Manufacturing within All industries

Manufacturing has 70,574 employees within 103 organisations with 500-999 employees.
Change year 2016

Manufacturing summary for 2016

Showing results only for organisations with 500-999 employees

Manufacturing has 70,574 employees within 103 organisations with 500-999 employees.
26.7% of employees are female.

Employee type breakdown
Casual
8.3%
Casual - 8.284920792359793%
Part-time
5.0%
Part-time - 5.013177657494261%
Full-time
86.7%
Full-time - 86.70190155014595%
Organisation size breakdown
<250
0.0%
<250 - 0.0%
250-499
0.0%
250-499 - 0.0%
500-999
100.0%
500-999 - 100.0%
1000-4999
0.0%
1000-4999 - 0.0%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 73.3% Female 26.7%)
male
female
All (Male 73.3% Female 26.7%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 95.1% Female 4.9%)
male
female
CEO (Male 95.1% Female 4.9%)
Key management personnel (Male 80.8% Female 19.2%)
male
female
Key management personnel (Male 80.8% Female 19.2%)
Other executives/general managers (Male 80.3% Female 19.7%)
male
female
Other executives/general managers (Male 80.3% Female 19.7%)
Senior managers (Male 78.5% Female 21.5%)
male
female
Senior managers (Male 78.5% Female 21.5%)
Other managers (Male 73.4% Female 26.6%)
male
female
Other managers (Male 73.4% Female 26.6%)
Non-managers (all)
Clerical and administrative (Male 28.8% Female 71.2%)
male
female
Clerical and administrative (Male 28.8% Female 71.2%)
Community and personal service (Male 38.3% Female 61.7%)
male
female
Community and personal service (Male 38.3% Female 61.7%)
Machinery operators and drivers (Male 86.5% Female 13.5%)
male
female
Machinery operators and drivers (Male 86.5% Female 13.5%)
Sales (Male 56.6% Female 43.4%)
male
female
Sales (Male 56.6% Female 43.4%)
Professionals (Male 63.2% Female 36.8%)
male
female
Professionals (Male 63.2% Female 36.8%)
Technicians and trade (Male 92.5% Female 7.5%)
male
female
Technicians and trade (Male 92.5% Female 7.5%)
Labourers (Male 78.9% Female 21.1%)
male
female
Labourers (Male 78.9% Female 21.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.09%
2015 baseline
2016 M:73.29% F:26.71%
2015 M:73.38% F:26.62%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Managers
CEO
-0.55%
2015 baseline
2016 M:95.15% F:4.85%
2015 M:94.59% F:5.41%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Key management personnel
1.99%
2015 baseline
2016 M:80.76% F:19.24%
2015 M:82.75% F:17.25%
The proportion of males has increased by 1.99 p.p..
The proportion of females has decreased by 1.99 p.p..
Other executives/general managers
1.54%
2015 baseline
2016 M:80.27% F:19.73%
2015 M:81.82% F:18.18%
The proportion of males has increased by 1.54 p.p..
The proportion of females has decreased by 1.54 p.p..
Senior managers
2.07%
2015 baseline
2016 M:78.45% F:21.55%
2015 M:80.52% F:19.48%
The proportion of males has increased by 2.07 p.p..
The proportion of females has decreased by 2.07 p.p..
Other managers
2.48%
2015 baseline
2016 M:73.40% F:26.60%
2015 M:75.88% F:24.12%
The proportion of males has increased by 2.48 p.p..
The proportion of females has decreased by 2.48 p.p..
Non-managers
Clerical and administrative
2.64%
2015 baseline
2016 M:28.77% F:71.23%
2015 M:26.13% F:73.87%
The proportion of males has increased by 2.64 p.p..
The proportion of females has decreased by 2.64 p.p..
Community and personal service
10.18%
2015 baseline
2016 M:38.26% F:61.74%
2015 M:28.07% F:71.93%
The proportion of males has increased by 10.18 p.p..
The proportion of females has decreased by 10.18 p.p..
Machinery operators and drivers
1.33%
2015 baseline
2016 M:86.55% F:13.45%
2015 M:87.87% F:12.13%
The proportion of males has increased by 1.33 p.p..
The proportion of females has decreased by 1.33 p.p..
Sales
-4.76%
2015 baseline
2016 M:56.58% F:43.42%
2015 M:51.82% F:48.18%
The proportion of males has decreased by 4.76 p.p..
The proportion of females has increased by 4.76 p.p..
Professionals
0.84%
2015 baseline
2016 M:63.20% F:36.80%
2015 M:64.04% F:35.96%
The proportion of males has increased by 0.84 p.p..
The proportion of females has decreased by 0.84 p.p..
Technicians and trade
1.21%
2015 baseline
2016 M:92.45% F:7.55%
2015 M:93.67% F:6.33%
The proportion of males has increased by 1.21 p.p..
The proportion of females has decreased by 1.21 p.p..
Labourers
-2.27%
2015 baseline
2016 M:78.88% F:21.12%
2015 M:76.61% F:23.39%
The proportion of males has decreased by 2.27 p.p..
The proportion of females has increased by 2.27 p.p..
Results for 2016 View yearly change
Full-time (Male 77.6% Female 22.4%)
male
female
Full-time (Male 77.6% Female 22.4%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 95.1% Female 4.9%)
male
female
CEO (Male 95.1% Female 4.9%)
Key management personnel (Male 82.1% Female 17.9%)
male
female
Key management personnel (Male 82.1% Female 17.9%)
Other executives/general managers (Male 81.3% Female 18.7%)
male
female
Other executives/general managers (Male 81.3% Female 18.7%)
Senior managers (Male 80.0% Female 20.0%)
male
female
Senior managers (Male 80.0% Female 20.0%)
Other managers (Male 75.5% Female 24.5%)
male
female
Other managers (Male 75.5% Female 24.5%)
Non-managers (full-time)
Clerical and administrative (Male 32.4% Female 67.6%)
male
female
Clerical and administrative (Male 32.4% Female 67.6%)
Community and personal service (Male 62.9% Female 37.1%)
male
female
Community and personal service (Male 62.9% Female 37.1%)
Machinery operators and drivers (Male 88.6% Female 11.4%)
male
female
Machinery operators and drivers (Male 88.6% Female 11.4%)
Sales (Male 70.6% Female 29.4%)
male
female
Sales (Male 70.6% Female 29.4%)
Professionals (Male 68.5% Female 31.5%)
male
female
Professionals (Male 68.5% Female 31.5%)
Technicians and trade (Male 93.6% Female 6.4%)
male
female
Technicians and trade (Male 93.6% Female 6.4%)
Labourers (Male 80.2% Female 19.8%)
male
female
Labourers (Male 80.2% Female 19.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
1.14%
2015 baseline
2016 M:77.61% F:22.39%
2015 M:78.76% F:21.24%
The proportion of males has increased by 1.14 p.p..
The proportion of females has decreased by 1.14 p.p..
Managers
CEO
-0.55%
2015 baseline
2016 M:95.15% F:4.85%
2015 M:94.59% F:5.41%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Key management personnel
1.53%
2015 baseline
2016 M:82.06% F:17.94%
2015 M:83.59% F:16.41%
The proportion of males has increased by 1.53 p.p..
The proportion of females has decreased by 1.53 p.p..
Other executives/general managers
1.17%
2015 baseline
2016 M:81.32% F:18.68%
2015 M:82.49% F:17.51%
The proportion of males has increased by 1.17 p.p..
The proportion of females has decreased by 1.17 p.p..
Senior managers
1.92%
2015 baseline
2016 M:80.05% F:19.95%
2015 M:81.97% F:18.03%
The proportion of males has increased by 1.92 p.p..
The proportion of females has decreased by 1.92 p.p..
Other managers
1.95%
2015 baseline
2016 M:75.55% F:24.45%
2015 M:77.50% F:22.50%
The proportion of males has increased by 1.95 p.p..
The proportion of females has decreased by 1.95 p.p..
Non-managers
Clerical and administrative
2.61%
2015 baseline
2016 M:32.42% F:67.58%
2015 M:29.81% F:70.19%
The proportion of males has increased by 2.61 p.p..
The proportion of females has decreased by 2.61 p.p..
Community and personal service
-9.33%
2015 baseline
2016 M:62.90% F:37.10%
2015 M:46.43% F:53.57%
The proportion of males has decreased by 9.33 p.p..
The proportion of females has increased by 9.33 p.p..
Machinery operators and drivers
0.99%
2015 baseline
2016 M:88.59% F:11.41%
2015 M:89.58% F:10.42%
The proportion of males has increased by 0.99 p.p..
The proportion of females has decreased by 0.99 p.p..
Sales
-1.61%
2015 baseline
2016 M:70.57% F:29.43%
2015 M:68.96% F:31.04%
The proportion of males has decreased by 1.61 p.p..
The proportion of females has increased by 1.61 p.p..
Professionals
0.43%
2015 baseline
2016 M:68.50% F:31.50%
2015 M:68.94% F:31.06%
The proportion of males has increased by 0.43 p.p..
The proportion of females has decreased by 0.43 p.p..
Technicians and trade
0.81%
2015 baseline
2016 M:93.55% F:6.45%
2015 M:94.36% F:5.64%
The proportion of males has increased by 0.81 p.p..
The proportion of females has decreased by 0.81 p.p..
Labourers
1.76%
2015 baseline
2016 M:80.16% F:19.84%
2015 M:81.92% F:18.08%
The proportion of males has increased by 1.76 p.p..
The proportion of females has decreased by 1.76 p.p..
Results for 2016 View yearly change
Part-time (Male 19.1% Female 80.9%)
male
female
Part-time (Male 19.1% Female 80.9%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 31.3% Female 68.8%)
male
female
Key management personnel (Male 31.3% Female 68.8%)
Other executives/general managers (Male 21.4% Female 78.6%)
male
female
Other executives/general managers (Male 21.4% Female 78.6%)
Senior managers (Male 16.4% Female 83.6%)
male
female
Senior managers (Male 16.4% Female 83.6%)
Other managers (Male 12.5% Female 87.5%)
male
female
Other managers (Male 12.5% Female 87.5%)
Non-managers (part-time)
Clerical and administrative (Male 5.8% Female 94.2%)
male
female
Clerical and administrative (Male 5.8% Female 94.2%)
Community and personal service (Male 10.7% Female 89.3%)
male
female
Community and personal service (Male 10.7% Female 89.3%)
Machinery operators and drivers (Male 42.1% Female 57.9%)
male
female
Machinery operators and drivers (Male 42.1% Female 57.9%)
Sales (Male 11.9% Female 88.1%)
male
female
Sales (Male 11.9% Female 88.1%)
Professionals (Male 11.5% Female 88.5%)
male
female
Professionals (Male 11.5% Female 88.5%)
Technicians and trade (Male 40.2% Female 59.8%)
male
female
Technicians and trade (Male 40.2% Female 59.8%)
Labourers (Male 52.9% Female 47.1%)
male
female
Labourers (Male 52.9% Female 47.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-7.54%
2015 baseline
2016 M:19.05% F:80.95%
2015 M:26.59% F:73.41%
The proportion of males has decreased by 7.54 p.p..
The proportion of females has increased by 7.54 p.p..
Managers
CEO
No comparison data available
Key management personnel
-9.66%
2015 baseline
2016 M:31.25% F:68.75%
2015 M:59.09% F:40.91%
The proportion of males has decreased by 9.66 p.p..
The proportion of females has increased by 9.66 p.p..
Other executives/general managers
-5.84%
2015 baseline
2016 M:21.43% F:78.57%
2015 M:27.27% F:72.73%
The proportion of males has decreased by 5.84 p.p..
The proportion of females has increased by 5.84 p.p..
Senior managers
13.86%
2015 baseline
2016 M:16.36% F:83.64%
2015 M:2.50% F:97.50%
The proportion of males has increased by 13.86 p.p..
The proportion of females has decreased by 13.86 p.p..
Other managers
-4.86%
2015 baseline
2016 M:12.50% F:87.50%
2015 M:17.36% F:82.64%
The proportion of males has decreased by 4.86 p.p..
The proportion of females has increased by 4.86 p.p..
Non-managers
Clerical and administrative
-0.53%
2015 baseline
2016 M:5.82% F:94.18%
2015 M:6.35% F:93.65%
The proportion of males has decreased by 0.53 p.p..
The proportion of females has increased by 0.53 p.p..
Community and personal service
2.82%
2015 baseline
2016 M:10.71% F:89.29%
2015 M:7.89% F:92.11%
The proportion of males has increased by 2.82 p.p..
The proportion of females has decreased by 2.82 p.p..
Machinery operators and drivers
-1.19%
2015 baseline
2016 M:42.07% F:57.93%
2015 M:43.26% F:56.74%
The proportion of males has decreased by 1.19 p.p..
The proportion of females has increased by 1.19 p.p..
Sales
-11.74%
2015 baseline
2016 M:11.88% F:88.12%
2015 M:23.62% F:76.38%
The proportion of males has decreased by 11.74 p.p..
The proportion of females has increased by 11.74 p.p..
Professionals
-1.24%
2015 baseline
2016 M:11.48% F:88.52%
2015 M:12.72% F:87.28%
The proportion of males has decreased by 1.24 p.p..
The proportion of females has increased by 1.24 p.p..
Technicians and trade
10.27%
2015 baseline
2016 M:40.19% F:59.81%
2015 M:70.09% F:29.91%
The proportion of males has increased by 10.27 p.p..
The proportion of females has decreased by 10.27 p.p..
Labourers
-0.48%
2015 baseline
2016 M:52.89% F:47.11%
2015 M:52.40% F:47.60%
The proportion of males has decreased by 0.48 p.p..
The proportion of females has increased by 0.48 p.p..
Results for 2016 View yearly change
Casual (Male 60.8% Female 39.2%)
male
female
Casual (Male 60.8% Female 39.2%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 0.0% Female 0.0%)
Insufficient data available
Key management personnel (Male 0.0% Female 0.0%)
Other executives/general managers (Male 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 0.0% Female 0.0%)
Insufficient data available
Senior managers (Male 0.0% Female 0.0%)
Other managers (Male 62.5% Female 37.5%)
male
female
Other managers (Male 62.5% Female 37.5%)
Non-managers (casual)
Clerical and administrative (Male 26.1% Female 73.9%)
male
female
Clerical and administrative (Male 26.1% Female 73.9%)
Community and personal service (Male 25.4% Female 74.6%)
male
female
Community and personal service (Male 25.4% Female 74.6%)
Machinery operators and drivers (Male 65.5% Female 34.5%)
male
female
Machinery operators and drivers (Male 65.5% Female 34.5%)
Sales (Male 30.5% Female 69.5%)
male
female
Sales (Male 30.5% Female 69.5%)
Professionals (Male 44.3% Female 55.7%)
male
female
Professionals (Male 44.3% Female 55.7%)
Technicians and trade (Male 81.0% Female 19.0%)
male
female
Technicians and trade (Male 81.0% Female 19.0%)
Labourers (Male 78.8% Female 21.2%)
male
female
Labourers (Male 78.8% Female 21.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-9.15%
2015 baseline
2016 M:60.82% F:39.18%
2015 M:51.67% F:48.33%
The proportion of males has decreased by 9.15 p.p..
The proportion of females has increased by 9.15 p.p..
Managers
CEO
No comparison data available
Key management personnel
2015 baseline
2016 M:% F:%
2015 M:0.00% F:100.00%
There is no data for determining the change.
Other executives/general managers
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Senior managers
2015 baseline
2016 M:% F:%
2015 M:0.00% F:100.00%
There is no data for determining the change.
Other managers
8.93%
2015 baseline
2016 M:62.50% F:37.50%
2015 M:71.43% F:28.57%
The proportion of males has increased by 8.93 p.p..
The proportion of females has decreased by 8.93 p.p..
Non-managers
Clerical and administrative
5.99%
2015 baseline
2016 M:26.05% F:73.95%
2015 M:20.06% F:79.94%
The proportion of males has increased by 5.99 p.p..
The proportion of females has decreased by 5.99 p.p..
Community and personal service
0.75%
2015 baseline
2016 M:25.42% F:74.58%
2015 M:24.68% F:75.32%
The proportion of males has increased by 0.75 p.p..
The proportion of females has decreased by 0.75 p.p..
Machinery operators and drivers
7.28%
2015 baseline
2016 M:65.49% F:34.51%
2015 M:72.77% F:27.23%
The proportion of males has increased by 7.28 p.p..
The proportion of females has decreased by 7.28 p.p..
Sales
12.08%
2015 baseline
2016 M:30.47% F:69.53%
2015 M:18.39% F:81.61%
The proportion of males has increased by 12.08 p.p..
The proportion of females has decreased by 12.08 p.p..
Professionals
1.01%
2015 baseline
2016 M:44.28% F:55.72%
2015 M:43.27% F:56.73%
The proportion of males has increased by 1.01 p.p..
The proportion of females has decreased by 1.01 p.p..
Technicians and trade
7.03%
2015 baseline
2016 M:81.02% F:18.98%
2015 M:88.06% F:11.94%
The proportion of males has increased by 7.03 p.p..
The proportion of females has decreased by 7.03 p.p..
Labourers
-15.74%
2015 baseline
2016 M:78.79% F:21.21%
2015 M:63.05% F:36.95%
The proportion of males has decreased by 15.74 p.p..
The proportion of females has increased by 15.74 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 70.2% Female 29.8%)
male
female
Overall (Male 70.2% Female 29.8%)
Managers (Male 63.8% Female 36.2%)
male
female
Managers (Male 63.8% Female 36.2%)
Non-managers (Male 70.9% Female 29.1%)
male
female
Non-managers (Male 70.9% Female 29.1%)
Promotions by role
Overall (Male 61.4% Female 38.6%)
male
female
Overall (Male 61.4% Female 38.6%)
Managers (Male 66.1% Female 33.9%)
male
female
Managers (Male 66.1% Female 33.9%)
Non-managers (Male 59.6% Female 40.4%)
male
female
Non-managers (Male 59.6% Female 40.4%)
Promotions by employment type
Full-time
87.9%
Full-time - 87.87013913663931%
Part-time
3.1%
Part-time - 3.1038173385658223%
Casual
9.0%
Casual - 9.026043524794861%
Resignations by role
Overall (Male 67.2% Female 32.8%)
male
female
Overall (Male 67.2% Female 32.8%)
Managers (Male 69.8% Female 30.2%)
male
female
Managers (Male 69.8% Female 30.2%)
Non-managers (Male 67.0% Female 33.0%)
male
female
Non-managers (Male 67.0% Female 33.0%)
Resignations by employment type
Full-time
59.9%
Full-time - 59.85846098718982%
Part-time
5.1%
Part-time - 5.052405267401236%
Casual
35.1%
Casual - 35.089133745408944%

Employee movements

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 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 (average)
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
13.9% pay gap
All industries 27.3%
2016 13.9%
2015 16.3%
Base salary (all)
male
female
10.7% pay gap
All industries 22.1%
2016 10.7%
2015 13.6%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
6.6% pay gap
All industries 30.1%
2016 6.6%
2015 22.1%
Other executives/general managers
male
female
1.1% pay gap
All industries 27.3%
2016 1.1%
2015 4.6%
Senior managers
male
female
4.8% pay gap
All industries 24.9%
2016 4.8%
2015 2.9%
Other managers
male
female
5.2% pay gap
All industries 27.5%
2016 5.2%
2015 7.5%
Non-managers (all total remuneration)
Clerical and administrative
male
female
10.9% pay gap
All industries 4.8%
2016 10.9%
2015 12.7%
Community and personal service
male
female
24.6% pay gap
All industries 2.2%
2016 24.6%
2015 14.2%
Machinery operators and drivers
male
female
15.1% pay gap
All industries 17.7%
2016 15.1%
2015 14.2%
Sales
male
female
22.8% pay gap
All industries 29.2%
2016 22.8%
2015 26.8%
Professionals
male
female
12.0% pay gap
All industries 22.6%
2016 12.0%
2015 13.5%
Technicians and trade
male
female
19.5% pay gap
All industries 30.6%
2016 19.5%
2015 19.6%
Labourers
male
female
10.7% pay gap
All industries 23.6%
2016 10.7%
2015 8.2%
Change from 2015 to 2016 View 2016
Total remuneration (all)
2.46 p.p.
2015 baseline
2016 13.86%
2015 16.32%
The gender pay gap
decreased by 2.46 p.p.
Base salary (all)
2.86 p.p.
2015 baseline
2016 10.70%
2015 13.56%
The gender pay gap
decreased by 2.86 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (all total remuneration)
Key management personnel
15.52 p.p.
2015 baseline
2016 6.62%
2015 22.14%
The gender pay gap
decreased by 15.52 p.p.
Other executives/general managers
3.41 p.p.
2015 baseline
2016 1.14%
2015 4.56%
The gender pay gap
decreased by 3.41 p.p.
Senior managers
1.91 p.p.
2015 baseline
2016 4.80%
2015 2.90%
The gender pay gap
increased by 1.91 p.p.
Other managers
2.27 p.p.
2015 baseline
2016 5.22%
2015 7.49%
The gender pay gap
decreased by 2.27 p.p.
Non-managers (all total remuneration)
Clerical and administrative
1.88 p.p.
2015 baseline
2016 10.85%
2015 12.73%
The gender pay gap
decreased by 1.88 p.p.
Community and personal service
10.41 p.p.
2015 baseline
2016 24.59%
2015 14.18%
The gender pay gap
increased by 10.41 p.p.
Machinery operators and drivers
0.90 p.p.
2015 baseline
2016 15.09%
2015 14.19%
The gender pay gap
increased by 0.90 p.p.
Sales
4.08 p.p.
2015 baseline
2016 22.75%
2015 26.83%
The gender pay gap
decreased by 4.08 p.p.
Professionals
1.46 p.p.
2015 baseline
2016 11.99%
2015 13.46%
The gender pay gap
decreased by 1.46 p.p.
Technicians and trade
0.10 p.p.
2015 baseline
2016 19.55%
2015 19.65%
The gender pay gap
decreased by 0.10 p.p.
Labourers
2.46 p.p.
2015 baseline
2016 10.70%
2015 8.24%
The gender pay gap
increased by 2.46 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
11.4% pay gap
All industries 23.6%
2016 11.4%
2015 12.0%
Base salary (full-time)
male
female
8.9% pay gap
All industries 18.3%
2016 8.9%
2015 9.7%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
4.1% pay gap
All industries 29.0%
2016 4.1%
2015 21.4%
Other executives/general managers
male
female
2.6% pay gap
All industries 27.6%
2016 2.6%
2015 3.2%
Senior managers
male
female
4.7% pay gap
All industries 24.5%
2016 4.7%
2015 2.2%
Other managers
male
female
7.6% pay gap
All industries 28.6%
2016 7.6%
2015 8.8%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
10.6% pay gap
All industries 8.1%
2016 10.6%
2015 12.0%
Community and personal service
male
female
29.4% pay gap
All industries 3.0%
2016 29.4%
2015 9.0%
Machinery operators and drivers
male
female
13.6% pay gap
All industries 14.9%
2016 13.6%
2015 13.4%
Sales
male
female
7.2% pay gap
All industries 24.1%
2016 7.2%
2015 13.0%
Professionals
male
female
13.6% pay gap
All industries 22.2%
2016 13.6%
2015 14.5%
Technicians and trade
male
female
17.2% pay gap
All industries 26.9%
2016 17.2%
2015 19.6%
Labourers
male
female
11.8% pay gap
All industries 22.3%
2016 11.8%
2015 9.7%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.56 p.p.
2015 baseline
2016 11.41%
2015 11.97%
The gender pay gap
decreased by 0.56 p.p.
Base salary (full-time)
0.85 p.p.
2015 baseline
2016 8.88%
2015 9.73%
The gender pay gap
decreased by 0.85 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
17.29 p.p.
2015 baseline
2016 4.15%
2015 21.43%
The gender pay gap
decreased by 17.29 p.p.
Other executives/general managers
0.63 p.p.
2015 baseline
2016 2.59%
2015 3.22%
The gender pay gap
decreased by 0.63 p.p.
Senior managers
2.57 p.p.
2015 baseline
2016 4.73%
2015 2.17%
The gender pay gap
increased by 2.57 p.p.
Other managers
1.25 p.p.
2015 baseline
2016 7.58%
2015 8.83%
The gender pay gap
decreased by 1.25 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
1.35 p.p.
2015 baseline
2016 10.60%
2015 11.95%
The gender pay gap
decreased by 1.35 p.p.
Community and personal service
20.38 p.p.
2015 baseline
2016 29.39%
2015 9.01%
The gender pay gap
increased by 20.38 p.p.
Machinery operators and drivers
0.22 p.p.
2015 baseline
2016 13.63%
2015 13.41%
The gender pay gap
increased by 0.22 p.p.
Sales
5.80 p.p.
2015 baseline
2016 7.22%
2015 13.02%
The gender pay gap
decreased by 5.80 p.p.
Professionals
0.91 p.p.
2015 baseline
2016 13.56%
2015 14.47%
The gender pay gap
decreased by 0.91 p.p.
Technicians and trade
2.35 p.p.
2015 baseline
2016 17.23%
2015 19.58%
The gender pay gap
decreased by 2.35 p.p.
Labourers
2.13 p.p.
2015 baseline
2016 11.80%
2015 9.67%
The gender pay gap
increased by 2.13 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-8.0% pay gap
All industries -7.3%
2016 -8.0%
2015 -8.7%
Base salary (part-time)
male
female
-8.5% pay gap
All industries -8.2%
2016 -8.5%
2015 -10.3%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
male
female
-11.8% pay gap
All industries 10.2%
2016 -11.8%
2015 1.9%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
0.4% pay gap
All industries -14.3%
2016 0.4%
2015 24.0%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
10.3% pay gap
All industries -2.2%
2016 10.3%
2015 -1.6%
Sales
male
female
13.8% pay gap
All industries -3.9%
2016 13.8%
2015 -0.4%
Professionals
male
female
10.6% pay gap
All industries 12.8%
2016 10.6%
2015 9.9%
Technicians and trade
male
female
-3.4% pay gap
All industries 19.9%
2016 -3.4%
2015 -6.9%
Labourers
male
female
-1.0% pay gap
All industries -11.0%
2016 -1.0%
2015 5.9%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
0.63 p.p.
2015 baseline
2016 -8.04%
2015 -8.67%
The gender pay gap
decreased by 0.63 p.p.
Base salary (part-time)
1.81 p.p.
2015 baseline
2016 -8.51%
2015 -10.32%
The gender pay gap
decreased by 1.81 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time 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
13.63 p.p.
2015 baseline
2016 -11.78%
2015 1.85%
The gender pay gap
increased by 13.63 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
23.57 p.p.
2015 baseline
2016 0.44%
2015 24.00%
The gender pay gap
decreased by 23.57 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
11.92 p.p.
2015 baseline
2016 10.31%
2015 -1.61%
The gender pay gap
increased by 11.92 p.p.
Sales
14.23 p.p.
2015 baseline
2016 13.84%
2015 -0.39%
The gender pay gap
increased by 14.23 p.p.
Professionals
0.72 p.p.
2015 baseline
2016 10.61%
2015 9.88%
The gender pay gap
increased by 0.72 p.p.
Technicians and trade
3.53 p.p.
2015 baseline
2016 -3.36%
2015 -6.89%
The gender pay gap
decreased by 3.53 p.p.
Labourers
6.85 p.p.
2015 baseline
2016 -0.95%
2015 5.90%
The gender pay gap
decreased by 6.85 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
6.7% pay gap
All industries 17.6%
2016 6.7%
2015 9.7%
Base salary (casual)
male
female
2.5% pay gap
All industries 15.6%
2016 2.5%
2015 8.4%
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
12.2% pay gap
All industries -2.2%
2016 12.2%
2015 4.6%
Community and personal service
male
female
-8.7% pay gap
All industries 0.9%
2016 -8.7%
2015 3.4%
Machinery operators and drivers
male
female
3.9% pay gap
All industries 13.1%
2016 3.9%
2015 6.2%
Sales
male
female
0.8% pay gap
All industries -3.2%
2016 0.8%
2015 -1.1%
Professionals
male
female
0.4% pay gap
All industries 27.3%
2016 0.4%
2015 6.1%
Technicians and trade
male
female
31.1% pay gap
All industries 40.8%
2016 31.1%
2015 23.0%
Labourers
male
female
3.1% pay gap
All industries 24.1%
2016 3.1%
2015 -0.6%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
2.95 p.p.
2015 baseline
2016 6.73%
2015 9.67%
The gender pay gap
decreased by 2.95 p.p.
Base salary (casual)
5.84 p.p.
2015 baseline
2016 2.52%
2015 8.36%
The gender pay gap
decreased by 5.84 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
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
7.57 p.p.
2015 baseline
2016 12.16%
2015 4.59%
The gender pay gap
increased by 7.57 p.p.
Community and personal service
12.11 p.p.
2015 baseline
2016 -8.74%
2015 3.37%
The gender pay gap
increased by 12.11 p.p.
Machinery operators and drivers
2.26 p.p.
2015 baseline
2016 3.91%
2015 6.17%
The gender pay gap
decreased by 2.26 p.p.
Sales
1.85 p.p.
2015 baseline
2016 0.75%
2015 -1.10%
The gender pay gap
decreased by 1.85 p.p.
Professionals
5.68 p.p.
2015 baseline
2016 0.39%
2015 6.07%
The gender pay gap
decreased by 5.68 p.p.
Technicians and trade
8.08 p.p.
2015 baseline
2016 31.12%
2015 23.04%
The gender pay gap
increased by 8.08 p.p.
Labourers
3.70 p.p.
2015 baseline
2016 3.11%
2015 -0.59%
The gender pay gap
increased by 3.70 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Employers with a formal policy or formal strategy on remuneration generally
71.8%
0%
100%
All industries 61.0%
2016 71.8%
2015 63.9%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
21.6%
0%
100%
All industries 27.3%
2016 21.6%
2015 20.3%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
24.3%
0%
100%
All industries 25.0%
2016 24.3%
2015 15.7%
Within last 1-2 years
3.9%
0%
100%
All industries 6.3%
2016 3.9%
2015 7.4%
More than 2 years ago but less than 4 years ago
2.9%
0%
100%
All industries 2.2%
2016 2.9%
2015 0.9%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
12.5%
0%
100%
All industries 9.9%
2016 12.5%
2015 11.5%
Identified cause/s of the gaps
37.5%
0%
100%
All industries 28.7%
2016 37.5%
2015 34.6%
Reviewed remuneration decision-making processes
15.6%
0%
100%
All industries 21.1%
2016 15.6%
2015 11.5%
Analysed commencement salaries by gender to ensure there are no pay gaps
21.9%
0%
100%
All industries 15.2%
2016 21.9%
2015 15.4%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
21.9%
0%
100%
All industries 26.5%
2016 21.9%
2015 19.2%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
37.5%
0%
100%
All industries 25.1%
2016 37.5%
2015 19.2%
Trained people-managers in addressing gender bias (including unconscious bias)
12.5%
0%
100%
All industries 11.2%
2016 12.5%
2015 15.4%
Set targets to reduce any like-for-like gaps
6.3%
0%
100%
All industries 4.9%
2016 6.3%
2015 3.8%
Set targets to reduce any organisation-wide gaps
3.1%
0%
100%
All industries 3.1%
2016 3.1%
2015 0.0%
Reported pay equity metrics to the board
15.6%
0%
100%
All industries 16.1%
2016 15.6%
2015 3.8%
Reported pay equity metrics to the executive
28.1%
0%
100%
All industries 27.4%
2016 28.1%
2015 11.5%
Corrected like-for-like gaps
15.6%
0%
100%
All industries 22.0%
2016 15.6%
2015 11.5%
Conducted a gender-based job evaluation process
3.1%
0%
100%
All industries 1.8%
2016 3.1%
2015 3.8%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
15.5%
0%
100%
All industries 8.2%
2016 15.5%
2015 13.0%
No, don't have expertise
0.0%
0%
100%
All industries 0.6%
2016 0.0%
2015 0.0%
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)
1.9%
0%
100%
All industries 3.5%
2016 1.9%
2015 1.9%
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)
16.5%
0%
100%
All industries 20.4%
2016 16.5%
2015 13.9%
No, non-award employees are paid market rate
15.5%
0%
100%
All industries 12.5%
2016 15.5%
2015 11.1%
No, not a priority
2.9%
0%
100%
All industries 3.9%
2016 2.9%
2015 2.8%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
7.96 p.p.
2015 baseline
2016 71.84%
2015 63.89%
Change of 7.96 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
1.33 p.p.
2015 baseline
2016 21.62%
2015 20.29%
Change of 1.33 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
8.53 p.p.
2015 baseline
2016 24.27%
2015 15.74%
Change of 8.53 p.p.
Within last 1-2 years
-3.52 p.p.
2015 baseline
2016 3.88%
2015 7.41%
Change of -3.52 p.p.
More than 2 years ago but less than 4 years ago
1.99 p.p.
2015 baseline
2016 2.91%
2015 0.93%
Change of 1.99 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
0.96 p.p.
2015 baseline
2016 12.50%
2015 11.54%
Change of 0.96 p.p.
Identified cause/s of the gaps
2.88 p.p.
2015 baseline
2016 37.50%
2015 34.62%
Change of 2.88 p.p.
Reviewed remuneration decision-making processes
4.09 p.p.
2015 baseline
2016 15.63%
2015 11.54%
Change of 4.09 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
6.49 p.p.
2015 baseline
2016 21.88%
2015 15.38%
Change of 6.49 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
2.64 p.p.
2015 baseline
2016 21.88%
2015 19.23%
Change of 2.64 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
18.27 p.p.
2015 baseline
2016 37.50%
2015 19.23%
Change of 18.27 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
-2.88 p.p.
2015 baseline
2016 12.50%
2015 15.38%
Change of -2.88 p.p.
Set targets to reduce any like-for-like gaps
2.40 p.p.
2015 baseline
2016 6.25%
2015 3.85%
Change of 2.40 p.p.
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
11.78 p.p.
2015 baseline
2016 15.63%
2015 3.85%
Change of 11.78 p.p.
Reported pay equity metrics to the executive
16.59 p.p.
2015 baseline
2016 28.13%
2015 11.54%
Change of 16.59 p.p.
Corrected like-for-like gaps
4.09 p.p.
2015 baseline
2016 15.63%
2015 11.54%
Change of 4.09 p.p.
Conducted a gender-based job evaluation process
-0.72 p.p.
2015 baseline
2016 3.13%
2015 3.85%
Change of -0.72 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
2.57 p.p.
2015 baseline
2016 15.53%
2015 12.96%
Change of 2.57 p.p.
No, don't have expertise
No comparison data available
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)
0.09 p.p.
2015 baseline
2016 1.94%
2015 1.85%
Change of 0.09 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)
2.62 p.p.
2015 baseline
2016 16.50%
2015 13.89%
Change of 2.62 p.p.
No, non-award employees are paid market rate
4.42 p.p.
2015 baseline
2016 15.53%
2015 11.11%
Change of 4.42 p.p.
No, not a priority
0.13 p.p.
2015 baseline
2016 2.91%
2015 2.78%
Change of 0.13 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
56.3%
0%
100%
All industries 62.2%
2016 56.3%
2015 56.5%
Employers that have an overall gender equality strategy
30.1%
0%
100%
All industries 25.9%
2016 30.1%
2015 22.2%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
6.3%
0%
100%
All industries 12.8%
2016 6.3%
2015 10.4%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
-0.17 p.p.
2015 baseline
2016 56.31%
2015 56.48%
Change of -0.17 p.p.
Employers that have an overall gender equality strategy
7.87 p.p.
2015 baseline
2016 30.10%
2015 22.22%
Change of 7.87 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-4.17 p.p.
0%
100%
2015 baseline
2016 6.25%
2015 10.42%
Change of -4.17 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Flexible working
Employers that have a flexible working arrangements policy
59.2%
0%
100%
All industries 61.9%
2016 59.2%
2015 58.3%
Employers that have a flexible working arrangements strategy
26.2%
0%
100%
All industries 15.6%
2016 26.2%
2015 20.4%
Types of flexible work offered
Carer's leave
95.1%
0%
100%
All industries 94.4%
2016 95.1%
2015 96.3%
Compressed working week
32.0%
0%
100%
All industries 33.0%
2016 32.0%
2015 28.7%
Flexible hours of work
61.2%
0%
100%
All industries 64.8%
2016 61.2%
2015 61.1%
Job sharing
40.8%
0%
100%
All industries 45.4%
2016 40.8%
2015 46.3%
Part-time work
82.5%
0%
100%
All industries 85.8%
2016 82.5%
2015 76.9%
Purchased leave
28.2%
0%
100%
All industries 32.3%
2016 28.2%
2015 25.9%
Telecommuting
23.3%
0%
100%
All industries 32.1%
2016 23.3%
2015 14.8%
Time-in-lieu
45.6%
0%
100%
All industries 52.5%
2016 45.6%
2015 41.7%
Unpaid leave
78.6%
0%
100%
All industries 81.5%
2016 78.6%
2015 80.6%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
0.89 p.p.
2015 baseline
2016 59.22%
2015 58.33%
Change of 0.89 p.p.
Employers that have a flexible working arrangements strategy
5.84 p.p.
2015 baseline
2016 26.21%
2015 20.37%
Change of 5.84 p.p.
Types of flexible work offered
Carer's leave
-1.15 p.p.
2015 baseline
2016 95.15%
2015 96.30%
Change of -1.15 p.p.
Compressed working week
3.34 p.p.
2015 baseline
2016 32.04%
2015 28.70%
Change of 3.34 p.p.
Flexible hours of work
0.05 p.p.
2015 baseline
2016 61.17%
2015 61.11%
Change of 0.05 p.p.
Job sharing
-5.52 p.p.
2015 baseline
2016 40.78%
2015 46.30%
Change of -5.52 p.p.
Part-time work
5.67 p.p.
2015 baseline
2016 82.52%
2015 76.85%
Change of 5.67 p.p.
Purchased leave
2.23 p.p.
2015 baseline
2016 28.16%
2015 25.93%
Change of 2.23 p.p.
Telecommuting
8.49 p.p.
2015 baseline
2016 23.30%
2015 14.81%
Change of 8.49 p.p.
Time-in-lieu
3.96 p.p.
2015 baseline
2016 45.63%
2015 41.67%
Change of 3.96 p.p.
Unpaid leave
-1.91 p.p.
2015 baseline
2016 78.64%
2015 80.56%
Change of -1.91 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
52.4%
0%
100%
All industries 55.6%
2016 52.4%
2015 53.7%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
16.5%
0%
100%
All industries 12.7%
2016 16.5%
2015 10.2%
Paid parental leave
Employers that offer primary carer leave
42.7%
0%
100%
All industries 47.8%
2016 42.7%
2015 44.4%
Average primary carer's leave offered (minimum number of weeks)
8.5 weeks
All industries 9.6 weeks
2016 8.5 weeks
2015 8.6 weeks
Employers that top up government scheme to full pay
9.1%
0%
100%
All industries 9.0%
2016 9.1%
2015 10.4%
Employers that offer full pay in addition to government scheme
75.0%
0%
100%
All industries 75.5%
2016 75.0%
2015 79.2%
Employers that offer a lump sum payment
18.2%
0%
100%
All industries 21.0%
2016 18.2%
2015 14.6%
Employers that offer secondary carer leave
32.0%
0%
100%
All industries 38.7%
2016 32.0%
2015 29.6%
Average secondary carer's leave offered (minimum number of weeks)
1.1 weeks
All industries 1.5 weeks
2016 1.1 weeks
2015 1.1 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
6.9%
0%
100%
All industries 9.1%
2016 6.9%
Proportion of women (out of all employees on parental leave)
6.6%
0%
100%
All industries 8.7%
2016 6.6%
Proportion of men (out of all employees on parental leave)
0.3%
0%
100%
All industries 0.4%
2016 0.3%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
5.0%
0%
100%
All industries 7.2%
2016 5.0%
2015 6.9%
On-site childcare
1.7%
0%
100%
All industries 8.5%
2016 1.7%
2015 1.7%
Breastfeeding facilities
55.0%
0%
100%
All industries 57.7%
2016 55.0%
2015 44.8%
Childcare referral services
8.3%
0%
100%
All industries 10.3%
2016 8.3%
2015 8.6%
Internal support network for parents
18.3%
0%
100%
All industries 17.4%
2016 18.3%
2015 8.6%
Return-to-work bonus
6.7%
0%
100%
All industries 7.7%
2016 6.7%
2015 13.8%
Information packs to support new parents and/or those with elder care responsibilities
16.7%
0%
100%
All industries 19.5%
2016 16.7%
2015 13.8%
Referral services to support employees with family and/or caring responsibilities
53.3%
0%
100%
All industries 48.7%
2016 53.3%
2015 53.4%
Targeted communication mechanisms, for example intranet/forums
23.3%
0%
100%
All industries 28.5%
2016 23.3%
2015 19.0%
Support in securing school holiday care
1.7%
0%
100%
All industries 5.6%
2016 1.7%
2015 0.0%
Coaching for employees on returning to work from parental leave
13.3%
0%
100%
All industries 17.2%
2016 13.3%
2015 0.0%
Parenting workshops targeting mothers
3.3%
0%
100%
All industries 2.8%
2016 3.3%
2015 0.0%
Parenting workshops targeting fathers
3.3%
0%
100%
All industries 2.6%
2016 3.3%
2015 0.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-1.28 p.p.
2015 baseline
2016 52.43%
2015 53.70%
Change of -1.28 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
6.32 p.p.
2015 baseline
2016 16.50%
2015 10.19%
Change of 6.32 p.p.
Paid parental leave
Employers that offer primary carer leave
-1.73 p.p.
2015 baseline
2016 42.72%
2015 44.44%
Change of -1.73 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.17 weeks
2015 baseline
2016 8.48weeks
2015 8.65weeks
Change of -0.17 weeks
Employers that top up government scheme to full pay
-1.33 p.p.
2015 baseline
2016 9.09%
2015 10.42%
Change of -1.33 p.p.
Employers that offer full pay in addition to government scheme
-4.17 p.p.
2015 baseline
2016 75.00%
2015 79.17%
Change of -4.17 p.p.
Employers that offer a lump sum payment
3.60 p.p.
2015 baseline
2016 18.18%
2015 14.58%
Change of 3.60 p.p.
Employers that offer secondary carer leave
2.41 p.p.
2015 baseline
2016 32.04%
2015 29.63%
Change of 2.41 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.12 weeks
2015 baseline
2016 1.06weeks
2015 0.94weeks
Change of 0.12 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
-0.06 p.p.
2015 baseline
2016 1.67%
2015 1.72%
Change of -0.06 p.p.
Breastfeeding facilities
10.17 p.p.
2015 baseline
2016 55.00%
2015 44.83%
Change of 10.17 p.p.
Childcare referral services
-0.29 p.p.
2015 baseline
2016 8.33%
2015 8.62%
Change of -0.29 p.p.
Internal support network for parents
9.71 p.p.
2015 baseline
2016 18.33%
2015 8.62%
Change of 9.71 p.p.
Return-to-work bonus
-7.13 p.p.
2015 baseline
2016 6.67%
2015 13.79%
Change of -7.13 p.p.
Information packs to support new parents and/or those with elder care responsibilities
2.87 p.p.
2015 baseline
2016 16.67%
2015 13.79%
Change of 2.87 p.p.
Referral services to support employees with family and/or caring responsibilities
-0.11 p.p.
2015 baseline
2016 53.33%
2015 53.45%
Change of -0.11 p.p.
Targeted communication mechanisms, for example intranet/forums
4.37 p.p.
2015 baseline
2016 23.33%
2015 18.97%
Change of 4.37 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 2016   White dot 2015   Grey line all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
37.9%
0%
100%
All industries 47.2%
2016 37.9%
2015 36.1%
Has some measure in place to support employees who are experiencing family or domestic violence
83.5%
0%
100%
All industries 83.5%
2016 83.5%
2015 82.4%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
76.7%
0%
100%
All industries 76.2%
2016 76.7%
2015 71.3%
HR or other staff training
5.8%
0%
100%
All industries 12.5%
2016 5.8%
2015 9.3%
Referral to support services
25.2%
0%
100%
All industries 29.0%
2016 25.2%
2015 28.7%
Access to any leave (overall measure)
61.2%
0%
100%
All industries 61.6%
2016 61.2%
2015 51.9%
Paid domestic violence leave
4.9%
0%
100%
All industries 13.3%
2016 4.9%
Unpaid domestic violence leave
1.0%
0%
100%
All industries 5.1%
2016 1.0%
2015 0.0%
Unpaid leave
60.2%
0%
100%
All industries 58.2%
2016 60.2%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
2.9%
0%
100%
All industries 5.9%
2016 2.9%
2015 0.0%
Workplace safety planning
1.9%
0%
100%
All industries 7.7%
2016 1.9%
2015 0.0%
Confidentiality of disclosure
47.6%
0%
100%
All industries 46.0%
2016 47.6%
2015 0.0%
Protection from adverse action or discrimination
25.2%
0%
100%
All industries 23.1%
2016 25.2%
2015 0.0%
Flexible working arrangements
52.4%
0%
100%
All industries 55.6%
2016 52.4%
2015 0.0%
Financial support
14.6%
0%
100%
All industries 14.2%
2016 14.6%
2015 0.0%
Change of office location
10.7%
0%
100%
All industries 18.7%
2016 10.7%
2015 0.0%
Emergency accommodation assistance
1.9%
0%
100%
All industries 4.5%
2016 1.9%
2015 0.0%
Medical services
16.5%
0%
100%
All industries 11.9%
2016 16.5%
2015 0.0%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
1.75 p.p.
2015 baseline
2016 37.86%
2015 36.11%
Change of 1.75 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
1.09 p.p.
2015 baseline
2016 83.50%
2015 82.41%
Change of 1.09 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
5.40 p.p.
2015 baseline
2016 76.70%
2015 71.30%
Change of 5.40 p.p.
HR or other staff training
-3.43 p.p.
2015 baseline
2016 5.83%
2015 9.26%
Change of -3.43 p.p.
Referral to support services
-3.46 p.p.
2015 baseline
2016 25.24%
2015 28.70%
Change of -3.46 p.p.
Access to any leave (overall measure)
9.31 p.p.
2015 baseline
2016 61.17%
2015 51.85%
Change of 9.31 p.p.
Paid domestic violence leave
4.85 p.p.
2015 baseline
2016 4.85%
2015 0.00%
Change of 4.85 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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