This data only represents the 87,178 Victorian public sector employees who voluntarily responded to the People matter survey 2022.
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 2022.
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 2022.
For data on the whole Victorian public sector workforce go to Workforce data facts and visuals.
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.
24,542 people or 62% of the Victorian Public Service completed the People matter survey in 2022.
7.3% 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 chart shows the respondents who identify as a person with disability.
In this chart, respondents who identified as a person with disability said if they shared their disability information with their organisation.
In this chart, 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 chart 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 chart, 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 chart, 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.