This data only represents the 92,008 Victorian public sector employees who voluntarily responded to the People matter survey 2021.
We've included data from 2016 to 2021.
Some visuals only show data from 2019 and 2021. This is because the questions are new or can’t be compared to earlier years.
We don’t show the data from 2020 as some organisations couldn’t take part in the 2020 survey as they were responding to the impacts of the coronavirus (COVID-19). Therefore, the 2020 data isn't a true representation of the public sector.
We’ve broken down the data in 3 ways:
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.
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.
The key findings are for the Victorian public sector.
Reports of bullying:
Respondents who experienced bullying:
Reports of sexual harassment:
Respondents who experienced sexual harassment:
Reports of discrimination:
Respondents who experienced discrimination:
Reports of aggression or violent behaviour:
Respondents who experienced aggression or violent behaviour:
Bullying is defined as repeated unreasonable behaviour directed at an employee that creates a risk to their health and safety.
It can have an immediate and long-term negative impact on those involved, including those who witness bullying.
This first graph shows the percentage of respondents who experienced bullying in the workplace.
In this second graph, respondents who experienced bullying said what type they experienced.
The results may add up to more than 100% because respondents could choose more than one answer.
In this third graph, respondents who experienced bullying said how often it happened.
In this fourth graph, respondents who experienced bullying said who bullied them.
This graph may add up to more than 100% because respondents could choose more than one answer.
In this fifth graph, respondents who experienced bullying said who they told.
The results may add up to more than 100% because respondents could choose more than one answer.
In this sixth graph, respondents who experienced bullying said why they didn't submit a formal complaint.
Understanding why employees don't submit a formal complaint helps organisations provide better support.
The results may add up to more than 100% because respondents could choose more than one answer.
In this final graph, respondents who experienced bullying and submitted a formal complaint said if they were satisfied or not with how it was handled.
Sexual harassment is non-consensual or unwelcome sexual behaviour that could cause an employee to feel offended, humiliated or intimidated.
It can have an immediate and long-term negative impact on those involved, including those who witness sexual harassment.
This first graph shows the percentage of respondents who experienced sexual harassment.
In this second graph, respondents who experienced sexual harassment said what type they experienced.
The results may add up to more than 100% because respondents could choose more than one answer.
In this third graph, respondents who experienced sexual harassment said how often it happened.
In this fourth graph, respondents who experienced sexual harassment said who did it.
The results may add up to more than 100% because respondents could choose more than one answer.
In this fifth graph, respondents who experienced sexual harassment said how they responded.
The results may add up to more than 100% because respondents could choose more than one answer.
In this sixth graph, respondents who experienced sexual harassment said why they didn't submit a formal complaint.
Understanding why employees don't submit a formal complaint helps organisations provide better support.
The results may add up to more than 100% because respondents could choose more than one answer.
In this final graph, respondents who experienced sexual harassment and submitted a formal complaint said if they were satisfied or not with how it was handled.
Discrimination is when a person treats, or proposes to treat, a person unfavourably because of a personal characteristic that is protected by law.
Employees expect to have a safe and inclusive working environment free from discrimination.
This first graph shows the percentage of respondents who experienced discrimination.
In this second graph, respondents who experienced discrimination said what type they experienced.
The results may add up to more than 100% because respondents could choose more than one answer.
In this third graph, respondents who experienced discrimination said how often it happened.
In this fourth graph, respondents who experienced discrimination said who discriminated against them.
The results may add up to more than 100% because respondents could choose more than one answer.
In this fifth graph, respondents who experienced discrimination said who they told.
The results may add up to more than 100% because respondents could choose more than one answer.
In this sixth graph, respondents who experienced discrimination said why they didn't submit a formal complaint.
Understanding why employees don't submit a formal complaint helps organisations provide better support.
The results may add up to more than 100% because respondents could choose more than one answer.
In this final graph, respondents who experienced discrimination and submitted a formal complaint said if they were satisfied or not with how it was handled.
This is when employees are abused, threatened or assaulted in a situation related to their work.
It can come from anywhere, such as from colleagues, clients, customers or the public.
Aggression or violent behaviour can have an immediate and long-term negative impact on those involved, including those who witness the aggression or violence.
This first graph shows the percentage of respondents who experienced aggression or violent behaviour.
In this second graph, respondents who experienced aggression or violent behaviour said what type they experienced.
The results may add up to more than 100% because respondents could choose more than one answer.
In this third graph, respondents who experienced aggression or violent behaviour said how often it happened.
In this fourth graph, respondents who experienced aggression or violence said who was aggressive or violent towards them.
The results may add up to more than 100% because respondents could choose more than one answer.
In this fifth graph, respondents who experienced aggression or violence said who they told.
The results may add up to more than 100% because respondents could choose more than one answer.
In this sixth graph, respondents who experienced aggression or violence said why they didn't submit a formal complaint.
Understanding why employees don't submit a formal complaint helps organisations provide better support.
The results may add up to more than 100% because respondents could choose more than one answer.
In this final graph, respondents who experienced aggression or violence and submitted a formal complaint said if they were satisfied or not with how it was handled.
This graph shows what respondents did when they witnessed negative behaviours in their organisation.
It shows the extent to which they feel safe to speak up.
Organisations may use this to address negative behaviours.
The results may add up to more than 100% because respondents could choose more than one answer.
In this graph, respondents who witnessed negative behaviour said what type they witnessed.
The results may add up to more than 100% because respondents could choose more than one answer.