Insights from Our People Survey January/February 2024 at CQC

Our People Survey: January/February 2024 All CQC Response rate: 2278 out of 2912 (78%)

Contents Page About the survey and guide to this report 3 4 Highest and Lowest Scoring Questions 5 Employee Engagement 6 9 Working at CQC 10 32 Speaking Up 33 38 Fair Treatment 39 55 Reward and Recognition 56 58 Survey Actions 59 61 Making CQC a Great Place to Work 62 64 Comparison tables Executive Directorate overview 65 82 2

About the Survey and Guide to this Report (1) About the survey This survey included questions on all aspects of working for CQC, the majority of which were last asked in our previous main survey in November/December 2021. The results from this survey will enable us to measure our progress since then and will supplement the feedback from the more recent theme-based pulse surveys. Fieldwork Fieldwork took place between 16thJanuary and 6thFebruary 2024. All colleagues on payroll at the start of January were eligible to take part. Confidentiality All survey responses were confidential and individual responses are not attributable to a member of staff in any data or reports. To ensure confidentiality, groups of staff with fewer than 10 responses have not been reported on separately. Sections Results are presented in sections, in line with the sections used in the questionnaire. CQC overall % These are the overall results for all CQC colleagues that completed the survey. 3

About the Survey and Guide to this Report (2) % Positive Unless otherwise stated, where results are shown as positive percentages (% positive), these are calculated by adding together positive responses (e.g., strongly agree + agree ) and dividing by the number of respondents who answered the question. Rounding Where percentages do not sum to 100 this may be due to computer rounding. Differences in scores against the overall results are also subject to computer rounding, which may result in some results being 1%. Comparisons Within each section, results are compared to the parent group (e.g. CQC overall, Executive Directorate or Directorate), and where possible, to the most recent data point for each question. The comparisons made are to the results of the following surveys: Pulse surveys conducted in October 2022 and May 2023 The last main People Survey conducted in November/December 2021. Significance testing Where this is a significant difference between two scores (e.g. compared to the parent group or historical data) this is indicated by a " " or " ". Differences are calculated using a statistical test which highlight where there is a statistically "significant" difference. 4

Highest and Lowest Scoring Questions Lowest agreement/positivity Highest agreement/positivity 15% I believe the values and behaviours of colleagues in my team are consistent with our organisation's values My team works together to deliver effective outcomes 86% I believe that changes are effectively implemented in our organisation 19% In my area, I think effective action has been taken on the results of the last survey 83% 21% I believe action will be taken on the results of this survey I think that any concerns I raise about the way things are done in our organisation would be acted upon I believe that my views make a meaningful contribution to inform changes that affect me 81% My line manager gives praise and recognition for my contribution 23% 79% I have regular 1:1 performance and development discussions with my line manager 24% 77% My team works well with other teams to deliver effective outcomes I have regular two-way conversations with my manager and team about the major changes happening across our organisation 24% 76% Compared with other people doing a similar role in other organisations, I am satisfied with my pay I believe the values and behaviours of executive leaders (CEO and Executive Team) are consistent with our organisation's values 27% I am treated fairly at work 75% Questions showing are based on 5-point scale questions only and have been asked of the full base possible. The highest and lowest scoring questions of this type are shown in the above tables. 5

Employee Engagement In line with the approach used in the 2021 People Survey, an engagement index has been calculated. This is based on selected survey statements which demonstrate employees saying positive things about the organisation, wanting to stay as a CQC employee and being proud and inspired by the organisation (strive). The average positive score from these 4 statements produces the engagement score. Question text % Positive Q1.3 I would recommend our organisation as a good place to work 43% SAY Q1.4 I would like to be working here in 12 months' time 57% STAY Q1.2 Working here inspires me to do the best work I can 53% STRIVE Q1.1 I feel proud to work here 56% Engagement score 52% The engagement score was 64% in the People Survey 2021 6

Key Drivers Analysis Explanation Employee engagement has been analysed using a statistical technique called key driver analysis, which is based on correlation testing. This helps to better understand the associations between survey indicators and identify the relative impact that they have on each other. This analysis uses the attitudinal style questions (those answered on an agree-disagree scale) that were asked of everyone completing the survey. Filtered questions those only asked to a subset of the workforce who have had specific experiences are excluded from this analysis. The key driver analysis technique produces a score (a correlation coefficient) between 0 and 1. Correlation coefficients that are closer to 1 indicate that a strong linear relationship exists between the two measures. Therefore, if improved perceptions can be delivered on high scoring indicators, then this is mostly likely to result in improved employee engagement. The outcomes of this analysis can be found on the next page. 7

Drivers of Employee Engagement (1) 0.46 0.48 0.50 0.52 0.54 0.56 0.58 0.60 0.58 My role gives me a sense of personal accomplishment 0.54 I feel valued for the work I do 0.53 I feel positive about our strategic direction I believe the values and behaviours of executive leaders are consistent with our organisation's values 0.53 Senior leaders are supportive and encouraging of the drive for continuous improvement 0.53 I believe our organisation supports the health and wellbeing of colleagues 0.52 I feel empowered and am able to make improvements within my area of work 0.51 I think that any concerns I raise about the way things are done in our organisation would be acted upon 0.51 I believe the values and behaviours of senior leaders in my part of the organisation are consistent with our organisation`'s values 0.51 Senior leaders in my part of the organisation provide clear direction and leadership 0.51 8

Drivers of Employee Engagement (2) Key driver analysis of the full survey data set has shown that the workplace aspects most associated with employee engagement across the organisation are: My role gives me a sense of personal accomplishment I feel valued for the work I do I feel positive about our strategic direction I believe the values and behaviours of executive leaders are consistent with our organisation's values Senior leaders are supportive and encouraging of the drive for continuous improvement Performance on these drivers is summarised below. Question text % Positive My role gives me a sense of personal accomplishment 54% I feel valued for the work I do 49% I feel positive about our strategic direction 34% I believe the values and behaviours of executive leaders are consistent with our organisation's values 27% Senior leaders are supportive and encouraging of the drive for continuous improvement 42% 9

Working at CQC 10

Overall Perceptions Q1. To what extent do you agree or disagree with these statements about working at CQC? I feel proud to work here 6% 17% 21% 42% 14% Working here inspires me to do the best work I can do 8% 19% 20% 40% 14% I would recommend our organisation as a good place to work 15% 22% 20% 32% 11% I would like to be working here in 12 months' time 8% 12% 22% 34% 23% I feel positive about our strategic direction 17% 22% 27% 26% 8% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 11

Overall Perceptions: Comparisons Q1. To what extent do you agree or disagree with these statements about working at CQC? Previous (most recent) score Most recent comparison People Survey 2021 Difference from previous Question text % Positive 71% -15 56% I feel proud to work here People Survey 2021 64% -11 53% Working here inspires me to do the best work I can do 40% +3 43% I would recommend our organisation as a good place to work May 2023 pulse People Survey 2021 65% -8 57% I would like to be working here in 12 months' time 25% +9 34% I feel positive about our strategic direction Oct 2022 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 12

My Role Q2. To what extent do you agree or disagree with these statements about your role? I am clear about what I am expected to achieve in my role 15% 22% 12% 37% 14% I feel confident in working effectively in my role 15% 22% 13% 35% 14% I feel valued for the work I do 15% 19% 17% 35% 14% My role gives me a sense of personal accomplishment 11% 17% 17% 40% 14% I believe that my work helps to improve care for people who use services 6% 11% 18% 48% 18% I have the equipment/technology to carry out my role 9% 12% 13% 46% 20% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 13

My Role: Comparisons Q2. To what extent do you agree or disagree with these statements about your role? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive 52% 63% -11 I am clear about what I am expected to achieve in my role Oct 2022 pulse 49% 61% -12 I feel confident in working effectively in my role Oct 2022 pulse 49% 49% 0 I feel valued for the work I do May 2023 pulse People Survey 2021 54% 67% -13 My role gives me a sense of personal accomplishment I believe that my work helps to improve care for people who use services People Survey 2021 66% 85% -19 66% 67% -1 I have the equipment/technology to carry out my role May 2023 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 14

Leadership and Management (1) Q3. To what extent do you agree or disagree with these statements about leadership and management? I feel empowered by my line manager 4% 8% 14% 41% 33% My line manager gives praise and recognition for my contribution 3% 6% 10% 45% 36% I have regular 1:1 performance and development discussions with my line manager 4% 8% 10% 44% 35% I receive regular feedback which helps me to improve my performance 5% 14% 20% 37% 25% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 15

Leadership and Management (1): Comparisons Q3. To what extent do you agree or disagree with these statements about leadership and management? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive 73% 66% +7 I feel empowered by my line manager May 2023 pulse People Survey 2021 81% 82% -1 My line manager gives praise and recognition for my contribution I have regular 1:1 performance and development discussions with my line manager People Survey 2021 79% 84% -5 People Survey 2021 62% 70% -8 I receive regular feedback which helps me to improve my performance Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 16

Leadership and Management (2) Q3. To what extent do you agree or disagree with these statements about leadership and management? I believe the values and behaviours of executive leaders (CEO and Executive Team) are consistent with our organisation's values 21% 23% 29% 20% 6% I believe the values and behaviours of senior leaders in my part of the organisation are consistent with our organisation's values 14% 17% 26% 33% 11% I believe the values and behaviours of managers and team leaders in my part of the organisation are consistent with our organisation s values 5% 9% 16% 49% 21% Senior leaders in my part of the organisation provide clear direction and leadership 17% 19% 27% 27% 10% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Senior leaders = Executive Director, Director, Deputy Director, Head of Function 17

Leadership and Management (2): Comparisons Q3. To what extent do you agree or disagree with these statements about leadership and management? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I believe the values and behaviours of executive leaders (CEO and Executive Team) are consistent with our organisation's values People Survey 2021 27% 55% -28 I believe the values and behaviours of senior leaders in my part of the organisation are consistent with our organisation's values People Survey 2021 44% 64% -20 I believe the values and behaviours of managers and team leaders in my part of the organisation are consistent with our organisation s values People Survey 2021 70% 73% -3 Senior leaders in my part of the organisation provide clear direction and leadership People Survey 2021 37% 56% -19 Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 18

Teamwork Q4. To what extent do you agree or disagree with these statements about teamwork? I believe the values and behaviours of colleagues in my team are consistent with our organisation's values 4% 8% 47% 39% 1% My team works together to deliver effective outcomes 9% 42% 40% 3% 5% My team works well with other teams to deliver effective outcomes 3% 7% 13% 43% 34% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 19

Teamwork: Comparisons Q4. To what extent do you agree or disagree with these statements about teamwork? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I believe the values and behaviours of colleagues in my team are consistent with our organisation's values People Survey 2021 86% 70% +16 People Survey 2021 83% 87% -4 My team works together to deliver effective outcomes 77% - - My team works well with other teams to deliver effective outcomes N/A Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 20

Learning and Development Q5. To what extent do you agree or disagree with these statements about learning and development? I believe there are opportunities for development and growth within the organisation 12% 20% 20% 36% 12% I am able to access the right learning and development opportunities when I need to 12% 21% 24% 34% 9% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 21

Learning and Development: Comparisons Q5. To what extent do you agree or disagree with these statements about learning and development? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I believe there are opportunities for development and growth within the organisation People Survey 2021 47% 50% -3 I am able to access the right learning and development opportunities when I need to People Survey 2021 43% 54% -11 Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 22

Quality Improvement Q6. To what extent do you agree or disagree with these statements about quality improvement? I feel empowered and am able to make improvements within my area of work 12% 21% 21% 34% 12% Senior leaders are supportive and encouraging of the drive for continuous improvement 15% 19% 24% 31% 11% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 23

Quality Improvement: Comparisons Q6. To what extent do you agree or disagree with these statements about quality improvement? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I feel empowered and am able to make improvements within my area of work 46% - - N/A Senior leaders are supportive and encouraging of the drive for continuous improvement People Survey 2021 42% 61% -19 Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 24

Communications Q7a. To what extent do you agree or disagree with these statements about communications? It is easy for me to find information I need to carry out my role 19% 31% 19% 26% 5% I understand why our organisation is changing for the future 7% 11% 18% 52% 12% I feel informed about the changes that are happening as part of our transformation programme 15% 22% 23% 33% 7% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 25

Communications: Comparisons Q7a. To what extent do you agree or disagree with these statements about communications? Previous (most recent) score Most recent comparison People Survey 2021 Difference from previous Question text % Positive 31% 45% -14 It is easy for me to find information I need to carry out my role People Survey 2021 64% 72% -8 I understand why our organisation is changing for the future I feel informed about the changes that are happening as part of our transformation programme 40% 23% +17 Oct 2022 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 26

Managing Change Q7b. To what extent do you agree or disagree with these statements about managing change? I have regular two-way conversations with my manager and team about the major changes happening across our organisation 3% 9% 12% 53% 22% I feel I am kept informed about matters affecting me in a timely manner 10% 24% 20% 35% 11% I have the opportunity to contribute my views before decisions are made that affect me 21% 25% 22% 24% 8% I believe that my views make a meaningful contribution to inform changes that affect me 25% 26% 24% 18% 7% I believe that changes are effectively implemented in our organisation 41% 26% 19% 11% 4% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 27

Managing Change: Comparisons Q7b. To what extent do you agree or disagree with these statements about managing change? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I have regular two-way conversations with my manager and team about the major changes happening across our organisation 76% - - N/A I feel I am kept informed about matters affecting me in a timely manner People Survey 2021 46% 56% -10 I have the opportunity to contribute my views before decisions are made that affect me 32% 25% +7 Oct 2022 pulse I believe that my views make a meaningful contribution to inform changes that affect me 24% - - N/A 15% 9% +6 I believe that changes are effectively implemented in our organisation Oct 2022 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 28

Inclusion and Wellbeing (1) Q8. To what extent do you agree or disagree with these statements about inclusion and wellbeing? I believe that we are committed to creating an inclusive workplace 6% 10% 19% 48% 17% I work in an inclusive working environment, where individual differences are valued 5% 8% 17% 51% 19% I am treated fairly at work 4% 7% 14% 52% 23% I am treated with respect by the people I work with across our organisation 4% 8% 15% 52% 21% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 29

Inclusion and Wellbeing (1): Comparisons Q8. To what extent do you agree or disagree with these statements about inclusion and wellbeing? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive 65% 65% 0 I believe that we are committed to creating an inclusive workplace May 2023 pulse I work in an inclusive working environment, where individual differences are valued 71% 64% +7 May 2023 pulse 75% 67% +8 I am treated fairly at work May 2023 pulse I am treated with respect by the people I work with across our organisation 73% 71% +2 May 2023 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 30

Inclusion and Wellbeing (2) Q8. To what extent do you agree or disagree with these statements about inclusion and wellbeing? I believe our organisation provides equal opportunities for career progression or promotion 12% 17% 29% 31% 12% I believe our organisation promotes tackling inequalities and protecting human rights in all our work 6% 8% 24% 47% 15% I believe our organisation supports the health and wellbeing of colleagues 14% 18% 18% 34% 15% I have a manageable workload 11% 17% 22% 39% 10% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 31

Inclusion and Wellbeing (2): Comparisons Q8. To what extent do you agree or disagree with these statements about inclusion and wellbeing? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I believe our organisation provides equal opportunities for career progression or promotion 43% 35% +8 May 2023 pulse I believe our organisation promotes tackling inequalities and protecting human rights in all our work 62% - - N/A I believe our organisation supports the health and wellbeing of colleagues 49% 37% +12 Oct 2022 pulse 49% 47% +2 I have a manageable workload Oct 2022 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 32

Speaking Up 33

Speaking up (1) Q9a. To what extent do you agree or disagree with these statements about speaking up? I think it is safe to challenge the way things are done in our organisation 18% 22% 24% 28% 7% I think that any concerns I raise about the way things are done in our organisation would be acted upon 24% 26% 27% 17% 5% I think that our organisation handles concerns raised by any colleague without discrimination (by 'any colleague' we mean anyone who works in our organisation. This could include 'non substantive' or experts by experience for example.) 13% 15% 38% 27% 7% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree 34

Speaking up (1): Comparisons Q9a. To what extent do you agree or disagree with these statements about speaking up? Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I think it is safe to challenge the way things are done in our organisation 35% 36% -1 May 2023 pulse I think that any concerns I raise about the way things are done in our organisation would be acted upon 23% - - N/A I think that our organisation handles concerns raised by any colleague without discrimination (by 'any colleague' we mean anyone who works in our organisation. This could include 'non substantive' or experts by experience for example.) 34% - - N/A Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 35

Speaking up (2) Q9c. I am given opportunities to raise any concerns about the way things are done in our organisation Q9b. I know how to raise a concern about the way things are done in our organisation 5% 11% 13% 23% 67% 82% Yes No Prefer not to say Yes No Prefer not to say 36

Speaking up (3) Q10. In the last 12 months I have raised a concern about the way things are done in our organisation Q11. Were you satisfied with how your concern was addressed? (Those who raised a concern in the last 12 months) 9% 11% 18% 39% 51% 73% Yes No Prefer not to say Yes No Prefer not to say Sample base: 886 37

Speaking up (4) Q12. If no, how could this have been handled better? (Those who raised a concern in the last 12 months) Concerns raised with managers / directors / leaders / HR 46% Not listened to / feel ignored / no feedback 38% I do not wish to give a comment 34% Issues not engaged with / addressed 20% No actions taken / nothing happened / changed 19% Sample base: 646 38

Fair Treatment 39

Fair Treatment Q13. To what extent do you agree or disagree with this statement? I feel that we are committed to an environment which is free from bullying, harassment or abuse 5% 11% 18% 47% 19% Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Q14. I know how to report bullying, harassment or abuse at work 11%3% 86% Yes No Prefer not to say 40

Fair Treatment: Comparisons Q13. To what extent do you agree or disagree with this statement Previous (most recent) score Most recent comparison Difference from previous Question text % Positive I feel that we are committed to an environment which is free from bullying, harassment or abuse 66% 52% +14 May 2023 pulse Q14. To what extent do you agree or disagree with this statement Previous (most recent) score Most recent comparison Difference from previous Question text % Yes 86% 84% +2 I know how to report bullying, harassment or abuse at work (% yes) May 2023 pulse Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 41

Bullying, harassment and abuse within CQC Q15. In the last 12 months, I have witnessed bullying, harassment or abuse at work from other CQC colleagues 7% Previous (most recent) score 19% Most recent comparison Difference from previous % Yes 19% 23% -4 May 2023 pulse 74% Yes No Prefer not to say Q16. In the last 12 months, I have experienced bullying, harassment or abuse from other CQC colleagues 6% 11% Previous (most recent) score Most recent comparison Difference from previous % Yes 11% 13% -2 May 2023 pulse 82% Yes No Prefer not to say Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 42

Type of bullying, harassment or abuse within CQC Q16a. If you have had more than one experience of this type, please think about the most recent one. What form did this take? Email tone and style 55% Excessive criticism 48% Ignoring or ostracising you 42% Micro-management 36% Humiliation or degrading behaviour 35% Unfair treatment 35% Other micro-behaviour 32% Intimidation/threatening behaviour 25% Something else 19% Verbal abuse 11% Sample base: 257 43

Source of bullying, harassment or abuse within CQC Q16b. From which colleague did you receive this behaviour? Senior manager (Executive Director, Director, Deputy Director, Head of Function) 37% Line manager 35% Peer 27% Other colleague 27% Prefer not to say 9% Sample base: 257 44

Reporting of bullying, harassment and abuse within CQC Q16c. Have you reported the bullying, harassment or abuse? (Where experienced in last 12 months) 12% Previous (most recent) score Most recent comparison Difference from previous % Yes 47% 47% 32% +15 May 2023 pulse 41% Sample base: 257 Yes No Prefer not to say Q16d. Were you satisfied with how the bullying, harassment or abuse was dealt with? (Where experienced in last 12 months) 16%4% Previous (most recent) score 26% Most recent comparison Difference from previous % Yes 26% 17% +9 May 2023 pulse 54% Yes Prefer not to say No Not applicable Sample base: 120 Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 45

Reasons for non-reporting of bullying, harassment or abuse within CQC Q16e. Why didn't you report the bullying, harassment or abuse? (Where experienced in last 12 months but did not report) Did not feel reporting would result in action / make any difference 40% Concerned about repercussions from the person the complaint would be about 39% I do not wish to give a comment 25% Issue did not feel serious / severe enough to report 16% Concerned about confidentiality 5% Sample base: 105 46

Bullying, harassment and abuse from others Q17. In the last 12 months, I have witnessed bullying, harassment or abuse at work from people other than CQC colleagues (e.g. members of the public and service users) 4% 10% Previous (most recent) score Most recent comparison Difference from previous % Yes 10% 16% -6 May 2023 pulse 86% Yes No Prefer not to say Q18. In the last 12 months, I have experienced harassment, bullying or abuse at work from people other than CQC colleagues (e.g. members of the public and service users) 7% 4% Previous (most recent) score Most recent comparison Difference from previous % Yes 7% 12% -5 May 2023 pulse 89% Yes No Prefer not to say Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 47

Reporting of bullying, harassment and abuse from others Q18a. Have you reported the bullying, harassment or abuse? (Where experienced in last 12 months) 11% Previous (most recent) score Most recent comparison Difference from previous % Yes 54% 35% 54% 46% +8 May 2023 pulse Sample base: 159 Yes No Prefer not to say Q18b. Were you satisfied with how the bullying, harassment or abuse was dealt with? (Where experienced in last 12 months) 10% Previous (most recent) score 7% Most recent comparison Difference from previous 41% % Yes 41% 43% -2 May 2023 pulse 42% Sample base: 86 Yes Prefer not to say No Not applicable Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 48

Reasons for non-reporting of bullying, harassment or abuse from others Q18c. Why didn't you report the bullying, harassment or abuse? (Where experienced in last 12 months but did not report) I do not wish to give a comment 36% Did not feel reporting would result in action/make any difference Concerned about repercussions from the person the complaint would be about Issue did not feel serious/severe enough to report Would affect my / their mental health / wellbeing 27% 22% 16% 11% Dealt with the issue myself 5% Sample base: 55 49

Discrimination Q19. In the last 12 months, I have witnessed discrimination at work 5% 11% Previous (most recent) score Most recent comparison Difference from previous % Yes 11% 15% -4 May 2023 pulse 84% Yes No Prefer not to say Q20. In the last 12 months, I have personally experienced discrimination at work from any of the following: my manager, team leader or other colleagues 5% 7% Previous (most recent) score Most recent comparison Difference from previous % Yes 7% 8% -1 May 2023 pulse 88% Yes No Prefer not to say Significance testing is at 95% confidence level meaning there is 95% certainty that these are real variations 50