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 the final instalment of this two-part blog series, we examine specific risks identified in the survey, focusing on procurement and supplier interactions, professional boundaries, and perceptions of gift exchanges and benefits.

Procurement and Supplier Interactions

An increase in the likelihood of corruption and misconduct in the Victorian Government when interacting with suppliers was a key finding in the 2024 IBAC survey, with respondents expressing concern about the potential for corruption in procurement processes. Two in three (68%) believed there was a medium or high risk of suppliers offering gifts or benefits worth more than $50 to public sector employees involved in procurement, an increase from 64% in 2022. Additionally, three in five (61%) considered the risk of public sector employees accepting such gifts or benefits to be medium or high, compared to 57% in 2022.

The survey also identified differences in perceptions based on roles and locations. For example, senior managers / executives (70%) were more likely than middle managers (63%) or non-managers (59%) to perceive a medium or high risk of public sector employees accepting gifts from suppliers. Metropolitan Melbourne employees (63%) rated these risks higher compared to their regional Victoria counterparts (57%), and individuals working in corrections, emergency services (non-police), and transport sectors were significantly more likely to perceive risks in supplier interactions compared to other sectors.

Professional Boundaries

When asked about the likelihood or risk of various behaviours within the Victorian Government, breach of professional boundaries (such as bullying and harassment, exceeding delegated powers, inappropriate relationships, and sexual harassment) and inaction (including inefficient administration, and failure to report wrongdoing) were considered the most probable, with 76 per cent of respondents viewing these as medium or high risk.

Ongoing concerns about other behaviours included favouritism or nepotism (75% in 2024; 79% in 2022), misuse of resources such as unauthorised access/ use of confidential information, and misuse of assets (63% in 2024; 68% in 2022) and collusion including undeclared improper association with a 3rd party (57% in 2025; 60% in 2022).

Additionally, employees in emergency services (excluding police) and transport were more likely to perceive breaches of professional boundaries as a significant risk. Front-line service delivery workers and males were also more likely to report having personally observed or suspected breaches of boundaries in their workplace, compared to other groups.

Employees who speak a language other than English were significantly more likely to report having personally observed or suspected instances of bribery, inducements, or cases of a public sector or local government employee requesting a gift, cash, or other benefits, compared to their English-speaking counterparts.

Perceptions of Gift Exchanges and Benefits

When asked to assess the likelihood or risk of various behaviours occurring between business organisations and the public sector, notable differences emerged across three specific behaviours.

Two in three (68%) considered there to be a medium or high risk of suppliers offering gifts or benefits worth more than $50 to public sector employees involved in procurement—a rise from 2022 (64%). Similarly, three in five (61%) perceived a medium or high risk of public sector employees accepting such gifts from suppliers, also an increase from 2022 (57%). Although still seen as the least likely behaviour, the proportion of those who viewed a public sector employee asking for a gift, cash, or other benefits as a medium or high risk rose to 37%, showing a notable increase from the previous year (32%).

Senior managers and executives (70%) were notably more likely than individuals in other roles to perceive a medium or high risk of public sector employees accepting gifts or benefits exceeding $50 from suppliers (63% for middle managers; 59% for those without managerial responsibilities). Employees based in metropolitan Melbourne (63%) were more likely to view this risk as medium or high, compared to their counterparts in regional Victoria (57%), while individuals employed in corrections, emergency services (excluding police), and the transport sector were more likely than workers in other sectors to consider each of the assessed behaviours as medium or high risk.

Addressing High-Risk Behaviours and Enhancing Integrity

To enhance integrity across the public sector, the IBAC 2024 survey findings highlight the importance of addressing high-risk behaviours, such as breaches of professional boundaries, inaction, and favouritism, as well as managing increased risks in supplier interactions. Clearer guidelines and targeted education can help public sector organisations distinguish behaviours that constitute misconduct or corruption, fostering a more transparent and ethical work culture.

Key Takeaways

• 68% of respondents believed there was a medium or high risk of suppliers offering gifts more than $50 to public sector employees involved in procurement, up from 64% in 2022.
• 61% considered the risk of public sector employees accepting gifts more than $50 as medium or high, up from 57% in 2022.
• The perceived risk of a public sector employee asking for a gift or benefit increased to 37% in 2024, from 32% in 2022.
• 76% of respondents rated breaches of professional boundaries (such as favouritism and harassment), and inaction (including inefficient administration, and failure to report wrongdoing) as medium or high risks.
• Differences in perceptions were noted between metropolitan and regional respondents and across various organisational roles.

Conclusion

This two-part series has examined the findings from IBAC’s 2024 Perceptions of Corruption Survey, focusing on corruption and misconduct risks within the Victorian public sector. In Part 1, we explored the key findings from the survey and outlined opportunities for improvement, while Part 2 explored specific areas such as procurement and supplier interactions, professional boundaries, and perceptions of gift exchanges. The survey results underscore the importance of transparency and ethical leadership in addressing these risks. By focusing on clear guidelines and proactive education, the Victorian public sector can work towards reducing the corruption risks and maintaining a culture of integrity.

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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Written by Wendy Cavenett

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