The recently released Independent Broad-based Anti-corruption Commission (IBAC)’s 2024 Perceptions of Corruption Survey offers important insights into the current state of corruption risks, ethical culture, and reporting mechanisms within Victoria’s public sector.

In part 1 of this two-part blog series, we explore key findings from the survey, highlighting vulnerabilities and opportunities for improvement that can help strengthen integrity across various organisations.

About the Survey

IBAC conducts its Perceptions of Corruption surveys across two stakeholder groups to assess views on corruption, misconduct, and factors influencing reporting and prevention. These surveys help to gauge perceptions about the prevalence of corruption and identify attitudes, barriers, and motivators affecting reporting and prevention efforts.

Group 1 includes Victorian public sector employees, local government employees, Victoria Police employees, business suppliers to government, and the Victorian community. Group 2 consists of Members of Parliament and councillors. The IBAC 2024 Perceptions of Corruption report primarily focuses on public sector corruption in Victoria, but business suppliers to the government are also surveyed, particularly in relation to corruption risks in procurement processes.

In 2024, the survey focused on Group 1 stakeholders, with 2,781 participants. Conducted between 15 April and 19 May 2024, the survey serves as a barometer for corruption risks and ethical culture across Victoria’s public sector. These findings provide critical insights that help public institutions shape their anti-corruption strategies.

Key Findings: Corruption Perceptions and Vulnerabilities

The 2024 IBAC survey results indicate a continued rise in the belief that corruption is a problem in Victoria. Ninety percent of Victorian government employees strongly agree and agree that corruption occurs in the state, with 69% considering it a problem—an increase from 66% in 2022. However, when asked specifically about their workplaces, 30% of respondents considered corruption a problem within their own organisations, up from 24% in 2022. This gap between state-level and workplace-level perceptions of corruption suggests that while employees acknowledge systemic issues, there is less awareness or willingness to recognise these issues within their immediate environment.

One of the survey’s standout findings is the increased perception of vulnerability to corruption within specific sectors. Front-line service delivery workers, as well as employees in emergency services, corrections, and transport, were more likely to report corruption as a workplace issue. Fifty-six percent of respondents in emergency services (excluding police) identified corruption as a problem in their workplace.

Organisational Culture and Ethical Health

While perceptions of corruption vulnerabilities have increased, there has been a marked decline in confidence regarding the ethical culture within organisations. Three in four (74%) respondents believed their organisation was vulnerable to corruption and misconduct (moderately, 60%; highly, 13%), and there is a growing belief that organisational ethical cultures are weakening. Only 38% rated their organisation’s ethical culture as strong, compared to 44% in 2022. In contrast, 21% rated their organisation’s ethical culture as weak, a significant increase from previous surveys (16% in 2022; 15% in 2019).

Employees in senior management and executive roles were more likely to rate their organisation’s ethical culture as strong, while front-line workers were significantly less confident. This disparity highlights a potential disconnect between leadership and employees in the field, which may impact efforts to foster a strong, organisation-wide ethical culture.

Reporting Corruption and Misconduct

Despite a general willingness to report corruption, confidence in the reporting process has declined since 2022. Although 81% of respondents indicated they would report corruption or misconduct if they observed it, only 68% said they would know how to do so. Additionally, there has been a decrease in the proportion of employees who believe reports would be treated seriously. Only 57% of respondents felt their report would be taken seriously, down from 60% in 2022, and 68% in 2019.

The perceived lack of support from direct managers and uncertainty about the outcomes of reporting are significant barriers. Many employees fear retaliation or a lack of protection if they report unethical behaviour. Fifty-two percent of respondents believed they would face personal repercussions for reporting corruption, while 35% feared they could lose their job as a result.

Awareness of IBAC

Awareness of IBAC and its role in addressing corruption and police misconduct remains high, with 87% of respondents indicating some level of awareness. Trust in IBAC’s ability to investigate and address corruption has improved slightly, with 76% of respondents expressing trust in the agency. However, confidence in IBAC’s ability to detect and prevent corruption remains lower, with only 25% and 24% of respondents, respectively, expressing confidence in these areas.

The media continues to be the primary source of information about IBAC, with 68% of respondents stating they had seen IBAC in media coverage in the last 12 months. While this remains the most common avenue for learning about IBAC, there has been a decrease in media-driven awareness since the 2022 survey, which followed significant media attention on corruption investigations within the Victorian government.

Opportunities for Improvement

The survey findings suggest several areas where Victorian public sector organisations can improve their approach to corruption prevention and strengthen their ethical cultures:

1. Enhancing Ethical Culture: Organisations can prioritise initiatives that promote integrity and ethical behaviour at all levels. Regular integrity training and a commitment to building strong ethical frameworks are effective steps to mitigate corruption risks.
2. Supporting Reporting Mechanisms: Ensuring that employees know how to report corruption and misconduct, alongside reinforcing protections for those who come forward, builds confidence in these mechanisms. Clear communication about the reporting process and the consequences of unethical behaviour can help improve the effectiveness of these reporting structures.
3. Improving Leadership and Accountability: Leadership plays a crucial role in shaping organisational culture. By fostering an environment of accountability and transparency, leaders can set the tone for ethical behaviour and reinforce the importance of integrity within their organisations.

Key Takeaways from the IBAC Perceptions of Corruption Survey 2024

• 90% of respondents reported that corruption occurs in Victoria.
• 69% of respondents considered corruption a significant problem.
• 30% of respondents considered corruption a problem within their own organisations.
• 56% of employees in emergency services (excluding police) identified corruption as an issue in their workplace.
• 74% of respondents believed their organisation is vulnerable to corruption.
• 38% rated their organisation’s ethical culture as strong, down from 44% in 2022.
• 81% of respondents indicated they would report corruption, but only 68% knew how to do so.
• 57% of respondents felt their report would be taken seriously.
• 52% feared personal repercussions for reporting corruption, while 35% feared losing their job.

Conclusion

The 2024 IBAC survey underscores the ongoing challenges faced by the Victorian public sector in addressing corruption risks and fostering strong ethical cultures. While awareness of corruption and the willingness to report unethical behaviour remain high, declining confidence in organisational responses and weakening ethical cultures pose significant concerns. By taking proactive steps to address these issues, public sector organisations can enhance their integrity frameworks and better protect themselves against corruption.

Part 2 of the blog series, to be published next week, will focus on the specific risks in procurement, professional boundaries, and the acceptance of gifts within the Victorian public sector.

Resources

• IBAC: Victorian perceptions of corruption 2024
• IBAC: Perceptions of corruption 2024 Interactive dashboard
• IBAC: Perceptions of corruption 2024 Overall comparisons

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A participant in the UN Global Compact, CourtHeath seeks to raise awareness about the sustainable development goals and the principles of the Global Compact with business and government organisations in Victoria. The elimination of all forms of discrimination in respect to employment and occupation is Principle 6 of the Global Compact. The Global Compact repudiates labour discrimination internationally.

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IMAGE: Used under licence from shutterstock.com

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