Demographics and Work Area Results
Demographic and work area results help Council understand whether employee experience varies across workforce groups. This can make interpretation and action planning more targeted, practical and useful.
The survey uses two related forms of segmentation:
- Work area results, which are based on Council's agreed organisation structure for survey reporting.
- Static demographic filters, which are based on standard survey questions and response options used consistently across clients.
Work area results
Work area reporting is based on the organisational units confirmed during survey set up. Participants are asked to select their work area from an agreed dropdown list, usually based on the lowest practical level of the reporting structure.
Survey responses are then mapped to the relevant work area and can be rolled up through the hierarchy for reporting. For example, a response mapped to a business unit or section can also contribute to results for the relevant department, directorate and whole-of-Council view.
| Element | How it works |
|---|---|
| Organisation structure | Council confirms the levels and labels to be used for reporting, such as Council, Directorate, Department, Business Unit, Section or Team. |
| Work area dropdown | The survey asks employees to select their work area from the agreed list of organisational units. |
| Response mapping | Responses are mapped to the lowest relevant organisation unit available for that client. |
| Roll-up reporting | Results can be aggregated up through the hierarchy, subject to reporting rules and confidentiality thresholds. |
| Portal access | Users only see results for the organisational units they are authorised to access. |
| Confidentiality protection | Results are only displayed where minimum response thresholds are met. |
Static demographic filters
The following demographic filters align directly to the survey questions and response options used for reporting. They are designed to provide useful insight while maintaining consistency across clients.
| Demographic field | Response options |
|---|---|
| Gender | Male; Female; Non-binary / I use a different term; Prefer not to answer |
| Age Group | Under 20; 20 to 29; 30 to 44; 45 to 59; 60 or over; Prefer not to answer |
| Council Tenure | Less than 1 year; 1 to less than 3 years; 3 to less than 5 years; 5 to less than 10 years; 10 years or more; Prefer not to answer |
| Job Family | Administration / Records; Children's Services; Community, Arts & Culture; Corporate Services; Customer Service; DA, Regulatory, Planning & Compliance; Engineering; Environmental Services; Finance & Risk; Governance & Legal; HR / People & Culture; Information Technology; Libraries; Parks & Recreation; Property & Facilities; Waste, Water & Sewerage; Works; Prefer not to answer |
| Work Location | Main Council office; Customer-facing community facility; Mostly remote / work from home; Depot / works site; Hybrid (mix of office, site and/or remote); Prefer not to answer |
| Role Type | Individual contributor / team member; People leader / supervisor; Senior leader / executive; Prefer not to answer |
| Work Pattern | Full-time; Casual; Contractor / agency worker; Part-time; Fixed-term / temporary; Prefer not to answer |
| LG Tenure | Less than 1 year; 1 to less than 3 years; 3 to less than 5 years; 5 to less than 10 years; 10 to less than 15 years; 15 to less than 20 years; 20 years or more; Prefer not to answer |
Minimum reporting rule
To protect confidentiality, results are only displayed where there are 5 or more responses in the relevant sample.
This rule applies to work area views and demographic filters. If a filtered group does not meet the minimum response threshold, results should not be displayed separately.
How to use segmentation responsibly
| Use | Responsible approach |
|---|---|
| Identify patterns | Look for consistent differences across related groups rather than isolated anomalies. |
| Target action | Use work area and demographic results to direct support where action can be taken. |
| Understand context | Combine results with workforce data, operational pressures and leader/employee feedback. |
| Protect trust | Do not over-filter or speculate about individual respondents. |
| Communicate carefully | Share subgroup findings in a way that supports improvement rather than comparison, blame or ranking. |
Interpretation cautions
- Small groups should not be reported separately if confidentiality may be compromised.
- Results for small subgroups can move sharply because of a small number of responses.
- Demographic differences should be explored respectfully and with practical intent.
- Work area reports should not be used as a simplistic ranking of managers.
- Some response options may be grouped or suppressed in reporting if required to protect anonymity.
- Demographic filters should support better interpretation, not distract from the overall organisational story.