2024 Survey Shows Trust in Integrity but Needs Improvement in Reporting

January 31, 2025

The 2024 Commonwealth Integrity Survey conducted by the National Anti-Corruption Commission provides a comprehensive look into how integrity and corruption are perceived within the Australian public sector. Conducted between August and September, this extensive survey collected responses from 58,309 employees across 171 public sector departments. The findings offer valuable insights into the trust levels and areas that need attention within these organizations.

Trust and Perception of Integrity

Trust Levels Among Employees

A significant 79% of respondents expressed trust in the integrity of their agencies, indicating a robust sense of ethical behavior among most public sector employees. However, confidence in their agency’s anti-corruption controls was slightly lower at 69%. This disparity likely stems from mixed sentiments about the effectiveness of current measures rather than an outright belief that they are ineffective. Notably, nearly all employees—96%—felt confident in identifying corruption within their areas of responsibility. When faced with hypothetical corruption scenarios, 84% of respondents managed to select the optimal response in at least three out of five cases. Only 20% could achieve the best response in all five scenarios.

This discrepancy between general trust in agency integrity and specific anti-corruption measures suggests that while employees believe in the ethical foundation of their organizations, they see room for improvement in the frameworks designed to uphold these standards. The high rate of confidence in identifying corruption hints at an informed and vigilant workforce, but the lower success rate in hypothetical scenarios highlights the need for ongoing training and clearer guidelines. The survey results underscore the importance of not only maintaining high ethical standards but also ensuring that anti-corruption controls are perceived as effective and reliable.

Reporting Corruption

Willingness to Report Corruption

The willingness to report corruption varied significantly depending on the level of information available to employees. A substantial 88% would report if they had specific details, a figure that speaks to the dedication of employees to uphold integrity when they have concrete evidence. This willingness drops to 69% with second-hand knowledge, 45% with mere suspicions, and falls to 34% when based on hearsay alone. Despite this, employees generally felt knowledgeable about reporting mechanisms—83% knew how to report internally, and 72% understood how to report to the corruption watchdog.

These statistics reveal a cautious approach to reporting, which could hinder efforts to uncover and address corruption effectively. When employees are uncertain about the information they possess, their hesitation to report could allow unethical behavior to persist. The survey identifies an urgent need to foster a culture where employees feel comfortable reporting even when their information is not definitive. Providing more clear and accessible reporting mechanisms, along with assurances that reports will be taken seriously and investigated thoroughly, could enhance the effectiveness of anti-corruption efforts.

Organizational Size and Integrity

Impact of Agency Size on Perceptions

Interestingly, the survey found that smaller agencies, defined as those with 100 or fewer staff, recorded more positive perceptions of organizational integrity and anti-corruption measures. This trend was consistent across other agencies of various sizes, suggesting a correlation between the size of the organization and the perceived effectiveness of integrity measures. Employees working in monitoring and audit roles demonstrated similar views on organizational controls compared to their peers. Notably, they performed better in identifying corruption scenarios, with 22% achieving the best response in all five hypothetical cases, compared to 20% overall.

The findings suggest that smaller agencies may benefit from closer-knit teams and more transparent communication channels, contributing to stronger perceptions of integrity. In contrast, larger organizations might struggle with more complex structures that can obscure accountability and transparency. Therefore, it is crucial for larger agencies to adopt practices from their smaller counterparts, such as fostering open communication and ensuring clear, straightforward reporting mechanisms to improve the overall perception and reality of anti-corruption efforts.

Areas for Improvement

Addressing Nepotism and Cronyism

The 2024 Commonwealth Integrity Survey, put together by the National Anti-Corruption Commission, offers an in-depth perspective on how integrity and corruption are viewed within Australia’s public sector. Conducted over the months of August and September, this thorough survey gathered feedback from an impressive 58,309 employees spanning 171 different public sector departments. The results from this survey are crucial as they shed light on the levels of trust within these organizations and identify areas that require attention and improvement. This effort aims to enhance transparency and bolster the public’s trust in these entities by highlighting both strengths and weaknesses. The survey’s findings underscore the importance of continuous efforts in promoting integrity and addressing corruption, providing a roadmap for necessary reforms and initiating discussions on effective measures. By understanding employees’ perceptions, the National Anti-Corruption Commission aims to drive meaningful change and ensure a more accountable public sector moving forward.

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