The State election will be held on Saturday 26 November 2022. During the caretaker period (commencing 6.00 pm on Tuesday 1 November 2022) content will only be added to this website in line with the caretaker conventions.
Disability and adjustments
Facts, figures and visuals on respondents with disability.
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.
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.
People with disability
This chart shows the respondents who identify as a person with disability.
Shared disability information with their organisation
In this chart, respondents who identified as a person with disability said if they shared their disability information with their organisation.
Why respondents didn’t share their disability information with their organisations
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.
Adjustments
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:
working hours
regular breaks
non-standard equipment, such as standing desk, screen reader, vertical mouse, Auslan interpreter, accessible lift, lighting, ramps.
Type of adjustments
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.
Reasons for adjustments
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.
Experience asking for adjustments
In this chart, respondents who asked for an adjustment said how they felt when their adjustments weren’t made.
