages other than English in Australia as reported by the Australian Bureau of Statistics 2016.
The results may add up to more than 100% because respondents could choose more than one answer.
Additional languages
This data shows the languages with 30 or more responses.
| Languages spoken | Percentage of respondents |
|---|---|
| Hindi | 9.9% |
| Mandarin | 9.5% |
| Italian | 8.9 |
| Cantonese | 7.5% |
| Greek | 6.6% |
| Filipino | 5.1% |
| Spanish | 4.5% |
| Vietnamese | 4.3% |
| Arabic | 3.9% |
| Punjabi | 3.6% |
| French | 3.5% |
| Tamil | 3.4% |
| German | 3% |
| Sinhalese | 2.9% |
| Malayalam | 2.3% |
| Urdu | 2.1% |
| Tagalog | 2% |
| Macedonian | 1.9% |
| Indonesian | 1.8% |
| Polish | 1% |
| Turkish | 1% |
| Croatian | 0.9 |
| Russian | 0.9% |
| Korean | 0.8% |
| Australian Indigenous Language | 0.8% |
| Telugu | 0.8% |
| Dutch | 0.7% |
| Serbian | 0.7% |
| Japanese | 0.6% |
| Nepali | 0.6% |
| Maltese | 0.6% |
| Malay | 0.6% |
| Bengali | 0.6% |
| Gujarati | 0.6% |
| Portuguese | 0.6% |
| Afrikaans | 0.5% |
| AUSLAN | 0.5% |
| Thai | 0.5% |
| Farsi | 0.4% |
| Marathi | 0.4% |
| Hungarian | 0.4% |
| Samoan | 0.3% |
| Khmer | 0.3% |
| Persian | 0.3% |
| Kannada | 0.3% |
| Shona | 0.2% |
| Hakka | 0.2% |
| Hebrew | 0.2% |
| Romanian | 0.2% |
| Nepalese | 0.2% |
This shows the cultural identities nominated by respondents.
The results may add up to more than 100% because respondents could choose more than one answer.
This graph shows the religion of respondents.
The Victorian Government has a plan to increase the number of people with disability in the public sector called Getting to work.
Getting to work is Victoria’s long-term employment plan for people with disability in the public sector.
The plan supports a target of 6% representation of people with disability in the Victorian Public Service by 2020 and 12% by 2025.
30,243 people or 50% of the Victorian Public Service completed the People matter survey in 2021.
5.6% of respondents identified as a person with disability.
In the survey, we define disability to include long-term (lasting 6 months or more) physical, mental health, intellectual, neurological or sensory impairments which, in interaction with various attitudinal and environmental barriers, may hinder full and effective participation in society on an equal basis with others.
This graph shows the respondents who identify as a person with disability.
In this second graph, respondents who identified as a person with disability said if they shared their disability information with their organisation.
In this final graph, respondents who identified as a person with disability said why they didn't share their disability information with their organisation.
The results may add up to more than 100% because respondents could choose more than one answer.
In the survey, we define adjustments as to allow employees to work safely and effectively in line with the Equal Opportunity Act 2010.
They can include adjustments to:
This first graph shows the type of adjustments respondents asked for to help them do their work.
The results may add up to more than 100% because respondents could choose more than one answer.
In this second graph, respondents who asked for an adjustment said why they asked for them.
The results may add up to more than 100% because respondents could choose more than one answer.
In this final graph, respondents who asked for an adjustment said how they felt when their adjustments weren't made.
Under the Disability Discrimination Act 1992 and Equal Opportunity Act 2010, employers must make adjustments for employees with disability unless it may result in unjustifiable hardship.
This graph shows the percentage of respondents who have working arrangements that are:
This graph shows if respondents work full-time or part-time.
This graph shows the gross base salary of respondents.
Casual employees were not asked this question.
This graph shows how long respondents have worked for their current employer.
This graph shows the management responsibilities of respondents.
This graph shows the respondent's primary work location in the 3 months prior to responding to the survey.
This graph shows the respondent's primary workplace in the 3 months prior to responding to this survey.
Due to the coronavirus (COVD-19) pandemic, many respondents worked from home or other locations.