Facts, figures and visuals on the negative behaviours experienced by survey respondents

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Key findings

The key findings are for the Victorian public sector.

Bullying

Reports of bullying:

  • fell to 16% of respondents from 20% in 2016

Respondents who experienced bullying:

  • 45% were bullied by a colleague
  • said incivility, exclusion, intimidation and the withholding of essential information were the most common types.

Sexual harassment

Reports of sexual harassment:

  • fell to 6% of respondents from 12% in 2016

Respondents who experienced sexual harassment:

  • 55% were harrassed by a colleague
  • 28% were harrassed by clients, customers, patients or stakeholders
  • said intrusive questions, comments on physical appearance and sexually suggestive or explicit comments or jokes were the most common types.

Discrimination

Reports of discrimination:

  • fell to 6% of respondents from 9% in 2016

Respondents who experienced discrimination:

  • 53% were discriminated against by a senior manager
  • said opportunities for promotion was the most common reason.

Aggression or violent behaviour

Reports of aggression or violent behaviour:

  • fell to 18% of respondents from 19% in 2019

Respondents who experienced aggression or violent behaviour:

  • 70% said it was from a client, customer, patient or stakeholder
  • said abusive language and intimidating behaviour was the most common type.

Bullying

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.

Graph 1 of 7: Respondents who experienced bullying in 2016, 2017, 2018, 2019 and 2021

This first graph shows the percentage of respondents who experienced bullying in the workplace.

Graph 2 of 7: Type of bullying experienced in 2021

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.

Graph 3 of 7: Frequency of bullying in 2021

In this third graph, respondents who experienced bullying said how often it happened.

Graph 4 of 7: Who did the bullying in 2021

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.

Graph 5 of 7: Telling someone about bullying in 2021

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.

Graph 6 of 7: Reason why respondents didn’t submit a formal complaint about bullying in 2021

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.

Graph 7 of 7: Satisfaction with how the bullying complaint was handled in 2021

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

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.

Graph 1 of 7: Sexual harassment in 2016, 2017, 2018, 2019 and 2021

This first graph shows the percentage of respondents who experienced sexual harassment.

Graph 2 of 7: Type of sexual harassment experienced in 2021

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.

Graph 3 of 7: Frequency of sexual harassment experienced in 2021

In this third graph, respondents who experienced sexual harassment said how often it happened.

Graph 4 of 7: Who did the sexual harassment in 2021

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.

Graph 5 of 7: Response to sexual harassment in 2021

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.

Graph 6 of 7: Reason why respondents didn’t submit a formal complaint about sexual harassment in 2021

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.

Graph 7 of 7: Satisfaction with how the sexual harassment complaint was handled in 2021

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

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.

Graph 1 of 7: Discrimination in 2016, 2017, 2018, 2019 and 2021

This first graph shows the percentage of respondents who experienced discrimination.

Graph 2 of 7: Type of discrimination experienced in 2021

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.

Graph 3 of 7: Frequency of discrimination experienced in 2021

In this third graph, respondents who experienced discrimination said how often it happened.

Graph 4 of 7: Source of discrimination in 2021

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.

Graph 5 of 7: Telling someone about discrimination in 2021

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.

Graph 6 of 7: Reasons respondents chose not to submit a formal complaint about discrimination in 2021

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.

Graph 7 of 7: Satisfaction with how the discrimination complaint was handled in 2021

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.


Aggression or violent behaviour

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.

Graph 1 of 7: Aggression or violent behaviour in 2019 and 2021

This first graph shows the percentage of respondents who experienced aggression or violent behaviour.

Graph 2 of 7: Type of aggression or violent behaviour experienced in 2021

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.

Graph 3 of 7: Frequency of aggression or violent behaviour experienced in 2021

In this third graph, respondents who experienced aggression or violent behaviour said how often it happened.

Graph 4 of 7: Who was aggressive or violent in 2021

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.

Graph 5 of 7: Telling someone about aggression or violent behaviour in 2021

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.

Graph 6 of 7: Reasons respondents chose not to submit a formal complaint about aggression or violent behaviour in 2021

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.

Graph 7 of 7: Satisfaction with how the aggression or violent behaviour complaint was handled in 2021

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.


Witnessing negative behaviours in 2021

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.

Type of negative behaviour witnessed in 2021

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.