This data only represents the 92,008 Victorian public sector employees who voluntarily responded to the People matter survey 2021.
For most visuals, we’ve included data from 2019 and 2021. Some visuals only show data from 2021.
This is because the questions are new or can’t be compared to earlier releases.
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.
For most questions, respondents were asked to choose either:
For the visuals, we combined the percentage of responses to agree and strongly agree.
Respondents who selected neither agree nor disagree may account for a significant number of responses where people have not agreed.
We included a ‘prefer not to say’ option for some demographic questions. Respondents may choose ‘prefer not to say’ for a range of reasons.
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.
Positive views from respondents:
The most reported barriers to working optimally were:
Other responses were:
This graph shows the percentage of respondents who agree their organisation operates, implements policy and delivers services fairly and equitably.
We need the community to have high trust in how we work and what we do.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their organisation supports flexible work.
Supporting flexible work can improve employee wellbeing.
The results combine agree and strongly agree answers to these statements:
This graph shows the types of flexible work arrangements respondents use.
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 agree their organisation supports equal opportunity in the workplace.
This is a Victorian public sector employment principle and is set out in the Charter of Human Rights and Responsibilities Act 2006.
The results combine agree and strongly agree answers to these statements:
This graph shows what respondents feel are the most significant barriers to working in an optimal way.
Workplace barriers prevent employees from working efficiently and effectively.
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 agree their organisation’s culture supports diversity in the workplace.
If employees feel valued and included, it can lead to a positive work environment and higher engagement and productivity.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their organisation implements measures to support gender equality.
Under the Gender Equality Act 2020, organisations must take action to promote gender equality in the workplace.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their workgroup operates to deliver quality services.
To do this well, employees need to be motivated, make impartial decisions and have clear accountabilities.
The public sector must provide high-quality services in a timely way to meet the needs of Victorians.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree their organisation is innovative with its operations.
Innovation can reduce costs, create public value and lead to higher quality services.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who agree that people work together and support each other in their organisation.
Collaboration can lead to higher team satisfaction, performance and effectiveness.
The results combine agree and strongly agree answers to these statements:
This graph shows the percentage of respondents who feel supported by senior leaders in their organisation and how well they believe senior leaders communicate.
Supportive senior leaders who communicate well mean employees may feel more connected to their work and organisation.
The results combine agree and strongly agree answers to these statements: