Fabricated Metal Product Manufacturing within Manufacturing Division

Fabricated Metal Product Manufacturing has 21,852 employees within 59 organisations
Change year 2016

Fabricated Metal Product Manufacturing summary for 2016

Fabricated Metal Product Manufacturing has 21,852 employees within 59 organisations of any size.
17.3% of employees are female.

Employee type breakdown
Casual
6.0%
Casual - 6.017755811825005%
Part-time
3.5%
Part-time - 3.459637561779242%
Full-time
90.5%
Full-time - 90.52260662639576%
Organisation size breakdown
<250
57.6%
<250 - 57.6271186440678%
250-499
27.1%
250-499 - 27.11864406779661%
500-999
8.5%
500-999 - 8.47457627118644%
1000-4999
6.8%
1000-4999 - 6.779661016949152%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 82.7% Female 17.3%)
male
female
All (Male 82.7% Female 17.3%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 95.4% Female 4.6%)
male
female
CEO (Male 95.4% Female 4.6%)
Key management personnel (Male 87.7% Female 12.3%)
male
female
Key management personnel (Male 87.7% Female 12.3%)
Other executives/general managers (Male 86.4% Female 13.6%)
male
female
Other executives/general managers (Male 86.4% Female 13.6%)
Senior managers (Male 88.8% Female 11.2%)
male
female
Senior managers (Male 88.8% Female 11.2%)
Other managers (Male 86.3% Female 13.7%)
male
female
Other managers (Male 86.3% Female 13.7%)
Non-managers (all)
Clerical and administrative (Male 34.3% Female 65.7%)
male
female
Clerical and administrative (Male 34.3% Female 65.7%)
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 91.1% Female 8.9%)
male
female
Machinery operators and drivers (Male 91.1% Female 8.9%)
Sales (Male 78.6% Female 21.4%)
male
female
Sales (Male 78.6% Female 21.4%)
Professionals (Male 79.8% Female 20.2%)
male
female
Professionals (Male 79.8% Female 20.2%)
Technicians and trade (Male 96.1% Female 3.9%)
male
female
Technicians and trade (Male 96.1% Female 3.9%)
Labourers (Male 90.2% Female 9.8%)
male
female
Labourers (Male 90.2% Female 9.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.53%
2015 baseline
2016 M:82.73% F:17.27%
2015 M:83.26% F:16.74%
The proportion of males has increased by 0.53 p.p..
The proportion of females has decreased by 0.53 p.p..
Managers
CEO
0.07%
2015 baseline
2016 M:95.38% F:4.62%
2015 M:95.45% F:4.55%
The proportion of males has increased by 0.07 p.p..
The proportion of females has decreased by 0.07 p.p..
Key management personnel
1.12%
2015 baseline
2016 M:87.68% F:12.32%
2015 M:88.79% F:11.21%
The proportion of males has increased by 1.12 p.p..
The proportion of females has decreased by 1.12 p.p..
Other executives/general managers
0.94%
2015 baseline
2016 M:86.43% F:13.57%
2015 M:87.37% F:12.63%
The proportion of males has increased by 0.94 p.p..
The proportion of females has decreased by 0.94 p.p..
Senior managers
-1.43%
2015 baseline
2016 M:88.81% F:11.19%
2015 M:87.38% F:12.62%
The proportion of males has decreased by 1.43 p.p..
The proportion of females has increased by 1.43 p.p..
Other managers
-0.12%
2015 baseline
2016 M:86.26% F:13.74%
2015 M:86.15% F:13.85%
The proportion of males has decreased by 0.12 p.p..
The proportion of females has increased by 0.12 p.p..
Non-managers
Clerical and administrative
3.20%
2015 baseline
2016 M:34.33% F:65.67%
2015 M:31.13% F:68.87%
The proportion of males has increased by 3.20 p.p..
The proportion of females has decreased by 3.20 p.p..
Community and personal service
2015 baseline
2016 M:% F:%
2015 M:29.41% F:70.59%
There is no data for determining the change.
Machinery operators and drivers
-0.24%
2015 baseline
2016 M:91.07% F:8.93%
2015 M:90.83% F:9.17%
The proportion of males has decreased by 0.24 p.p..
The proportion of females has increased by 0.24 p.p..
Sales
-3.71%
2015 baseline
2016 M:78.64% F:21.36%
2015 M:74.93% F:25.07%
The proportion of males has decreased by 3.71 p.p..
The proportion of females has increased by 3.71 p.p..
Professionals
-0.21%
2015 baseline
2016 M:79.77% F:20.23%
2015 M:79.56% F:20.44%
The proportion of males has decreased by 0.21 p.p..
The proportion of females has increased by 0.21 p.p..
Technicians and trade
0.16%
2015 baseline
2016 M:96.10% F:3.90%
2015 M:96.26% F:3.74%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Labourers
1.77%
2015 baseline
2016 M:90.18% F:9.82%
2015 M:91.95% F:8.05%
The proportion of males has increased by 1.77 p.p..
The proportion of females has decreased by 1.77 p.p..
Results for 2016 View yearly change
Full-time (Male 84.4% Female 15.6%)
male
female
Full-time (Male 84.4% Female 15.6%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 95.4% Female 4.6%)
male
female
CEO (Male 95.4% Female 4.6%)
Key management personnel (Male 90.0% Female 10.0%)
male
female
Key management personnel (Male 90.0% Female 10.0%)
Other executives/general managers (Male 88.4% Female 11.6%)
male
female
Other executives/general managers (Male 88.4% Female 11.6%)
Senior managers (Male 89.5% Female 10.5%)
male
female
Senior managers (Male 89.5% Female 10.5%)
Other managers (Male 86.6% Female 13.4%)
male
female
Other managers (Male 86.6% Female 13.4%)
Non-managers (full-time)
Clerical and administrative (Male 38.0% Female 62.0%)
male
female
Clerical and administrative (Male 38.0% Female 62.0%)
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 92.6% Female 7.4%)
male
female
Machinery operators and drivers (Male 92.6% Female 7.4%)
Sales (Male 82.9% Female 17.1%)
male
female
Sales (Male 82.9% Female 17.1%)
Professionals (Male 82.2% Female 17.8%)
male
female
Professionals (Male 82.2% Female 17.8%)
Technicians and trade (Male 96.1% Female 3.9%)
male
female
Technicians and trade (Male 96.1% Female 3.9%)
Labourers (Male 89.6% Female 10.4%)
male
female
Labourers (Male 89.6% Female 10.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.44%
2015 baseline
2016 M:84.35% F:15.65%
2015 M:84.80% F:15.20%
The proportion of males has increased by 0.44 p.p..
The proportion of females has decreased by 0.44 p.p..
Managers
CEO
0.07%
2015 baseline
2016 M:95.38% F:4.62%
2015 M:95.45% F:4.55%
The proportion of males has increased by 0.07 p.p..
The proportion of females has decreased by 0.07 p.p..
Key management personnel
0.40%
2015 baseline
2016 M:90.05% F:9.95%
2015 M:90.45% F:9.55%
The proportion of males has increased by 0.40 p.p..
The proportion of females has decreased by 0.40 p.p..
Other executives/general managers
-0.21%
2015 baseline
2016 M:88.45% F:11.55%
2015 M:88.24% F:11.76%
The proportion of males has decreased by 0.21 p.p..
The proportion of females has increased by 0.21 p.p..
Senior managers
-0.98%
2015 baseline
2016 M:89.53% F:10.47%
2015 M:88.54% F:11.46%
The proportion of males has decreased by 0.98 p.p..
The proportion of females has increased by 0.98 p.p..
Other managers
-0.24%
2015 baseline
2016 M:86.61% F:13.39%
2015 M:86.37% F:13.63%
The proportion of males has decreased by 0.24 p.p..
The proportion of females has increased by 0.24 p.p..
Non-managers
Clerical and administrative
2.97%
2015 baseline
2016 M:37.99% F:62.01%
2015 M:35.03% F:64.97%
The proportion of males has increased by 2.97 p.p..
The proportion of females has decreased by 2.97 p.p..
Community and personal service
2015 baseline
2016 M:% F:%
2015 M:45.45% F:54.55%
There is no data for determining the change.
Machinery operators and drivers
-0.18%
2015 baseline
2016 M:92.58% F:7.42%
2015 M:92.40% F:7.60%
The proportion of males has decreased by 0.18 p.p..
The proportion of females has increased by 0.18 p.p..
Sales
-4.65%
2015 baseline
2016 M:82.95% F:17.05%
2015 M:78.30% F:21.70%
The proportion of males has decreased by 4.65 p.p..
The proportion of females has increased by 4.65 p.p..
Professionals
-0.76%
2015 baseline
2016 M:82.25% F:17.75%
2015 M:81.49% F:18.51%
The proportion of males has decreased by 0.76 p.p..
The proportion of females has increased by 0.76 p.p..
Technicians and trade
0.24%
2015 baseline
2016 M:96.08% F:3.92%
2015 M:96.32% F:3.68%
The proportion of males has increased by 0.24 p.p..
The proportion of females has decreased by 0.24 p.p..
Labourers
2.17%
2015 baseline
2016 M:89.61% F:10.39%
2015 M:91.78% F:8.22%
The proportion of males has increased by 2.17 p.p..
The proportion of females has decreased by 2.17 p.p..
Results for 2016 View yearly change
Part-time (Male 40.5% Female 59.5%)
male
female
Part-time (Male 40.5% Female 59.5%)
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 33.3% Female 66.7%)
male
female
Key management personnel (Male 33.3% Female 66.7%)
Other executives/general managers (Male 14.3% Female 85.7%)
male
female
Other executives/general managers (Male 14.3% Female 85.7%)
Senior managers (Male 14.3% Female 85.7%)
male
female
Senior managers (Male 14.3% Female 85.7%)
Other managers (Male 33.3% Female 66.7%)
male
female
Other managers (Male 33.3% Female 66.7%)
Non-managers (part-time)
Clerical and administrative (Male 5.5% Female 94.5%)
male
female
Clerical and administrative (Male 5.5% Female 94.5%)
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 20.6% Female 79.4%)
male
female
Machinery operators and drivers (Male 20.6% Female 79.4%)
Sales (Male 31.1% Female 68.9%)
male
female
Sales (Male 31.1% Female 68.9%)
Professionals (Male 22.4% Female 77.6%)
male
female
Professionals (Male 22.4% Female 77.6%)
Technicians and trade (Male 71.1% Female 28.9%)
male
female
Technicians and trade (Male 71.1% Female 28.9%)
Labourers (Male 92.8% Female 7.2%)
male
female
Labourers (Male 92.8% Female 7.2%)
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
16.08%
2015 baseline
2016 M:40.48% F:59.52%
2015 M:24.40% F:75.60%
The proportion of males has increased by 16.08 p.p..
The proportion of females has decreased by 16.08 p.p..
Managers
CEO
No comparison data available
Key management personnel
-11.11%
2015 baseline
2016 M:33.33% F:66.67%
2015 M:44.44% F:55.56%
The proportion of males has decreased by 11.11 p.p..
The proportion of females has increased by 11.11 p.p..
Other executives/general managers
14.29%
2015 baseline
2016 M:14.29% F:85.71%
2015 M:0.00% F:100.00%
The proportion of males has increased by 14.29 p.p..
The proportion of females has decreased by 14.29 p.p..
Senior managers
-5.71%
2015 baseline
2016 M:14.29% F:85.71%
2015 M:20.00% F:80.00%
The proportion of males has decreased by 5.71 p.p..
The proportion of females has increased by 5.71 p.p..
Other managers
-16.67%
2015 baseline
2016 M:33.33% F:66.67%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 16.67 p.p..
The proportion of females has increased by 16.67 p.p..
Non-managers
Clerical and administrative
2.54%
2015 baseline
2016 M:5.47% F:94.53%
2015 M:2.93% F:97.07%
The proportion of males has increased by 2.54 p.p..
The proportion of females has decreased by 2.54 p.p..
Community and personal service
2015 baseline
2016 M:% F:%
2015 M:0.00% F:100.00%
There is no data for determining the change.
Machinery operators and drivers
2.53%
2015 baseline
2016 M:20.59% F:79.41%
2015 M:18.06% F:81.94%
The proportion of males has increased by 2.53 p.p..
The proportion of females has decreased by 2.53 p.p..
Sales
1.32%
2015 baseline
2016 M:31.11% F:68.89%
2015 M:29.79% F:70.21%
The proportion of males has increased by 1.32 p.p..
The proportion of females has decreased by 1.32 p.p..
Professionals
-6.03%
2015 baseline
2016 M:22.35% F:77.65%
2015 M:28.38% F:71.62%
The proportion of males has decreased by 6.03 p.p..
The proportion of females has increased by 6.03 p.p..
Technicians and trade
7.21%
2015 baseline
2016 M:71.05% F:28.95%
2015 M:78.26% F:21.74%
The proportion of males has increased by 7.21 p.p..
The proportion of females has decreased by 7.21 p.p..
Labourers
-23.86%
2015 baseline
2016 M:92.83% F:7.17%
2015 M:68.97% F:31.03%
The proportion of males has decreased by 23.86 p.p..
The proportion of females has increased by 23.86 p.p..
Results for 2016 View yearly change
Casual (Male 82.6% Female 17.4%)
male
female
Casual (Male 82.6% Female 17.4%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% Female 0.0%)
Other executives/general managers (Male 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 100.0% Female 0.0%)
male
female
Senior managers (Male 100.0% Female 0.0%)
Other managers (Male 100.0% Female 0.0%)
male
female
Other managers (Male 100.0% Female 0.0%)
Non-managers (casual)
Clerical and administrative (Male 30.2% Female 69.8%)
male
female
Clerical and administrative (Male 30.2% Female 69.8%)
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 90.6% Female 9.4%)
male
female
Machinery operators and drivers (Male 90.6% Female 9.4%)
Sales (Male 48.6% Female 51.4%)
male
female
Sales (Male 48.6% Female 51.4%)
Professionals (Male 72.2% Female 27.8%)
male
female
Professionals (Male 72.2% Female 27.8%)
Technicians and trade (Male 99.1% Female 0.9%)
male
female
Technicians and trade (Male 99.1% Female 0.9%)
Labourers (Male 93.6% Female 6.4%)
male
female
Labourers (Male 93.6% Female 6.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
2.06%
2015 baseline
2016 M:82.59% F:17.41%
2015 M:84.64% F:15.36%
The proportion of males has increased by 2.06 p.p..
The proportion of females has decreased by 2.06 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other executives/general managers
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Senior managers
-20.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:80.00% F:20.00%
The proportion of males has decreased by 20.00 p.p..
The proportion of females has increased by 20.00 p.p..
Other managers
-14.29%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:85.71% F:14.29%
The proportion of males has decreased by 14.29 p.p..
The proportion of females has increased by 14.29 p.p..
Non-managers
Clerical and administrative
12.23%
2015 baseline
2016 M:30.23% F:69.77%
2015 M:18.00% F:82.00%
The proportion of males has increased by 12.23 p.p..
The proportion of females has decreased by 12.23 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
0.47%
2015 baseline
2016 M:90.57% F:9.43%
2015 M:91.03% F:8.97%
The proportion of males has increased by 0.47 p.p..
The proportion of females has decreased by 0.47 p.p..
Sales
-0.02%
2015 baseline
2016 M:48.55% F:51.45%
2015 M:51.43% F:48.57%
The proportion of males has decreased by 0.02 p.p..
The proportion of females has increased by 0.02 p.p..
Professionals
11.78%
2015 baseline
2016 M:72.22% F:27.78%
2015 M:84.00% F:16.00%
The proportion of males has increased by 11.78 p.p..
The proportion of females has decreased by 11.78 p.p..
Technicians and trade
-0.02%
2015 baseline
2016 M:99.10% F:0.90%
2015 M:99.08% F:0.92%
The proportion of males has decreased by 0.02 p.p..
The proportion of females has increased by 0.02 p.p..
Labourers
1.04%
2015 baseline
2016 M:93.63% F:6.37%
2015 M:94.67% F:5.33%
The proportion of males has increased by 1.04 p.p..
The proportion of females has decreased by 1.04 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 82.2% Female 17.8%)
male
female
Overall (Male 82.2% Female 17.8%)
Managers (Male 81.0% Female 19.0%)
male
female
Managers (Male 81.0% Female 19.0%)
Non-managers (Male 82.3% Female 17.7%)
male
female
Non-managers (Male 82.3% Female 17.7%)
Promotions by role
Overall (Male 76.9% Female 23.1%)
male
female
Overall (Male 76.9% Female 23.1%)
Managers (Male 77.0% Female 23.0%)
male
female
Managers (Male 77.0% Female 23.0%)
Non-managers (Male 76.8% Female 23.2%)
male
female
Non-managers (Male 76.8% Female 23.2%)
Promotions by employment type
Full-time
94.9%
Full-time - 94.94712103407755%
Part-time
1.3%
Part-time - 1.2925969447708578%
Casual
3.8%
Casual - 3.7602820211515864%
Resignations by role
Overall (Male 80.8% Female 19.2%)
male
female
Overall (Male 80.8% Female 19.2%)
Managers (Male 84.5% Female 15.5%)
male
female
Managers (Male 84.5% Female 15.5%)
Non-managers (Male 80.5% Female 19.5%)
male
female
Non-managers (Male 80.5% Female 19.5%)
Resignations by employment type
Full-time
83.7%
Full-time - 83.6514223982715%
Part-time
2.3%
Part-time - 2.3046453006841916%
Casual
14.0%
Casual - 14.043932301044293%

Employee movements

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

Gender pay gaps (average)
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
16.9% pay gap
All industries 26.3%
2016 16.9%
2015 17.7%
Base salary (all)
male
female
14.7% pay gap
All industries 21.4%
2016 14.7%
2015 14.2%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
20.0% pay gap
All industries 27.7%
2016 20.0%
2015 19.2%
Other executives/general managers
male
female
10.1% pay gap
All industries 25.9%
2016 10.1%
2015 11.0%
Senior managers
male
female
4.7% pay gap
All industries 21.6%
2016 4.7%
2015 16.1%
Other managers
male
female
20.9% pay gap
All industries 22.8%
2016 20.9%
2015 16.9%
Non-managers (all total remuneration)
Clerical and administrative
male
female
16.7% pay gap
All industries 7.1%
2016 16.7%
2015 14.6%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
9.4% pay gap
All industries 17.9%
2016 9.4%
2015 11.9%
Sales
male
female
24.7% pay gap
All industries 15.8%
2016 24.7%
2015 26.1%
Professionals
male
female
16.8% pay gap
All industries 19.5%
2016 16.8%
2015 14.9%
Technicians and trade
male
female
13.4% pay gap
All industries 30.8%
2016 13.4%
2015 21.0%
Labourers
male
female
10.0% pay gap
All industries 17.8%
2016 10.0%
2015 7.3%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.77 p.p.
2015 baseline
2016 16.89%
2015 17.66%
The gender pay gap
decreased by 0.77 p.p.
Base salary (all)
0.51 p.p.
2015 baseline
2016 14.73%
2015 14.22%
The gender pay gap
increased by 0.51 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
0.72 p.p.
2015 baseline
2016 19.97%
2015 19.24%
The gender pay gap
increased by 0.72 p.p.
Other executives/general managers
0.97 p.p.
2015 baseline
2016 10.05%
2015 11.02%
The gender pay gap
decreased by 0.97 p.p.
Senior managers
11.32 p.p.
2015 baseline
2016 4.74%
2015 16.06%
The gender pay gap
decreased by 11.32 p.p.
Other managers
4.01 p.p.
2015 baseline
2016 20.93%
2015 16.92%
The gender pay gap
increased by 4.01 p.p.
Non-managers (all total remuneration)
Clerical and administrative
2.09 p.p.
2015 baseline
2016 16.74%
2015 14.65%
The gender pay gap
increased by 2.09 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
2.59 p.p.
2015 baseline
2016 9.36%
2015 11.95%
The gender pay gap
decreased by 2.59 p.p.
Sales
1.39 p.p.
2015 baseline
2016 24.68%
2015 26.07%
The gender pay gap
decreased by 1.39 p.p.
Professionals
1.92 p.p.
2015 baseline
2016 16.82%
2015 14.90%
The gender pay gap
increased by 1.92 p.p.
Technicians and trade
7.67 p.p.
2015 baseline
2016 13.37%
2015 21.04%
The gender pay gap
decreased by 7.67 p.p.
Labourers
2.67 p.p.
2015 baseline
2016 9.99%
2015 7.32%
The gender pay gap
increased by 2.67 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
16.5% pay gap
All industries 23.1%
2016 16.5%
2015 16.8%
Base salary (full-time)
male
female
14.3% pay gap
All industries 17.7%
2016 14.3%
2015 13.4%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
19.0% pay gap
All industries 26.6%
2016 19.0%
2015 17.1%
Other executives/general managers
male
female
8.4% pay gap
All industries 24.6%
2016 8.4%
2015 9.7%
Senior managers
male
female
3.6% pay gap
All industries 21.7%
2016 3.6%
2015 14.6%
Other managers
male
female
20.8% pay gap
All industries 23.8%
2016 20.8%
2015 17.5%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
16.7% pay gap
All industries 8.8%
2016 16.7%
2015 14.3%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
8.0% pay gap
All industries 16.1%
2016 8.0%
2015 9.4%
Sales
male
female
20.0% pay gap
All industries 23.5%
2016 20.0%
2015 25.3%
Professionals
male
female
16.9% pay gap
All industries 19.7%
2016 16.9%
2015 15.4%
Technicians and trade
male
female
13.4% pay gap
All industries 27.1%
2016 13.4%
2015 19.5%
Labourers
male
female
9.5% pay gap
All industries 17.2%
2016 9.5%
2015 8.2%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.30 p.p.
2015 baseline
2016 16.48%
2015 16.78%
The gender pay gap
decreased by 0.30 p.p.
Base salary (full-time)
0.88 p.p.
2015 baseline
2016 14.27%
2015 13.39%
The gender pay gap
increased by 0.88 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
1.82 p.p.
2015 baseline
2016 18.95%
2015 17.13%
The gender pay gap
increased by 1.82 p.p.
Other executives/general managers
1.34 p.p.
2015 baseline
2016 8.38%
2015 9.71%
The gender pay gap
decreased by 1.34 p.p.
Senior managers
11.00 p.p.
2015 baseline
2016 3.60%
2015 14.60%
The gender pay gap
decreased by 11.00 p.p.
Other managers
3.25 p.p.
2015 baseline
2016 20.78%
2015 17.53%
The gender pay gap
increased by 3.25 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
2.38 p.p.
2015 baseline
2016 16.66%
2015 14.28%
The gender pay gap
increased by 2.38 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
1.34 p.p.
2015 baseline
2016 8.02%
2015 9.36%
The gender pay gap
decreased by 1.34 p.p.
Sales
5.28 p.p.
2015 baseline
2016 20.03%
2015 25.31%
The gender pay gap
decreased by 5.28 p.p.
Professionals
1.51 p.p.
2015 baseline
2016 16.92%
2015 15.41%
The gender pay gap
increased by 1.51 p.p.
Technicians and trade
6.19 p.p.
2015 baseline
2016 13.35%
2015 19.54%
The gender pay gap
decreased by 6.19 p.p.
Labourers
1.24 p.p.
2015 baseline
2016 9.47%
2015 8.22%
The gender pay gap
increased by 1.24 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-7.3% pay gap
All industries -6.6%
2016 -7.3%
2015 18.0%
Base salary (part-time)
male
female
-7.2% pay gap
All industries -7.8%
2016 -7.2%
2015 13.2%
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
8.1% pay gap
All industries -4.9%
2016 8.1%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
11.0% pay gap
All industries 7.3%
2016 11.0%
2015 27.0%
Sales
male
female
20.0% pay gap
All industries -0.6%
2016 20.0%
2015 19.8%
Professionals
male
female
36.6% pay gap
All industries 18.7%
2016 36.6%
2015 15.9%
Technicians and trade
male
female
-25.6% pay gap
All industries 8.6%
2016 -25.6%
2015 17.9%
Labourers
male
female
3.1% pay gap
All industries -4.4%
2016 3.1%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
25.22 p.p.
2015 baseline
2016 -7.27%
2015 17.96%
The gender pay gap
decreased by 25.22 p.p.
Base salary (part-time)
20.39 p.p.
2015 baseline
2016 -7.18%
2015 13.21%
The gender pay gap
decreased by 20.39 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
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
16.03 p.p.
2015 baseline
2016 10.97%
2015 27.01%
The gender pay gap
decreased by 16.03 p.p.
Sales
0.16 p.p.
2015 baseline
2016 19.96%
2015 19.80%
The gender pay gap
increased by 0.16 p.p.
Professionals
20.70 p.p.
2015 baseline
2016 36.61%
2015 15.91%
The gender pay gap
increased by 20.70 p.p.
Technicians and trade
43.45 p.p.
2015 baseline
2016 -25.57%
2015 17.88%
The gender pay gap
increased by 43.45 p.p.
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
21.6% pay gap
All industries 9.1%
2016 21.6%
2015 23.1%
Base salary (casual)
male
female
21.6% pay gap
All industries 8.6%
2016 21.6%
2015 20.0%
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
male
female
3.2% pay gap
All industries 1.8%
2016 3.2%
2015 -2.3%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
-12.1% pay gap
All industries 11.0%
2016 -12.1%
2015 1.1%
Sales
male
female
5.6% pay gap
All industries -3.4%
2016 5.6%
2015 1.1%
Professionals
male
female
13.7% pay gap
All industries 15.3%
2016 13.7%
Technicians and trade
Insufficient data available
Labourers
male
female
20.1% pay gap
All industries 14.0%
2016 20.1%
2015 -2.3%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
1.50 p.p.
2015 baseline
2016 21.62%
2015 23.12%
The gender pay gap
decreased by 1.50 p.p.
Base salary (casual)
1.68 p.p.
2015 baseline
2016 21.65%
2015 19.97%
The gender pay gap
increased by 1.68 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
5.51 p.p.
2015 baseline
2016 3.18%
2015 -2.33%
The gender pay gap
increased by 5.51 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
13.21 p.p.
2015 baseline
2016 -12.07%
2015 1.14%
The gender pay gap
increased by 13.21 p.p.
Sales
4.45 p.p.
2015 baseline
2016 5.56%
2015 1.10%
The gender pay gap
increased by 4.45 p.p.
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
22.39 p.p.
2015 baseline
2016 20.07%
2015 -2.32%
The gender pay gap
increased by 22.39 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
32.2%
0%
100%
All industries 53.1%
2016 32.2%
2015 34.4%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
0.0%
0%
100%
All industries 26.4%
2016 0.0%
2015 14.3%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
20.3%
0%
100%
All industries 20.0%
2016 20.3%
2015 9.8%
Within last 1-2 years
1.7%
0%
100%
All industries 4.7%
2016 1.7%
2015 1.6%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 1.6%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
0.0%
0%
100%
All industries 13.5%
2016 0.0%
2015 11.1%
Identified cause/s of the gaps
7.1%
0%
100%
All industries 31.2%
2016 7.1%
2015 55.6%
Reviewed remuneration decision-making processes
0.0%
0%
100%
All industries 22.4%
2016 0.0%
2015 11.1%
Analysed commencement salaries by gender to ensure there are no pay gaps
7.1%
0%
100%
All industries 16.0%
2016 7.1%
2015 11.1%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
7.1%
0%
100%
All industries 22.3%
2016 7.1%
2015 22.2%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
7.1%
0%
100%
All industries 21.6%
2016 7.1%
2015 11.1%
Trained people-managers in addressing gender bias (including unconscious bias)
7.1%
0%
100%
All industries 11.1%
2016 7.1%
2015 0.0%
Set targets to reduce any like-for-like gaps
0.0%
0%
100%
All industries 6.1%
2016 0.0%
2015 0.0%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 4.4%
2016 0.0%
2015 11.1%
Reported pay equity metrics to the board
0.0%
0%
100%
All industries 14.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the executive
0.0%
0%
100%
All industries 25.4%
2016 0.0%
2015 11.1%
Corrected like-for-like gaps
28.6%
0%
100%
All industries 16.9%
2016 28.6%
2015 22.2%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 2.1%
2016 0.0%
2015 11.1%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
5.1%
0%
100%
All industries 5.8%
2016 5.1%
2015 6.6%
No, don't have expertise
1.7%
0%
100%
All industries 0.7%
2016 1.7%
2015 1.6%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
1.7%
0%
100%
All industries 6.2%
2016 1.7%
2015 1.6%
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)
16.9%
0%
100%
All industries 21.2%
2016 16.9%
2015 16.4%
No, non-award employees are paid market rate
18.6%
0%
100%
All industries 13.2%
2016 18.6%
2015 16.4%
No, not a priority
3.4%
0%
100%
All industries 2.4%
2016 3.4%
2015 4.9%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
-2.22 p.p.
2015 baseline
2016 32.20%
2015 34.43%
Change of -2.22 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-14.29 p.p.
2015 baseline
2016 0.00%
2015 14.29%
Change of -14.29 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
10.50 p.p.
2015 baseline
2016 20.34%
2015 9.84%
Change of 10.50 p.p.
Within last 1-2 years
0.06 p.p.
2015 baseline
2016 1.69%
2015 1.64%
Change of 0.06 p.p.
More than 2 years ago but less than 4 years ago
-1.64 p.p.
2015 baseline
2016 0.00%
2015 1.64%
Change of -1.64 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
-11.11 p.p.
2015 baseline
2016 0.00%
2015 11.11%
Change of -11.11 p.p.
Identified cause/s of the gaps
-48.41 p.p.
2015 baseline
2016 7.14%
2015 55.56%
Change of -48.41 p.p.
Reviewed remuneration decision-making processes
-11.11 p.p.
2015 baseline
2016 0.00%
2015 11.11%
Change of -11.11 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-3.97 p.p.
2015 baseline
2016 7.14%
2015 11.11%
Change of -3.97 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
-15.08 p.p.
2015 baseline
2016 7.14%
2015 22.22%
Change of -15.08 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
-3.97 p.p.
2015 baseline
2016 7.14%
2015 11.11%
Change of -3.97 p.p.
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
-11.11 p.p.
2015 baseline
2016 0.00%
2015 11.11%
Change of -11.11 p.p.
Reported pay equity metrics to the board
No comparison data available
Reported pay equity metrics to the executive
-11.11 p.p.
2015 baseline
2016 0.00%
2015 11.11%
Change of -11.11 p.p.
Corrected like-for-like gaps
6.35 p.p.
2015 baseline
2016 28.57%
2015 22.22%
Change of 6.35 p.p.
Conducted a gender-based job evaluation process
-11.11 p.p.
2015 baseline
2016 0.00%
2015 11.11%
Change of -11.11 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-1.47 p.p.
2015 baseline
2016 5.08%
2015 6.56%
Change of -1.47 p.p.
No, don't have expertise
0.06 p.p.
2015 baseline
2016 1.69%
2015 1.64%
Change of 0.06 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
0.06 p.p.
2015 baseline
2016 1.69%
2015 1.64%
Change of 0.06 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
0.56 p.p.
2015 baseline
2016 16.95%
2015 16.39%
Change of 0.56 p.p.
No, non-award employees are paid market rate
2.25 p.p.
2015 baseline
2016 18.64%
2015 16.39%
Change of 2.25 p.p.
No, not a priority
-1.53 p.p.
2015 baseline
2016 3.39%
2015 4.92%
Change of -1.53 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
64.4%
0%
100%
All industries 57.7%
2016 64.4%
2015 63.9%
Employers that have an overall gender equality strategy
10.2%
0%
100%
All industries 22.2%
2016 10.2%
2015 6.6%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
6.1%
0%
100%
All industries 12.7%
2016 6.1%
2015 7.8%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
0.47 p.p.
2015 baseline
2016 64.41%
2015 63.93%
Change of 0.47 p.p.
Employers that have an overall gender equality strategy
3.61 p.p.
2015 baseline
2016 10.17%
2015 6.56%
Change of 3.61 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-1.75 p.p.
0%
100%
2015 baseline
2016 6.06%
2015 7.81%
Change of -1.75 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
25.4%
0%
100%
All industries 52.3%
2016 25.4%
2015 24.6%
Employers that have a flexible working arrangements strategy
22.0%
0%
100%
All industries 16.1%
2016 22.0%
2015 24.6%
Types of flexible work offered
Carer's leave
86.4%
0%
100%
All industries 92.9%
2016 86.4%
2015 85.2%
Compressed working week
15.3%
0%
100%
All industries 26.1%
2016 15.3%
2015 16.4%
Flexible hours of work
40.7%
0%
100%
All industries 58.5%
2016 40.7%
2015 39.3%
Job sharing
27.1%
0%
100%
All industries 39.9%
2016 27.1%
2015 32.8%
Part-time work
64.4%
0%
100%
All industries 83.9%
2016 64.4%
2015 62.3%
Purchased leave
15.3%
0%
100%
All industries 28.4%
2016 15.3%
2015 21.3%
Telecommuting
18.6%
0%
100%
All industries 27.5%
2016 18.6%
2015 14.8%
Time-in-lieu
28.8%
0%
100%
All industries 50.9%
2016 28.8%
2015 34.4%
Unpaid leave
69.5%
0%
100%
All industries 79.4%
2016 69.5%
2015 65.6%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
0.83 p.p.
2015 baseline
2016 25.42%
2015 24.59%
Change of 0.83 p.p.
Employers that have a flexible working arrangements strategy
-2.56 p.p.
2015 baseline
2016 22.03%
2015 24.59%
Change of -2.56 p.p.
Types of flexible work offered
Carer's leave
1.19 p.p.
2015 baseline
2016 86.44%
2015 85.25%
Change of 1.19 p.p.
Compressed working week
-1.14 p.p.
2015 baseline
2016 15.25%
2015 16.39%
Change of -1.14 p.p.
Flexible hours of work
1.33 p.p.
2015 baseline
2016 40.68%
2015 39.34%
Change of 1.33 p.p.
Job sharing
-5.67 p.p.
2015 baseline
2016 27.12%
2015 32.79%
Change of -5.67 p.p.
Part-time work
2.11 p.p.
2015 baseline
2016 64.41%
2015 62.30%
Change of 2.11 p.p.
Purchased leave
-6.06 p.p.
2015 baseline
2016 15.25%
2015 21.31%
Change of -6.06 p.p.
Telecommuting
3.89 p.p.
2015 baseline
2016 18.64%
2015 14.75%
Change of 3.89 p.p.
Time-in-lieu
-5.61 p.p.
2015 baseline
2016 28.81%
2015 34.43%
Change of -5.61 p.p.
Unpaid leave
3.92 p.p.
2015 baseline
2016 69.49%
2015 65.57%
Change of 3.92 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
23.7%
0%
100%
All industries 47.6%
2016 23.7%
2015 26.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
16.9%
0%
100%
All industries 12.9%
2016 16.9%
2015 14.8%
Paid parental leave
Employers that offer primary carer leave
13.6%
0%
100%
All industries 48.0%
2016 13.6%
2015 11.5%
Average primary carer's leave offered (minimum number of weeks)
7.1 weeks
All industries 9.7 weeks
2016 7.1 weeks
2015 7.3 weeks
Employers that top up government scheme to full pay
12.5%
0%
100%
All industries 9.0%
2016 12.5%
2015 14.3%
Employers that offer full pay in addition to government scheme
75.0%
0%
100%
All industries 79.2%
2016 75.0%
2015 71.4%
Employers that offer a lump sum payment
12.5%
0%
100%
All industries 16.8%
2016 12.5%
2015 14.3%
Employers that offer secondary carer leave
6.8%
0%
100%
All industries 39.0%
2016 6.8%
2015 6.6%
Average secondary carer's leave offered (minimum number of weeks)
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.0 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.0%
0%
100%
All industries 7.6%
2016 7.0%
Proportion of women (out of all employees on parental leave)
5.8%
0%
100%
All industries 7.0%
2016 5.8%
Proportion of men (out of all employees on parental leave)
1.2%
0%
100%
All industries 0.6%
2016 1.2%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
0.0%
0%
100%
All industries 5.8%
2016 0.0%
2015 6.7%
On-site childcare
0.0%
0%
100%
All industries 9.5%
2016 0.0%
2015 6.7%
Breastfeeding facilities
46.2%
0%
100%
All industries 53.6%
2016 46.2%
2015 46.7%
Childcare referral services
23.1%
0%
100%
All industries 10.4%
2016 23.1%
2015 20.0%
Internal support network for parents
15.4%
0%
100%
All industries 16.7%
2016 15.4%
2015 13.3%
Return-to-work bonus
0.0%
0%
100%
All industries 7.4%
2016 0.0%
2015 0.0%
Information packs to support new parents and/or those with elder care responsibilities
7.7%
0%
100%
All industries 17.1%
2016 7.7%
2015 33.3%
Referral services to support employees with family and/or caring responsibilities
23.1%
0%
100%
All industries 47.3%
2016 23.1%
2015 26.7%
Targeted communication mechanisms, for example intranet/forums
15.4%
0%
100%
All industries 26.9%
2016 15.4%
2015 26.7%
Support in securing school holiday care
7.7%
0%
100%
All industries 6.5%
2016 7.7%
2015 0.0%
Coaching for employees on returning to work from parental leave
7.7%
0%
100%
All industries 15.5%
2016 7.7%
2015 0.0%
Parenting workshops targeting mothers
0.0%
0%
100%
All industries 3.9%
2016 0.0%
2015 0.0%
Parenting workshops targeting fathers
0.0%
0%
100%
All industries 3.3%
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
-2.50 p.p.
2015 baseline
2016 23.73%
2015 26.23%
Change of -2.50 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
2.20 p.p.
2015 baseline
2016 16.95%
2015 14.75%
Change of 2.20 p.p.
Paid parental leave
Employers that offer primary carer leave
2.08 p.p.
2015 baseline
2016 13.56%
2015 11.48%
Change of 2.08 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.16 weeks
2015 baseline
2016 7.13weeks
2015 7.29weeks
Change of -0.16 weeks
Employers that top up government scheme to full pay
-1.79 p.p.
2015 baseline
2016 12.50%
2015 14.29%
Change of -1.79 p.p.
Employers that offer full pay in addition to government scheme
3.57 p.p.
2015 baseline
2016 75.00%
2015 71.43%
Change of 3.57 p.p.
Employers that offer a lump sum payment
-1.79 p.p.
2015 baseline
2016 12.50%
2015 14.29%
Change of -1.79 p.p.
Employers that offer secondary carer leave
0.22 p.p.
2015 baseline
2016 6.78%
2015 6.56%
Change of 0.22 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.75 weeks
2015 baseline
2016 1.50weeks
2015 0.75weeks
Change of 0.75 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
-6.67 p.p.
2015 baseline
2016 0.00%
2015 6.67%
Change of -6.67 p.p.
Breastfeeding facilities
-0.51 p.p.
2015 baseline
2016 46.15%
2015 46.67%
Change of -0.51 p.p.
Childcare referral services
3.08 p.p.
2015 baseline
2016 23.08%
2015 20.00%
Change of 3.08 p.p.
Internal support network for parents
2.05 p.p.
2015 baseline
2016 15.38%
2015 13.33%
Change of 2.05 p.p.
Return-to-work bonus
No comparison data available
Information packs to support new parents and/or those with elder care responsibilities
-25.64 p.p.
2015 baseline
2016 7.69%
2015 33.33%
Change of -25.64 p.p.
Referral services to support employees with family and/or caring responsibilities
-3.59 p.p.
2015 baseline
2016 23.08%
2015 26.67%
Change of -3.59 p.p.
Targeted communication mechanisms, for example intranet/forums
-11.28 p.p.
2015 baseline
2016 15.38%
2015 26.67%
Change of -11.28 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
20.3%
0%
100%
All industries 39.3%
2016 20.3%
2015 26.2%
Has some measure in place to support employees who are experiencing family or domestic violence
54.2%
0%
100%
All industries 74.8%
2016 54.2%
2015 59.0%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
45.8%
0%
100%
All industries 66.4%
2016 45.8%
2015 44.3%
HR or other staff training
5.1%
0%
100%
All industries 11.0%
2016 5.1%
2015 11.5%
Referral to support services
11.9%
0%
100%
All industries 26.9%
2016 11.9%
2015 18.0%
Access to any leave (overall measure)
25.4%
0%
100%
All industries 52.6%
2016 25.4%
2015 32.8%
Paid domestic violence leave
5.1%
0%
100%
All industries 12.1%
2016 5.1%
Unpaid domestic violence leave
1.7%
0%
100%
All industries 3.8%
2016 1.7%
2015 0.0%
Unpaid leave
23.7%
0%
100%
All industries 49.3%
2016 23.7%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
3.4%
0%
100%
All industries 6.9%
2016 3.4%
2015 0.0%
Workplace safety planning
1.7%
0%
100%
All industries 8.3%
2016 1.7%
2015 0.0%
Confidentiality of disclosure
16.9%
0%
100%
All industries 41.2%
2016 16.9%
2015 0.0%
Protection from adverse action or discrimination
8.5%
0%
100%
All industries 21.3%
2016 8.5%
2015 0.0%
Flexible working arrangements
25.4%
0%
100%
All industries 48.6%
2016 25.4%
2015 0.0%
Financial support
6.8%
0%
100%
All industries 11.2%
2016 6.8%
2015 0.0%
Change of office location
1.7%
0%
100%
All industries 13.7%
2016 1.7%
2015 0.0%
Emergency accommodation assistance
1.7%
0%
100%
All industries 4.0%
2016 1.7%
2015 0.0%
Medical services
5.1%
0%
100%
All industries 10.0%
2016 5.1%
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
-5.89 p.p.
2015 baseline
2016 20.34%
2015 26.23%
Change of -5.89 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-4.78 p.p.
2015 baseline
2016 54.24%
2015 59.02%
Change of -4.78 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
1.50 p.p.
2015 baseline
2016 45.76%
2015 44.26%
Change of 1.50 p.p.
HR or other staff training
-6.39 p.p.
2015 baseline
2016 5.08%
2015 11.48%
Change of -6.39 p.p.
Referral to support services
-6.17 p.p.
2015 baseline
2016 11.86%
2015 18.03%
Change of -6.17 p.p.
Access to any leave (overall measure)
-7.36 p.p.
2015 baseline
2016 25.42%
2015 32.79%
Change of -7.36 p.p.
Paid domestic violence leave
5.08 p.p.
2015 baseline
2016 5.08%
2015 0.00%
Change of 5.08 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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