Manufacturing within All industries

Manufacturing has 366,111 employees within 663 organisations
Change year 2015

Manufacturing summary for 2015

Manufacturing has 366,111 employees within 663 organisations of any size.
26.6% of employees are female.

Employee type breakdown
Casual
7.6%
Casual - 7.593598662700657%
Part-time
5.0%
Part-time - 5.015145679862118%
Full-time
87.4%
Full-time - 87.39125565743723%
Organisation size breakdown
<250
48.9%
<250 - 48.86877828054298%
250-499
22.6%
250-499 - 22.624434389140273%
500-999
16.3%
500-999 - 16.289592760180994%
1000-4999
11.0%
1000-4999 - 11.010558069381599%
5000+
1.2%
5000+ - 1.206636500754148%

Workforce composition
Showing
all full-time part-time casual

Results for 2015 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 95.0% Female 5.0%)
male
female
CEO (Male 95.0% Female 5.0%)
Key management personnel (Male 83.3% Female 16.7%)
male
female
Key management personnel (Male 83.3% Female 16.7%)
Other executives/general managers (Male 81.4% Female 18.6%)
male
female
Other executives/general managers (Male 81.4% Female 18.6%)
Senior managers (Male 78.8% Female 21.2%)
male
female
Senior managers (Male 78.8% Female 21.2%)
Other managers (Male 77.1% Female 22.9%)
male
female
Other managers (Male 77.1% Female 22.9%)
Non-managers (all)
Clerical and administrative (Male 30.0% Female 70.0%)
male
female
Clerical and administrative (Male 30.0% Female 70.0%)
Community and personal service (Male 36.7% Female 63.3%)
male
female
Community and personal service (Male 36.7% Female 63.3%)
Machinery operators and drivers (Male 85.6% Female 14.4%)
male
female
Machinery operators and drivers (Male 85.6% Female 14.4%)
Sales (Male 57.1% Female 42.9%)
male
female
Sales (Male 57.1% Female 42.9%)
Professionals (Male 66.5% Female 33.5%)
male
female
Professionals (Male 66.5% Female 33.5%)
Technicians and trade (Male 92.1% Female 7.9%)
male
female
Technicians and trade (Male 92.1% Female 7.9%)
Labourers (Male 74.0% Female 26.0%)
male
female
Labourers (Male 74.0% Female 26.0%)
Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Overall
Overall
-0.06%
2014 baseline
2015 M:73.44% F:26.56%
2014 M:73.38% F:26.62%
The proportion of males has decreased by 0.06 p.p..
The proportion of females has increased by 0.06 p.p..
Managers
CEO
0.14%
2014 baseline
2015 M:94.98% F:5.02%
2014 M:95.12% F:4.88%
The proportion of males has increased by 0.14 p.p..
The proportion of females has decreased by 0.14 p.p..
Key management personnel
0.83%
2014 baseline
2015 M:83.35% F:16.65%
2014 M:84.18% F:15.82%
The proportion of males has increased by 0.83 p.p..
The proportion of females has decreased by 0.83 p.p..
Other executives/general managers
1.50%
2014 baseline
2015 M:81.35% F:18.65%
2014 M:82.86% F:17.14%
The proportion of males has increased by 1.50 p.p..
The proportion of females has decreased by 1.50 p.p..
Senior managers
0.05%
2014 baseline
2015 M:78.76% F:21.24%
2014 M:78.81% F:21.19%
The proportion of males has increased by 0.05 p.p..
The proportion of females has decreased by 0.05 p.p..
Other managers
-0.14%
2014 baseline
2015 M:77.09% F:22.91%
2014 M:76.96% F:23.04%
The proportion of males has decreased by 0.14 p.p..
The proportion of females has increased by 0.14 p.p..
Non-managers
Clerical and administrative
1.48%
2014 baseline
2015 M:29.97% F:70.03%
2014 M:28.49% F:71.51%
The proportion of males has increased by 1.48 p.p..
The proportion of females has decreased by 1.48 p.p..
Community and personal service
5.67%
2014 baseline
2015 M:36.73% F:63.27%
2014 M:31.05% F:68.95%
The proportion of males has increased by 5.67 p.p..
The proportion of females has decreased by 5.67 p.p..
Machinery operators and drivers
-0.28%
2014 baseline
2015 M:85.62% F:14.38%
2014 M:85.34% F:14.66%
The proportion of males has decreased by 0.28 p.p..
The proportion of females has increased by 0.28 p.p..
Sales
0.59%
2014 baseline
2015 M:57.07% F:42.93%
2014 M:57.65% F:42.35%
The proportion of males has increased by 0.59 p.p..
The proportion of females has decreased by 0.59 p.p..
Professionals
0.65%
2014 baseline
2015 M:66.52% F:33.48%
2014 M:67.17% F:32.83%
The proportion of males has increased by 0.65 p.p..
The proportion of females has decreased by 0.65 p.p..
Technicians and trade
0.36%
2014 baseline
2015 M:92.05% F:7.95%
2014 M:92.41% F:7.59%
The proportion of males has increased by 0.36 p.p..
The proportion of females has decreased by 0.36 p.p..
Labourers
2.21%
2014 baseline
2015 M:74.00% F:26.00%
2014 M:76.21% F:23.79%
The proportion of males has increased by 2.21 p.p..
The proportion of females has decreased by 2.21 p.p..
Results for 2015 View yearly change
Full-time (Male 77.6% Female 22.4%)
male
female
Full-time (Male 77.6% Female 22.4%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 95.1% Female 4.9%)
male
female
CEO (Male 95.1% Female 4.9%)
Key management personnel (Male 84.1% Female 15.9%)
male
female
Key management personnel (Male 84.1% Female 15.9%)
Other executives/general managers (Male 82.4% Female 17.6%)
male
female
Other executives/general managers (Male 82.4% Female 17.6%)
Senior managers (Male 80.5% Female 19.5%)
male
female
Senior managers (Male 80.5% Female 19.5%)
Other managers (Male 79.3% Female 20.7%)
male
female
Other managers (Male 79.3% Female 20.7%)
Non-managers (full-time)
Clerical and administrative (Male 34.0% Female 66.0%)
male
female
Clerical and administrative (Male 34.0% Female 66.0%)
Community and personal service (Male 56.1% Female 43.9%)
male
female
Community and personal service (Male 56.1% Female 43.9%)
Machinery operators and drivers (Male 87.7% Female 12.3%)
male
female
Machinery operators and drivers (Male 87.7% Female 12.3%)
Sales (Male 70.1% Female 29.9%)
male
female
Sales (Male 70.1% Female 29.9%)
Professionals (Male 70.2% Female 29.8%)
male
female
Professionals (Male 70.2% Female 29.8%)
Technicians and trade (Male 93.2% Female 6.8%)
male
female
Technicians and trade (Male 93.2% Female 6.8%)
Labourers (Male 76.5% Female 23.5%)
male
female
Labourers (Male 76.5% Female 23.5%)
Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Overall
Overall
-0.25%
2014 baseline
2015 M:77.65% F:22.35%
2014 M:77.40% F:22.60%
The proportion of males has decreased by 0.25 p.p..
The proportion of females has increased by 0.25 p.p..
Managers
CEO
0.02%
2014 baseline
2015 M:95.06% F:4.94%
2014 M:95.08% F:4.92%
The proportion of males has increased by 0.02 p.p..
The proportion of females has decreased by 0.02 p.p..
Key management personnel
0.78%
2014 baseline
2015 M:84.12% F:15.88%
2014 M:84.91% F:15.09%
The proportion of males has increased by 0.78 p.p..
The proportion of females has decreased by 0.78 p.p..
Other executives/general managers
1.43%
2014 baseline
2015 M:82.36% F:17.64%
2014 M:83.79% F:16.21%
The proportion of males has increased by 1.43 p.p..
The proportion of females has decreased by 1.43 p.p..
Senior managers
0.16%
2014 baseline
2015 M:80.51% F:19.49%
2014 M:80.67% F:19.33%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Other managers
-0.31%
2014 baseline
2015 M:79.27% F:20.73%
2014 M:78.97% F:21.03%
The proportion of males has decreased by 0.31 p.p..
The proportion of females has increased by 0.31 p.p..
Non-managers
Clerical and administrative
1.58%
2014 baseline
2015 M:34.02% F:65.98%
2014 M:32.44% F:67.56%
The proportion of males has increased by 1.58 p.p..
The proportion of females has decreased by 1.58 p.p..
Community and personal service
3.03%
2014 baseline
2015 M:56.06% F:43.94%
2014 M:59.09% F:40.91%
The proportion of males has increased by 3.03 p.p..
The proportion of females has decreased by 3.03 p.p..
Machinery operators and drivers
-0.77%
2014 baseline
2015 M:87.65% F:12.35%
2014 M:86.89% F:13.11%
The proportion of males has decreased by 0.77 p.p..
The proportion of females has increased by 0.77 p.p..
Sales
-0.40%
2014 baseline
2015 M:70.11% F:29.89%
2014 M:69.71% F:30.29%
The proportion of males has decreased by 0.40 p.p..
The proportion of females has increased by 0.40 p.p..
Professionals
0.53%
2014 baseline
2015 M:70.24% F:29.76%
2014 M:70.77% F:29.23%
The proportion of males has increased by 0.53 p.p..
The proportion of females has decreased by 0.53 p.p..
Technicians and trade
0.44%
2014 baseline
2015 M:93.17% F:6.83%
2014 M:93.61% F:6.39%
The proportion of males has increased by 0.44 p.p..
The proportion of females has decreased by 0.44 p.p..
Labourers
2.31%
2014 baseline
2015 M:76.55% F:23.45%
2014 M:78.86% F:21.14%
The proportion of males has increased by 2.31 p.p..
The proportion of females has decreased by 2.31 p.p..
Results for 2015 View yearly change
Part-time (Male 26.1% Female 73.9%)
male
female
Part-time (Male 26.1% Female 73.9%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 87.5% Female 12.5%)
male
female
CEO (Male 87.5% Female 12.5%)
Key management personnel (Male 65.5% Female 34.5%)
male
female
Key management personnel (Male 65.5% Female 34.5%)
Other executives/general managers (Male 22.2% Female 77.8%)
male
female
Other executives/general managers (Male 22.2% Female 77.8%)
Senior managers (Male 12.2% Female 87.8%)
male
female
Senior managers (Male 12.2% Female 87.8%)
Other managers (Male 18.6% Female 81.4%)
male
female
Other managers (Male 18.6% Female 81.4%)
Non-managers (part-time)
Clerical and administrative (Male 4.9% Female 95.1%)
male
female
Clerical and administrative (Male 4.9% Female 95.1%)
Community and personal service (Male 20.0% Female 80.0%)
male
female
Community and personal service (Male 20.0% Female 80.0%)
Machinery operators and drivers (Male 47.3% Female 52.7%)
male
female
Machinery operators and drivers (Male 47.3% Female 52.7%)
Sales (Male 30.8% Female 69.2%)
male
female
Sales (Male 30.8% Female 69.2%)
Professionals (Male 13.6% Female 86.4%)
male
female
Professionals (Male 13.6% Female 86.4%)
Technicians and trade (Male 49.0% Female 51.0%)
male
female
Technicians and trade (Male 49.0% Female 51.0%)
Labourers (Male 43.8% Female 56.2%)
male
female
Labourers (Male 43.8% Female 56.2%)
Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Overall
Overall
2.67%
2014 baseline
2015 M:26.08% F:73.92%
2014 M:23.41% F:76.59%
The proportion of males has increased by 2.67 p.p..
The proportion of females has decreased by 2.67 p.p..
Managers
CEO
12.50%
2014 baseline
2015 M:87.50% F:12.50%
2014 M:100.00% F:0.00%
The proportion of males has increased by 12.50 p.p..
The proportion of females has decreased by 12.50 p.p..
Key management personnel
-3.45%
2014 baseline
2015 M:65.52% F:34.48%
2014 M:62.07% F:37.93%
The proportion of males has decreased by 3.45 p.p..
The proportion of females has increased by 3.45 p.p..
Other executives/general managers
-12.50%
2014 baseline
2015 M:22.22% F:77.78%
2014 M:34.72% F:65.28%
The proportion of males has decreased by 12.50 p.p..
The proportion of females has increased by 12.50 p.p..
Senior managers
-5.43%
2014 baseline
2015 M:12.18% F:87.82%
2014 M:17.61% F:82.39%
The proportion of males has decreased by 5.43 p.p..
The proportion of females has increased by 5.43 p.p..
Other managers
5.50%
2014 baseline
2015 M:18.59% F:81.41%
2014 M:13.10% F:86.90%
The proportion of males has increased by 5.50 p.p..
The proportion of females has decreased by 5.50 p.p..
Non-managers
Clerical and administrative
0.67%
2014 baseline
2015 M:4.87% F:95.13%
2014 M:4.20% F:95.80%
The proportion of males has increased by 0.67 p.p..
The proportion of females has decreased by 0.67 p.p..
Community and personal service
3.15%
2014 baseline
2015 M:20.00% F:80.00%
2014 M:16.85% F:83.15%
The proportion of males has increased by 3.15 p.p..
The proportion of females has decreased by 3.15 p.p..
Machinery operators and drivers
2.43%
2014 baseline
2015 M:47.28% F:52.72%
2014 M:44.84% F:55.16%
The proportion of males has increased by 2.43 p.p..
The proportion of females has decreased by 2.43 p.p..
Sales
-0.40%
2014 baseline
2015 M:30.76% F:69.24%
2014 M:31.16% F:68.84%
The proportion of males has decreased by 0.40 p.p..
The proportion of females has increased by 0.40 p.p..
Professionals
-1.27%
2014 baseline
2015 M:13.58% F:86.42%
2014 M:14.84% F:85.16%
The proportion of males has decreased by 1.27 p.p..
The proportion of females has increased by 1.27 p.p..
Technicians and trade
7.05%
2014 baseline
2015 M:49.00% F:51.00%
2014 M:41.95% F:58.05%
The proportion of males has increased by 7.05 p.p..
The proportion of females has decreased by 7.05 p.p..
Labourers
10.07%
2014 baseline
2015 M:43.82% F:56.18%
2014 M:33.75% F:66.25%
The proportion of males has increased by 10.07 p.p..
The proportion of females has decreased by 10.07 p.p..
Results for 2015 View yearly change
Casual (Male 56.3% Female 43.7%)
male
female
Casual (Male 56.3% Female 43.7%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 42.9% Female 57.1%)
male
female
Key management personnel (Male 42.9% Female 57.1%)
Other executives/general managers (Male 66.7% Female 33.3%)
male
female
Other executives/general managers (Male 66.7% Female 33.3%)
Senior managers (Male 72.7% Female 27.3%)
male
female
Senior managers (Male 72.7% Female 27.3%)
Other managers (Male 62.5% Female 37.5%)
male
female
Other managers (Male 62.5% Female 37.5%)
Non-managers (casual)
Clerical and administrative (Male 24.4% Female 75.6%)
male
female
Clerical and administrative (Male 24.4% Female 75.6%)
Community and personal service (Male 29.9% Female 70.1%)
male
female
Community and personal service (Male 29.9% Female 70.1%)
Machinery operators and drivers (Male 71.6% Female 28.4%)
male
female
Machinery operators and drivers (Male 71.6% Female 28.4%)
Sales (Male 24.9% Female 75.1%)
male
female
Sales (Male 24.9% Female 75.1%)
Professionals (Male 64.5% Female 35.5%)
male
female
Professionals (Male 64.5% Female 35.5%)
Technicians and trade (Male 81.1% Female 18.9%)
male
female
Technicians and trade (Male 81.1% Female 18.9%)
Labourers (Male 66.6% Female 33.4%)
male
female
Labourers (Male 66.6% Female 33.4%)
Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Overall
Overall
1.21%
2014 baseline
2015 M:56.32% F:43.68%
2014 M:57.52% F:42.48%
The proportion of males has increased by 1.21 p.p..
The proportion of females has decreased by 1.21 p.p..
Managers
CEO
No comparison data available
Key management personnel
2.86%
2014 baseline
2015 M:42.86% F:57.14%
2014 M:60.00% F:40.00%
The proportion of males has increased by 2.86 p.p..
The proportion of females has decreased by 2.86 p.p..
Other executives/general managers
33.33%
2014 baseline
2015 M:66.67% F:33.33%
2014 M:100.00% F:0.00%
The proportion of males has increased by 33.33 p.p..
The proportion of females has decreased by 33.33 p.p..
Senior managers
-18.18%
2014 baseline
2015 M:72.73% F:27.27%
2014 M:54.55% F:45.45%
The proportion of males has decreased by 18.18 p.p..
The proportion of females has increased by 18.18 p.p..
Other managers
-2.50%
2014 baseline
2015 M:62.50% F:37.50%
2014 M:60.00% F:40.00%
The proportion of males has decreased by 2.50 p.p..
The proportion of females has increased by 2.50 p.p..
Non-managers
Clerical and administrative
4.36%
2014 baseline
2015 M:24.45% F:75.55%
2014 M:20.09% F:79.91%
The proportion of males has increased by 4.36 p.p..
The proportion of females has decreased by 4.36 p.p..
Community and personal service
10.16%
2014 baseline
2015 M:29.87% F:70.13%
2014 M:19.70% F:80.30%
The proportion of males has increased by 10.16 p.p..
The proportion of females has decreased by 10.16 p.p..
Machinery operators and drivers
1.32%
2014 baseline
2015 M:71.59% F:28.41%
2014 M:72.91% F:27.09%
The proportion of males has increased by 1.32 p.p..
The proportion of females has decreased by 1.32 p.p..
Sales
-3.54%
2014 baseline
2015 M:24.86% F:75.14%
2014 M:28.40% F:71.60%
The proportion of males has decreased by 3.54 p.p..
The proportion of females has increased by 3.54 p.p..
Professionals
-4.98%
2014 baseline
2015 M:64.55% F:35.45%
2014 M:59.56% F:40.44%
The proportion of males has decreased by 4.98 p.p..
The proportion of females has increased by 4.98 p.p..
Technicians and trade
1.68%
2014 baseline
2015 M:81.14% F:18.86%
2014 M:82.82% F:17.18%
The proportion of males has increased by 1.68 p.p..
The proportion of females has decreased by 1.68 p.p..
Labourers
2.88%
2014 baseline
2015 M:66.63% F:33.37%
2014 M:69.51% F:30.49%
The proportion of males has increased by 2.88 p.p..
The proportion of females has decreased by 2.88 p.p..

Employee movements

Results for 2015 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 0.0% Female 0.0%)
Insufficient data available
Overall (Male 0.0% Female 0.0%)
Managers (Male 0.0% Female 0.0%)
Insufficient data available
Managers (Male 0.0% Female 0.0%)
Non-managers (Male 0.0% Female 0.0%)
Insufficient data available
Non-managers (Male 0.0% Female 0.0%)
Promotions by role
Overall (Male 0.0% Female 0.0%)
Insufficient data available
Overall (Male 0.0% Female 0.0%)
Managers (Male 0.0% Female 0.0%)
Insufficient data available
Managers (Male 0.0% Female 0.0%)
Non-managers (Male 0.0% Female 0.0%)
Insufficient data available
Non-managers (Male 0.0% Female 0.0%)
Promotions by employment type
Full-time
Insufficient data available
Part-time
Insufficient data available
Casual
Insufficient data available
Resignations by role
Overall (Male 0.0% Female 0.0%)
Insufficient data available
Overall (Male 0.0% Female 0.0%)
Managers (Male 0.0% Female 0.0%)
Insufficient data available
Managers (Male 0.0% Female 0.0%)
Non-managers (Male 0.0% Female 0.0%)
Insufficient data available
Non-managers (Male 0.0% Female 0.0%)
Resignations by employment type
Full-time
Insufficient data available
Part-time
Insufficient data available
Casual
Insufficient data available

Employee movements

Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 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 2015 View yearly change
Total remuneration (all)
male
female
16.3% pay gap
All industries 27.5%
2015 16.3%
Base salary (all)
male
female
13.0% pay gap
All industries 23.0%
2015 13.0%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
15.0% pay gap
All industries 29.4%
2015 15.0%
Other executives/general managers
male
female
4.9% pay gap
All industries 26.2%
2015 4.9%
Senior managers
male
female
4.6% pay gap
All industries 22.5%
2015 4.6%
Other managers
male
female
4.4% pay gap
All industries 23.2%
2015 4.4%
Non-managers (all total remuneration)
Clerical and administrative
male
female
14.2% pay gap
All industries 6.6%
2015 14.2%
Community and personal service
male
female
16.6% pay gap
All industries 5.8%
2015 16.6%
Machinery operators and drivers
male
female
15.9% pay gap
All industries 15.9%
2015 15.9%
Sales
male
female
22.7% pay gap
All industries 15.7%
2015 22.7%
Professionals
male
female
12.4% pay gap
All industries 21.4%
2015 12.4%
Technicians and trade
male
female
18.0% pay gap
All industries 27.3%
2015 18.0%
Labourers
male
female
10.4% pay gap
All industries 22.0%
2015 10.4%
Change from 2014 to 2015 View 2015
Total remuneration (all)
No comparison data available
Base salary (all)
No comparison data available
Legend
Yellow dot further from pay equity in 2015
Grey dot closer to pay equity in 2015
Grey line solid 2014 baseline  
Managers (all 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 (all total remuneration)
Clerical and administrative
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
No comparison data available
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
No comparison data available
Results for 2015 View yearly change
Total remuneration (full-time)
male
female
14.1% pay gap
All industries 24.0%
2015 14.1%
2014 14.9%
Base salary (full-time)
male
female
11.0% pay gap
All industries 19.1%
2015 11.0%
2014 12.0%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
14.2% pay gap
All industries 29.0%
2015 14.2%
2014 14.7%
Other executives/general managers
male
female
4.1% pay gap
All industries 25.0%
2015 4.1%
2014 5.9%
Senior managers
male
female
4.7% pay gap
All industries 22.8%
2015 4.7%
2014 6.8%
Other managers
male
female
6.5% pay gap
All industries 24.2%
2015 6.5%
2014 7.4%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
14.1% pay gap
All industries 8.3%
2015 14.1%
2014 13.8%
Community and personal service
male
female
18.0% pay gap
All industries 9.4%
2015 18.0%
2014 18.9%
Machinery operators and drivers
male
female
16.3% pay gap
All industries 12.9%
2015 16.3%
2014 19.2%
Sales
male
female
11.2% pay gap
All industries 22.2%
2015 11.2%
2014 14.8%
Professionals
male
female
13.8% pay gap
All industries 21.2%
2015 13.8%
2014 13.1%
Technicians and trade
male
female
16.2% pay gap
All industries 24.6%
2015 16.2%
2014 18.8%
Labourers
male
female
11.8% pay gap
All industries 21.2%
2015 11.8%
2014 13.3%
Change from 2014 to 2015 View 2015
Total remuneration (full-time)
0.84 p.p.
2014 baseline
2015 14.05%
2014 14.90%
The gender pay gap
decreased by 0.84 p.p.
Base salary (full-time)
0.97 p.p.
2014 baseline
2015 11.00%
2014 11.97%
The gender pay gap
decreased by 0.97 p.p.
Legend
Yellow dot further from pay equity in 2015
Grey dot closer to pay equity in 2015
Grey line solid 2014 baseline  
Managers (full-time total remuneration)
Key management personnel
0.42 p.p.
2014 baseline
2015 14.24%
2014 14.67%
The gender pay gap
decreased by 0.42 p.p.
Other executives/general managers
1.82 p.p.
2014 baseline
2015 4.08%
2014 5.90%
The gender pay gap
decreased by 1.82 p.p.
Senior managers
2.12 p.p.
2014 baseline
2015 4.68%
2014 6.79%
The gender pay gap
decreased by 2.12 p.p.
Other managers
0.99 p.p.
2014 baseline
2015 6.45%
2014 7.44%
The gender pay gap
decreased by 0.99 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.29 p.p.
2014 baseline
2015 14.13%
2014 13.84%
The gender pay gap
increased by 0.29 p.p.
Community and personal service
0.93 p.p.
2014 baseline
2015 17.99%
2014 18.92%
The gender pay gap
decreased by 0.93 p.p.
Machinery operators and drivers
2.87 p.p.
2014 baseline
2015 16.30%
2014 19.17%
The gender pay gap
decreased by 2.87 p.p.
Sales
3.61 p.p.
2014 baseline
2015 11.19%
2014 14.80%
The gender pay gap
decreased by 3.61 p.p.
Professionals
0.72 p.p.
2014 baseline
2015 13.81%
2014 13.08%
The gender pay gap
increased by 0.72 p.p.
Technicians and trade
2.58 p.p.
2014 baseline
2015 16.21%
2014 18.78%
The gender pay gap
decreased by 2.58 p.p.
Labourers
1.51 p.p.
2014 baseline
2015 11.77%
2014 13.28%
The gender pay gap
decreased by 1.51 p.p.
Results for 2015 View yearly change
Total remuneration (part-time)
male
female
-9.5% pay gap
All industries -4.2%
2015 -9.5%
2014 -7.6%
Base salary (part-time)
male
female
-9.8% pay gap
All industries -4.4%
2015 -9.8%
2014 -8.8%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
-27.5% pay gap
All industries 10.0%
2015 -27.5%
2014 -61.1%
Other executives/general managers
male
female
23.2% pay gap
All industries 31.3%
2015 23.2%
2014 12.2%
Senior managers
male
female
9.0% pay gap
All industries 19.0%
2015 9.0%
2014 8.8%
Other managers
male
female
0.0% pay gap
All industries 14.7%
2015 0.0%
2014 -4.0%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
8.9% pay gap
All industries -5.3%
2015 8.9%
2014 -1.6%
Community and personal service
male
female
14.0% pay gap
All industries 0.9%
2015 14.0%
2014 -7.1%
Machinery operators and drivers
male
female
4.9% pay gap
All industries 6.9%
2015 4.9%
2014 7.0%
Sales
male
female
-7.1% pay gap
All industries -1.6%
2015 -7.1%
2014 -7.2%
Professionals
male
female
8.3% pay gap
All industries 20.7%
2015 8.3%
2014 16.4%
Technicians and trade
male
female
-0.2% pay gap
All industries 9.4%
2015 -0.2%
2014 5.6%
Labourers
male
female
2.3% pay gap
All industries 4.5%
2015 2.3%
2014 6.5%
Change from 2014 to 2015 View 2015
Total remuneration (part-time)
1.89 p.p.
2014 baseline
2015 -9.53%
2014 -7.64%
The gender pay gap
increased by 1.89 p.p.
Base salary (part-time)
1.01 p.p.
2014 baseline
2015 -9.84%
2014 -8.83%
The gender pay gap
increased by 1.01 p.p.
Legend
Yellow dot further from pay equity in 2015
Grey dot closer to pay equity in 2015
Grey line solid 2014 baseline  
Managers (part-time total remuneration)
Key management personnel
33.60 p.p.
2014 baseline
2015 -27.49%
2014 -61.08%
The gender pay gap
decreased by 33.60 p.p.
Other executives/general managers
10.94 p.p.
2014 baseline
2015 23.17%
2014 12.23%
The gender pay gap
increased by 10.94 p.p.
Senior managers
0.20 p.p.
2014 baseline
2015 8.96%
2014 8.76%
The gender pay gap
increased by 0.20 p.p.
Other managers
4.05 p.p.
2014 baseline
2015 0.04%
2014 -4.01%
The gender pay gap
decreased by 4.05 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
10.53 p.p.
2014 baseline
2015 8.90%
2014 -1.63%
The gender pay gap
increased by 10.53 p.p.
Community and personal service
21.13 p.p.
2014 baseline
2015 14.00%
2014 -7.12%
The gender pay gap
increased by 21.13 p.p.
Machinery operators and drivers
2.12 p.p.
2014 baseline
2015 4.90%
2014 7.02%
The gender pay gap
decreased by 2.12 p.p.
Sales
0.06 p.p.
2014 baseline
2015 -7.10%
2014 -7.16%
The gender pay gap
decreased by 0.06 p.p.
Professionals
8.11 p.p.
2014 baseline
2015 8.27%
2014 16.39%
The gender pay gap
decreased by 8.11 p.p.
Technicians and trade
5.81 p.p.
2014 baseline
2015 -0.17%
2014 5.64%
The gender pay gap
decreased by 5.81 p.p.
Labourers
4.26 p.p.
2014 baseline
2015 2.26%
2014 6.52%
The gender pay gap
decreased by 4.26 p.p.
Results for 2015 View yearly change
Total remuneration (casual)
male
female
8.7% pay gap
All industries 10.2%
2015 8.7%
2014 10.0%
Base salary (casual)
male
female
7.0% pay gap
All industries 9.7%
2015 7.0%
2014 9.2%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
male
female
19.5% pay gap
All industries 40.1%
2015 19.5%
2014 29.5%
Non-managers (casual total remuneration)
Clerical and administrative
male
female
-1.3% pay gap
All industries -0.2%
2015 -1.3%
2014 5.1%
Community and personal service
male
female
5.9% pay gap
All industries 0.0%
2015 5.9%
2014 0.5%
Machinery operators and drivers
male
female
4.6% pay gap
All industries 12.4%
2015 4.6%
2014 4.0%
Sales
male
female
3.4% pay gap
All industries -2.2%
2015 3.4%
2014 4.9%
Professionals
male
female
-2.9% pay gap
All industries 17.6%
2015 -2.9%
2014 28.6%
Technicians and trade
male
female
33.0% pay gap
All industries 24.9%
2015 33.0%
2014 18.5%
Labourers
male
female
0.6% pay gap
All industries 15.2%
2015 0.6%
2014 2.4%
Change from 2014 to 2015 View 2015
Total remuneration (casual)
1.33 p.p.
2014 baseline
2015 8.65%
2014 9.99%
The gender pay gap
decreased by 1.33 p.p.
Base salary (casual)
2.21 p.p.
2014 baseline
2015 7.04%
2014 9.25%
The gender pay gap
decreased by 2.21 p.p.
Legend
Yellow dot further from pay equity in 2015
Grey dot closer to pay equity in 2015
Grey line solid 2014 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
10.02 p.p.
2014 baseline
2015 19.47%
2014 29.49%
The gender pay gap
decreased by 10.02 p.p.
Non-managers (casual total remuneration)
Clerical and administrative
6.34 p.p.
2014 baseline
2015 -1.25%
2014 5.09%
The gender pay gap
decreased by 6.34 p.p.
Community and personal service
5.39 p.p.
2014 baseline
2015 5.92%
2014 0.54%
The gender pay gap
increased by 5.39 p.p.
Machinery operators and drivers
0.52 p.p.
2014 baseline
2015 4.55%
2014 4.04%
The gender pay gap
increased by 0.52 p.p.
Sales
1.55 p.p.
2014 baseline
2015 3.38%
2014 4.93%
The gender pay gap
decreased by 1.55 p.p.
Professionals
31.45 p.p.
2014 baseline
2015 -2.88%
2014 28.57%
The gender pay gap
decreased by 31.45 p.p.
Technicians and trade
14.53 p.p.
2014 baseline
2015 33.00%
2014 18.46%
The gender pay gap
increased by 14.53 p.p.
Labourers
1.84 p.p.
2014 baseline
2015 0.58%
2014 2.42%
The gender pay gap
decreased by 1.84 p.p.

Employer action on pay equity

Results for 2015 View yearly change
Legend
Yellow dot 2015   White dot 2014   Grey line all industries
Employers with a formal policy or formal strategy on remuneration generally
55.7%
0%
100%
All industries 51.1%
2015 55.7%
2014 54.7%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
20.3%
0%
100%
All industries 25.6%
2015 20.3%
2014 15.6%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
19.2%
0%
100%
All industries 19.1%
2015 19.2%
2014 16.7%
Within last 1-2 years
4.5%
0%
100%
All industries 4.6%
2015 4.5%
2014 5.4%
More than 2 years ago but less than 4 years ago
2.7%
0%
100%
All industries 1.6%
2015 2.7%
2014 2.4%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
10.4%
0%
100%
All industries 9.8%
2015 10.4%
2014 9.9%
Identified cause/s of the gaps
29.7%
0%
100%
All industries 27.7%
2015 29.7%
2014 19.9%
Reviewed remuneration decision-making processes
18.1%
0%
100%
All industries 20.5%
2015 18.1%
2014 8.1%
Analysed commencement salaries by gender to ensure there are no pay gaps
10.4%
0%
100%
All industries 11.0%
2015 10.4%
2014 0.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
20.9%
0%
100%
All industries 15.6%
2015 20.9%
2014 0.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
17.6%
0%
100%
All industries 15.6%
2015 17.6%
2014 0.0%
Trained people-managers in addressing gender bias (including unconscious bias)
8.8%
0%
100%
All industries 7.4%
2015 8.8%
2014 0.0%
Set targets to reduce any like-for-like gaps
3.3%
0%
100%
All industries 3.7%
2015 3.3%
2014 0.0%
Set targets to reduce any organisation-wide gaps
3.8%
0%
100%
All industries 3.7%
2015 3.8%
2014 0.0%
Reported pay equity metrics to the board
7.7%
0%
100%
All industries 9.7%
2015 7.7%
2014 0.0%
Reported pay equity metrics to the executive
17.6%
0%
100%
All industries 19.4%
2015 17.6%
2014 0.0%
Corrected like-for-like gaps
14.3%
0%
100%
All industries 12.3%
2015 14.3%
2014 0.0%
Conducted a gender-based job evaluation process
2.7%
0%
100%
All industries 2.0%
2015 2.7%
2014 2.5%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
5.7%
0%
100%
All industries 5.1%
2015 5.7%
2014 5.4%
No, don't have expertise
0.9%
0%
100%
All industries 0.7%
2015 0.9%
2014 1.3%
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)
0.9%
0%
100%
All industries 5.9%
2015 0.9%
2014 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)
14.3%
0%
100%
All industries 19.2%
2015 14.3%
2014 0.0%
No, non-award employees are paid market rate
15.2%
0%
100%
All industries 12.4%
2015 15.2%
2014 24.2%
No, not a priority
2.9%
0%
100%
All industries 1.9%
2015 2.9%
2014 3.2%

Employer action on pay equity

Change from 2014 to 2015 View 2015
Employers with a formal policy or formal strategy on remuneration generally
1.00 p.p.
2014 baseline
2015 55.66%
2014 54.66%
Change of 1.00 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
4.72 p.p.
2014 baseline
2015 20.33%
2014 15.61%
Change of 4.72 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
2.41 p.p.
2014 baseline
2015 19.16%
2014 16.75%
Change of 2.41 p.p.
Within last 1-2 years
-0.85 p.p.
2014 baseline
2015 4.52%
2014 5.37%
Change of -0.85 p.p.
More than 2 years ago but less than 4 years ago
0.35 p.p.
2014 baseline
2015 2.71%
2014 2.37%
Change of 0.35 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
0.50 p.p.
2014 baseline
2015 10.44%
2014 9.94%
Change of 0.50 p.p.
Identified cause/s of the gaps
9.79 p.p.
2014 baseline
2015 29.67%
2014 19.88%
Change of 9.79 p.p.
Reviewed remuneration decision-making processes
10.06 p.p.
2014 baseline
2015 18.13%
2014 8.07%
Change of 10.06 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)
No comparison data available
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
No comparison data available
Trained people-managers in addressing gender bias (including unconscious bias)
No comparison data available
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
No comparison data available
Reported pay equity metrics to the executive
No comparison data available
Corrected like-for-like gaps
No comparison data available
Conducted a gender-based job evaluation process
0.26 p.p.
2014 baseline
2015 2.75%
2014 2.48%
Change of 0.26 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.36 p.p.
2014 baseline
2015 5.73%
2014 5.37%
Change of 0.36 p.p.
No, don't have expertise
-0.36 p.p.
2014 baseline
2015 0.90%
2014 1.26%
Change of -0.36 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
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
-8.94 p.p.
2014 baseline
2015 15.23%
2014 24.17%
Change of -8.94 p.p.
No, not a priority
-0.29 p.p.
2014 baseline
2015 2.87%
2014 3.16%
Change of -0.29 p.p.

Gender equality strategy & targets

Results for 2015 View yearly change
Legend
Yellow dot 2015   White dot 2014   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
55.7%
0%
100%
All industries 54.6%
2015 55.7%
2014 52.9%
Employers that have an overall gender equality strategy
19.8%
0%
100%
All industries 20.6%
2015 19.8%
2014 18.5%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
11.8%
0%
100%
All industries 16.1%
2015 11.8%

Gender equality strategy & targets

Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
2.73 p.p.
2014 baseline
2015 55.66%
2014 52.92%
Change of 2.73 p.p.
Employers that have an overall gender equality strategy
1.28 p.p.
2014 baseline
2015 19.76%
2014 18.48%
Change of 1.28 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
No comparison data available

Flexible working

Results for 2015 View yearly change
Legend
Yellow dot 2015   White dot 2014   Grey line all industries
Flexible working
Employers that have a flexible working arrangements policy
46.9%
0%
100%
All industries 50.0%
2015 46.9%
2014 45.8%
Employers that have a flexible working arrangements strategy
14.9%
0%
100%
All industries 14.6%
2015 14.9%
2014 14.1%
Types of flexible work offered
Carer's leave
91.9%
0%
100%
All industries 93.2%
2015 91.9%
2014 91.2%
Compressed working week
24.6%
0%
100%
All industries 26.7%
2015 24.6%
2014 25.6%
Flexible hours of work
52.0%
0%
100%
All industries 57.4%
2015 52.0%
2014 50.6%
Job sharing
35.7%
0%
100%
All industries 41.6%
2015 35.7%
2014 32.2%
Part-time work
73.5%
0%
100%
All industries 82.5%
2015 73.5%
2014 70.5%
Purchased leave
20.1%
0%
100%
All industries 27.8%
2015 20.1%
2014 21.5%
Telecommuting
21.0%
0%
100%
All industries 28.3%
2015 21.0%
2014 21.8%
Time-in-lieu
36.2%
0%
100%
All industries 50.4%
2015 36.2%
2014 37.1%
Unpaid leave
71.9%
0%
100%
All industries 79.5%
2015 71.9%
2014 72.4%

Flexible working

Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
1.09 p.p.
2014 baseline
2015 46.91%
2014 45.81%
Change of 1.09 p.p.
Employers that have a flexible working arrangements strategy
0.87 p.p.
2014 baseline
2015 14.93%
2014 14.06%
Change of 0.87 p.p.
Types of flexible work offered
Carer's leave
0.70 p.p.
2014 baseline
2015 91.86%
2014 91.15%
Change of 0.70 p.p.
Compressed working week
-1.01 p.p.
2014 baseline
2015 24.59%
2014 25.59%
Change of -1.01 p.p.
Flexible hours of work
1.48 p.p.
2014 baseline
2015 52.04%
2014 50.55%
Change of 1.48 p.p.
Job sharing
3.52 p.p.
2014 baseline
2015 35.75%
2014 32.23%
Change of 3.52 p.p.
Part-time work
3.00 p.p.
2014 baseline
2015 73.45%
2014 70.46%
Change of 3.00 p.p.
Purchased leave
-1.42 p.p.
2014 baseline
2015 20.06%
2014 21.48%
Change of -1.42 p.p.
Telecommuting
-0.84 p.p.
2014 baseline
2015 20.97%
2014 21.80%
Change of -0.84 p.p.
Time-in-lieu
-0.93 p.p.
2014 baseline
2015 36.20%
2014 37.12%
Change of -0.93 p.p.
Unpaid leave
-0.41 p.p.
2014 baseline
2015 71.95%
2014 72.35%
Change of -0.41 p.p.

Support for carers & paid parental leave

Results for 2015 View yearly change
Legend
Yellow dot 2015   White dot 2014   Grey line all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
44.2%
0%
100%
All industries 47.2%
2015 44.2%
2014 42.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
12.2%
0%
100%
All industries 14.6%
2015 12.2%
2014 12.8%
Paid parental leave
Employers that offer primary carer leave
33.8%
0%
100%
All industries 48.2%
2015 33.8%
2014 34.1%
Average primary carer's leave offered (minimum number of weeks)
9.0 weeks
All industries 10.5 weeks
2015 9.0 weeks
2014 9.1 weeks
Employers that top up government scheme to full pay
8.0%
0%
100%
All industries 8.6%
2015 8.0%
2014 5.1%
Employers that offer full pay in addition to government scheme
81.3%
0%
100%
All industries 80.9%
2015 81.3%
2014 81.5%
Employers that offer a lump sum payment
17.0%
0%
100%
All industries 17.3%
2015 17.0%
2014 20.4%
Employers that offer secondary carer leave
26.1%
0%
100%
All industries 38.4%
2015 26.1%
2014 27.2%
Average secondary carer's leave offered (minimum number of weeks)
1.2 weeks
All industries 1.5 weeks
2015 1.2 weeks
2014 1.1 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
Insufficient data available
Proportion of women (out of all employees on parental leave)
Insufficient data available
Proportion of men (out of all employees on parental leave)
Insufficient data available
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
1.9%
0%
100%
All industries 4.9%
2015 1.9%
2014 2.7%
On-site childcare
1.6%
0%
100%
All industries 8.9%
2015 1.6%
2014 1.7%
Breastfeeding facilities
40.6%
0%
100%
All industries 45.7%
2015 40.6%
2014 39.5%
Childcare referral services
8.4%
0%
100%
All industries 9.7%
2015 8.4%
2014 11.5%
Internal support network for parents
10.0%
0%
100%
All industries 15.1%
2015 10.0%
2014 9.5%
Return-to-work bonus
9.4%
0%
100%
All industries 9.7%
2015 9.4%
2014 9.8%
Information packs to support new parents and/or those with elder care responsibilities
17.7%
0%
100%
All industries 18.1%
2015 17.7%
2014 15.5%
Referral services to support employees with family and/or caring responsibilities
51.9%
0%
100%
All industries 47.4%
2015 51.9%
2014 45.9%
Targeted communication mechanisms, for example intranet/forums
24.2%
0%
100%
All industries 29.7%
2015 24.2%
2014 25.7%
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

Support for carers & paid parental leave

Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
2.01 p.p.
2014 baseline
2015 44.19%
2014 42.18%
Change of 2.01 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-0.58 p.p.
2014 baseline
2015 12.22%
2014 12.80%
Change of -0.58 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.34 p.p.
2014 baseline
2015 33.79%
2014 34.12%
Change of -0.34 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.13 weeks
2014 baseline
2015 9.00weeks
2014 9.13weeks
Change of -0.13 weeks
Employers that top up government scheme to full pay
2.94 p.p.
2014 baseline
2015 8.04%
2014 5.09%
Change of 2.94 p.p.
Employers that offer full pay in addition to government scheme
-0.23 p.p.
2014 baseline
2015 81.25%
2014 81.48%
Change of -0.23 p.p.
Employers that offer a lump sum payment
-3.41 p.p.
2014 baseline
2015 16.96%
2014 20.37%
Change of -3.41 p.p.
Employers that offer secondary carer leave
-1.08 p.p.
2014 baseline
2015 26.09%
2014 27.17%
Change of -1.08 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.09 weeks
2014 baseline
2015 1.10weeks
2014 1.01weeks
Change of 0.09 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
-0.08 p.p.
2014 baseline
2015 1.61%
2014 1.69%
Change of -0.08 p.p.
Breastfeeding facilities
1.12 p.p.
2014 baseline
2015 40.65%
2014 39.53%
Change of 1.12 p.p.
Childcare referral services
-3.10 p.p.
2014 baseline
2015 8.39%
2014 11.49%
Change of -3.10 p.p.
Internal support network for parents
0.54 p.p.
2014 baseline
2015 10.00%
2014 9.46%
Change of 0.54 p.p.
Return-to-work bonus
-0.44 p.p.
2014 baseline
2015 9.35%
2014 9.80%
Change of -0.44 p.p.
Information packs to support new parents and/or those with elder care responsibilities
2.20 p.p.
2014 baseline
2015 17.74%
2014 15.54%
Change of 2.20 p.p.
Referral services to support employees with family and/or caring responsibilities
5.99 p.p.
2014 baseline
2015 51.94%
2014 45.95%
Change of 5.99 p.p.
Targeted communication mechanisms, for example intranet/forums
-1.48 p.p.
2014 baseline
2015 24.19%
2014 25.68%
Change of -1.48 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 2015 View yearly change
Legend
Yellow dot 2015   White dot 2014   Grey line all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
28.4%
0%
100%
All industries 34.9%
2015 28.4%
2014 27.8%
Has some measure in place to support employees who are experiencing family or domestic violence
72.2%
0%
100%
All industries 76.1%
2015 72.2%
2014 72.8%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
60.2%
0%
100%
All industries 64.7%
2015 60.2%
2014 60.3%
HR or other staff training
10.4%
0%
100%
All industries 13.5%
2015 10.4%
2014 10.4%
Referral to support services
21.6%
0%
100%
All industries 26.0%
2015 21.6%
Access to any leave (overall measure)
46.9%
0%
100%
All industries 52.4%
2015 46.9%
2014 44.1%
Paid domestic violence leave
No comparison data available
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

Family or domestic violence support

Change from 2014 to 2015 View 2015
Legend
Yellow dot increase in 2015   Grey dot decrease in 2015   Grey line solid 2014 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
0.55 p.p.
2014 baseline
2015 28.36%
2014 27.80%
Change of 0.55 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-0.58 p.p.
2014 baseline
2015 72.25%
2014 72.83%
Change of -0.58 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-0.17 p.p.
2014 baseline
2015 60.18%
2014 60.35%
Change of -0.17 p.p.
HR or other staff training
-0.02 p.p.
2014 baseline
2015 10.41%
2014 10.43%
Change of -0.02 p.p.
Referral to support services
21.57 p.p.
2014 baseline
2015 21.57%
2014 0.00%
Change of 21.57 p.p.
Access to any leave (overall measure)
2.83 p.p.
2014 baseline
2015 46.91%
2014 44.08%
Change of 2.83 p.p.
Paid domestic violence leave
No comparison data available
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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