All industries

All industries has 4,025,304 employees within 4,697 organisations.
Change year 2016

All industries summary for 2016

All industries has 4,025,304 employees within 4,697 organisations of any size.
49.7% of employees are female.

Employee type breakdown
Casual
23.7%
Casual - 23.663007812577632%
Part-time
21.3%
Part-time - 21.34343145263066%
Full-time
55.0%
Full-time - 54.9935607347917%
Organisation size breakdown
<250
46.1%
<250 - 46.050670640834575%
250-499
24.0%
250-499 - 23.95145837768789%
500-999
13.8%
500-999 - 13.796040025548223%
1000-4999
13.5%
1000-4999 - 13.455397061954438%
5000+
2.7%
5000+ - 2.746433893974878%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 50.3% Female 49.7%)
male
female
All (Male 50.3% Female 49.7%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 83.7% Female 16.3%)
male
female
CEO (Male 83.7% Female 16.3%)
Key management personnel (Male 71.5% Female 28.5%)
male
female
Key management personnel (Male 71.5% Female 28.5%)
Other executives/general managers (Male 69.9% Female 30.1%)
male
female
Other executives/general managers (Male 69.9% Female 30.1%)
Senior managers (Male 65.9% Female 34.1%)
male
female
Senior managers (Male 65.9% Female 34.1%)
Other managers (Male 59.2% Female 40.8%)
male
female
Other managers (Male 59.2% Female 40.8%)
Non-managers (all)
Clerical and administrative (Male 24.9% Female 75.1%)
male
female
Clerical and administrative (Male 24.9% Female 75.1%)
Community and personal service (Male 28.5% Female 71.5%)
male
female
Community and personal service (Male 28.5% Female 71.5%)
Machinery operators and drivers (Male 88.1% Female 11.9%)
male
female
Machinery operators and drivers (Male 88.1% Female 11.9%)
Sales (Male 40.4% Female 59.6%)
male
female
Sales (Male 40.4% Female 59.6%)
Professionals (Male 46.6% Female 53.4%)
male
female
Professionals (Male 46.6% Female 53.4%)
Technicians and trade (Male 88.4% Female 11.6%)
male
female
Technicians and trade (Male 88.4% Female 11.6%)
Labourers (Male 68.7% Female 31.3%)
male
female
Labourers (Male 68.7% Female 31.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.88%
no change
2016 M:50.34% F:49.66%
2015 M:51.21% F:48.79%
The proportion of males has increased by 0.88 p.p..
The proportion of females has decreased by 0.88 p.p..
Managers
CEO
0.97%
no change
2016 M:83.66% F:16.34%
2015 M:84.63% F:15.37%
The proportion of males has increased by 0.97 p.p..
The proportion of females has decreased by 0.97 p.p..
Key management personnel
1.13%
no change
2016 M:71.47% F:28.53%
2015 M:72.60% F:27.40%
The proportion of males has increased by 1.13 p.p..
The proportion of females has decreased by 1.13 p.p..
Other executives/general managers
0.75%
no change
2016 M:69.92% F:30.08%
2015 M:70.66% F:29.34%
The proportion of males has increased by 0.75 p.p..
The proportion of females has decreased by 0.75 p.p..
Senior managers
1.06%
no change
2016 M:65.93% F:34.07%
2015 M:67.00% F:33.00%
The proportion of males has increased by 1.06 p.p..
The proportion of females has decreased by 1.06 p.p..
Other managers
0.81%
no change
2016 M:59.16% F:40.84%
2015 M:59.98% F:40.02%
The proportion of males has increased by 0.81 p.p..
The proportion of females has decreased by 0.81 p.p..
Non-managers
Clerical and administrative
-0.48%
no change
2016 M:24.91% F:75.09%
2015 M:25.39% F:74.61%
The proportion of males has decreased by 0.48 p.p..
The proportion of females has increased by 0.48 p.p..
Community and personal service
0.18%
no change
2016 M:28.49% F:71.51%
2015 M:28.31% F:71.69%
The proportion of males has increased by 0.18 p.p..
The proportion of females has decreased by 0.18 p.p..
Machinery operators and drivers
0.64%
no change
2016 M:88.06% F:11.94%
2015 M:88.71% F:11.29%
The proportion of males has increased by 0.64 p.p..
The proportion of females has decreased by 0.64 p.p..
Sales
-0.39%
no change
2016 M:40.44% F:59.56%
2015 M:40.83% F:59.17%
The proportion of males has decreased by 0.39 p.p..
The proportion of females has increased by 0.39 p.p..
Professionals
-0.86%
no change
2016 M:46.64% F:53.36%
2015 M:47.49% F:52.51%
The proportion of males has decreased by 0.86 p.p..
The proportion of females has increased by 0.86 p.p..
Technicians and trade
-0.13%
no change
2016 M:88.40% F:11.60%
2015 M:88.27% F:11.73%
The proportion of males has decreased by 0.13 p.p..
The proportion of females has increased by 0.13 p.p..
Labourers
0.20%
no change
2016 M:68.67% F:31.33%
2015 M:68.87% F:31.13%
The proportion of males has increased by 0.20 p.p..
The proportion of females has decreased by 0.20 p.p..
Results for 2016 View yearly change
Full-time (Male 63.3% Female 36.7%)
male
female
Full-time (Male 63.3% Female 36.7%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 83.8% Female 16.2%)
male
female
CEO (Male 83.8% Female 16.2%)
Key management personnel (Male 73.1% Female 26.9%)
male
female
Key management personnel (Male 73.1% Female 26.9%)
Other executives/general managers (Male 72.5% Female 27.5%)
male
female
Other executives/general managers (Male 72.5% Female 27.5%)
Senior managers (Male 68.8% Female 31.2%)
male
female
Senior managers (Male 68.8% Female 31.2%)
Other managers (Male 62.4% Female 37.6%)
male
female
Other managers (Male 62.4% Female 37.6%)
Non-managers (full-time)
Clerical and administrative (Male 28.9% Female 71.1%)
male
female
Clerical and administrative (Male 28.9% Female 71.1%)
Community and personal service (Male 42.6% Female 57.4%)
male
female
Community and personal service (Male 42.6% Female 57.4%)
Machinery operators and drivers (Male 89.9% Female 10.1%)
male
female
Machinery operators and drivers (Male 89.9% Female 10.1%)
Sales (Male 54.5% Female 45.5%)
male
female
Sales (Male 54.5% Female 45.5%)
Professionals (Male 56.6% Female 43.4%)
male
female
Professionals (Male 56.6% Female 43.4%)
Technicians and trade (Male 92.1% Female 7.9%)
male
female
Technicians and trade (Male 92.1% Female 7.9%)
Labourers (Male 76.6% Female 23.4%)
male
female
Labourers (Male 76.6% Female 23.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.73%
no change
2016 M:63.25% F:36.75%
2015 M:63.99% F:36.01%
The proportion of males has increased by 0.73 p.p..
The proportion of females has decreased by 0.73 p.p..
Managers
CEO
1.05%
no change
2016 M:83.82% F:16.18%
2015 M:84.87% F:15.13%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Key management personnel
0.99%
no change
2016 M:73.06% F:26.94%
2015 M:74.06% F:25.94%
The proportion of males has increased by 0.99 p.p..
The proportion of females has decreased by 0.99 p.p..
Other executives/general managers
0.74%
no change
2016 M:72.47% F:27.53%
2015 M:73.22% F:26.78%
The proportion of males has increased by 0.74 p.p..
The proportion of females has decreased by 0.74 p.p..
Senior managers
1.06%
no change
2016 M:68.79% F:31.21%
2015 M:69.85% F:30.15%
The proportion of males has increased by 1.06 p.p..
The proportion of females has decreased by 1.06 p.p..
Other managers
0.92%
no change
2016 M:62.38% F:37.62%
2015 M:63.29% F:36.71%
The proportion of males has increased by 0.92 p.p..
The proportion of females has decreased by 0.92 p.p..
Non-managers
Clerical and administrative
-0.33%
no change
2016 M:28.87% F:71.13%
2015 M:29.20% F:70.80%
The proportion of males has decreased by 0.33 p.p..
The proportion of females has increased by 0.33 p.p..
Community and personal service
0.69%
no change
2016 M:42.63% F:57.37%
2015 M:41.94% F:58.06%
The proportion of males has increased by 0.69 p.p..
The proportion of females has decreased by 0.69 p.p..
Machinery operators and drivers
0.74%
no change
2016 M:89.94% F:10.06%
2015 M:90.68% F:9.32%
The proportion of males has increased by 0.74 p.p..
The proportion of females has decreased by 0.74 p.p..
Sales
0.15%
no change
2016 M:54.55% F:45.45%
2015 M:54.70% F:45.30%
The proportion of males has increased by 0.15 p.p..
The proportion of females has decreased by 0.15 p.p..
Professionals
1.07%
no change
2016 M:56.60% F:43.40%
2015 M:57.66% F:42.34%
The proportion of males has increased by 1.07 p.p..
The proportion of females has decreased by 1.07 p.p..
Technicians and trade
-0.02%
no change
2016 M:92.11% F:7.89%
2015 M:92.09% F:7.91%
The proportion of males has decreased by 0.02 p.p..
The proportion of females has increased by 0.02 p.p..
Labourers
0.88%
no change
2016 M:76.62% F:23.38%
2015 M:77.50% F:22.50%
The proportion of males has increased by 0.88 p.p..
The proportion of females has decreased by 0.88 p.p..
Results for 2016 View yearly change
Part-time (Male 24.5% Female 75.5%)
male
female
Part-time (Male 24.5% Female 75.5%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 70.6% Female 29.4%)
male
female
CEO (Male 70.6% Female 29.4%)
Key management personnel (Male 39.7% Female 60.3%)
male
female
Key management personnel (Male 39.7% Female 60.3%)
Other executives/general managers (Male 26.1% Female 73.9%)
male
female
Other executives/general managers (Male 26.1% Female 73.9%)
Senior managers (Male 21.6% Female 78.4%)
male
female
Senior managers (Male 21.6% Female 78.4%)
Other managers (Male 14.2% Female 85.8%)
male
female
Other managers (Male 14.2% Female 85.8%)
Non-managers (part-time)
Clerical and administrative (Male 9.0% Female 91.0%)
male
female
Clerical and administrative (Male 9.0% Female 91.0%)
Community and personal service (Male 18.5% Female 81.5%)
male
female
Community and personal service (Male 18.5% Female 81.5%)
Machinery operators and drivers (Male 76.1% Female 23.9%)
male
female
Machinery operators and drivers (Male 76.1% Female 23.9%)
Sales (Male 33.2% Female 66.8%)
male
female
Sales (Male 33.2% Female 66.8%)
Professionals (Male 13.7% Female 86.3%)
male
female
Professionals (Male 13.7% Female 86.3%)
Technicians and trade (Male 40.8% Female 59.2%)
male
female
Technicians and trade (Male 40.8% Female 59.2%)
Labourers (Male 49.3% Female 50.7%)
male
female
Labourers (Male 49.3% Female 50.7%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.44%
no change
2016 M:24.51% F:75.49%
2015 M:24.94% F:75.06%
The proportion of males has decreased by 0.44 p.p..
The proportion of females has increased by 0.44 p.p..
Managers
CEO
-0.32%
no change
2016 M:70.59% F:29.41%
2015 M:70.27% F:29.73%
The proportion of males has decreased by 0.32 p.p..
The proportion of females has increased by 0.32 p.p..
Key management personnel
-5.31%
no change
2016 M:39.70% F:60.30%
2015 M:45.01% F:54.99%
The proportion of males has decreased by 5.31 p.p..
The proportion of females has increased by 5.31 p.p..
Other executives/general managers
0.05%
no change
2016 M:26.08% F:73.92%
2015 M:26.03% F:73.97%
The proportion of males has increased by 0.05 p.p..
The proportion of females has decreased by 0.05 p.p..
Senior managers
0.77%
no change
2016 M:21.59% F:78.41%
2015 M:20.82% F:79.18%
The proportion of males has increased by 0.77 p.p..
The proportion of females has decreased by 0.77 p.p..
Other managers
-2.49%
no change
2016 M:14.21% F:85.79%
2015 M:16.70% F:83.30%
The proportion of males has decreased by 2.49 p.p..
The proportion of females has increased by 2.49 p.p..
Non-managers
Clerical and administrative
-0.44%
no change
2016 M:8.96% F:91.04%
2015 M:9.40% F:90.60%
The proportion of males has decreased by 0.44 p.p..
The proportion of females has increased by 0.44 p.p..
Community and personal service
0.34%
no change
2016 M:18.48% F:81.52%
2015 M:18.14% F:81.86%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Machinery operators and drivers
-0.38%
no change
2016 M:76.07% F:23.93%
2015 M:75.69% F:24.31%
The proportion of males has decreased by 0.38 p.p..
The proportion of females has increased by 0.38 p.p..
Sales
0.97%
no change
2016 M:33.18% F:66.82%
2015 M:32.22% F:67.78%
The proportion of males has increased by 0.97 p.p..
The proportion of females has decreased by 0.97 p.p..
Professionals
-0.89%
no change
2016 M:13.74% F:86.26%
2015 M:14.62% F:85.38%
The proportion of males has decreased by 0.89 p.p..
The proportion of females has increased by 0.89 p.p..
Technicians and trade
-6.50%
no change
2016 M:40.77% F:59.23%
2015 M:47.26% F:52.74%
The proportion of males has decreased by 6.50 p.p..
The proportion of females has increased by 6.50 p.p..
Labourers
-0.42%
no change
2016 M:49.26% F:50.74%
2015 M:50.32% F:49.68%
The proportion of males has decreased by 0.42 p.p..
The proportion of females has increased by 0.42 p.p..
Results for 2016 View yearly change
Casual (Male 43.6% Female 56.4%)
male
female
Casual (Male 43.6% Female 56.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 90.0% Female 10.0%)
male
female
CEO (Male 90.0% Female 10.0%)
Key management personnel (Male 73.9% Female 26.1%)
male
female
Key management personnel (Male 73.9% Female 26.1%)
Other executives/general managers (Male 69.2% Female 30.8%)
male
female
Other executives/general managers (Male 69.2% Female 30.8%)
Senior managers (Male 60.1% Female 39.9%)
male
female
Senior managers (Male 60.1% Female 39.9%)
Other managers (Male 53.7% Female 46.3%)
male
female
Other managers (Male 53.7% Female 46.3%)
Non-managers (casual)
Clerical and administrative (Male 30.9% Female 69.1%)
male
female
Clerical and administrative (Male 30.9% Female 69.1%)
Community and personal service (Male 32.6% Female 67.4%)
male
female
Community and personal service (Male 32.6% Female 67.4%)
Machinery operators and drivers (Male 83.2% Female 16.8%)
male
female
Machinery operators and drivers (Male 83.2% Female 16.8%)
Sales (Male 37.1% Female 62.9%)
male
female
Sales (Male 37.1% Female 62.9%)
Professionals (Male 38.4% Female 61.6%)
male
female
Professionals (Male 38.4% Female 61.6%)
Technicians and trade (Male 82.6% Female 17.4%)
male
female
Technicians and trade (Male 82.6% Female 17.4%)
Labourers (Male 68.2% Female 31.8%)
male
female
Labourers (Male 68.2% Female 31.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.03%
no change
2016 M:43.62% F:56.38%
2015 M:43.65% F:56.35%
The proportion of males has decreased by 0.03 p.p..
The proportion of females has increased by 0.03 p.p..
Managers
CEO
-27.50%
no change
2016 M:90.00% F:10.00%
2015 M:62.50% F:37.50%
The proportion of males has decreased by 27.50 p.p..
The proportion of females has increased by 27.50 p.p..
Key management personnel
3.04%
no change
2016 M:73.95% F:26.05%
2015 M:76.99% F:23.01%
The proportion of males has increased by 3.04 p.p..
The proportion of females has decreased by 3.04 p.p..
Other executives/general managers
1.17%
no change
2016 M:69.23% F:30.77%
2015 M:70.40% F:29.60%
The proportion of males has increased by 1.17 p.p..
The proportion of females has decreased by 1.17 p.p..
Senior managers
4.38%
no change
2016 M:60.11% F:39.89%
2015 M:64.49% F:35.51%
The proportion of males has increased by 4.38 p.p..
The proportion of females has decreased by 4.38 p.p..
Other managers
-3.50%
no change
2016 M:53.73% F:46.27%
2015 M:49.77% F:50.23%
The proportion of males has decreased by 3.50 p.p..
The proportion of females has increased by 3.50 p.p..
Non-managers
Clerical and administrative
-1.70%
no change
2016 M:30.91% F:69.09%
2015 M:32.61% F:67.39%
The proportion of males has decreased by 1.70 p.p..
The proportion of females has increased by 1.70 p.p..
Community and personal service
0.11%
no change
2016 M:32.56% F:67.44%
2015 M:32.45% F:67.55%
The proportion of males has increased by 0.11 p.p..
The proportion of females has decreased by 0.11 p.p..
Machinery operators and drivers
0.45%
no change
2016 M:83.18% F:16.82%
2015 M:83.63% F:16.37%
The proportion of males has increased by 0.45 p.p..
The proportion of females has decreased by 0.45 p.p..
Sales
-0.95%
no change
2016 M:37.11% F:62.89%
2015 M:38.06% F:61.94%
The proportion of males has decreased by 0.95 p.p..
The proportion of females has increased by 0.95 p.p..
Professionals
0.41%
no change
2016 M:38.40% F:61.60%
2015 M:37.99% F:62.01%
The proportion of males has increased by 0.41 p.p..
The proportion of females has decreased by 0.41 p.p..
Technicians and trade
-3.63%
no change
2016 M:82.58% F:17.42%
2015 M:78.94% F:21.06%
The proportion of males has decreased by 3.63 p.p..
The proportion of females has increased by 3.63 p.p..
Labourers
-1.13%
no change
2016 M:68.15% F:31.85%
2015 M:67.02% F:32.98%
The proportion of males has decreased by 1.13 p.p..
The proportion of females has increased by 1.13 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 49.5% Female 50.5%)
male
female
Overall (Male 49.5% Female 50.5%)
Managers (Male 57.4% Female 42.6%)
male
female
Managers (Male 57.4% Female 42.6%)
Non-managers (Male 49.0% Female 51.0%)
male
female
Non-managers (Male 49.0% Female 51.0%)
Promotions by role
Overall (Male 52.2% Female 47.8%)
male
female
Overall (Male 52.2% Female 47.8%)
Managers (Male 55.9% Female 44.1%)
male
female
Managers (Male 55.9% Female 44.1%)
Non-managers (Male 51.0% Female 49.0%)
male
female
Non-managers (Male 51.0% Female 49.0%)
Promotions by employment type
Full-time
80.6%
Full-time - 80.55340984330171%
Part-time
10.1%
Part-time - 10.10097108806003%
Casual
9.3%
Casual - 9.34561906863827%
Resignations by role
Overall (Male 46.8% Female 53.2%)
male
female
Overall (Male 46.8% Female 53.2%)
Managers (Male 57.3% Female 42.7%)
male
female
Managers (Male 57.3% Female 42.7%)
Non-managers (Male 46.0% Female 54.0%)
male
female
Non-managers (Male 46.0% Female 54.0%)
Resignations by employment type
Full-time
44.9%
Full-time - 44.87079112908926%
Part-time
19.6%
Part-time - 19.576924540714522%
Casual
35.6%
Casual - 35.55228433019622%

Employee movements

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Appointments
Female appointments
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male appointments
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Promotions
Female promotions
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male promotions
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Promotions by employee type
Full-time
No comparison data available
Part-time
No comparison data available
Casual
No comparison data available
Resignations
Female resignations
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male resignations
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Resignations by employee type
Full-time
No comparison data available
Part-time
No comparison data available
Casual
No comparison data available

Gender pay gaps
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
26.3% pay gap
All industries 26.3%
2016 26.3%
2015 27.5%
Base remuneration (all)
male
female
21.4% pay gap
All industries 21.4%
2016 21.4%
2015 23.0%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
27.7% pay gap
All industries 27.7%
2016 27.7%
2015 29.4%
Other executives/general managers
male
female
25.9% pay gap
All industries 25.9%
2016 25.9%
2015 26.2%
Senior managers
male
female
21.6% pay gap
All industries 21.6%
2016 21.6%
2015 22.5%
Other managers
male
female
22.8% pay gap
All industries 22.8%
2016 22.8%
2015 23.2%
Non-managers (all total remuneration)
Clerical and administrative
male
female
7.1% pay gap
All industries 7.1%
2016 7.1%
2015 6.6%
Community and personal service
male
female
5.5% pay gap
All industries 5.5%
2016 5.5%
2015 5.8%
Machinery operators and drivers
male
female
17.9% pay gap
All industries 17.9%
2016 17.9%
2015 15.9%
Sales
male
female
15.8% pay gap
All industries 15.8%
2016 15.8%
2015 15.7%
Professionals
male
female
19.5% pay gap
All industries 19.5%
2016 19.5%
2015 21.4%
Technicians and trade
male
female
30.8% pay gap
All industries 30.8%
2016 30.8%
2015 27.3%
Labourers
male
female
17.8% pay gap
All industries 17.8%
2016 17.8%
2015 22.0%
Change from 2015 to 2016 View 2016
Total remuneration (all)
-1.23 p.p.
no change
2016 26.26%
2015 27.50%
The gender pay gap
decreased by 1.23 p.p.
Base remuneration (all)
-1.64 p.p.
no change
2016 21.41%
2015 23.05%
The gender pay gap
decreased by 1.64 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
-1.68 p.p.
no change
2016 27.71%
2015 29.39%
The gender pay gap
decreased by 1.68 p.p.
Other executives/general managers
-0.23 p.p.
no change
2016 25.94%
2015 26.17%
The gender pay gap
decreased by 0.23 p.p.
Senior managers
-0.87 p.p.
no change
2016 21.62%
2015 22.49%
The gender pay gap
decreased by 0.87 p.p.
Other managers
-0.42 p.p.
no change
2016 22.76%
2015 23.17%
The gender pay gap
decreased by 0.42 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.51 p.p.
no change
2016 7.07%
2015 6.57%
The gender pay gap
increased by 0.51 p.p.
Community and personal service
-0.24 p.p.
no change
2016 5.53%
2015 5.77%
The gender pay gap
decreased by 0.24 p.p.
Machinery operators and drivers
1.96 p.p.
no change
2016 17.87%
2015 15.91%
The gender pay gap
increased by 1.96 p.p.
Sales
0.07 p.p.
no change
2016 15.78%
2015 15.72%
The gender pay gap
increased by 0.07 p.p.
Professionals
-1.87 p.p.
no change
2016 19.50%
2015 21.37%
The gender pay gap
decreased by 1.87 p.p.
Technicians and trade
3.55 p.p.
no change
2016 30.85%
2015 27.30%
The gender pay gap
increased by 3.55 p.p.
Labourers
-4.21 p.p.
no change
2016 17.80%
2015 22.01%
The gender pay gap
decreased by 4.21 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
23.1% pay gap
All industries 23.1%
2016 23.1%
2015 24.0%
Base remuneration (full-time)
male
female
17.7% pay gap
All industries 17.7%
2016 17.7%
2015 19.1%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
26.6% pay gap
All industries 26.6%
2016 26.6%
2015 29.0%
Other executives/general managers
male
female
24.6% pay gap
All industries 24.6%
2016 24.6%
2015 25.0%
Senior managers
male
female
21.7% pay gap
All industries 21.7%
2016 21.7%
2015 22.8%
Other managers
male
female
23.8% pay gap
All industries 23.8%
2016 23.8%
2015 24.2%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
8.8% pay gap
All industries 8.8%
2016 8.8%
2015 8.3%
Community and personal service
male
female
10.9% pay gap
All industries 10.9%
2016 10.9%
2015 9.4%
Machinery operators and drivers
male
female
16.1% pay gap
All industries 16.1%
2016 16.1%
2015 12.9%
Sales
male
female
23.5% pay gap
All industries 23.5%
2016 23.5%
2015 22.2%
Professionals
male
female
19.7% pay gap
All industries 19.7%
2016 19.7%
2015 21.2%
Technicians and trade
male
female
27.1% pay gap
All industries 27.1%
2016 27.1%
2015 24.6%
Labourers
male
female
17.2% pay gap
All industries 17.2%
2016 17.2%
2015 21.2%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
-0.82 p.p.
no change
2016 23.13%
2015 23.95%
The gender pay gap
decreased by 0.82 p.p.
Base remuneration (full-time)
-1.32 p.p.
no change
2016 17.73%
2015 19.05%
The gender pay gap
decreased by 1.32 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
-2.39 p.p.
no change
2016 26.61%
2015 29.00%
The gender pay gap
decreased by 2.39 p.p.
Other executives/general managers
-0.48 p.p.
no change
2016 24.55%
2015 25.03%
The gender pay gap
decreased by 0.48 p.p.
Senior managers
-1.18 p.p.
no change
2016 21.66%
2015 22.84%
The gender pay gap
decreased by 1.18 p.p.
Other managers
-0.35 p.p.
no change
2016 23.82%
2015 24.17%
The gender pay gap
decreased by 0.35 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.49 p.p.
no change
2016 8.83%
2015 8.33%
The gender pay gap
increased by 0.49 p.p.
Community and personal service
1.54 p.p.
no change
2016 10.93%
2015 9.39%
The gender pay gap
increased by 1.54 p.p.
Machinery operators and drivers
3.23 p.p.
no change
2016 16.08%
2015 12.85%
The gender pay gap
increased by 3.23 p.p.
Sales
1.34 p.p.
no change
2016 23.51%
2015 22.18%
The gender pay gap
increased by 1.34 p.p.
Professionals
-1.53 p.p.
no change
2016 19.69%
2015 21.22%
The gender pay gap
decreased by 1.53 p.p.
Technicians and trade
2.50 p.p.
no change
2016 27.10%
2015 24.60%
The gender pay gap
increased by 2.50 p.p.
Labourers
-4.07 p.p.
no change
2016 17.16%
2015 21.23%
The gender pay gap
decreased by 4.07 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
6.6% pay gap
All industries 6.6%
2016 6.6%
2015 4.2%
Base remuneration (part-time)
male
female
7.8% pay gap
All industries 7.8%
2016 7.8%
2015 4.4%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
28.0% pay gap
All industries 28.0%
2016 28.0%
2015 10.0%
Other executives/general managers
male
female
35.3% pay gap
All industries 35.3%
2016 35.3%
2015 31.3%
Senior managers
male
female
21.3% pay gap
All industries 21.3%
2016 21.3%
2015 19.0%
Other managers
male
female
15.0% pay gap
All industries 15.0%
2016 15.0%
2015 14.7%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
4.9% pay gap
All industries 4.9%
2016 4.9%
2015 5.3%
Community and personal service
male
female
0.3% pay gap
All industries 0.3%
2016 0.3%
2015 0.9%
Machinery operators and drivers
male
female
7.3% pay gap
All industries 7.3%
2016 7.3%
2015 6.9%
Sales
male
female
0.6% pay gap
All industries 0.6%
2016 0.6%
2015 1.6%
Professionals
male
female
18.7% pay gap
All industries 18.7%
2016 18.7%
2015 20.7%
Technicians and trade
male
female
8.6% pay gap
All industries 8.6%
2016 8.6%
2015 9.4%
Labourers
male
female
4.4% pay gap
All industries 4.4%
2016 4.4%
2015 4.5%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
2.45 p.p.
no change
2016 6.64%
2015 4.18%
The gender pay gap
increased by 2.45 p.p.
Base remuneration (part-time)
3.33 p.p.
no change
2016 7.76%
2015 4.44%
The gender pay gap
increased by 3.33 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
18.00 p.p.
no change
2016 27.98%
2015 9.98%
The gender pay gap
increased by 18.00 p.p.
Other executives/general managers
3.99 p.p.
no change
2016 35.29%
2015 31.30%
The gender pay gap
increased by 3.99 p.p.
Senior managers
2.31 p.p.
no change
2016 21.29%
2015 18.99%
The gender pay gap
increased by 2.31 p.p.
Other managers
0.24 p.p.
no change
2016 14.98%
2015 14.74%
The gender pay gap
increased by 0.24 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
-0.39 p.p.
no change
2016 4.95%
2015 5.34%
The gender pay gap
decreased by 0.39 p.p.
Community and personal service
-0.54 p.p.
no change
2016 0.34%
2015 0.88%
The gender pay gap
decreased by 0.54 p.p.
Machinery operators and drivers
0.44 p.p.
no change
2016 7.34%
2015 6.90%
The gender pay gap
increased by 0.44 p.p.
Sales
-0.95 p.p.
no change
2016 0.62%
2015 1.57%
The gender pay gap
decreased by 0.95 p.p.
Professionals
-1.98 p.p.
no change
2016 18.69%
2015 20.67%
The gender pay gap
decreased by 1.98 p.p.
Technicians and trade
-0.83 p.p.
no change
2016 8.57%
2015 9.40%
The gender pay gap
decreased by 0.83 p.p.
Labourers
-0.11 p.p.
no change
2016 4.41%
2015 4.53%
The gender pay gap
decreased by 0.11 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
9.1% pay gap
All industries 9.1%
2016 9.1%
2015 10.2%
Base remuneration (casual)
male
female
8.6% pay gap
All industries 8.6%
2016 8.6%
2015 9.7%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
1.8% pay gap
All industries 1.8%
2016 1.8%
2015 0.2%
Community and personal service
male
female
0.2% pay gap
All industries 0.2%
2016 0.2%
2015 0.0%
Machinery operators and drivers
male
female
11.0% pay gap
All industries 11.0%
2016 11.0%
2015 12.4%
Sales
male
female
3.4% pay gap
All industries 3.4%
2016 3.4%
2015 2.2%
Professionals
male
female
15.3% pay gap
All industries 15.3%
2016 15.3%
2015 17.6%
Technicians and trade
male
female
30.5% pay gap
All industries 30.5%
2016 30.5%
2015 24.9%
Labourers
male
female
14.0% pay gap
All industries 14.0%
2016 14.0%
2015 15.2%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
-1.13 p.p.
no change
2016 9.06%
2015 10.19%
The gender pay gap
decreased by 1.13 p.p.
Base remuneration (casual)
-1.16 p.p.
no change
2016 8.56%
2015 9.72%
The gender pay gap
decreased by 1.16 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (casual total remuneration)
Key management personnel
-36.12 p.p.
no change
2016 0.00%
2015 36.12%
The gender pay gap
decreased by 36.12 p.p.
Other executives/general managers
-29.31 p.p.
no change
2016 0.00%
2015 29.31%
The gender pay gap
decreased by 29.31 p.p.
Senior managers
-32.59 p.p.
no change
2016 0.00%
2015 32.59%
The gender pay gap
decreased by 32.59 p.p.
Other managers
-40.10 p.p.
no change
2016 0.00%
2015 40.10%
The gender pay gap
decreased by 40.10 p.p.
Non-managers (casual total remuneration)
Clerical and administrative
1.56 p.p.
no change
2016 1.80%
2015 0.24%
The gender pay gap
increased by 1.56 p.p.
Community and personal service
0.14 p.p.
no change
2016 0.16%
2015 0.02%
The gender pay gap
increased by 0.14 p.p.
Machinery operators and drivers
-1.32 p.p.
no change
2016 11.05%
2015 12.37%
The gender pay gap
decreased by 1.32 p.p.
Sales
1.15 p.p.
no change
2016 3.39%
2015 2.23%
The gender pay gap
increased by 1.15 p.p.
Professionals
-2.21 p.p.
no change
2016 15.35%
2015 17.56%
The gender pay gap
decreased by 2.21 p.p.
Technicians and trade
5.64 p.p.
no change
2016 30.53%
2015 24.88%
The gender pay gap
increased by 5.64 p.p.
Labourers
-1.24 p.p.
no change
2016 13.97%
2015 15.21%
The gender pay gap
decreased by 1.24 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Employers with a formal policy or formal strategy on remuneration generally
53.1%
0%
100%
All industries 53.1%
2016 53.1%
2015 51.1%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
26.4%
0%
100%
All industries 26.4%
2016 26.4%
2015 25.6%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
20.0%
0%
100%
All industries 20.0%
2016 20.0%
2015 19.1%
Within last 1-2 years
4.7%
0%
100%
All industries 4.7%
2016 4.7%
2015 4.6%
More than 2 years ago but less than 4 years ago
1.3%
0%
100%
All industries 1.3%
2016 1.3%
2015 1.6%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
13.5%
0%
100%
All industries 13.5%
2016 13.5%
2015 9.8%
Identified cause/s of the gaps
31.2%
0%
100%
All industries 31.2%
2016 31.2%
2015 27.7%
Reviewed remuneration decision-making processes
22.4%
0%
100%
All industries 22.4%
2016 22.4%
2015 20.5%
Analysed commencement salaries by gender to ensure there are no pay gaps
16.0%
0%
100%
All industries 16.0%
2016 16.0%
2015 11.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
22.3%
0%
100%
All industries 22.3%
2016 22.3%
2015 15.6%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
21.6%
0%
100%
All industries 21.6%
2016 21.6%
2015 15.6%
Trained people-managers in addressing gender bias (including unconscious bias)
11.1%
0%
100%
All industries 11.1%
2016 11.1%
2015 7.4%
Set targets to reduce any like-for-like gaps
6.1%
0%
100%
All industries 6.1%
2016 6.1%
2015 3.7%
Set targets to reduce any organisation-wide gaps
4.4%
0%
100%
All industries 4.4%
2016 4.4%
2015 3.7%
Reported pay equity metrics to the board
14.4%
0%
100%
All industries 14.4%
2016 14.4%
2015 9.7%
Reported pay equity metrics to the executive
25.4%
0%
100%
All industries 25.4%
2016 25.4%
2015 19.4%
Corrected like-for-like gaps
16.9%
0%
100%
All industries 16.9%
2016 16.9%
2015 12.3%
Conducted a gender-based job evaluation process
2.1%
0%
100%
All industries 2.1%
2016 2.1%
2015 2.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
5.8%
0%
100%
All industries 5.8%
2016 5.8%
2015 5.1%
No, don't have expertise
0.7%
0%
100%
All industries 0.7%
2016 0.7%
2015 0.7%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
6.2%
0%
100%
All industries 6.2%
2016 6.2%
2015 5.9%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
21.2%
0%
100%
All industries 21.2%
2016 21.2%
2015 19.2%
No, non-award employees are paid market rate
13.2%
0%
100%
All industries 13.2%
2016 13.2%
2015 12.4%
No, not a priority
2.4%
0%
100%
All industries 2.4%
2016 2.4%
2015 1.9%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
1.98 p.p.
no change
2016 53.06%
2015 51.07%
Change of 1.98 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
0.79 p.p.
no change
2016 26.40%
2015 25.62%
Change of 0.79 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
0.89 p.p.
no change
2016 20.03%
2015 19.14%
Change of 0.89 p.p.
Within last 1-2 years
0.06 p.p.
no change
2016 4.71%
2015 4.65%
Change of 0.06 p.p.
More than 2 years ago but less than 4 years ago
-0.33 p.p.
no change
2016 1.30%
2015 1.63%
Change of -0.33 p.p.
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
3.66 p.p.
no change
2016 13.51%
2015 9.85%
Change of 3.66 p.p.
Identified cause/s of the gaps
3.45 p.p.
no change
2016 31.20%
2015 27.75%
Change of 3.45 p.p.
Reviewed remuneration decision-making processes
1.93 p.p.
no change
2016 22.43%
2015 20.50%
Change of 1.93 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
4.97 p.p.
no change
2016 15.96%
2015 10.98%
Change of 4.97 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
6.65 p.p.
no change
2016 22.27%
2015 15.62%
Change of 6.65 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
5.94 p.p.
no change
2016 21.56%
2015 15.62%
Change of 5.94 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
3.73 p.p.
no change
2016 11.14%
2015 7.40%
Change of 3.73 p.p.
Set targets to reduce any like-for-like gaps
2.42 p.p.
no change
2016 6.08%
2015 3.66%
Change of 2.42 p.p.
Set targets to reduce any organisation-wide gaps
0.76 p.p.
no change
2016 4.42%
2015 3.66%
Change of 0.76 p.p.
Reported pay equity metrics to the board
4.69 p.p.
no change
2016 14.38%
2015 9.68%
Change of 4.69 p.p.
Reported pay equity metrics to the executive
6.07 p.p.
no change
2016 25.43%
2015 19.37%
Change of 6.07 p.p.
Corrected like-for-like gaps
4.62 p.p.
no change
2016 16.90%
2015 12.29%
Change of 4.62 p.p.
Conducted a gender-based job evaluation process
0.10 p.p.
no change
2016 2.13%
2015 2.03%
Change of 0.10 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.72 p.p.
no change
2016 5.81%
2015 5.10%
Change of 0.72 p.p.
No, don't have expertise
0.00 p.p.
no change
2016 0.72%
2015 0.73%
Change of 0.00 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
0.31 p.p.
no change
2016 6.22%
2015 5.91%
Change of 0.31 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
1.98 p.p.
no change
2016 21.18%
2015 19.21%
Change of 1.98 p.p.
No, non-award employees are paid market rate
0.89 p.p.
no change
2016 13.24%
2015 12.36%
Change of 0.89 p.p.
No, not a priority
0.44 p.p.
no change
2016 2.36%
2015 1.93%
Change of 0.44 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
57.7%
0%
100%
All industries 57.7%
2016 57.7%
2015 54.6%
Employers that have an overall gender equality strategy
22.2%
0%
100%
All industries 22.2%
2016 22.2%
2015 20.6%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
12.7%
0%
100%
All industries 12.7%
2016 12.7%
2015 16.1%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
3.07 p.p.
no change
2016 57.68%
2015 54.60%
Change of 3.07 p.p.
Employers that have an overall gender equality strategy
1.63 p.p.
no change
2016 22.23%
2015 20.60%
Change of 1.63 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-3.39 p.p.
0%
100%
no change
2016 12.71%
2015 16.10%
Change of -3.39 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Flexible working
Employers that have a flexible working arrangements policy
52.3%
0%
100%
All industries 52.3%
2016 52.3%
2015 50.0%
Employers that have a flexible working arrangements strategy
16.1%
0%
100%
All industries 16.1%
2016 16.1%
2015 14.6%
Types of flexible work offered
Carer's leave
92.9%
0%
100%
All industries 92.9%
2016 92.9%
2015 93.2%
Compressed working week
26.1%
0%
100%
All industries 26.1%
2016 26.1%
2015 26.7%
Flexible hours of work
58.5%
0%
100%
All industries 58.5%
2016 58.5%
2015 57.4%
Job sharing
39.9%
0%
100%
All industries 39.9%
2016 39.9%
2015 41.6%
Part-time work
83.9%
0%
100%
All industries 83.9%
2016 83.9%
2015 82.5%
Purchased leave
28.4%
0%
100%
All industries 28.4%
2016 28.4%
2015 27.8%
Telecommuting
27.5%
0%
100%
All industries 27.5%
2016 27.5%
2015 28.3%
Time-in-lieu
50.9%
0%
100%
All industries 50.9%
2016 50.9%
2015 50.4%
Unpaid leave
79.4%
0%
100%
All industries 79.4%
2016 79.4%
2015 79.5%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
2.29 p.p.
no change
2016 52.27%
2015 49.98%
Change of 2.29 p.p.
Employers that have a flexible working arrangements strategy
1.49 p.p.
no change
2016 16.07%
2015 14.58%
Change of 1.49 p.p.
Types of flexible work offered
Carer's leave
-0.30 p.p.
no change
2016 92.93%
2015 93.23%
Change of -0.30 p.p.
Compressed working week
-0.66 p.p.
no change
2016 26.08%
2015 26.75%
Change of -0.66 p.p.
Flexible hours of work
1.14 p.p.
no change
2016 58.55%
2015 57.41%
Change of 1.14 p.p.
Job sharing
-1.64 p.p.
no change
2016 39.94%
2015 41.58%
Change of -1.64 p.p.
Part-time work
1.40 p.p.
no change
2016 83.86%
2015 82.46%
Change of 1.40 p.p.
Purchased leave
0.61 p.p.
no change
2016 28.44%
2015 27.84%
Change of 0.61 p.p.
Telecommuting
-0.76 p.p.
no change
2016 27.53%
2015 28.29%
Change of -0.76 p.p.
Time-in-lieu
0.43 p.p.
no change
2016 50.88%
2015 50.45%
Change of 0.43 p.p.
Unpaid leave
-0.10 p.p.
no change
2016 79.43%
2015 79.53%
Change of -0.10 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
47.6%
0%
100%
All industries 47.6%
2016 47.6%
2015 47.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
12.9%
0%
100%
All industries 12.9%
2016 12.9%
2015 14.6%
Paid parental leave
Employers that offer primary carer leave
48.0%
0%
100%
All industries 48.0%
2016 48.0%
2015 48.2%
Average primary carer leave offered
9.7 weeks
All industries 9.7 weeks
2016 9.7 weeks
2015 10.5 weeks
Employers that top up government scheme to full pay
9.0%
0%
100%
All industries 9.0%
2016 9.0%
2015 8.6%
Employers that offer full pay in addition to government scheme
79.2%
0%
100%
All industries 79.2%
2016 79.2%
2015 80.9%
Employers that offer a lump sum payment
16.8%
0%
100%
All industries 16.8%
2016 16.8%
2015 17.3%
Employers that offer secondary carer leave
39.0%
0%
100%
All industries 39.0%
2016 39.0%
2015 38.4%
Average secondary carer leave offered
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.6%
0%
100%
All industries 7.6%
2016 7.6%
Proportion of women (out of all employees on parental leave)
7.0%
0%
100%
All industries 7.0%
2016 7.0%
Proportion of men (out of all employees on parental leave)
0.6%
0%
100%
All industries 0.6%
2016 0.6%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
5.8%
0%
100%
All industries 5.8%
2016 5.8%
2015 4.9%
On-site childcare
9.5%
0%
100%
All industries 9.5%
2016 9.5%
2015 8.9%
Breastfeeding facilities
53.6%
0%
100%
All industries 53.6%
2016 53.6%
2015 45.7%
Childcare referral services
10.4%
0%
100%
All industries 10.4%
2016 10.4%
2015 9.7%
Internal support network for parents
16.7%
0%
100%
All industries 16.7%
2016 16.7%
2015 15.1%
Return-to-work bonus
7.4%
0%
100%
All industries 7.4%
2016 7.4%
2015 9.7%
Information packs to support new parents and/or those with elder care responsibilities
17.1%
0%
100%
All industries 17.1%
2016 17.1%
2015 18.1%
Referral services to support employees with family and/or caring responsibilities
47.3%
0%
100%
All industries 47.3%
2016 47.3%
2015 47.4%
Targeted communication mechanisms, for example intranet/forums
26.9%
0%
100%
All industries 26.9%
2016 26.9%
2015 29.7%
Support in securing school holiday care
6.5%
0%
100%
All industries 6.5%
2016 6.5%
Coaching for employees on returning to work from parental leave
15.5%
0%
100%
All industries 15.5%
2016 15.5%
Parenting workshops targeting mothers
3.9%
0%
100%
All industries 3.9%
2016 3.9%
Parenting workshops targeting fathers
3.3%
0%
100%
All industries 3.3%
2016 3.3%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
0.32 p.p.
no change
2016 47.56%
2015 47.24%
Change of 0.32 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.79 p.p.
no change
2016 12.86%
2015 14.65%
Change of -1.79 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.21 p.p.
no change
2016 47.99%
2015 48.20%
Change of -0.21 p.p.
Average primary carer leave offered
-0.82 weeks
no change
2016 9.67weeks
2015 10.49weeks
Change of -0.82 weeks
Employers that top up government scheme to full pay
0.34 p.p.
no change
2016 8.96%
2015 8.62%
Change of 0.34 p.p.
Employers that offer full pay in addition to government scheme
-1.62 p.p.
no change
2016 79.24%
2015 80.85%
Change of -1.62 p.p.
Employers that offer a lump sum payment
-0.56 p.p.
no change
2016 16.77%
2015 17.33%
Change of -0.56 p.p.
Employers that offer secondary carer leave
0.59 p.p.
no change
2016 39.00%
2015 38.42%
Change of 0.59 p.p.
Average secondary carer leave offered
0.01 weeks
no change
2016 1.47weeks
2015 1.46weeks
Change of 0.01 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
0.66 p.p.
no change
2016 9.55%
2015 8.89%
Change of 0.66 p.p.
Breastfeeding facilities
7.91 p.p.
no change
2016 53.58%
2015 45.67%
Change of 7.91 p.p.
Childcare referral services
0.66 p.p.
no change
2016 10.38%
2015 9.73%
Change of 0.66 p.p.
Internal support network for parents
1.62 p.p.
no change
2016 16.71%
2015 15.08%
Change of 1.62 p.p.
Return-to-work bonus
-2.21 p.p.
no change
2016 7.44%
2015 9.65%
Change of -2.21 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-0.98 p.p.
no change
2016 17.14%
2015 18.12%
Change of -0.98 p.p.
Referral services to support employees with family and/or caring responsibilities
-0.16 p.p.
no change
2016 47.26%
2015 47.42%
Change of -0.16 p.p.
Targeted communication mechanisms, for example intranet/forums
-2.82 p.p.
no change
2016 26.93%
2015 29.75%
Change of -2.82 p.p.
Support in securing school holiday care
No comparison data available
Coaching for employees on returning to work from parental leave
No comparison data available
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Family or domestic violence support

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
39.3%
0%
100%
All industries 39.3%
2016 39.3%
2015 34.9%
Has some measure in place to support employees who are experiencing family or domestic violence
74.8%
0%
100%
All industries 74.8%
2016 74.8%
2015 76.1%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
66.4%
0%
100%
All industries 66.4%
2016 66.4%
2015 64.7%
HR or other staff training
11.0%
0%
100%
All industries 11.0%
2016 11.0%
2015 13.5%
Referral to support services
26.9%
0%
100%
All industries 26.9%
2016 26.9%
2015 26.0%
Access to any leave (overall measure)
52.6%
0%
100%
All industries 52.6%
2016 52.6%
2015 52.4%
Paid domestic violence leave
12.1%
0%
100%
All industries 12.1%
2016 12.1%
Unpaid domestic violence leave
3.8%
0%
100%
All industries 3.8%
2016 3.8%
Unpaid leave
49.3%
0%
100%
All industries 49.3%
2016 49.3%
Domestic violence clause in an enterprise or workplace agreement
6.9%
0%
100%
All industries 6.9%
2016 6.9%
Workplace safety planning
8.3%
0%
100%
All industries 8.3%
2016 8.3%
Confidentiality of disclosure
41.2%
0%
100%
All industries 41.2%
2016 41.2%
Protection from adverse action or discrimination
21.3%
0%
100%
All industries 21.3%
2016 21.3%
Flexible working arrangements
48.6%
0%
100%
All industries 48.6%
2016 48.6%
Financial support
11.2%
0%
100%
All industries 11.2%
2016 11.2%
Change of office location
13.7%
0%
100%
All industries 13.7%
2016 13.7%
Emergency accommodation assistance
4.0%
0%
100%
All industries 4.0%
2016 4.0%
Medical services
10.0%
0%
100%
All industries 10.0%
2016 10.0%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
4.38 p.p.
no change
2016 39.30%
2015 34.93%
Change of 4.38 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.31 p.p.
no change
2016 74.81%
2015 76.12%
Change of -1.31 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
1.71 p.p.
no change
2016 66.45%
2015 64.73%
Change of 1.71 p.p.
HR or other staff training
-2.48 p.p.
no change
2016 10.99%
2015 13.47%
Change of -2.48 p.p.
Referral to support services
0.98 p.p.
no change
2016 26.93%
2015 25.95%
Change of 0.98 p.p.
Access to any leave (overall measure)
0.19 p.p.
no change
2016 52.63%
2015 52.44%
Change of 0.19 p.p.
Paid domestic violence leave
12.05 p.p.
no change
2016 12.05%
2015 0.00%
Change of 12.05 p.p.
Unpaid domestic violence leave
No comparison data available
Unpaid leave
No comparison data available
Domestic violence clause in an enterprise or workplace agreement
No comparison data available
Workplace safety planning
No comparison data available
Confidentiality of disclosure
No comparison data available
Protection from adverse action or discrimination
No comparison data available
Flexible working arrangements
No comparison data available
Financial support
No comparison data available
Change of office location
No comparison data available
Emergency accommodation assistance
No comparison data available
Medical services
No comparison data available

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