Manufacturing within All industries

Manufacturing has 40,518 employees within 6 organisations with 5000+ employees.
Change year 2016

Manufacturing summary for 2016

Showing results only for organisations with 5000+ employees

Manufacturing has 40,518 employees within 6 organisations with 5000+ employees.
26.2% of employees are female.

Employee type breakdown
Casual
10.7%
Casual - 10.731033121081989%
Part-time
1.9%
Part-time - 1.9324744557974234%
Full-time
87.3%
Full-time - 87.33649242312059%
Organisation size breakdown
<250
0.0%
<250 - 0.0%
250-499
0.0%
250-499 - 0.0%
500-999
0.0%
500-999 - 0.0%
1000-4999
0.0%
1000-4999 - 0.0%
5000+
100.0%
5000+ - 100.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 73.8% Female 26.2%)
male
female
All (Male 73.8% Female 26.2%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 80.0% Female 20.0%)
male
female
CEO (Male 80.0% Female 20.0%)
Key management personnel (Male 80.4% Female 19.6%)
male
female
Key management personnel (Male 80.4% Female 19.6%)
Other executives/general managers (Male 87.7% Female 12.3%)
male
female
Other executives/general managers (Male 87.7% Female 12.3%)
Senior managers (Male 84.8% Female 15.2%)
male
female
Senior managers (Male 84.8% Female 15.2%)
Other managers (Male 76.0% Female 24.0%)
male
female
Other managers (Male 76.0% Female 24.0%)
Non-managers (all)
Clerical and administrative (Male 45.6% Female 54.4%)
male
female
Clerical and administrative (Male 45.6% Female 54.4%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 88.1% Female 11.9%)
male
female
Machinery operators and drivers (Male 88.1% Female 11.9%)
Sales (Male 59.7% Female 40.3%)
male
female
Sales (Male 59.7% Female 40.3%)
Professionals (Male 70.5% Female 29.5%)
male
female
Professionals (Male 70.5% Female 29.5%)
Technicians and trade (Male 90.6% Female 9.4%)
male
female
Technicians and trade (Male 90.6% Female 9.4%)
Labourers (Male 63.8% Female 36.2%)
male
female
Labourers (Male 63.8% Female 36.2%)
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
-1.60%
2015 baseline
2016 M:73.83% F:26.17%
2015 M:72.23% F:27.77%
The proportion of males has decreased by 1.60 p.p..
The proportion of females has increased by 1.60 p.p..
Managers
CEO
7.50%
2015 baseline
2016 M:80.00% F:20.00%
2015 M:87.50% F:12.50%
The proportion of males has increased by 7.50 p.p..
The proportion of females has decreased by 7.50 p.p..
Key management personnel
-5.39%
2015 baseline
2016 M:80.39% F:19.61%
2015 M:75.00% F:25.00%
The proportion of males has decreased by 5.39 p.p..
The proportion of females has increased by 5.39 p.p..
Other executives/general managers
-4.10%
2015 baseline
2016 M:87.68% F:12.32%
2015 M:83.58% F:16.42%
The proportion of males has decreased by 4.10 p.p..
The proportion of females has increased by 4.10 p.p..
Senior managers
-4.52%
2015 baseline
2016 M:84.78% F:15.22%
2015 M:80.26% F:19.74%
The proportion of males has decreased by 4.52 p.p..
The proportion of females has increased by 4.52 p.p..
Other managers
1.12%
2015 baseline
2016 M:76.00% F:24.00%
2015 M:77.12% F:22.88%
The proportion of males has increased by 1.12 p.p..
The proportion of females has decreased by 1.12 p.p..
Non-managers
Clerical and administrative
-3.78%
2015 baseline
2016 M:45.55% F:54.45%
2015 M:49.34% F:50.66%
The proportion of males has decreased by 3.78 p.p..
The proportion of females has increased by 3.78 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-1.58%
2015 baseline
2016 M:88.11% F:11.89%
2015 M:86.53% F:13.47%
The proportion of males has decreased by 1.58 p.p..
The proportion of females has increased by 1.58 p.p..
Sales
-3.76%
2015 baseline
2016 M:59.74% F:40.26%
2015 M:55.97% F:44.03%
The proportion of males has decreased by 3.76 p.p..
The proportion of females has increased by 3.76 p.p..
Professionals
-5.76%
2015 baseline
2016 M:70.55% F:29.45%
2015 M:64.79% F:35.21%
The proportion of males has decreased by 5.76 p.p..
The proportion of females has increased by 5.76 p.p..
Technicians and trade
-3.89%
2015 baseline
2016 M:90.61% F:9.39%
2015 M:86.72% F:13.28%
The proportion of males has decreased by 3.89 p.p..
The proportion of females has increased by 3.89 p.p..
Labourers
4.14%
2015 baseline
2016 M:63.82% F:36.18%
2015 M:67.96% F:32.04%
The proportion of males has increased by 4.14 p.p..
The proportion of females has decreased by 4.14 p.p..
Results for 2016 View yearly change
Full-time (Male 77.1% Female 22.9%)
male
female
Full-time (Male 77.1% Female 22.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 80.0% Female 20.0%)
male
female
CEO (Male 80.0% Female 20.0%)
Key management personnel (Male 80.4% Female 19.6%)
male
female
Key management personnel (Male 80.4% Female 19.6%)
Other executives/general managers (Male 87.6% Female 12.4%)
male
female
Other executives/general managers (Male 87.6% Female 12.4%)
Senior managers (Male 86.2% Female 13.8%)
male
female
Senior managers (Male 86.2% Female 13.8%)
Other managers (Male 78.9% Female 21.1%)
male
female
Other managers (Male 78.9% Female 21.1%)
Non-managers (full-time)
Clerical and administrative (Male 48.9% Female 51.1%)
male
female
Clerical and administrative (Male 48.9% Female 51.1%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 90.8% Female 9.2%)
male
female
Machinery operators and drivers (Male 90.8% Female 9.2%)
Sales (Male 68.6% Female 31.4%)
male
female
Sales (Male 68.6% Female 31.4%)
Professionals (Male 74.1% Female 25.9%)
male
female
Professionals (Male 74.1% Female 25.9%)
Technicians and trade (Male 91.0% Female 9.0%)
male
female
Technicians and trade (Male 91.0% Female 9.0%)
Labourers (Male 64.5% Female 35.5%)
male
female
Labourers (Male 64.5% Female 35.5%)
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
0.40%
2015 baseline
2016 M:77.08% F:22.92%
2015 M:77.48% F:22.52%
The proportion of males has increased by 0.40 p.p..
The proportion of females has decreased by 0.40 p.p..
Managers
CEO
7.50%
2015 baseline
2016 M:80.00% F:20.00%
2015 M:87.50% F:12.50%
The proportion of males has increased by 7.50 p.p..
The proportion of females has decreased by 7.50 p.p..
Key management personnel
-5.03%
2015 baseline
2016 M:80.39% F:19.61%
2015 M:75.36% F:24.64%
The proportion of males has decreased by 5.03 p.p..
The proportion of females has increased by 5.03 p.p..
Other executives/general managers
-3.50%
2015 baseline
2016 M:87.59% F:12.41%
2015 M:84.09% F:15.91%
The proportion of males has decreased by 3.50 p.p..
The proportion of females has increased by 3.50 p.p..
Senior managers
-4.24%
2015 baseline
2016 M:86.19% F:13.81%
2015 M:81.95% F:18.05%
The proportion of males has decreased by 4.24 p.p..
The proportion of females has increased by 4.24 p.p..
Other managers
1.28%
2015 baseline
2016 M:78.91% F:21.09%
2015 M:80.19% F:19.81%
The proportion of males has increased by 1.28 p.p..
The proportion of females has decreased by 1.28 p.p..
Non-managers
Clerical and administrative
3.03%
2015 baseline
2016 M:48.92% F:51.08%
2015 M:54.12% F:45.88%
The proportion of males has increased by 3.03 p.p..
The proportion of females has decreased by 3.03 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
0.55%
2015 baseline
2016 M:90.79% F:9.21%
2015 M:91.34% F:8.66%
The proportion of males has increased by 0.55 p.p..
The proportion of females has decreased by 0.55 p.p..
Sales
0.55%
2015 baseline
2016 M:68.59% F:31.41%
2015 M:69.14% F:30.86%
The proportion of males has increased by 0.55 p.p..
The proportion of females has decreased by 0.55 p.p..
Professionals
-5.09%
2015 baseline
2016 M:74.08% F:25.92%
2015 M:68.99% F:31.01%
The proportion of males has decreased by 5.09 p.p..
The proportion of females has increased by 5.09 p.p..
Technicians and trade
-1.37%
2015 baseline
2016 M:90.98% F:9.02%
2015 M:89.61% F:10.39%
The proportion of males has decreased by 1.37 p.p..
The proportion of females has increased by 1.37 p.p..
Labourers
5.13%
2015 baseline
2016 M:64.55% F:35.45%
2015 M:69.68% F:30.32%
The proportion of males has increased by 5.13 p.p..
The proportion of females has decreased by 5.13 p.p..
Results for 2016 View yearly change
Part-time (Male 21.2% Female 78.8%)
male
female
Part-time (Male 21.2% Female 78.8%)
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 0.0% Female 0.0%)
Insufficient data available
Key management personnel (Male 0.0% Female 0.0%)
Other executives/general managers (Male 100.0% Female 0.0%)
male
female
Other executives/general managers (Male 100.0% Female 0.0%)
Senior managers (Male 16.7% Female 83.3%)
male
female
Senior managers (Male 16.7% Female 83.3%)
Other managers (Male 10.4% Female 89.6%)
male
female
Other managers (Male 10.4% Female 89.6%)
Non-managers (part-time)
Clerical and administrative (Male 7.2% Female 92.8%)
male
female
Clerical and administrative (Male 7.2% Female 92.8%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 65.3% Female 34.7%)
male
female
Machinery operators and drivers (Male 65.3% Female 34.7%)
Sales (Male 39.3% Female 60.7%)
male
female
Sales (Male 39.3% Female 60.7%)
Professionals (Male 15.2% Female 84.8%)
male
female
Professionals (Male 15.2% Female 84.8%)
Technicians and trade (Male 21.6% Female 78.4%)
male
female
Technicians and trade (Male 21.6% Female 78.4%)
Labourers (Male 27.1% Female 72.9%)
male
female
Labourers (Male 27.1% Female 72.9%)
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
-16.65%
2015 baseline
2016 M:21.20% F:78.80%
2015 M:37.85% F:62.15%
The proportion of males has decreased by 16.65 p.p..
The proportion of females has increased by 16.65 p.p..
Managers
CEO
No comparison data available
Key management personnel
2015 baseline
2016 M:% F:%
2015 M:66.67% F:33.33%
There is no data for determining the change.
Other executives/general managers
-50.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 50.00 p.p..
The proportion of females has increased by 50.00 p.p..
Senior managers
-2.38%
2015 baseline
2016 M:16.67% F:83.33%
2015 M:19.05% F:80.95%
The proportion of males has decreased by 2.38 p.p..
The proportion of females has increased by 2.38 p.p..
Other managers
-26.32%
2015 baseline
2016 M:10.45% F:89.55%
2015 M:36.76% F:63.24%
The proportion of males has decreased by 26.32 p.p..
The proportion of females has increased by 26.32 p.p..
Non-managers
Clerical and administrative
0.64%
2015 baseline
2016 M:7.24% F:92.76%
2015 M:6.60% F:93.40%
The proportion of males has increased by 0.64 p.p..
The proportion of females has decreased by 0.64 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-14.87%
2015 baseline
2016 M:65.31% F:34.69%
2015 M:49.56% F:50.44%
The proportion of males has decreased by 14.87 p.p..
The proportion of females has increased by 14.87 p.p..
Sales
-4.70%
2015 baseline
2016 M:39.29% F:60.71%
2015 M:43.98% F:56.02%
The proportion of males has decreased by 4.70 p.p..
The proportion of females has increased by 4.70 p.p..
Professionals
4.60%
2015 baseline
2016 M:15.23% F:84.77%
2015 M:10.63% F:89.37%
The proportion of males has increased by 4.60 p.p..
The proportion of females has decreased by 4.60 p.p..
Technicians and trade
-7.79%
2015 baseline
2016 M:21.62% F:78.38%
2015 M:29.41% F:70.59%
The proportion of males has decreased by 7.79 p.p..
The proportion of females has increased by 7.79 p.p..
Labourers
-9.97%
2015 baseline
2016 M:27.10% F:72.90%
2015 M:37.07% F:62.93%
The proportion of males has decreased by 9.97 p.p..
The proportion of females has increased by 9.97 p.p..
Results for 2016 View yearly change
Casual (Male 56.8% Female 43.2%)
male
female
Casual (Male 56.8% Female 43.2%)
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 100.0% Female 0.0%)
male
female
Senior managers (Male 100.0% Female 0.0%)
Other managers (Male 0.0% Female 0.0%)
Insufficient data available
Other managers (Male 0.0% Female 0.0%)
Non-managers (casual)
Clerical and administrative (Male 38.5% Female 61.5%)
male
female
Clerical and administrative (Male 38.5% Female 61.5%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 61.3% Female 38.7%)
male
female
Machinery operators and drivers (Male 61.3% Female 38.7%)
Sales (Male 30.7% Female 69.3%)
male
female
Sales (Male 30.7% Female 69.3%)
Professionals (Male 0.0% Female 100.0%)
male
female
Professionals (Male 0.0% Female 100.0%)
Technicians and trade (Male 97.9% Female 2.1%)
male
female
Technicians and trade (Male 97.9% Female 2.1%)
Labourers (Male 62.7% Female 37.3%)
male
female
Labourers (Male 62.7% Female 37.3%)
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
-1.39%
2015 baseline
2016 M:56.83% F:43.17%
2015 M:55.44% F:44.56%
The proportion of males has decreased by 1.39 p.p..
The proportion of females has increased by 1.39 p.p..
Managers
CEO
No comparison data available
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
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 managers
No comparison data available
Non-managers
Clerical and administrative
2.56%
2015 baseline
2016 M:38.46% F:61.54%
2015 M:35.90% F:64.10%
The proportion of males has increased by 2.56 p.p..
The proportion of females has decreased by 2.56 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
3.26%
2015 baseline
2016 M:61.31% F:38.69%
2015 M:64.58% F:35.42%
The proportion of males has increased by 3.26 p.p..
The proportion of females has decreased by 3.26 p.p..
Sales
-7.82%
2015 baseline
2016 M:30.70% F:69.30%
2015 M:38.52% F:61.48%
The proportion of males has decreased by 7.82 p.p..
The proportion of females has increased by 7.82 p.p..
Professionals
-33.33%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:33.33% F:66.67%
The proportion of males has decreased by 33.33 p.p..
The proportion of females has increased by 33.33 p.p..
Technicians and trade
-37.19%
2015 baseline
2016 M:97.87% F:2.13%
2015 M:60.68% F:39.32%
The proportion of males has decreased by 37.19 p.p..
The proportion of females has increased by 37.19 p.p..
Labourers
-0.82%
2015 baseline
2016 M:62.71% F:37.29%
2015 M:61.89% F:38.11%
The proportion of males has decreased by 0.82 p.p..
The proportion of females has increased by 0.82 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 73.1% Female 26.9%)
male
female
Overall (Male 73.1% Female 26.9%)
Managers (Male 72.4% Female 27.6%)
male
female
Managers (Male 72.4% Female 27.6%)
Non-managers (Male 73.1% Female 26.9%)
male
female
Non-managers (Male 73.1% Female 26.9%)
Promotions by role
Overall (Male 72.2% Female 27.8%)
male
female
Overall (Male 72.2% Female 27.8%)
Managers (Male 75.1% Female 24.9%)
male
female
Managers (Male 75.1% Female 24.9%)
Non-managers (Male 71.6% Female 28.4%)
male
female
Non-managers (Male 71.6% Female 28.4%)
Promotions by employment type
Full-time
96.8%
Full-time - 96.81937554712576%
Part-time
1.1%
Part-time - 1.1380215932302307%
Casual
2.0%
Casual - 2.0426028596440036%
Resignations by role
Overall (Male 65.2% Female 34.8%)
male
female
Overall (Male 65.2% Female 34.8%)
Managers (Male 62.9% Female 37.1%)
male
female
Managers (Male 62.9% Female 37.1%)
Non-managers (Male 65.3% Female 34.7%)
male
female
Non-managers (Male 65.3% Female 34.7%)
Resignations by employment type
Full-time
72.6%
Full-time - 72.63940520446097%
Part-time
2.2%
Part-time - 2.1561338289962824%
Casual
25.2%
Casual - 25.20446096654275%

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
17.9% pay gap
All industries 23.1%
2016 17.9%
2015 14.8%
Base salary (all)
male
female
13.2% pay gap
All industries 18.4%
2016 13.2%
2015 11.3%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
24.3% pay gap
All industries 17.3%
2016 24.3%
2015 18.2%
Other executives/general managers
male
female
1.5% pay gap
All industries 26.8%
2016 1.5%
2015 6.8%
Senior managers
male
female
-4.3% pay gap
All industries 21.7%
2016 -4.3%
2015 0.1%
Other managers
male
female
2.7% pay gap
All industries 19.9%
2016 2.7%
2015 0.3%
Non-managers (all total remuneration)
Clerical and administrative
male
female
9.5% pay gap
All industries 7.0%
2016 9.5%
2015 12.1%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
22.5% pay gap
All industries 11.6%
2016 22.5%
2015 13.1%
Sales
male
female
18.8% pay gap
All industries 4.5%
2016 18.8%
2015 16.1%
Professionals
male
female
12.5% pay gap
All industries 19.7%
2016 12.5%
2015 11.0%
Technicians and trade
male
female
7.2% pay gap
All industries 30.4%
2016 7.2%
2015 18.7%
Labourers
male
female
2.7% pay gap
All industries 12.3%
2016 2.7%
2015 6.2%
Change from 2015 to 2016 View 2016
Total remuneration (all)
3.18 p.p.
2015 baseline
2016 17.94%
2015 14.77%
The gender pay gap
increased by 3.18 p.p.
Base salary (all)
1.98 p.p.
2015 baseline
2016 13.25%
2015 11.26%
The gender pay gap
increased by 1.98 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
6.12 p.p.
2015 baseline
2016 24.34%
2015 18.22%
The gender pay gap
increased by 6.12 p.p.
Other executives/general managers
5.33 p.p.
2015 baseline
2016 1.52%
2015 6.85%
The gender pay gap
decreased by 5.33 p.p.
Senior managers
4.47 p.p.
2015 baseline
2016 -4.33%
2015 0.14%
The gender pay gap
increased by 4.47 p.p.
Other managers
2.39 p.p.
2015 baseline
2016 2.70%
2015 0.31%
The gender pay gap
increased by 2.39 p.p.
Non-managers (all total remuneration)
Clerical and administrative
2.58 p.p.
2015 baseline
2016 9.53%
2015 12.10%
The gender pay gap
decreased by 2.58 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
9.38 p.p.
2015 baseline
2016 22.48%
2015 13.10%
The gender pay gap
increased by 9.38 p.p.
Sales
2.74 p.p.
2015 baseline
2016 18.84%
2015 16.10%
The gender pay gap
increased by 2.74 p.p.
Professionals
1.49 p.p.
2015 baseline
2016 12.46%
2015 10.97%
The gender pay gap
increased by 1.49 p.p.
Technicians and trade
11.55 p.p.
2015 baseline
2016 7.19%
2015 18.74%
The gender pay gap
decreased by 11.55 p.p.
Labourers
3.50 p.p.
2015 baseline
2016 2.67%
2015 6.17%
The gender pay gap
decreased by 3.50 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
18.6% pay gap
All industries 22.7%
2016 18.6%
2015 13.0%
Base salary (full-time)
male
female
14.1% pay gap
All industries 16.7%
2016 14.1%
2015 9.8%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
24.3% pay gap
All industries 17.1%
2016 24.3%
2015 16.9%
Other executives/general managers
male
female
2.0% pay gap
All industries 23.9%
2016 2.0%
2015 5.1%
Senior managers
male
female
-8.1% pay gap
All industries 21.7%
2016 -8.1%
2015 -1.9%
Other managers
male
female
3.7% pay gap
All industries 21.5%
2016 3.7%
2015 4.3%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
9.4% pay gap
All industries 7.6%
2016 9.4%
2015 12.5%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
25.7% pay gap
All industries 7.6%
2016 25.7%
2015 18.8%
Sales
male
female
13.7% pay gap
All industries 15.8%
2016 13.7%
2015 11.3%
Professionals
male
female
14.4% pay gap
All industries 19.7%
2016 14.4%
2015 13.2%
Technicians and trade
male
female
8.3% pay gap
All industries 26.5%
2016 8.3%
2015 10.5%
Labourers
male
female
4.4% pay gap
All industries 10.1%
2016 4.4%
2015 7.5%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
5.53 p.p.
2015 baseline
2016 18.56%
2015 13.04%
The gender pay gap
increased by 5.53 p.p.
Base salary (full-time)
4.28 p.p.
2015 baseline
2016 14.10%
2015 9.82%
The gender pay gap
increased by 4.28 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
7.49 p.p.
2015 baseline
2016 24.34%
2015 16.85%
The gender pay gap
increased by 7.49 p.p.
Other executives/general managers
3.09 p.p.
2015 baseline
2016 2.01%
2015 5.10%
The gender pay gap
decreased by 3.09 p.p.
Senior managers
6.22 p.p.
2015 baseline
2016 -8.13%
2015 -1.91%
The gender pay gap
increased by 6.22 p.p.
Other managers
0.69 p.p.
2015 baseline
2016 3.65%
2015 4.34%
The gender pay gap
decreased by 0.69 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
3.12 p.p.
2015 baseline
2016 9.41%
2015 12.53%
The gender pay gap
decreased by 3.12 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
6.86 p.p.
2015 baseline
2016 25.70%
2015 18.84%
The gender pay gap
increased by 6.86 p.p.
Sales
2.37 p.p.
2015 baseline
2016 13.70%
2015 11.33%
The gender pay gap
increased by 2.37 p.p.
Professionals
1.19 p.p.
2015 baseline
2016 14.41%
2015 13.22%
The gender pay gap
increased by 1.19 p.p.
Technicians and trade
2.22 p.p.
2015 baseline
2016 8.26%
2015 10.48%
The gender pay gap
decreased by 2.22 p.p.
Labourers
3.12 p.p.
2015 baseline
2016 4.41%
2015 7.53%
The gender pay gap
decreased by 3.12 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-14.9% pay gap
All industries -7.8%
2016 -14.9%
2015 -14.9%
Base salary (part-time)
male
female
-15.7% pay gap
All industries -8.6%
2016 -15.7%
2015 -14.3%
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
Insufficient data available
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
13.4% pay gap
All industries -2.0%
2016 13.4%
2015 -6.7%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
10.8% pay gap
All industries 1.0%
2016 10.8%
2015 2.8%
Sales
male
female
-47.9% pay gap
All industries -0.6%
2016 -47.9%
2015 -4.5%
Professionals
male
female
7.2% pay gap
All industries 21.5%
2016 7.2%
2015 4.9%
Technicians and trade
Insufficient data available
Labourers
male
female
-3.5% pay gap
All industries -1.5%
2016 -3.5%
2015 3.3%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
0.04 p.p.
2015 baseline
2016 -14.87%
2015 -14.91%
The gender pay gap
decreased by 0.04 p.p.
Base salary (part-time)
1.46 p.p.
2015 baseline
2016 -15.71%
2015 -14.25%
The gender pay gap
increased by 1.46 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
20.11 p.p.
2015 baseline
2016 13.37%
2015 -6.74%
The gender pay gap
increased by 20.11 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
7.93 p.p.
2015 baseline
2016 10.76%
2015 2.83%
The gender pay gap
increased by 7.93 p.p.
Sales
43.35 p.p.
2015 baseline
2016 -47.85%
2015 -4.51%
The gender pay gap
increased by 43.35 p.p.
Professionals
2.29 p.p.
2015 baseline
2016 7.23%
2015 4.95%
The gender pay gap
increased by 2.29 p.p.
Technicians and trade
No comparison data available
Labourers
6.81 p.p.
2015 baseline
2016 -3.53%
2015 3.28%
The gender pay gap
increased by 6.81 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
-4.1% pay gap
All industries 7.1%
2016 -4.1%
2015 -1.4%
Base salary (casual)
male
female
-4.5% pay gap
All industries 7.0%
2016 -4.5%
2015 -4.0%
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
Insufficient data available
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
-2.0% pay gap
All industries 6.5%
2016 -2.0%
2015 3.8%
Sales
male
female
0.0% pay gap
All industries -1.2%
2016 0.0%
2015 -0.3%
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
male
female
-3.7% pay gap
All industries 13.0%
2016 -3.7%
2015 -1.5%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
2.75 p.p.
2015 baseline
2016 -4.12%
2015 -1.37%
The gender pay gap
increased by 2.75 p.p.
Base salary (casual)
0.53 p.p.
2015 baseline
2016 -4.55%
2015 -4.02%
The gender pay gap
increased by 0.53 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
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
5.79 p.p.
2015 baseline
2016 -1.96%
2015 3.84%
The gender pay gap
decreased by 5.79 p.p.
Sales
0.22 p.p.
2015 baseline
2016 -0.04%
2015 -0.26%
The gender pay gap
decreased by 0.22 p.p.
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
2.25 p.p.
2015 baseline
2016 -3.74%
2015 -1.49%
The gender pay gap
increased by 2.25 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
83.3%
0%
100%
All industries 79.8%
2016 83.3%
2015 87.5%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
40.0%
0%
100%
All industries 51.5%
2016 40.0%
2015 28.6%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
66.7%
0%
100%
All industries 58.1%
2016 66.7%
2015 50.0%
Within last 1-2 years
0.0%
0%
100%
All industries 6.2%
2016 0.0%
2015 25.0%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 3.9%
2016 0.0%
2015 0.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
50.0%
0%
100%
All industries 31.5%
2016 50.0%
2015 33.3%
Identified cause/s of the gaps
25.0%
0%
100%
All industries 56.2%
2016 25.0%
2015 33.3%
Reviewed remuneration decision-making processes
25.0%
0%
100%
All industries 34.8%
2016 25.0%
2015 16.7%
Analysed commencement salaries by gender to ensure there are no pay gaps
25.0%
0%
100%
All industries 25.8%
2016 25.0%
2015 0.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
75.0%
0%
100%
All industries 31.5%
2016 75.0%
2015 50.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
50.0%
0%
100%
All industries 33.7%
2016 50.0%
2015 33.3%
Trained people-managers in addressing gender bias (including unconscious bias)
0.0%
0%
100%
All industries 19.1%
2016 0.0%
2015 16.7%
Set targets to reduce any like-for-like gaps
25.0%
0%
100%
All industries 11.2%
2016 25.0%
2015 33.3%
Set targets to reduce any organisation-wide gaps
25.0%
0%
100%
All industries 9.0%
2016 25.0%
2015 16.7%
Reported pay equity metrics to the board
50.0%
0%
100%
All industries 32.6%
2016 50.0%
2015 16.7%
Reported pay equity metrics to the executive
50.0%
0%
100%
All industries 58.4%
2016 50.0%
2015 50.0%
Corrected like-for-like gaps
25.0%
0%
100%
All industries 21.3%
2016 25.0%
2015 16.7%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 4.5%
2016 0.0%
2015 0.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.0%
0%
100%
All industries 3.1%
2016 0.0%
2015 0.0%
No, don't have expertise
0.0%
0%
100%
All industries 0.8%
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)
0.0%
0%
100%
All industries 0.8%
2016 0.0%
2015 0.0%
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)
16.7%
0%
100%
All industries 16.3%
2016 16.7%
2015 0.0%
No, non-award employees are paid market rate
16.7%
0%
100%
All industries 5.4%
2016 16.7%
2015 0.0%
No, not a priority
No comparison data available

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
-4.17 p.p.
2015 baseline
2016 83.33%
2015 87.50%
Change of -4.17 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
11.43 p.p.
2015 baseline
2016 40.00%
2015 28.57%
Change of 11.43 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
16.67 p.p.
2015 baseline
2016 66.67%
2015 50.00%
Change of 16.67 p.p.
Within last 1-2 years
-25.00 p.p.
2015 baseline
2016 0.00%
2015 25.00%
Change of -25.00 p.p.
More than 2 years ago but less than 4 years ago
No comparison data available
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
16.67 p.p.
2015 baseline
2016 50.00%
2015 33.33%
Change of 16.67 p.p.
Identified cause/s of the gaps
-8.33 p.p.
2015 baseline
2016 25.00%
2015 33.33%
Change of -8.33 p.p.
Reviewed remuneration decision-making processes
8.33 p.p.
2015 baseline
2016 25.00%
2015 16.67%
Change of 8.33 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
No comparison data available
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
25.00 p.p.
2015 baseline
2016 75.00%
2015 50.00%
Change of 25.00 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
16.67 p.p.
2015 baseline
2016 50.00%
2015 33.33%
Change of 16.67 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
-16.67 p.p.
2015 baseline
2016 0.00%
2015 16.67%
Change of -16.67 p.p.
Set targets to reduce any like-for-like gaps
-8.33 p.p.
2015 baseline
2016 25.00%
2015 33.33%
Change of -8.33 p.p.
Set targets to reduce any organisation-wide gaps
8.33 p.p.
2015 baseline
2016 25.00%
2015 16.67%
Change of 8.33 p.p.
Reported pay equity metrics to the board
33.33 p.p.
2015 baseline
2016 50.00%
2015 16.67%
Change of 33.33 p.p.
Reported pay equity metrics to the executive
0.00 p.p.
2015 baseline
2016 50.00%
2015 50.00%
Change of 0.00 p.p.
Corrected like-for-like gaps
8.33 p.p.
2015 baseline
2016 25.00%
2015 16.67%
Change of 8.33 p.p.
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
No comparison data available
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)
No comparison data available
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)
No comparison data available
No, non-award employees are paid market rate
No comparison data available
No, not a priority
No comparison data available

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
66.7%
0%
100%
All industries 69.0%
2016 66.7%
2015 62.5%
Employers that have an overall gender equality strategy
33.3%
0%
100%
All industries 46.5%
2016 33.3%
2015 37.5%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
14.3%
0%
100%
All industries 21.1%
2016 14.3%
2015 22.2%

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
4.17 p.p.
2015 baseline
2016 66.67%
2015 62.50%
Change of 4.17 p.p.
Employers that have an overall gender equality strategy
-4.17 p.p.
2015 baseline
2016 33.33%
2015 37.50%
Change of -4.17 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-7.93 p.p.
0%
100%
2015 baseline
2016 14.29%
2015 22.22%
Change of -7.93 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
83.3%
0%
100%
All industries 75.2%
2016 83.3%
2015 87.5%
Employers that have a flexible working arrangements strategy
0.0%
0%
100%
All industries 29.5%
2016 0.0%
2015 12.5%
Types of flexible work offered
Carer's leave
100.0%
0%
100%
All industries 96.9%
2016 100.0%
2015 100.0%
Compressed working week
66.7%
0%
100%
All industries 52.7%
2016 66.7%
2015 75.0%
Flexible hours of work
83.3%
0%
100%
All industries 79.8%
2016 83.3%
2015 87.5%
Job sharing
83.3%
0%
100%
All industries 73.6%
2016 83.3%
2015 87.5%
Part-time work
83.3%
0%
100%
All industries 96.1%
2016 83.3%
2015 87.5%
Purchased leave
66.7%
0%
100%
All industries 65.1%
2016 66.7%
2015 75.0%
Telecommuting
50.0%
0%
100%
All industries 45.7%
2016 50.0%
2015 50.0%
Time-in-lieu
33.3%
0%
100%
All industries 62.0%
2016 33.3%
2015 50.0%
Unpaid leave
66.7%
0%
100%
All industries 92.2%
2016 66.7%
2015 75.0%

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
-4.17 p.p.
2015 baseline
2016 83.33%
2015 87.50%
Change of -4.17 p.p.
Employers that have a flexible working arrangements strategy
-12.50 p.p.
2015 baseline
2016 0.00%
2015 12.50%
Change of -12.50 p.p.
Types of flexible work offered
Carer's leave
0.00 p.p.
2015 baseline
2016 100.00%
2015 100.00%
Change of 0.00 p.p.
Compressed working week
-8.33 p.p.
2015 baseline
2016 66.67%
2015 75.00%
Change of -8.33 p.p.
Flexible hours of work
-4.17 p.p.
2015 baseline
2016 83.33%
2015 87.50%
Change of -4.17 p.p.
Job sharing
-4.17 p.p.
2015 baseline
2016 83.33%
2015 87.50%
Change of -4.17 p.p.
Part-time work
-4.17 p.p.
2015 baseline
2016 83.33%
2015 87.50%
Change of -4.17 p.p.
Purchased leave
-8.33 p.p.
2015 baseline
2016 66.67%
2015 75.00%
Change of -8.33 p.p.
Telecommuting
0.00 p.p.
2015 baseline
2016 50.00%
2015 50.00%
Change of 0.00 p.p.
Time-in-lieu
-16.67 p.p.
2015 baseline
2016 33.33%
2015 50.00%
Change of -16.67 p.p.
Unpaid leave
-8.33 p.p.
2015 baseline
2016 66.67%
2015 75.00%
Change of -8.33 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
66.7%
0%
100%
All industries 73.6%
2016 66.7%
2015 87.5%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
16.7%
0%
100%
All industries 25.6%
2016 16.7%
2015 12.5%
Paid parental leave
Employers that offer primary carer leave
50.0%
0%
100%
All industries 76.0%
2016 50.0%
2015 62.5%
Average primary carer's leave offered (minimum number of weeks)
12.0 weeks
All industries 10.7 weeks
2016 12.0 weeks
2015 10.4 weeks
Employers that top up government scheme to full pay
0.0%
0%
100%
All industries 5.1%
2016 0.0%
2015 0.0%
Employers that offer full pay in addition to government scheme
100.0%
0%
100%
All industries 84.7%
2016 100.0%
2015 100.0%
Employers that offer a lump sum payment
0.0%
0%
100%
All industries 19.4%
2016 0.0%
2015 20.0%
Employers that offer secondary carer leave
66.7%
0%
100%
All industries 60.5%
2016 66.7%
2015 75.0%
Average secondary carer's leave offered (minimum number of weeks)
1.5 weeks
All industries 1.6 weeks
2016 1.5 weeks
2015 1.3 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
6.0%
0%
100%
All industries 6.3%
2016 6.0%
Proportion of women (out of all employees on parental leave)
4.4%
0%
100%
All industries 5.8%
2016 4.4%
Proportion of men (out of all employees on parental leave)
1.6%
0%
100%
All industries 0.6%
2016 1.6%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
0.0%
0%
100%
All industries 14.2%
2016 0.0%
2015 0.0%
On-site childcare
0.0%
0%
100%
All industries 25.7%
2016 0.0%
2015 0.0%
Breastfeeding facilities
80.0%
0%
100%
All industries 81.4%
2016 80.0%
2015 42.9%
Childcare referral services
0.0%
0%
100%
All industries 35.4%
2016 0.0%
2015 14.3%
Internal support network for parents
20.0%
0%
100%
All industries 27.4%
2016 20.0%
2015 28.6%
Return-to-work bonus
0.0%
0%
100%
All industries 13.3%
2016 0.0%
2015 0.0%
Information packs to support new parents and/or those with elder care responsibilities
60.0%
0%
100%
All industries 46.9%
2016 60.0%
2015 85.7%
Referral services to support employees with family and/or caring responsibilities
60.0%
0%
100%
All industries 59.3%
2016 60.0%
2015 42.9%
Targeted communication mechanisms, for example intranet/forums
60.0%
0%
100%
All industries 56.6%
2016 60.0%
2015 71.4%
Support in securing school holiday care
0.0%
0%
100%
All industries 15.9%
2016 0.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
20.0%
0%
100%
All industries 25.7%
2016 20.0%
2015 0.0%
Parenting workshops targeting mothers
0.0%
0%
100%
All industries 17.7%
2016 0.0%
2015 0.0%
Parenting workshops targeting fathers
0.0%
0%
100%
All industries 15.0%
2016 0.0%
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
-20.83 p.p.
2015 baseline
2016 66.67%
2015 87.50%
Change of -20.83 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
4.17 p.p.
2015 baseline
2016 16.67%
2015 12.50%
Change of 4.17 p.p.
Paid parental leave
Employers that offer primary carer leave
-12.50 p.p.
2015 baseline
2016 50.00%
2015 62.50%
Change of -12.50 p.p.
Average primary carer leave offered (minimum number of weeks)
1.60 weeks
2015 baseline
2016 12.00weeks
2015 10.40weeks
Change of 1.60 weeks
Employers that top up government scheme to full pay
No comparison data available
Employers that offer full pay in addition to government scheme
0.00 p.p.
2015 baseline
2016 100.00%
2015 100.00%
Change of 0.00 p.p.
Employers that offer a lump sum payment
-20.00 p.p.
2015 baseline
2016 0.00%
2015 20.00%
Change of -20.00 p.p.
Employers that offer secondary carer leave
-8.33 p.p.
2015 baseline
2016 66.67%
2015 75.00%
Change of -8.33 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.50 weeks
2015 baseline
2016 1.50weeks
2015 1.00weeks
Change of 0.50 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
37.14 p.p.
2015 baseline
2016 80.00%
2015 42.86%
Change of 37.14 p.p.
Childcare referral services
-14.29 p.p.
2015 baseline
2016 0.00%
2015 14.29%
Change of -14.29 p.p.
Internal support network for parents
-8.57 p.p.
2015 baseline
2016 20.00%
2015 28.57%
Change of -8.57 p.p.
Return-to-work bonus
No comparison data available
Information packs to support new parents and/or those with elder care responsibilities
-25.71 p.p.
2015 baseline
2016 60.00%
2015 85.71%
Change of -25.71 p.p.
Referral services to support employees with family and/or caring responsibilities
17.14 p.p.
2015 baseline
2016 60.00%
2015 42.86%
Change of 17.14 p.p.
Targeted communication mechanisms, for example intranet/forums
-11.43 p.p.
2015 baseline
2016 60.00%
2015 71.43%
Change of -11.43 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
50.0%
0%
100%
All industries 67.4%
2016 50.0%
2015 37.5%
Has some measure in place to support employees who are experiencing family or domestic violence
66.7%
0%
100%
All industries 96.1%
2016 66.7%
2015 87.5%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
66.7%
0%
100%
All industries 93.0%
2016 66.7%
2015 75.0%
HR or other staff training
0.0%
0%
100%
All industries 29.5%
2016 0.0%
Referral to support services
16.7%
0%
100%
All industries 55.0%
2016 16.7%
2015 12.5%
Access to any leave (overall measure)
66.7%
0%
100%
All industries 81.4%
2016 66.7%
2015 87.5%
Paid domestic violence leave
16.7%
0%
100%
All industries 37.2%
2016 16.7%
Unpaid domestic violence leave
16.7%
0%
100%
All industries 15.5%
2016 16.7%
2015 0.0%
Unpaid leave
66.7%
0%
100%
All industries 72.9%
2016 66.7%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
16.7%
0%
100%
All industries 32.6%
2016 16.7%
2015 0.0%
Workplace safety planning
16.7%
0%
100%
All industries 30.2%
2016 16.7%
2015 0.0%
Confidentiality of disclosure
16.7%
0%
100%
All industries 64.3%
2016 16.7%
2015 0.0%
Protection from adverse action or discrimination
16.7%
0%
100%
All industries 43.4%
2016 16.7%
2015 0.0%
Flexible working arrangements
33.3%
0%
100%
All industries 74.4%
2016 33.3%
2015 0.0%
Financial support
0.0%
0%
100%
All industries 17.8%
2016 0.0%
2015 0.0%
Change of office location
16.7%
0%
100%
All industries 39.5%
2016 16.7%
2015 0.0%
Emergency accommodation assistance
16.7%
0%
100%
All industries 8.5%
2016 16.7%
2015 0.0%
Medical services
16.7%
0%
100%
All industries 17.1%
2016 16.7%
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
12.50 p.p.
2015 baseline
2016 50.00%
2015 37.50%
Change of 12.50 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-20.83 p.p.
2015 baseline
2016 66.67%
2015 87.50%
Change of -20.83 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-8.33 p.p.
2015 baseline
2016 66.67%
2015 75.00%
Change of -8.33 p.p.
HR or other staff training
0.00 p.p.
2015 baseline
2016 0.00%
2015 0.00%
Change of 0.00 p.p.
Referral to support services
4.17 p.p.
2015 baseline
2016 16.67%
2015 12.50%
Change of 4.17 p.p.
Access to any leave (overall measure)
-20.83 p.p.
2015 baseline
2016 66.67%
2015 87.50%
Change of -20.83 p.p.
Paid domestic violence leave
16.67 p.p.
2015 baseline
2016 16.67%
2015 0.00%
Change of 16.67 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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