Manufacturing within All industries

Manufacturing has 47,348 employees within 134 organisations with 250-499 employees.
Change year 2016

Manufacturing summary for 2016

Showing results only for organisations with 250-499 employees

Manufacturing has 47,348 employees within 134 organisations with 250-499 employees.
26.6% of employees are female.

Employee type breakdown
Casual
8.0%
Casual - 8.046802399256569%
Part-time
3.3%
Part-time - 3.282081608515671%
Full-time
88.7%
Full-time - 88.67111599222775%
Organisation size breakdown
<250
0.0%
<250 - 0.0%
250-499
100.0%
250-499 - 100.0%
500-999
0.0%
500-999 - 0.0%
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 73.4% Female 26.6%)
male
female
All (Male 73.4% Female 26.6%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 92.4% Female 7.6%)
male
female
CEO (Male 92.4% Female 7.6%)
Key management personnel (Male 84.0% Female 16.0%)
male
female
Key management personnel (Male 84.0% Female 16.0%)
Other executives/general managers (Male 86.6% Female 13.4%)
male
female
Other executives/general managers (Male 86.6% Female 13.4%)
Senior managers (Male 79.7% Female 20.3%)
male
female
Senior managers (Male 79.7% Female 20.3%)
Other managers (Male 78.9% Female 21.1%)
male
female
Other managers (Male 78.9% Female 21.1%)
Non-managers (all)
Clerical and administrative (Male 24.8% Female 75.2%)
male
female
Clerical and administrative (Male 24.8% Female 75.2%)
Community and personal service (Male 37.7% Female 62.3%)
male
female
Community and personal service (Male 37.7% Female 62.3%)
Machinery operators and drivers (Male 80.2% Female 19.8%)
male
female
Machinery operators and drivers (Male 80.2% Female 19.8%)
Sales (Male 65.8% Female 34.2%)
male
female
Sales (Male 65.8% Female 34.2%)
Professionals (Male 68.1% Female 31.9%)
male
female
Professionals (Male 68.1% Female 31.9%)
Technicians and trade (Male 95.6% Female 4.4%)
male
female
Technicians and trade (Male 95.6% Female 4.4%)
Labourers (Male 73.8% Female 26.2%)
male
female
Labourers (Male 73.8% Female 26.2%)
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
0.01%
2015 baseline
2016 M:73.36% F:26.64%
2015 M:73.37% F:26.63%
The proportion of males has increased by 0.01 p.p..
The proportion of females has decreased by 0.01 p.p..
Managers
CEO
2.61%
2015 baseline
2016 M:92.36% F:7.64%
2015 M:94.97% F:5.03%
The proportion of males has increased by 2.61 p.p..
The proportion of females has decreased by 2.61 p.p..
Key management personnel
1.23%
2015 baseline
2016 M:84.02% F:15.98%
2015 M:85.25% F:14.75%
The proportion of males has increased by 1.23 p.p..
The proportion of females has decreased by 1.23 p.p..
Other executives/general managers
2.05%
2015 baseline
2016 M:86.59% F:13.41%
2015 M:88.65% F:11.35%
The proportion of males has increased by 2.05 p.p..
The proportion of females has decreased by 2.05 p.p..
Senior managers
-0.33%
2015 baseline
2016 M:79.71% F:20.29%
2015 M:79.38% F:20.62%
The proportion of males has decreased by 0.33 p.p..
The proportion of females has increased by 0.33 p.p..
Other managers
-1.59%
2015 baseline
2016 M:78.86% F:21.14%
2015 M:77.27% F:22.73%
The proportion of males has decreased by 1.59 p.p..
The proportion of females has increased by 1.59 p.p..
Non-managers
Clerical and administrative
0.75%
2015 baseline
2016 M:24.84% F:75.16%
2015 M:24.09% F:75.91%
The proportion of males has increased by 0.75 p.p..
The proportion of females has decreased by 0.75 p.p..
Community and personal service
-3.82%
2015 baseline
2016 M:37.73% F:62.27%
2015 M:41.54% F:58.46%
The proportion of males has decreased by 3.82 p.p..
The proportion of females has increased by 3.82 p.p..
Machinery operators and drivers
2.32%
2015 baseline
2016 M:80.19% F:19.81%
2015 M:82.51% F:17.49%
The proportion of males has increased by 2.32 p.p..
The proportion of females has decreased by 2.32 p.p..
Sales
-1.40%
2015 baseline
2016 M:65.79% F:34.21%
2015 M:64.39% F:35.61%
The proportion of males has decreased by 1.40 p.p..
The proportion of females has increased by 1.40 p.p..
Professionals
0.81%
2015 baseline
2016 M:68.07% F:31.93%
2015 M:68.88% F:31.12%
The proportion of males has increased by 0.81 p.p..
The proportion of females has decreased by 0.81 p.p..
Technicians and trade
-2.14%
2015 baseline
2016 M:95.63% F:4.37%
2015 M:93.48% F:6.52%
The proportion of males has decreased by 2.14 p.p..
The proportion of females has increased by 2.14 p.p..
Labourers
0.58%
2015 baseline
2016 M:73.81% F:26.19%
2015 M:74.38% F:25.62%
The proportion of males has increased by 0.58 p.p..
The proportion of females has decreased by 0.58 p.p..
Results for 2016 View yearly change
Full-time (Male 75.8% Female 24.2%)
male
female
Full-time (Male 75.8% Female 24.2%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 92.4% Female 7.6%)
male
female
CEO (Male 92.4% Female 7.6%)
Key management personnel (Male 84.8% Female 15.2%)
male
female
Key management personnel (Male 84.8% Female 15.2%)
Other executives/general managers (Male 87.3% Female 12.7%)
male
female
Other executives/general managers (Male 87.3% Female 12.7%)
Senior managers (Male 80.6% Female 19.4%)
male
female
Senior managers (Male 80.6% Female 19.4%)
Other managers (Male 80.1% Female 19.9%)
male
female
Other managers (Male 80.1% Female 19.9%)
Non-managers (full-time)
Clerical and administrative (Male 28.0% Female 72.0%)
male
female
Clerical and administrative (Male 28.0% Female 72.0%)
Community and personal service (Male 59.1% Female 40.9%)
male
female
Community and personal service (Male 59.1% Female 40.9%)
Machinery operators and drivers (Male 80.3% Female 19.7%)
male
female
Machinery operators and drivers (Male 80.3% Female 19.7%)
Sales (Male 73.1% Female 26.9%)
male
female
Sales (Male 73.1% Female 26.9%)
Professionals (Male 71.7% Female 28.3%)
male
female
Professionals (Male 71.7% Female 28.3%)
Technicians and trade (Male 96.0% Female 4.0%)
male
female
Technicians and trade (Male 96.0% Female 4.0%)
Labourers (Male 74.4% Female 25.6%)
male
female
Labourers (Male 74.4% Female 25.6%)
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
0.42%
2015 baseline
2016 M:75.82% F:24.18%
2015 M:76.24% F:23.76%
The proportion of males has increased by 0.42 p.p..
The proportion of females has decreased by 0.42 p.p..
Managers
CEO
2.58%
2015 baseline
2016 M:92.36% F:7.64%
2015 M:94.94% F:5.06%
The proportion of males has increased by 2.58 p.p..
The proportion of females has decreased by 2.58 p.p..
Key management personnel
1.25%
2015 baseline
2016 M:84.77% F:15.23%
2015 M:86.02% F:13.98%
The proportion of males has increased by 1.25 p.p..
The proportion of females has decreased by 1.25 p.p..
Other executives/general managers
1.87%
2015 baseline
2016 M:87.32% F:12.68%
2015 M:89.19% F:10.81%
The proportion of males has increased by 1.87 p.p..
The proportion of females has decreased by 1.87 p.p..
Senior managers
0.34%
2015 baseline
2016 M:80.64% F:19.36%
2015 M:80.98% F:19.02%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Other managers
-0.73%
2015 baseline
2016 M:80.06% F:19.94%
2015 M:79.33% F:20.67%
The proportion of males has decreased by 0.73 p.p..
The proportion of females has increased by 0.73 p.p..
Non-managers
Clerical and administrative
0.63%
2015 baseline
2016 M:28.00% F:72.00%
2015 M:27.38% F:72.62%
The proportion of males has increased by 0.63 p.p..
The proportion of females has decreased by 0.63 p.p..
Community and personal service
-2.93%
2015 baseline
2016 M:59.09% F:40.91%
2015 M:56.16% F:43.84%
The proportion of males has decreased by 2.93 p.p..
The proportion of females has increased by 2.93 p.p..
Machinery operators and drivers
2.85%
2015 baseline
2016 M:80.31% F:19.69%
2015 M:83.16% F:16.84%
The proportion of males has increased by 2.85 p.p..
The proportion of females has decreased by 2.85 p.p..
Sales
-0.87%
2015 baseline
2016 M:73.08% F:26.92%
2015 M:72.21% F:27.79%
The proportion of males has decreased by 0.87 p.p..
The proportion of females has increased by 0.87 p.p..
Professionals
-0.55%
2015 baseline
2016 M:71.67% F:28.33%
2015 M:71.13% F:28.87%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Technicians and trade
-1.83%
2015 baseline
2016 M:95.97% F:4.03%
2015 M:94.14% F:5.86%
The proportion of males has decreased by 1.83 p.p..
The proportion of females has increased by 1.83 p.p..
Labourers
1.64%
2015 baseline
2016 M:74.36% F:25.64%
2015 M:76.00% F:24.00%
The proportion of males has increased by 1.64 p.p..
The proportion of females has decreased by 1.64 p.p..
Results for 2016 View yearly change
Part-time (Male 23.4% Female 76.6%)
male
female
Part-time (Male 23.4% Female 76.6%)
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 45.5% Female 54.5%)
male
female
Key management personnel (Male 45.5% Female 54.5%)
Other executives/general managers (Male 37.5% Female 62.5%)
male
female
Other executives/general managers (Male 37.5% Female 62.5%)
Senior managers (Male 25.0% Female 75.0%)
male
female
Senior managers (Male 25.0% Female 75.0%)
Other managers (Male 19.4% Female 80.6%)
male
female
Other managers (Male 19.4% Female 80.6%)
Non-managers (part-time)
Clerical and administrative (Male 2.9% Female 97.1%)
male
female
Clerical and administrative (Male 2.9% Female 97.1%)
Community and personal service (Male 23.1% Female 76.9%)
male
female
Community and personal service (Male 23.1% Female 76.9%)
Machinery operators and drivers (Male 45.8% Female 54.2%)
male
female
Machinery operators and drivers (Male 45.8% Female 54.2%)
Sales (Male 11.4% Female 88.6%)
male
female
Sales (Male 11.4% Female 88.6%)
Professionals (Male 16.1% Female 83.9%)
male
female
Professionals (Male 16.1% Female 83.9%)
Technicians and trade (Male 69.9% Female 30.1%)
male
female
Technicians and trade (Male 69.9% Female 30.1%)
Labourers (Male 56.6% Female 43.4%)
male
female
Labourers (Male 56.6% Female 43.4%)
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
2.41%
2015 baseline
2016 M:23.42% F:76.58%
2015 M:21.01% F:78.99%
The proportion of males has increased by 2.41 p.p..
The proportion of females has decreased by 2.41 p.p..
Managers
CEO
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
12.12%
2015 baseline
2016 M:45.45% F:54.55%
2015 M:66.67% F:33.33%
The proportion of males has increased by 12.12 p.p..
The proportion of females has decreased by 12.12 p.p..
Other executives/general managers
-5.36%
2015 baseline
2016 M:37.50% F:62.50%
2015 M:42.86% F:57.14%
The proportion of males has decreased by 5.36 p.p..
The proportion of females has increased by 5.36 p.p..
Senior managers
17.11%
2015 baseline
2016 M:25.00% F:75.00%
2015 M:7.89% F:92.11%
The proportion of males has increased by 17.11 p.p..
The proportion of females has decreased by 17.11 p.p..
Other managers
10.35%
2015 baseline
2016 M:19.35% F:80.65%
2015 M:9.00% F:91.00%
The proportion of males has increased by 10.35 p.p..
The proportion of females has decreased by 10.35 p.p..
Non-managers
Clerical and administrative
-0.21%
2015 baseline
2016 M:2.94% F:97.06%
2015 M:3.15% F:96.85%
The proportion of males has decreased by 0.21 p.p..
The proportion of females has increased by 0.21 p.p..
Community and personal service
-7.69%
2015 baseline
2016 M:23.08% F:76.92%
2015 M:30.77% F:69.23%
The proportion of males has decreased by 7.69 p.p..
The proportion of females has increased by 7.69 p.p..
Machinery operators and drivers
3.90%
2015 baseline
2016 M:45.83% F:54.17%
2015 M:58.06% F:41.94%
The proportion of males has increased by 3.90 p.p..
The proportion of females has decreased by 3.90 p.p..
Sales
-4.57%
2015 baseline
2016 M:11.43% F:88.57%
2015 M:16.00% F:84.00%
The proportion of males has decreased by 4.57 p.p..
The proportion of females has increased by 4.57 p.p..
Professionals
-0.57%
2015 baseline
2016 M:16.10% F:83.90%
2015 M:16.67% F:83.33%
The proportion of males has decreased by 0.57 p.p..
The proportion of females has increased by 0.57 p.p..
Technicians and trade
-18.43%
2015 baseline
2016 M:69.90% F:30.10%
2015 M:51.47% F:48.53%
The proportion of males has decreased by 18.43 p.p..
The proportion of females has increased by 18.43 p.p..
Labourers
-5.31%
2015 baseline
2016 M:56.58% F:43.42%
2015 M:51.27% F:48.73%
The proportion of males has decreased by 5.31 p.p..
The proportion of females has increased by 5.31 p.p..
Results for 2016 View yearly change
Casual (Male 66.7% Female 33.3%)
male
female
Casual (Male 66.7% Female 33.3%)
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 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% 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 50.0% Female 50.0%)
male
female
Senior managers (Male 50.0% Female 50.0%)
Other managers (Male 77.8% Female 22.2%)
male
female
Other managers (Male 77.8% Female 22.2%)
Non-managers (casual)
Clerical and administrative (Male 22.1% Female 77.9%)
male
female
Clerical and administrative (Male 22.1% Female 77.9%)
Community and personal service (Male 31.4% Female 68.6%)
male
female
Community and personal service (Male 31.4% Female 68.6%)
Machinery operators and drivers (Male 82.3% Female 17.7%)
male
female
Machinery operators and drivers (Male 82.3% Female 17.7%)
Sales (Male 19.0% Female 81.0%)
male
female
Sales (Male 19.0% Female 81.0%)
Professionals (Male 60.1% Female 39.9%)
male
female
Professionals (Male 60.1% Female 39.9%)
Technicians and trade (Male 95.7% Female 4.3%)
male
female
Technicians and trade (Male 95.7% Female 4.3%)
Labourers (Male 73.6% Female 26.4%)
male
female
Labourers (Male 73.6% Female 26.4%)
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
0.93%
2015 baseline
2016 M:66.69% F:33.31%
2015 M:67.63% F:32.37%
The proportion of males has increased by 0.93 p.p..
The proportion of females has decreased by 0.93 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other executives/general managers
No comparison data available
Senior managers
0.00%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:50.00% F:50.00%
There has been no change in the workforce composition.
Other managers
-17.78%
2015 baseline
2016 M:77.78% F:22.22%
2015 M:40.00% F:60.00%
The proportion of males has decreased by 17.78 p.p..
The proportion of females has increased by 17.78 p.p..
Non-managers
Clerical and administrative
0.71%
2015 baseline
2016 M:22.05% F:77.95%
2015 M:21.34% F:78.66%
The proportion of males has increased by 0.71 p.p..
The proportion of females has decreased by 0.71 p.p..
Community and personal service
-5.12%
2015 baseline
2016 M:31.44% F:68.56%
2015 M:36.56% F:63.44%
The proportion of males has decreased by 5.12 p.p..
The proportion of females has increased by 5.12 p.p..
Machinery operators and drivers
-3.53%
2015 baseline
2016 M:82.26% F:17.74%
2015 M:78.73% F:21.27%
The proportion of males has decreased by 3.53 p.p..
The proportion of females has increased by 3.53 p.p..
Sales
-10.06%
2015 baseline
2016 M:19.05% F:80.95%
2015 M:29.11% F:70.89%
The proportion of males has decreased by 10.06 p.p..
The proportion of females has increased by 10.06 p.p..
Professionals
25.16%
2015 baseline
2016 M:60.07% F:39.93%
2015 M:85.24% F:14.76%
The proportion of males has increased by 25.16 p.p..
The proportion of females has decreased by 25.16 p.p..
Technicians and trade
-2.17%
2015 baseline
2016 M:95.70% F:4.30%
2015 M:93.53% F:6.47%
The proportion of males has decreased by 2.17 p.p..
The proportion of females has increased by 2.17 p.p..
Labourers
-3.49%
2015 baseline
2016 M:73.61% F:26.39%
2015 M:70.12% F:29.88%
The proportion of males has decreased by 3.49 p.p..
The proportion of females has increased by 3.49 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 71.1% Female 28.9%)
male
female
Overall (Male 71.1% Female 28.9%)
Managers (Male 70.2% Female 29.8%)
male
female
Managers (Male 70.2% Female 29.8%)
Non-managers (Male 71.2% Female 28.8%)
male
female
Non-managers (Male 71.2% Female 28.8%)
Promotions by role
Overall (Male 67.7% Female 32.3%)
male
female
Overall (Male 67.7% Female 32.3%)
Managers (Male 67.9% Female 32.1%)
male
female
Managers (Male 67.9% Female 32.1%)
Non-managers (Male 67.6% Female 32.4%)
male
female
Non-managers (Male 67.6% Female 32.4%)
Promotions by employment type
Full-time
92.6%
Full-time - 92.62187088274044%
Part-time
1.3%
Part-time - 1.3175230566534915%
Casual
6.1%
Casual - 6.0606060606060606%
Resignations by role
Overall (Male 71.7% Female 28.3%)
male
female
Overall (Male 71.7% Female 28.3%)
Managers (Male 74.5% Female 25.5%)
male
female
Managers (Male 74.5% Female 25.5%)
Non-managers (Male 71.5% Female 28.5%)
male
female
Non-managers (Male 71.5% Female 28.5%)
Resignations by employment type
Full-time
77.9%
Full-time - 77.89538272741218%
Part-time
2.3%
Part-time - 2.3163061819297437%
Casual
19.8%
Casual - 19.788311090658077%

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
16.0% pay gap
All industries 24.1%
2016 16.0%
2015 16.9%
Base salary (all)
male
female
14.4% pay gap
All industries 20.1%
2016 14.4%
2015 14.4%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
15.5% pay gap
All industries 28.9%
2016 15.5%
2015 -1.2%
Other executives/general managers
male
female
3.7% pay gap
All industries 22.4%
2016 3.7%
2015 2.3%
Senior managers
male
female
1.7% pay gap
All industries 21.9%
2016 1.7%
2015 5.8%
Other managers
male
female
3.3% pay gap
All industries 22.6%
2016 3.3%
2015 2.3%
Non-managers (all total remuneration)
Clerical and administrative
male
female
11.7% pay gap
All industries 6.9%
2016 11.7%
2015 12.4%
Community and personal service
male
female
8.3% pay gap
All industries 5.7%
2016 8.3%
2015 12.0%
Machinery operators and drivers
male
female
14.0% pay gap
All industries 24.0%
2016 14.0%
2015 16.1%
Sales
male
female
16.6% pay gap
All industries 28.4%
2016 16.6%
2015 22.3%
Professionals
male
female
13.8% pay gap
All industries 20.1%
2016 13.8%
2015 15.2%
Technicians and trade
male
female
17.4% pay gap
All industries 26.4%
2016 17.4%
2015 17.0%
Labourers
male
female
9.0% pay gap
All industries 17.4%
2016 9.0%
2015 9.9%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.98 p.p.
2015 baseline
2016 15.97%
2015 16.94%
The gender pay gap
decreased by 0.98 p.p.
Base salary (all)
0.01 p.p.
2015 baseline
2016 14.40%
2015 14.42%
The gender pay gap
decreased by 0.01 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
16.69 p.p.
2015 baseline
2016 15.52%
2015 -1.17%
The gender pay gap
increased by 16.69 p.p.
Other executives/general managers
1.36 p.p.
2015 baseline
2016 3.66%
2015 2.30%
The gender pay gap
increased by 1.36 p.p.
Senior managers
4.12 p.p.
2015 baseline
2016 1.66%
2015 5.78%
The gender pay gap
decreased by 4.12 p.p.
Other managers
1.02 p.p.
2015 baseline
2016 3.28%
2015 2.26%
The gender pay gap
increased by 1.02 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.64 p.p.
2015 baseline
2016 11.74%
2015 12.38%
The gender pay gap
decreased by 0.64 p.p.
Community and personal service
3.70 p.p.
2015 baseline
2016 8.26%
2015 11.96%
The gender pay gap
decreased by 3.70 p.p.
Machinery operators and drivers
2.09 p.p.
2015 baseline
2016 13.97%
2015 16.06%
The gender pay gap
decreased by 2.09 p.p.
Sales
5.66 p.p.
2015 baseline
2016 16.61%
2015 22.28%
The gender pay gap
decreased by 5.66 p.p.
Professionals
1.41 p.p.
2015 baseline
2016 13.79%
2015 15.20%
The gender pay gap
decreased by 1.41 p.p.
Technicians and trade
0.36 p.p.
2015 baseline
2016 17.39%
2015 17.03%
The gender pay gap
increased by 0.36 p.p.
Labourers
0.90 p.p.
2015 baseline
2016 9.00%
2015 9.90%
The gender pay gap
decreased by 0.90 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
15.8% pay gap
All industries 21.2%
2016 15.8%
2015 16.0%
Base salary (full-time)
male
female
14.2% pay gap
All industries 16.9%
2016 14.2%
2015 13.5%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
14.0% pay gap
All industries 28.6%
2016 14.0%
2015 1.7%
Other executives/general managers
male
female
3.6% pay gap
All industries 22.0%
2016 3.6%
2015 1.9%
Senior managers
male
female
2.4% pay gap
All industries 22.3%
2016 2.4%
2015 5.3%
Other managers
male
female
3.8% pay gap
All industries 22.9%
2016 3.8%
2015 4.3%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
11.7% pay gap
All industries 8.2%
2016 11.7%
2015 12.0%
Community and personal service
male
female
7.2% pay gap
All industries 9.4%
2016 7.2%
2015 12.4%
Machinery operators and drivers
male
female
14.6% pay gap
All industries 23.8%
2016 14.6%
2015 16.5%
Sales
male
female
9.7% pay gap
All industries 22.3%
2016 9.7%
2015 11.5%
Professionals
male
female
14.6% pay gap
All industries 20.6%
2016 14.6%
2015 17.7%
Technicians and trade
male
female
16.8% pay gap
All industries 25.5%
2016 16.8%
2015 15.7%
Labourers
male
female
9.2% pay gap
All industries 17.6%
2016 9.2%
2015 10.8%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.25 p.p.
2015 baseline
2016 15.77%
2015 16.02%
The gender pay gap
decreased by 0.25 p.p.
Base salary (full-time)
0.73 p.p.
2015 baseline
2016 14.22%
2015 13.49%
The gender pay gap
increased by 0.73 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
12.38 p.p.
2015 baseline
2016 14.04%
2015 1.65%
The gender pay gap
increased by 12.38 p.p.
Other executives/general managers
1.71 p.p.
2015 baseline
2016 3.61%
2015 1.90%
The gender pay gap
increased by 1.71 p.p.
Senior managers
2.93 p.p.
2015 baseline
2016 2.38%
2015 5.31%
The gender pay gap
decreased by 2.93 p.p.
Other managers
0.50 p.p.
2015 baseline
2016 3.79%
2015 4.29%
The gender pay gap
decreased by 0.50 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.31 p.p.
2015 baseline
2016 11.71%
2015 12.03%
The gender pay gap
decreased by 0.31 p.p.
Community and personal service
5.24 p.p.
2015 baseline
2016 7.21%
2015 12.45%
The gender pay gap
decreased by 5.24 p.p.
Machinery operators and drivers
1.91 p.p.
2015 baseline
2016 14.57%
2015 16.49%
The gender pay gap
decreased by 1.91 p.p.
Sales
1.81 p.p.
2015 baseline
2016 9.71%
2015 11.52%
The gender pay gap
decreased by 1.81 p.p.
Professionals
3.16 p.p.
2015 baseline
2016 14.57%
2015 17.73%
The gender pay gap
decreased by 3.16 p.p.
Technicians and trade
1.17 p.p.
2015 baseline
2016 16.83%
2015 15.66%
The gender pay gap
increased by 1.17 p.p.
Labourers
1.66 p.p.
2015 baseline
2016 9.19%
2015 10.84%
The gender pay gap
decreased by 1.66 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-0.9% pay gap
All industries -10.8%
2016 -0.9%
2015 2.3%
Base salary (part-time)
male
female
-2.7% pay gap
All industries -10.8%
2016 -2.7%
2015 0.1%
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
9.6% pay gap
All industries 16.7%
2016 9.6%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-1.6% pay gap
All industries -2.0%
2016 -1.6%
2015 7.9%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
-9.8% pay gap
All industries 11.0%
2016 -9.8%
2015 -2.7%
Sales
male
female
14.0% pay gap
All industries -8.1%
2016 14.0%
2015 21.4%
Professionals
male
female
-0.7% pay gap
All industries 9.4%
2016 -0.7%
2015 7.4%
Technicians and trade
male
female
18.1% pay gap
All industries 1.8%
2016 18.1%
2015 21.9%
Labourers
male
female
8.2% pay gap
All industries -11.0%
2016 8.2%
2015 6.4%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
3.28 p.p.
2015 baseline
2016 -0.94%
2015 2.35%
The gender pay gap
decreased by 3.28 p.p.
Base salary (part-time)
2.83 p.p.
2015 baseline
2016 -2.69%
2015 0.14%
The gender pay gap
increased by 2.83 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
No comparison data available
Non-managers (part-time total remuneration)
Clerical and administrative
9.47 p.p.
2015 baseline
2016 -1.57%
2015 7.90%
The gender pay gap
decreased by 9.47 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
7.09 p.p.
2015 baseline
2016 -9.80%
2015 -2.71%
The gender pay gap
increased by 7.09 p.p.
Sales
7.45 p.p.
2015 baseline
2016 13.96%
2015 21.41%
The gender pay gap
decreased by 7.45 p.p.
Professionals
8.15 p.p.
2015 baseline
2016 -0.74%
2015 7.41%
The gender pay gap
decreased by 8.15 p.p.
Technicians and trade
3.77 p.p.
2015 baseline
2016 18.14%
2015 21.92%
The gender pay gap
decreased by 3.77 p.p.
Labourers
1.78 p.p.
2015 baseline
2016 8.17%
2015 6.39%
The gender pay gap
increased by 1.78 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
14.6% pay gap
All industries 12.3%
2016 14.6%
2015 16.3%
Base salary (casual)
male
female
14.3% pay gap
All industries 12.1%
2016 14.3%
2015 16.1%
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
1.9% pay gap
All industries 3.0%
2016 1.9%
2015 -3.1%
Community and personal service
male
female
1.8% pay gap
All industries 4.8%
2016 1.8%
2015 7.3%
Machinery operators and drivers
male
female
9.7% pay gap
All industries 18.2%
2016 9.7%
2015 7.7%
Sales
male
female
5.9% pay gap
All industries -2.8%
2016 5.9%
2015 14.0%
Professionals
male
female
18.4% pay gap
All industries 20.7%
2016 18.4%
2015 -11.1%
Technicians and trade
male
female
31.5% pay gap
All industries 29.8%
2016 31.5%
2015 43.6%
Labourers
male
female
8.8% pay gap
All industries 13.1%
2016 8.8%
2015 4.8%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
1.69 p.p.
2015 baseline
2016 14.59%
2015 16.28%
The gender pay gap
decreased by 1.69 p.p.
Base salary (casual)
1.88 p.p.
2015 baseline
2016 14.26%
2015 16.14%
The gender pay gap
decreased by 1.88 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
4.97 p.p.
2015 baseline
2016 1.88%
2015 -3.09%
The gender pay gap
decreased by 4.97 p.p.
Community and personal service
5.49 p.p.
2015 baseline
2016 1.78%
2015 7.27%
The gender pay gap
decreased by 5.49 p.p.
Machinery operators and drivers
2.05 p.p.
2015 baseline
2016 9.74%
2015 7.69%
The gender pay gap
increased by 2.05 p.p.
Sales
8.13 p.p.
2015 baseline
2016 5.90%
2015 14.03%
The gender pay gap
decreased by 8.13 p.p.
Professionals
29.56 p.p.
2015 baseline
2016 18.43%
2015 -11.13%
The gender pay gap
increased by 29.56 p.p.
Technicians and trade
12.11 p.p.
2015 baseline
2016 31.49%
2015 43.60%
The gender pay gap
decreased by 12.11 p.p.
Labourers
4.02 p.p.
2015 baseline
2016 8.80%
2015 4.77%
The gender pay gap
increased by 4.02 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
64.2%
0%
100%
All industries 52.1%
2016 64.2%
2015 63.3%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
11.6%
0%
100%
All industries 22.9%
2016 11.6%
2015 14.7%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
17.2%
0%
100%
All industries 18.1%
2016 17.2%
2015 17.3%
Within last 1-2 years
1.5%
0%
100%
All industries 5.0%
2016 1.5%
2015 6.0%
More than 2 years ago but less than 4 years ago
2.2%
0%
100%
All industries 1.3%
2016 2.2%
2015 2.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
10.0%
0%
100%
All industries 10.2%
2016 10.0%
2015 10.0%
Identified cause/s of the gaps
23.3%
0%
100%
All industries 30.5%
2016 23.3%
2015 30.0%
Reviewed remuneration decision-making processes
26.7%
0%
100%
All industries 20.4%
2016 26.7%
2015 22.5%
Analysed commencement salaries by gender to ensure there are no pay gaps
6.7%
0%
100%
All industries 13.3%
2016 6.7%
2015 17.5%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
26.7%
0%
100%
All industries 18.2%
2016 26.7%
2015 15.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
20.0%
0%
100%
All industries 17.9%
2016 20.0%
2015 15.0%
Trained people-managers in addressing gender bias (including unconscious bias)
6.7%
0%
100%
All industries 8.4%
2016 6.7%
2015 2.5%
Set targets to reduce any like-for-like gaps
6.7%
0%
100%
All industries 6.3%
2016 6.7%
2015 2.5%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 2.8%
2016 0.0%
2015 5.0%
Reported pay equity metrics to the board
10.0%
0%
100%
All industries 10.5%
2016 10.0%
2015 5.0%
Reported pay equity metrics to the executive
10.0%
0%
100%
All industries 19.3%
2016 10.0%
2015 20.0%
Corrected like-for-like gaps
13.3%
0%
100%
All industries 17.2%
2016 13.3%
2015 7.5%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 1.1%
2016 0.0%
2015 2.5%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
4.5%
0%
100%
All industries 5.0%
2016 4.5%
2015 6.0%
No, don't have expertise
0.7%
0%
100%
All industries 0.4%
2016 0.7%
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)
1.5%
0%
100%
All industries 5.6%
2016 1.5%
2015 0.7%
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)
20.9%
0%
100%
All industries 23.7%
2016 20.9%
2015 12.7%
No, non-award employees are paid market rate
16.4%
0%
100%
All industries 13.6%
2016 16.4%
2015 19.3%
No, not a priority
1.5%
0%
100%
All industries 1.8%
2016 1.5%
2015 1.3%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
0.85 p.p.
2015 baseline
2016 64.18%
2015 63.33%
Change of 0.85 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-3.11 p.p.
2015 baseline
2016 11.63%
2015 14.74%
Change of -3.11 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-0.17 p.p.
2015 baseline
2016 17.16%
2015 17.33%
Change of -0.17 p.p.
Within last 1-2 years
-4.51 p.p.
2015 baseline
2016 1.49%
2015 6.00%
Change of -4.51 p.p.
More than 2 years ago but less than 4 years ago
0.24 p.p.
2015 baseline
2016 2.24%
2015 2.00%
Change of 0.24 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
0.00 p.p.
2015 baseline
2016 10.00%
2015 10.00%
Change of 0.00 p.p.
Identified cause/s of the gaps
-6.67 p.p.
2015 baseline
2016 23.33%
2015 30.00%
Change of -6.67 p.p.
Reviewed remuneration decision-making processes
4.17 p.p.
2015 baseline
2016 26.67%
2015 22.50%
Change of 4.17 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-10.83 p.p.
2015 baseline
2016 6.67%
2015 17.50%
Change of -10.83 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
11.67 p.p.
2015 baseline
2016 26.67%
2015 15.00%
Change of 11.67 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
5.00 p.p.
2015 baseline
2016 20.00%
2015 15.00%
Change of 5.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
4.17 p.p.
2015 baseline
2016 6.67%
2015 2.50%
Change of 4.17 p.p.
Set targets to reduce any like-for-like gaps
4.17 p.p.
2015 baseline
2016 6.67%
2015 2.50%
Change of 4.17 p.p.
Set targets to reduce any organisation-wide gaps
-5.00 p.p.
2015 baseline
2016 0.00%
2015 5.00%
Change of -5.00 p.p.
Reported pay equity metrics to the board
5.00 p.p.
2015 baseline
2016 10.00%
2015 5.00%
Change of 5.00 p.p.
Reported pay equity metrics to the executive
-10.00 p.p.
2015 baseline
2016 10.00%
2015 20.00%
Change of -10.00 p.p.
Corrected like-for-like gaps
5.83 p.p.
2015 baseline
2016 13.33%
2015 7.50%
Change of 5.83 p.p.
Conducted a gender-based job evaluation process
-2.50 p.p.
2015 baseline
2016 0.00%
2015 2.50%
Change of -2.50 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-1.52 p.p.
2015 baseline
2016 4.48%
2015 6.00%
Change of -1.52 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)
0.83 p.p.
2015 baseline
2016 1.49%
2015 0.67%
Change of 0.83 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)
8.23 p.p.
2015 baseline
2016 20.90%
2015 12.67%
Change of 8.23 p.p.
No, non-award employees are paid market rate
-2.92 p.p.
2015 baseline
2016 16.42%
2015 19.33%
Change of -2.92 p.p.
No, not a priority
0.16 p.p.
2015 baseline
2016 1.49%
2015 1.33%
Change of 0.16 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
61.9%
0%
100%
All industries 56.9%
2016 61.9%
2015 54.7%
Employers that have an overall gender equality strategy
20.1%
0%
100%
All industries 20.8%
2016 20.1%
2015 20.0%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
8.8%
0%
100%
All industries 14.2%
2016 8.8%
2015 10.2%

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
7.27 p.p.
2015 baseline
2016 61.94%
2015 54.67%
Change of 7.27 p.p.
Employers that have an overall gender equality strategy
0.15 p.p.
2015 baseline
2016 20.15%
2015 20.00%
Change of 0.15 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-1.43 p.p.
0%
100%
2015 baseline
2016 8.77%
2015 10.20%
Change of -1.43 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
44.8%
0%
100%
All industries 48.4%
2016 44.8%
2015 46.7%
Employers that have a flexible working arrangements strategy
16.4%
0%
100%
All industries 15.5%
2016 16.4%
2015 14.0%
Types of flexible work offered
Carer's leave
94.0%
0%
100%
All industries 93.4%
2016 94.0%
2015 92.0%
Compressed working week
25.4%
0%
100%
All industries 23.3%
2016 25.4%
2015 26.0%
Flexible hours of work
48.5%
0%
100%
All industries 56.4%
2016 48.5%
2015 48.7%
Job sharing
33.6%
0%
100%
All industries 37.5%
2016 33.6%
2015 34.7%
Part-time work
72.4%
0%
100%
All industries 81.8%
2016 72.4%
2015 72.7%
Purchased leave
16.4%
0%
100%
All industries 28.3%
2016 16.4%
2015 18.7%
Telecommuting
23.1%
0%
100%
All industries 25.1%
2016 23.1%
2015 20.7%
Time-in-lieu
37.3%
0%
100%
All industries 50.1%
2016 37.3%
2015 40.7%
Unpaid leave
77.6%
0%
100%
All industries 80.9%
2016 77.6%
2015 75.3%

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
-1.89 p.p.
2015 baseline
2016 44.78%
2015 46.67%
Change of -1.89 p.p.
Employers that have a flexible working arrangements strategy
2.42 p.p.
2015 baseline
2016 16.42%
2015 14.00%
Change of 2.42 p.p.
Types of flexible work offered
Carer's leave
2.03 p.p.
2015 baseline
2016 94.03%
2015 92.00%
Change of 2.03 p.p.
Compressed working week
-0.63 p.p.
2015 baseline
2016 25.37%
2015 26.00%
Change of -0.63 p.p.
Flexible hours of work
-0.16 p.p.
2015 baseline
2016 48.51%
2015 48.67%
Change of -0.16 p.p.
Job sharing
-1.08 p.p.
2015 baseline
2016 33.58%
2015 34.67%
Change of -1.08 p.p.
Part-time work
-0.28 p.p.
2015 baseline
2016 72.39%
2015 72.67%
Change of -0.28 p.p.
Purchased leave
-2.25 p.p.
2015 baseline
2016 16.42%
2015 18.67%
Change of -2.25 p.p.
Telecommuting
2.47 p.p.
2015 baseline
2016 23.13%
2015 20.67%
Change of 2.47 p.p.
Time-in-lieu
-3.35 p.p.
2015 baseline
2016 37.31%
2015 40.67%
Change of -3.35 p.p.
Unpaid leave
2.28 p.p.
2015 baseline
2016 77.61%
2015 75.33%
Change of 2.28 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
46.3%
0%
100%
All industries 44.6%
2016 46.3%
2015 44.0%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
11.2%
0%
100%
All industries 13.2%
2016 11.2%
2015 13.3%
Paid parental leave
Employers that offer primary carer leave
28.4%
0%
100%
All industries 48.9%
2016 28.4%
2015 25.3%
Average primary carer's leave offered (minimum number of weeks)
7.5 weeks
All industries 9.4 weeks
2016 7.5 weeks
2015 8.7 weeks
Employers that top up government scheme to full pay
0.0%
0%
100%
All industries 6.7%
2016 0.0%
2015 0.0%
Employers that offer full pay in addition to government scheme
84.2%
0%
100%
All industries 80.4%
2016 84.2%
2015 81.6%
Employers that offer a lump sum payment
18.4%
0%
100%
All industries 17.6%
2016 18.4%
2015 23.7%
Employers that offer secondary carer leave
23.1%
0%
100%
All industries 39.2%
2016 23.1%
2015 22.0%
Average secondary carer's leave offered (minimum number of weeks)
1.1 weeks
All industries 1.4 weeks
2016 1.1 weeks
2015 1.3 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
9.5%
0%
100%
All industries 9.3%
2016 9.5%
Proportion of women (out of all employees on parental leave)
8.7%
0%
100%
All industries 8.9%
2016 8.7%
Proportion of men (out of all employees on parental leave)
0.8%
0%
100%
All industries 0.3%
2016 0.8%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
1.7%
0%
100%
All industries 6.5%
2016 1.7%
2015 0.0%
On-site childcare
0.0%
0%
100%
All industries 8.3%
2016 0.0%
2015 0.0%
Breastfeeding facilities
57.6%
0%
100%
All industries 52.7%
2016 57.6%
2015 40.9%
Childcare referral services
6.8%
0%
100%
All industries 9.7%
2016 6.8%
2015 6.1%
Internal support network for parents
6.8%
0%
100%
All industries 16.8%
2016 6.8%
2015 3.0%
Return-to-work bonus
6.8%
0%
100%
All industries 7.2%
2016 6.8%
2015 4.5%
Information packs to support new parents and/or those with elder care responsibilities
6.8%
0%
100%
All industries 13.8%
2016 6.8%
2015 15.2%
Referral services to support employees with family and/or caring responsibilities
52.5%
0%
100%
All industries 46.8%
2016 52.5%
2015 45.5%
Targeted communication mechanisms, for example intranet/forums
18.6%
0%
100%
All industries 25.0%
2016 18.6%
2015 22.7%
Support in securing school holiday care
3.4%
0%
100%
All industries 7.5%
2016 3.4%
2015 0.0%
Coaching for employees on returning to work from parental leave
11.9%
0%
100%
All industries 14.7%
2016 11.9%
2015 0.0%
Parenting workshops targeting mothers
1.7%
0%
100%
All industries 3.5%
2016 1.7%
2015 0.0%
Parenting workshops targeting fathers
1.7%
0%
100%
All industries 3.3%
2016 1.7%
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
2.27 p.p.
2015 baseline
2016 46.27%
2015 44.00%
Change of 2.27 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-2.14 p.p.
2015 baseline
2016 11.19%
2015 13.33%
Change of -2.14 p.p.
Paid parental leave
Employers that offer primary carer leave
3.02 p.p.
2015 baseline
2016 28.36%
2015 25.33%
Change of 3.02 p.p.
Average primary carer leave offered (minimum number of weeks)
-1.16 weeks
2015 baseline
2016 7.53weeks
2015 8.68weeks
Change of -1.16 weeks
Employers that top up government scheme to full pay
No comparison data available
Employers that offer full pay in addition to government scheme
2.63 p.p.
2015 baseline
2016 84.21%
2015 81.58%
Change of 2.63 p.p.
Employers that offer a lump sum payment
-5.26 p.p.
2015 baseline
2016 18.42%
2015 23.68%
Change of -5.26 p.p.
Employers that offer secondary carer leave
1.13 p.p.
2015 baseline
2016 23.13%
2015 22.00%
Change of 1.13 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.01 weeks
2015 baseline
2016 1.13weeks
2015 1.12weeks
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
No comparison data available
Breastfeeding facilities
16.72 p.p.
2015 baseline
2016 57.63%
2015 40.91%
Change of 16.72 p.p.
Childcare referral services
0.72 p.p.
2015 baseline
2016 6.78%
2015 6.06%
Change of 0.72 p.p.
Internal support network for parents
3.75 p.p.
2015 baseline
2016 6.78%
2015 3.03%
Change of 3.75 p.p.
Return-to-work bonus
2.23 p.p.
2015 baseline
2016 6.78%
2015 4.55%
Change of 2.23 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-8.37 p.p.
2015 baseline
2016 6.78%
2015 15.15%
Change of -8.37 p.p.
Referral services to support employees with family and/or caring responsibilities
7.09 p.p.
2015 baseline
2016 52.54%
2015 45.45%
Change of 7.09 p.p.
Targeted communication mechanisms, for example intranet/forums
-4.08 p.p.
2015 baseline
2016 18.64%
2015 22.73%
Change of -4.08 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
32.8%
0%
100%
All industries 37.6%
2016 32.8%
2015 35.3%
Has some measure in place to support employees who are experiencing family or domestic violence
71.6%
0%
100%
All industries 74.9%
2016 71.6%
2015 78.7%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
61.9%
0%
100%
All industries 67.1%
2016 61.9%
2015 64.7%
HR or other staff training
4.5%
0%
100%
All industries 10.1%
2016 4.5%
2015 11.3%
Referral to support services
17.2%
0%
100%
All industries 26.3%
2016 17.2%
2015 22.7%
Access to any leave (overall measure)
44.0%
0%
100%
All industries 53.0%
2016 44.0%
2015 49.3%
Paid domestic violence leave
3.7%
0%
100%
All industries 9.5%
2016 3.7%
Unpaid domestic violence leave
0.7%
0%
100%
All industries 2.7%
2016 0.7%
2015 0.0%
Unpaid leave
42.5%
0%
100%
All industries 50.0%
2016 42.5%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
4.5%
0%
100%
All industries 5.1%
2016 4.5%
2015 0.0%
Workplace safety planning
5.2%
0%
100%
All industries 8.2%
2016 5.2%
2015 0.0%
Confidentiality of disclosure
32.8%
0%
100%
All industries 41.2%
2016 32.8%
2015 0.0%
Protection from adverse action or discrimination
17.2%
0%
100%
All industries 20.5%
2016 17.2%
2015 0.0%
Flexible working arrangements
42.5%
0%
100%
All industries 48.9%
2016 42.5%
2015 0.0%
Financial support
7.5%
0%
100%
All industries 11.3%
2016 7.5%
2015 0.0%
Change of office location
6.0%
0%
100%
All industries 12.2%
2016 6.0%
2015 0.0%
Emergency accommodation assistance
2.2%
0%
100%
All industries 3.6%
2016 2.2%
2015 0.0%
Medical services
6.7%
0%
100%
All industries 11.0%
2016 6.7%
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
-2.50 p.p.
2015 baseline
2016 32.84%
2015 35.33%
Change of -2.50 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-7.02 p.p.
2015 baseline
2016 71.64%
2015 78.67%
Change of -7.02 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-2.73 p.p.
2015 baseline
2016 61.94%
2015 64.67%
Change of -2.73 p.p.
HR or other staff training
-6.86 p.p.
2015 baseline
2016 4.48%
2015 11.33%
Change of -6.86 p.p.
Referral to support services
-5.50 p.p.
2015 baseline
2016 17.16%
2015 22.67%
Change of -5.50 p.p.
Access to any leave (overall measure)
-5.30 p.p.
2015 baseline
2016 44.03%
2015 49.33%
Change of -5.30 p.p.
Paid domestic violence leave
3.73 p.p.
2015 baseline
2016 3.73%
2015 0.00%
Change of 3.73 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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