Information Media and Telecommunications within All industries

Information Media and Telecommunications has 131,647 employees within 134 organisations
Change year 2016

Information Media and Telecommunications summary for 2016

Information Media and Telecommunications has 131,647 employees within 134 organisations of any size.
39.0% of employees are female.

Employee type breakdown
Casual
11.9%
Casual - 11.858986532165563%
Part-time
9.1%
Part-time - 9.119083609956931%
Full-time
79.0%
Full-time - 79.02192985787751%
Organisation size breakdown
<250
47.8%
<250 - 47.76119402985074%
250-499
20.9%
250-499 - 20.8955223880597%
500-999
11.2%
500-999 - 11.194029850746269%
1000-4999
16.4%
1000-4999 - 16.417910447761194%
5000+
3.7%
5000+ - 3.731343283582089%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 61.0% Female 39.0%)
male
female
All (Male 61.0% Female 39.0%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 91.7% Female 8.3%)
male
female
CEO (Male 91.7% Female 8.3%)
Key management personnel (Male 74.7% Female 25.3%)
male
female
Key management personnel (Male 74.7% Female 25.3%)
Other executives/general managers (Male 74.4% Female 25.6%)
male
female
Other executives/general managers (Male 74.4% Female 25.6%)
Senior managers (Male 69.9% Female 30.1%)
male
female
Senior managers (Male 69.9% Female 30.1%)
Other managers (Male 64.4% Female 35.6%)
male
female
Other managers (Male 64.4% Female 35.6%)
Non-managers (all)
Clerical and administrative (Male 36.8% Female 63.2%)
male
female
Clerical and administrative (Male 36.8% Female 63.2%)
Community and personal service (Male 51.6% Female 48.4%)
male
female
Community and personal service (Male 51.6% Female 48.4%)
Machinery operators and drivers (Male 73.0% Female 27.0%)
male
female
Machinery operators and drivers (Male 73.0% Female 27.0%)
Sales (Male 51.0% Female 49.0%)
male
female
Sales (Male 51.0% Female 49.0%)
Professionals (Male 63.2% Female 36.8%)
male
female
Professionals (Male 63.2% Female 36.8%)
Technicians and trade (Male 90.7% Female 9.3%)
male
female
Technicians and trade (Male 90.7% Female 9.3%)
Labourers (Male 56.2% Female 43.8%)
male
female
Labourers (Male 56.2% Female 43.8%)
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
-0.15%
2015 baseline
2016 M:60.97% F:39.03%
2015 M:60.82% F:39.18%
The proportion of males has decreased by 0.15 p.p..
The proportion of females has increased by 0.15 p.p..
Managers
CEO
0.98%
2015 baseline
2016 M:91.67% F:8.33%
2015 M:92.65% F:7.35%
The proportion of males has increased by 0.98 p.p..
The proportion of females has decreased by 0.98 p.p..
Key management personnel
0.89%
2015 baseline
2016 M:74.70% F:25.30%
2015 M:75.59% F:24.41%
The proportion of males has increased by 0.89 p.p..
The proportion of females has decreased by 0.89 p.p..
Other executives/general managers
-0.95%
2015 baseline
2016 M:74.44% F:25.56%
2015 M:73.49% F:26.51%
The proportion of males has decreased by 0.95 p.p..
The proportion of females has increased by 0.95 p.p..
Senior managers
1.04%
2015 baseline
2016 M:69.86% F:30.14%
2015 M:70.90% F:29.10%
The proportion of males has increased by 1.04 p.p..
The proportion of females has decreased by 1.04 p.p..
Other managers
0.35%
2015 baseline
2016 M:64.40% F:35.60%
2015 M:64.75% F:35.25%
The proportion of males has increased by 0.35 p.p..
The proportion of females has decreased by 0.35 p.p..
Non-managers
Clerical and administrative
-0.62%
2015 baseline
2016 M:36.80% F:63.20%
2015 M:37.42% F:62.58%
The proportion of males has decreased by 0.62 p.p..
The proportion of females has increased by 0.62 p.p..
Community and personal service
0.64%
2015 baseline
2016 M:51.62% F:48.38%
2015 M:52.26% F:47.74%
The proportion of males has increased by 0.64 p.p..
The proportion of females has decreased by 0.64 p.p..
Machinery operators and drivers
2.21%
2015 baseline
2016 M:72.99% F:27.01%
2015 M:75.20% F:24.80%
The proportion of males has increased by 2.21 p.p..
The proportion of females has decreased by 2.21 p.p..
Sales
-0.74%
2015 baseline
2016 M:50.96% F:49.04%
2015 M:50.22% F:49.78%
The proportion of males has decreased by 0.74 p.p..
The proportion of females has increased by 0.74 p.p..
Professionals
-0.17%
2015 baseline
2016 M:63.20% F:36.80%
2015 M:63.03% F:36.97%
The proportion of males has decreased by 0.17 p.p..
The proportion of females has increased by 0.17 p.p..
Technicians and trade
-4.42%
2015 baseline
2016 M:90.68% F:9.32%
2015 M:86.26% F:13.74%
The proportion of males has decreased by 4.42 p.p..
The proportion of females has increased by 4.42 p.p..
Labourers
-2.81%
2015 baseline
2016 M:56.22% F:43.78%
2015 M:53.41% F:46.59%
The proportion of males has decreased by 2.81 p.p..
The proportion of females has increased by 2.81 p.p..
Results for 2016 View yearly change
Full-time (Male 66.1% Female 33.9%)
male
female
Full-time (Male 66.1% Female 33.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 92.3% Female 7.7%)
male
female
CEO (Male 92.3% Female 7.7%)
Key management personnel (Male 76.3% Female 23.8%)
male
female
Key management personnel (Male 76.3% Female 23.8%)
Other executives/general managers (Male 75.8% Female 24.2%)
male
female
Other executives/general managers (Male 75.8% Female 24.2%)
Senior managers (Male 71.6% Female 28.4%)
male
female
Senior managers (Male 71.6% Female 28.4%)
Other managers (Male 66.7% Female 33.3%)
male
female
Other managers (Male 66.7% Female 33.3%)
Non-managers (full-time)
Clerical and administrative (Male 39.3% Female 60.7%)
male
female
Clerical and administrative (Male 39.3% Female 60.7%)
Community and personal service (Male 53.8% Female 46.2%)
male
female
Community and personal service (Male 53.8% Female 46.2%)
Machinery operators and drivers (Male 77.6% Female 22.4%)
male
female
Machinery operators and drivers (Male 77.6% Female 22.4%)
Sales (Male 57.6% Female 42.4%)
male
female
Sales (Male 57.6% Female 42.4%)
Professionals (Male 66.8% Female 33.2%)
male
female
Professionals (Male 66.8% Female 33.2%)
Technicians and trade (Male 92.6% Female 7.4%)
male
female
Technicians and trade (Male 92.6% Female 7.4%)
Labourers (Male 78.9% Female 21.1%)
male
female
Labourers (Male 78.9% Female 21.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.10%
2015 baseline
2016 M:66.11% F:33.89%
2015 M:66.00% F:34.00%
The proportion of males has decreased by 0.10 p.p..
The proportion of females has increased by 0.10 p.p..
Managers
CEO
1.03%
2015 baseline
2016 M:92.25% F:7.75%
2015 M:93.28% F:6.72%
The proportion of males has increased by 1.03 p.p..
The proportion of females has decreased by 1.03 p.p..
Key management personnel
0.07%
2015 baseline
2016 M:76.25% F:23.75%
2015 M:76.32% F:23.68%
The proportion of males has increased by 0.07 p.p..
The proportion of females has decreased by 0.07 p.p..
Other executives/general managers
-0.41%
2015 baseline
2016 M:75.81% F:24.19%
2015 M:75.41% F:24.59%
The proportion of males has decreased by 0.41 p.p..
The proportion of females has increased by 0.41 p.p..
Senior managers
0.96%
2015 baseline
2016 M:71.64% F:28.36%
2015 M:72.60% F:27.40%
The proportion of males has increased by 0.96 p.p..
The proportion of females has decreased by 0.96 p.p..
Other managers
0.10%
2015 baseline
2016 M:66.74% F:33.26%
2015 M:66.85% F:33.15%
The proportion of males has increased by 0.10 p.p..
The proportion of females has decreased by 0.10 p.p..
Non-managers
Clerical and administrative
-1.35%
2015 baseline
2016 M:39.28% F:60.72%
2015 M:40.63% F:59.37%
The proportion of males has decreased by 1.35 p.p..
The proportion of females has increased by 1.35 p.p..
Community and personal service
37.13%
2015 baseline
2016 M:53.78% F:46.22%
2015 M:90.91% F:9.09%
The proportion of males has increased by 37.13 p.p..
The proportion of females has decreased by 37.13 p.p..
Machinery operators and drivers
2.92%
2015 baseline
2016 M:77.58% F:22.42%
2015 M:80.50% F:19.50%
The proportion of males has increased by 2.92 p.p..
The proportion of females has decreased by 2.92 p.p..
Sales
-0.87%
2015 baseline
2016 M:57.65% F:42.35%
2015 M:56.78% F:43.22%
The proportion of males has decreased by 0.87 p.p..
The proportion of females has increased by 0.87 p.p..
Professionals
0.30%
2015 baseline
2016 M:66.83% F:33.17%
2015 M:67.12% F:32.88%
The proportion of males has increased by 0.30 p.p..
The proportion of females has decreased by 0.30 p.p..
Technicians and trade
-3.21%
2015 baseline
2016 M:92.58% F:7.42%
2015 M:89.38% F:10.62%
The proportion of males has decreased by 3.21 p.p..
The proportion of females has increased by 3.21 p.p..
Labourers
-3.80%
2015 baseline
2016 M:78.94% F:21.06%
2015 M:75.14% F:24.86%
The proportion of males has decreased by 3.80 p.p..
The proportion of females has increased by 3.80 p.p..
Results for 2016 View yearly change
Part-time (Male 28.0% Female 72.0%)
male
female
Part-time (Male 28.0% Female 72.0%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 0.0% Female 100.0%)
male
female
CEO (Male 0.0% Female 100.0%)
Key management personnel (Male 26.9% Female 73.1%)
male
female
Key management personnel (Male 26.9% Female 73.1%)
Other executives/general managers (Male 22.7% Female 77.3%)
male
female
Other executives/general managers (Male 22.7% Female 77.3%)
Senior managers (Male 11.6% Female 88.4%)
male
female
Senior managers (Male 11.6% Female 88.4%)
Other managers (Male 8.4% Female 91.6%)
male
female
Other managers (Male 8.4% Female 91.6%)
Non-managers (part-time)
Clerical and administrative (Male 20.9% Female 79.1%)
male
female
Clerical and administrative (Male 20.9% Female 79.1%)
Community and personal service (Male 16.7% Female 83.3%)
male
female
Community and personal service (Male 16.7% Female 83.3%)
Machinery operators and drivers (Male 68.9% Female 31.1%)
male
female
Machinery operators and drivers (Male 68.9% Female 31.1%)
Sales (Male 38.7% Female 61.3%)
male
female
Sales (Male 38.7% Female 61.3%)
Professionals (Male 16.7% Female 83.3%)
male
female
Professionals (Male 16.7% Female 83.3%)
Technicians and trade (Male 50.6% Female 49.4%)
male
female
Technicians and trade (Male 50.6% Female 49.4%)
Labourers (Male 31.7% Female 68.3%)
male
female
Labourers (Male 31.7% Female 68.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.93%
2015 baseline
2016 M:28.05% F:71.95%
2015 M:27.12% F:72.88%
The proportion of males has increased by 0.93 p.p..
The proportion of females has decreased by 0.93 p.p..
Managers
CEO
-50.00%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 50.00 p.p..
The proportion of females has increased by 50.00 p.p..
Key management personnel
-17.19%
2015 baseline
2016 M:26.92% F:73.08%
2015 M:55.88% F:44.12%
The proportion of males has decreased by 17.19 p.p..
The proportion of females has increased by 17.19 p.p..
Other executives/general managers
7.04%
2015 baseline
2016 M:22.73% F:77.27%
2015 M:15.69% F:84.31%
The proportion of males has increased by 7.04 p.p..
The proportion of females has decreased by 7.04 p.p..
Senior managers
-4.12%
2015 baseline
2016 M:11.63% F:88.37%
2015 M:15.75% F:84.25%
The proportion of males has decreased by 4.12 p.p..
The proportion of females has increased by 4.12 p.p..
Other managers
-1.42%
2015 baseline
2016 M:8.40% F:91.60%
2015 M:9.82% F:90.18%
The proportion of males has decreased by 1.42 p.p..
The proportion of females has increased by 1.42 p.p..
Non-managers
Clerical and administrative
2.61%
2015 baseline
2016 M:20.90% F:79.10%
2015 M:18.29% F:81.71%
The proportion of males has increased by 2.61 p.p..
The proportion of females has decreased by 2.61 p.p..
Community and personal service
-16.67%
2015 baseline
2016 M:16.67% F:83.33%
2015 M:33.33% F:66.67%
The proportion of males has decreased by 16.67 p.p..
The proportion of females has increased by 16.67 p.p..
Machinery operators and drivers
-7.10%
2015 baseline
2016 M:68.92% F:31.08%
2015 M:61.82% F:38.18%
The proportion of males has decreased by 7.10 p.p..
The proportion of females has increased by 7.10 p.p..
Sales
0.12%
2015 baseline
2016 M:38.72% F:61.28%
2015 M:38.60% F:61.40%
The proportion of males has increased by 0.12 p.p..
The proportion of females has decreased by 0.12 p.p..
Professionals
-0.61%
2015 baseline
2016 M:16.66% F:83.34%
2015 M:17.27% F:82.73%
The proportion of males has decreased by 0.61 p.p..
The proportion of females has increased by 0.61 p.p..
Technicians and trade
6.29%
2015 baseline
2016 M:50.58% F:49.42%
2015 M:43.13% F:56.87%
The proportion of males has increased by 6.29 p.p..
The proportion of females has decreased by 6.29 p.p..
Labourers
-2.91%
2015 baseline
2016 M:31.71% F:68.29%
2015 M:34.62% F:65.38%
The proportion of males has decreased by 2.91 p.p..
The proportion of females has increased by 2.91 p.p..
Results for 2016 View yearly change
Casual (Male 52.1% Female 47.9%)
male
female
Casual (Male 52.1% Female 47.9%)
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 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 60.8% Female 39.2%)
male
female
Other managers (Male 60.8% Female 39.2%)
Non-managers (casual)
Clerical and administrative (Male 44.5% Female 55.5%)
male
female
Clerical and administrative (Male 44.5% Female 55.5%)
Community and personal service (Male 49.1% Female 50.9%)
male
female
Community and personal service (Male 49.1% Female 50.9%)
Machinery operators and drivers (Male 65.0% Female 35.0%)
male
female
Machinery operators and drivers (Male 65.0% Female 35.0%)
Sales (Male 45.1% Female 54.9%)
male
female
Sales (Male 45.1% Female 54.9%)
Professionals (Male 59.6% Female 40.4%)
male
female
Professionals (Male 59.6% Female 40.4%)
Technicians and trade (Male 76.2% Female 23.8%)
male
female
Technicians and trade (Male 76.2% Female 23.8%)
Labourers (Male 42.7% Female 57.3%)
male
female
Labourers (Male 42.7% Female 57.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-1.09%
2015 baseline
2016 M:52.06% F:47.94%
2015 M:50.96% F:49.04%
The proportion of males has decreased by 1.09 p.p..
The proportion of females has increased by 1.09 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other executives/general managers
No comparison data available
Senior managers
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other managers
11.38%
2015 baseline
2016 M:60.84% F:39.16%
2015 M:72.22% F:27.78%
The proportion of males has increased by 11.38 p.p..
The proportion of females has decreased by 11.38 p.p..
Non-managers
Clerical and administrative
4.37%
2015 baseline
2016 M:44.48% F:55.52%
2015 M:40.11% F:59.89%
The proportion of males has increased by 4.37 p.p..
The proportion of females has decreased by 4.37 p.p..
Community and personal service
2.16%
2015 baseline
2016 M:49.06% F:50.94%
2015 M:46.91% F:53.09%
The proportion of males has increased by 2.16 p.p..
The proportion of females has decreased by 2.16 p.p..
Machinery operators and drivers
3.59%
2015 baseline
2016 M:65.02% F:34.98%
2015 M:68.61% F:31.39%
The proportion of males has increased by 3.59 p.p..
The proportion of females has decreased by 3.59 p.p..
Sales
1.55%
2015 baseline
2016 M:45.06% F:54.94%
2015 M:43.51% F:56.49%
The proportion of males has increased by 1.55 p.p..
The proportion of females has decreased by 1.55 p.p..
Professionals
-3.89%
2015 baseline
2016 M:59.55% F:40.45%
2015 M:55.66% F:44.34%
The proportion of males has decreased by 3.89 p.p..
The proportion of females has increased by 3.89 p.p..
Technicians and trade
-5.31%
2015 baseline
2016 M:76.16% F:23.84%
2015 M:70.86% F:29.14%
The proportion of males has decreased by 5.31 p.p..
The proportion of females has increased by 5.31 p.p..
Labourers
-6.17%
2015 baseline
2016 M:42.67% F:57.33%
2015 M:48.83% F:51.17%
The proportion of males has decreased by 6.17 p.p..
The proportion of females has increased by 6.17 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 53.6% Female 46.4%)
male
female
Overall (Male 53.6% Female 46.4%)
Managers (Male 59.1% Female 40.9%)
male
female
Managers (Male 59.1% Female 40.9%)
Non-managers (Male 53.2% Female 46.8%)
male
female
Non-managers (Male 53.2% Female 46.8%)
Promotions by role
Overall (Male 54.8% Female 45.2%)
male
female
Overall (Male 54.8% Female 45.2%)
Managers (Male 59.4% Female 40.6%)
male
female
Managers (Male 59.4% Female 40.6%)
Non-managers (Male 53.4% Female 46.6%)
male
female
Non-managers (Male 53.4% Female 46.6%)
Promotions by employment type
Full-time
92.6%
Full-time - 92.57923215666065%
Part-time
4.0%
Part-time - 4.045349136820407%
Casual
3.4%
Casual - 3.3754187065189387%
Resignations by role
Overall (Male 51.8% Female 48.2%)
male
female
Overall (Male 51.8% Female 48.2%)
Managers (Male 61.6% Female 38.4%)
male
female
Managers (Male 61.6% Female 38.4%)
Non-managers (Male 51.0% Female 49.0%)
male
female
Non-managers (Male 51.0% Female 49.0%)
Resignations by employment type
Full-time
67.3%
Full-time - 67.3077705038019%
Part-time
12.4%
Part-time - 12.430366364412638%
Casual
20.3%
Casual - 20.261863131785468%

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
25.8% pay gap
All industries 26.3%
2016 25.8%
2015 25.8%
Base salary (all)
male
female
21.7% pay gap
All industries 21.4%
2016 21.7%
2015 22.7%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
11.9% pay gap
All industries 27.7%
2016 11.9%
2015 19.5%
Other executives/general managers
male
female
18.7% pay gap
All industries 25.9%
2016 18.7%
2015 16.5%
Senior managers
male
female
15.5% pay gap
All industries 21.6%
2016 15.5%
2015 15.3%
Other managers
male
female
13.9% pay gap
All industries 22.8%
2016 13.9%
2015 12.3%
Non-managers (all total remuneration)
Clerical and administrative
male
female
3.6% pay gap
All industries 7.1%
2016 3.6%
2015 3.0%
Community and personal service
male
female
2.1% pay gap
All industries 5.5%
2016 2.1%
2015 10.9%
Machinery operators and drivers
male
female
7.9% pay gap
All industries 17.9%
2016 7.9%
2015 7.1%
Sales
male
female
30.7% pay gap
All industries 15.8%
2016 30.7%
2015 29.6%
Professionals
male
female
18.1% pay gap
All industries 19.5%
2016 18.1%
2015 18.9%
Technicians and trade
male
female
7.3% pay gap
All industries 30.8%
2016 7.3%
2015 14.1%
Labourers
male
female
20.3% pay gap
All industries 17.8%
2016 20.3%
2015 10.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.01 p.p.
2015 baseline
2016 25.82%
2015 25.80%
The gender pay gap
increased by 0.01 p.p.
Base salary (all)
1.02 p.p.
2015 baseline
2016 21.68%
2015 22.70%
The gender pay gap
decreased by 1.02 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
7.59 p.p.
2015 baseline
2016 11.88%
2015 19.47%
The gender pay gap
decreased by 7.59 p.p.
Other executives/general managers
2.20 p.p.
2015 baseline
2016 18.71%
2015 16.52%
The gender pay gap
increased by 2.20 p.p.
Senior managers
0.21 p.p.
2015 baseline
2016 15.47%
2015 15.26%
The gender pay gap
increased by 0.21 p.p.
Other managers
1.58 p.p.
2015 baseline
2016 13.86%
2015 12.28%
The gender pay gap
increased by 1.58 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.58 p.p.
2015 baseline
2016 3.62%
2015 3.04%
The gender pay gap
increased by 0.58 p.p.
Community and personal service
8.85 p.p.
2015 baseline
2016 2.08%
2015 10.93%
The gender pay gap
decreased by 8.85 p.p.
Machinery operators and drivers
0.86 p.p.
2015 baseline
2016 7.92%
2015 7.06%
The gender pay gap
increased by 0.86 p.p.
Sales
1.06 p.p.
2015 baseline
2016 30.67%
2015 29.61%
The gender pay gap
increased by 1.06 p.p.
Professionals
0.76 p.p.
2015 baseline
2016 18.12%
2015 18.88%
The gender pay gap
decreased by 0.76 p.p.
Technicians and trade
6.73 p.p.
2015 baseline
2016 7.33%
2015 14.06%
The gender pay gap
decreased by 6.73 p.p.
Labourers
9.92 p.p.
2015 baseline
2016 20.29%
2015 10.37%
The gender pay gap
increased by 9.92 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
23.5% pay gap
All industries 23.1%
2016 23.5%
2015 23.3%
Base salary (full-time)
male
female
19.3% pay gap
All industries 17.7%
2016 19.3%
2015 20.2%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
8.2% pay gap
All industries 26.6%
2016 8.2%
2015 18.1%
Other executives/general managers
male
female
17.2% pay gap
All industries 24.6%
2016 17.2%
2015 14.6%
Senior managers
male
female
15.3% pay gap
All industries 21.7%
2016 15.3%
2015 15.2%
Other managers
male
female
14.3% pay gap
All industries 23.8%
2016 14.3%
2015 12.9%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
4.0% pay gap
All industries 8.8%
2016 4.0%
2015 3.5%
Community and personal service
male
female
7.0% pay gap
All industries 10.9%
2016 7.0%
Machinery operators and drivers
male
female
13.3% pay gap
All industries 16.1%
2016 13.3%
2015 12.3%
Sales
male
female
32.7% pay gap
All industries 23.5%
2016 32.7%
2015 31.1%
Professionals
male
female
18.2% pay gap
All industries 19.7%
2016 18.2%
2015 18.4%
Technicians and trade
male
female
7.8% pay gap
All industries 27.1%
2016 7.8%
2015 11.2%
Labourers
male
female
20.5% pay gap
All industries 17.2%
2016 20.5%
2015 12.1%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.22 p.p.
2015 baseline
2016 23.51%
2015 23.29%
The gender pay gap
increased by 0.22 p.p.
Base salary (full-time)
0.90 p.p.
2015 baseline
2016 19.32%
2015 20.22%
The gender pay gap
decreased by 0.90 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
9.92 p.p.
2015 baseline
2016 8.16%
2015 18.09%
The gender pay gap
decreased by 9.92 p.p.
Other executives/general managers
2.60 p.p.
2015 baseline
2016 17.19%
2015 14.59%
The gender pay gap
increased by 2.60 p.p.
Senior managers
0.09 p.p.
2015 baseline
2016 15.27%
2015 15.18%
The gender pay gap
increased by 0.09 p.p.
Other managers
1.42 p.p.
2015 baseline
2016 14.34%
2015 12.92%
The gender pay gap
increased by 1.42 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.57 p.p.
2015 baseline
2016 4.02%
2015 3.45%
The gender pay gap
increased by 0.57 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
0.97 p.p.
2015 baseline
2016 13.29%
2015 12.32%
The gender pay gap
increased by 0.97 p.p.
Sales
1.62 p.p.
2015 baseline
2016 32.68%
2015 31.06%
The gender pay gap
increased by 1.62 p.p.
Professionals
0.20 p.p.
2015 baseline
2016 18.24%
2015 18.44%
The gender pay gap
decreased by 0.20 p.p.
Technicians and trade
3.39 p.p.
2015 baseline
2016 7.77%
2015 11.17%
The gender pay gap
decreased by 3.39 p.p.
Labourers
8.40 p.p.
2015 baseline
2016 20.52%
2015 12.11%
The gender pay gap
increased by 8.40 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-18.5% pay gap
All industries -6.6%
2016 -18.5%
2015 -15.1%
Base salary (part-time)
male
female
-21.4% pay gap
All industries -7.8%
2016 -21.4%
2015 -16.1%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
male
female
14.2% pay gap
All industries 21.3%
2016 14.2%
2015 24.5%
Other managers
male
female
12.5% pay gap
All industries 15.0%
2016 12.5%
2015 9.2%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-3.8% pay gap
All industries -4.9%
2016 -3.8%
2015 -0.7%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
-19.1% pay gap
All industries 7.3%
2016 -19.1%
2015 -17.8%
Sales
male
female
-10.0% pay gap
All industries -0.6%
2016 -10.0%
2015 -9.5%
Professionals
male
female
5.1% pay gap
All industries 18.7%
2016 5.1%
2015 4.6%
Technicians and trade
male
female
-5.3% pay gap
All industries 8.6%
2016 -5.3%
2015 7.0%
Labourers
male
female
6.8% pay gap
All industries -4.4%
2016 6.8%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
3.38 p.p.
2015 baseline
2016 -18.46%
2015 -15.08%
The gender pay gap
increased by 3.38 p.p.
Base salary (part-time)
5.34 p.p.
2015 baseline
2016 -21.42%
2015 -16.08%
The gender pay gap
increased by 5.34 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
10.23 p.p.
2015 baseline
2016 14.22%
2015 24.45%
The gender pay gap
decreased by 10.23 p.p.
Other managers
3.25 p.p.
2015 baseline
2016 12.46%
2015 9.21%
The gender pay gap
increased by 3.25 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
3.12 p.p.
2015 baseline
2016 -3.77%
2015 -0.66%
The gender pay gap
increased by 3.12 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
1.27 p.p.
2015 baseline
2016 -19.07%
2015 -17.80%
The gender pay gap
increased by 1.27 p.p.
Sales
0.53 p.p.
2015 baseline
2016 -10.05%
2015 -9.52%
The gender pay gap
increased by 0.53 p.p.
Professionals
0.52 p.p.
2015 baseline
2016 5.10%
2015 4.58%
The gender pay gap
increased by 0.52 p.p.
Technicians and trade
12.37 p.p.
2015 baseline
2016 -5.32%
2015 7.05%
The gender pay gap
decreased by 12.37 p.p.
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
20.1% pay gap
All industries 9.1%
2016 20.1%
2015 22.6%
Base salary (casual)
male
female
19.9% pay gap
All industries 8.6%
2016 19.9%
2015 22.2%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
1.6% pay gap
All industries 1.8%
2016 1.6%
2015 -5.5%
Community and personal service
male
female
-2.6% pay gap
All industries -0.2%
2016 -2.6%
2015 2.7%
Machinery operators and drivers
male
female
-6.4% pay gap
All industries 11.0%
2016 -6.4%
2015 -2.5%
Sales
male
female
0.9% pay gap
All industries -3.4%
2016 0.9%
2015 2.4%
Professionals
male
female
22.0% pay gap
All industries 15.3%
2016 22.0%
2015 25.5%
Technicians and trade
male
female
9.3% pay gap
All industries 30.5%
2016 9.3%
2015 20.2%
Labourers
male
female
11.6% pay gap
All industries 14.0%
2016 11.6%
2015 9.6%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
2.46 p.p.
2015 baseline
2016 20.12%
2015 22.58%
The gender pay gap
decreased by 2.46 p.p.
Base salary (casual)
2.36 p.p.
2015 baseline
2016 19.88%
2015 22.25%
The gender pay gap
decreased by 2.36 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
7.09 p.p.
2015 baseline
2016 1.62%
2015 -5.47%
The gender pay gap
decreased by 7.09 p.p.
Community and personal service
5.25 p.p.
2015 baseline
2016 -2.56%
2015 2.69%
The gender pay gap
decreased by 5.25 p.p.
Machinery operators and drivers
3.85 p.p.
2015 baseline
2016 -6.38%
2015 -2.53%
The gender pay gap
increased by 3.85 p.p.
Sales
1.48 p.p.
2015 baseline
2016 0.91%
2015 2.39%
The gender pay gap
decreased by 1.48 p.p.
Professionals
3.48 p.p.
2015 baseline
2016 22.04%
2015 25.52%
The gender pay gap
decreased by 3.48 p.p.
Technicians and trade
10.91 p.p.
2015 baseline
2016 9.27%
2015 20.17%
The gender pay gap
decreased by 10.91 p.p.
Labourers
1.98 p.p.
2015 baseline
2016 11.56%
2015 9.58%
The gender pay gap
increased by 1.98 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
53.0%
0%
100%
All industries 53.1%
2016 53.0%
2015 53.6%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
25.4%
0%
100%
All industries 26.4%
2016 25.4%
2015 28.4%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
28.4%
0%
100%
All industries 20.0%
2016 28.4%
2015 27.2%
Within last 1-2 years
4.5%
0%
100%
All industries 4.7%
2016 4.5%
2015 7.2%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 0.8%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
10.9%
0%
100%
All industries 13.5%
2016 10.9%
2015 2.2%
Identified cause/s of the gaps
28.3%
0%
100%
All industries 31.2%
2016 28.3%
2015 17.8%
Reviewed remuneration decision-making processes
17.4%
0%
100%
All industries 22.4%
2016 17.4%
2015 13.3%
Analysed commencement salaries by gender to ensure there are no pay gaps
10.9%
0%
100%
All industries 16.0%
2016 10.9%
2015 4.4%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
26.1%
0%
100%
All industries 22.3%
2016 26.1%
2015 11.1%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
26.1%
0%
100%
All industries 21.6%
2016 26.1%
2015 8.9%
Trained people-managers in addressing gender bias (including unconscious bias)
13.0%
0%
100%
All industries 11.1%
2016 13.0%
2015 4.4%
Set targets to reduce any like-for-like gaps
2.2%
0%
100%
All industries 6.1%
2016 2.2%
2015 0.0%
Set targets to reduce any organisation-wide gaps
4.3%
0%
100%
All industries 4.4%
2016 4.3%
2015 0.0%
Reported pay equity metrics to the board
2.2%
0%
100%
All industries 14.4%
2016 2.2%
2015 2.2%
Reported pay equity metrics to the executive
23.9%
0%
100%
All industries 25.4%
2016 23.9%
2015 15.6%
Corrected like-for-like gaps
10.9%
0%
100%
All industries 16.9%
2016 10.9%
2015 8.9%
Conducted a gender-based job evaluation process
4.3%
0%
100%
All industries 2.1%
2016 4.3%
2015 0.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
11.9%
0%
100%
All industries 5.8%
2016 11.9%
2015 10.4%
No, don't have expertise
2.2%
0%
100%
All industries 0.7%
2016 2.2%
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)
0.0%
0%
100%
All industries 6.2%
2016 0.0%
2015 0.8%
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)
12.7%
0%
100%
All industries 21.2%
2016 12.7%
2015 7.2%
No, non-award employees are paid market rate
17.2%
0%
100%
All industries 13.2%
2016 17.2%
2015 20.0%
No, not a priority
3.0%
0%
100%
All industries 2.4%
2016 3.0%
2015 1.6%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
-0.61 p.p.
2015 baseline
2016 52.99%
2015 53.60%
Change of -0.61 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-3.01 p.p.
2015 baseline
2016 25.35%
2015 28.36%
Change of -3.01 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
1.16 p.p.
2015 baseline
2016 28.36%
2015 27.20%
Change of 1.16 p.p.
Within last 1-2 years
-2.72 p.p.
2015 baseline
2016 4.48%
2015 7.20%
Change of -2.72 p.p.
More than 2 years ago but less than 4 years ago
-0.80 p.p.
2015 baseline
2016 0.00%
2015 0.80%
Change of -0.80 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
8.65 p.p.
2015 baseline
2016 10.87%
2015 2.22%
Change of 8.65 p.p.
Identified cause/s of the gaps
10.48 p.p.
2015 baseline
2016 28.26%
2015 17.78%
Change of 10.48 p.p.
Reviewed remuneration decision-making processes
4.06 p.p.
2015 baseline
2016 17.39%
2015 13.33%
Change of 4.06 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
6.43 p.p.
2015 baseline
2016 10.87%
2015 4.44%
Change of 6.43 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
14.98 p.p.
2015 baseline
2016 26.09%
2015 11.11%
Change of 14.98 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
17.20 p.p.
2015 baseline
2016 26.09%
2015 8.89%
Change of 17.20 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
8.60 p.p.
2015 baseline
2016 13.04%
2015 4.44%
Change of 8.60 p.p.
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
-0.05 p.p.
2015 baseline
2016 2.17%
2015 2.22%
Change of -0.05 p.p.
Reported pay equity metrics to the executive
8.36 p.p.
2015 baseline
2016 23.91%
2015 15.56%
Change of 8.36 p.p.
Corrected like-for-like gaps
1.98 p.p.
2015 baseline
2016 10.87%
2015 8.89%
Change of 1.98 p.p.
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
1.54 p.p.
2015 baseline
2016 11.94%
2015 10.40%
Change of 1.54 p.p.
No, don't have expertise
0.64 p.p.
2015 baseline
2016 2.24%
2015 1.60%
Change of 0.64 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)
-0.80 p.p.
2015 baseline
2016 0.00%
2015 0.80%
Change of -0.80 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)
5.49 p.p.
2015 baseline
2016 12.69%
2015 7.20%
Change of 5.49 p.p.
No, non-award employees are paid market rate
-2.84 p.p.
2015 baseline
2016 17.16%
2015 20.00%
Change of -2.84 p.p.
No, not a priority
1.39 p.p.
2015 baseline
2016 2.99%
2015 1.60%
Change of 1.39 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
59.0%
0%
100%
All industries 57.7%
2016 59.0%
2015 53.6%
Employers that have an overall gender equality strategy
19.4%
0%
100%
All industries 22.2%
2016 19.4%
2015 23.2%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
10.2%
0%
100%
All industries 12.7%
2016 10.2%
2015 9.8%

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
5.36 p.p.
2015 baseline
2016 58.96%
2015 53.60%
Change of 5.36 p.p.
Employers that have an overall gender equality strategy
-3.80 p.p.
2015 baseline
2016 19.40%
2015 23.20%
Change of -3.80 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
0.33 p.p.
0%
100%
2015 baseline
2016 10.17%
2015 9.84%
Change of 0.33 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
60.4%
0%
100%
All industries 52.3%
2016 60.4%
2015 61.6%
Employers that have a flexible working arrangements strategy
21.6%
0%
100%
All industries 16.1%
2016 21.6%
2015 22.4%
Types of flexible work offered
Carer's leave
94.8%
0%
100%
All industries 92.9%
2016 94.8%
2015 93.6%
Compressed working week
33.6%
0%
100%
All industries 26.1%
2016 33.6%
2015 29.6%
Flexible hours of work
66.4%
0%
100%
All industries 58.5%
2016 66.4%
2015 61.6%
Job sharing
39.6%
0%
100%
All industries 39.9%
2016 39.6%
2015 40.0%
Part-time work
81.3%
0%
100%
All industries 83.9%
2016 81.3%
2015 82.4%
Purchased leave
28.4%
0%
100%
All industries 28.4%
2016 28.4%
2015 28.0%
Telecommuting
49.3%
0%
100%
All industries 27.5%
2016 49.3%
2015 42.4%
Time-in-lieu
53.0%
0%
100%
All industries 50.9%
2016 53.0%
2015 52.0%
Unpaid leave
79.1%
0%
100%
All industries 79.4%
2016 79.1%
2015 78.4%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
-1.15 p.p.
2015 baseline
2016 60.45%
2015 61.60%
Change of -1.15 p.p.
Employers that have a flexible working arrangements strategy
-0.76 p.p.
2015 baseline
2016 21.64%
2015 22.40%
Change of -0.76 p.p.
Types of flexible work offered
Carer's leave
1.18 p.p.
2015 baseline
2016 94.78%
2015 93.60%
Change of 1.18 p.p.
Compressed working week
3.98 p.p.
2015 baseline
2016 33.58%
2015 29.60%
Change of 3.98 p.p.
Flexible hours of work
4.82 p.p.
2015 baseline
2016 66.42%
2015 61.60%
Change of 4.82 p.p.
Job sharing
-0.45 p.p.
2015 baseline
2016 39.55%
2015 40.00%
Change of -0.45 p.p.
Part-time work
-1.06 p.p.
2015 baseline
2016 81.34%
2015 82.40%
Change of -1.06 p.p.
Purchased leave
0.36 p.p.
2015 baseline
2016 28.36%
2015 28.00%
Change of 0.36 p.p.
Telecommuting
6.85 p.p.
2015 baseline
2016 49.25%
2015 42.40%
Change of 6.85 p.p.
Time-in-lieu
0.99 p.p.
2015 baseline
2016 52.99%
2015 52.00%
Change of 0.99 p.p.
Unpaid leave
0.70 p.p.
2015 baseline
2016 79.10%
2015 78.40%
Change of 0.70 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
57.5%
0%
100%
All industries 47.6%
2016 57.5%
2015 56.0%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
14.9%
0%
100%
All industries 12.9%
2016 14.9%
2015 20.8%
Paid parental leave
Employers that offer primary carer leave
61.9%
0%
100%
All industries 48.0%
2016 61.9%
2015 58.4%
Average primary carer's leave offered (minimum number of weeks)
9.3 weeks
All industries 9.7 weeks
2016 9.3 weeks
2015 9.3 weeks
Employers that top up government scheme to full pay
14.5%
0%
100%
All industries 9.0%
2016 14.5%
2015 9.6%
Employers that offer full pay in addition to government scheme
71.1%
0%
100%
All industries 79.2%
2016 71.1%
2015 78.1%
Employers that offer a lump sum payment
21.7%
0%
100%
All industries 16.8%
2016 21.7%
2015 21.9%
Employers that offer secondary carer leave
56.0%
0%
100%
All industries 39.0%
2016 56.0%
2015 52.8%
Average secondary carer's leave offered (minimum number of weeks)
1.6 weeks
All industries 1.5 weeks
2016 1.6 weeks
2015 1.6 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.8%
0%
100%
All industries 7.6%
2016 7.8%
Proportion of women (out of all employees on parental leave)
7.0%
0%
100%
All industries 7.0%
2016 7.0%
Proportion of men (out of all employees on parental leave)
0.9%
0%
100%
All industries 0.6%
2016 0.9%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
2.6%
0%
100%
All industries 5.8%
2016 2.6%
2015 2.5%
On-site childcare
5.1%
0%
100%
All industries 9.5%
2016 5.1%
2015 2.5%
Breastfeeding facilities
74.4%
0%
100%
All industries 53.6%
2016 74.4%
2015 61.7%
Childcare referral services
10.3%
0%
100%
All industries 10.4%
2016 10.3%
2015 11.1%
Internal support network for parents
17.9%
0%
100%
All industries 16.7%
2016 17.9%
2015 11.1%
Return-to-work bonus
10.3%
0%
100%
All industries 7.4%
2016 10.3%
2015 16.0%
Information packs to support new parents and/or those with elder care responsibilities
21.8%
0%
100%
All industries 17.1%
2016 21.8%
2015 19.8%
Referral services to support employees with family and/or caring responsibilities
53.8%
0%
100%
All industries 47.3%
2016 53.8%
2015 56.8%
Targeted communication mechanisms, for example intranet/forums
24.4%
0%
100%
All industries 26.9%
2016 24.4%
2015 40.7%
Support in securing school holiday care
1.3%
0%
100%
All industries 6.5%
2016 1.3%
2015 0.0%
Coaching for employees on returning to work from parental leave
16.7%
0%
100%
All industries 15.5%
2016 16.7%
2015 0.0%
Parenting workshops targeting mothers
5.1%
0%
100%
All industries 3.9%
2016 5.1%
2015 0.0%
Parenting workshops targeting fathers
3.8%
0%
100%
All industries 3.3%
2016 3.8%
2015 0.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
1.46 p.p.
2015 baseline
2016 57.46%
2015 56.00%
Change of 1.46 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-5.87 p.p.
2015 baseline
2016 14.93%
2015 20.80%
Change of -5.87 p.p.
Paid parental leave
Employers that offer primary carer leave
3.54 p.p.
2015 baseline
2016 61.94%
2015 58.40%
Change of 3.54 p.p.
Average primary carer leave offered (minimum number of weeks)
0.00 weeks
2015 baseline
2016 9.27weeks
2015 9.26weeks
Change of 0.00 weeks
Employers that top up government scheme to full pay
4.87 p.p.
2015 baseline
2016 14.46%
2015 9.59%
Change of 4.87 p.p.
Employers that offer full pay in addition to government scheme
-7.00 p.p.
2015 baseline
2016 71.08%
2015 78.08%
Change of -7.00 p.p.
Employers that offer a lump sum payment
-0.23 p.p.
2015 baseline
2016 21.69%
2015 21.92%
Change of -0.23 p.p.
Employers that offer secondary carer leave
3.17 p.p.
2015 baseline
2016 55.97%
2015 52.80%
Change of 3.17 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.02 weeks
2015 baseline
2016 1.61weeks
2015 1.59weeks
Change of 0.02 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
2.66 p.p.
2015 baseline
2016 5.13%
2015 2.47%
Change of 2.66 p.p.
Breastfeeding facilities
12.63 p.p.
2015 baseline
2016 74.36%
2015 61.73%
Change of 12.63 p.p.
Childcare referral services
-0.85 p.p.
2015 baseline
2016 10.26%
2015 11.11%
Change of -0.85 p.p.
Internal support network for parents
6.84 p.p.
2015 baseline
2016 17.95%
2015 11.11%
Change of 6.84 p.p.
Return-to-work bonus
-5.79 p.p.
2015 baseline
2016 10.26%
2015 16.05%
Change of -5.79 p.p.
Information packs to support new parents and/or those with elder care responsibilities
2.04 p.p.
2015 baseline
2016 21.79%
2015 19.75%
Change of 2.04 p.p.
Referral services to support employees with family and/or caring responsibilities
-2.94 p.p.
2015 baseline
2016 53.85%
2015 56.79%
Change of -2.94 p.p.
Targeted communication mechanisms, for example intranet/forums
-16.38 p.p.
2015 baseline
2016 24.36%
2015 40.74%
Change of -16.38 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
44.0%
0%
100%
All industries 39.3%
2016 44.0%
2015 38.4%
Has some measure in place to support employees who are experiencing family or domestic violence
78.4%
0%
100%
All industries 74.8%
2016 78.4%
2015 75.2%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
68.7%
0%
100%
All industries 66.4%
2016 68.7%
2015 67.2%
HR or other staff training
9.7%
0%
100%
All industries 11.0%
2016 9.7%
2015 15.2%
Referral to support services
25.4%
0%
100%
All industries 26.9%
2016 25.4%
2015 20.8%
Access to any leave (overall measure)
60.4%
0%
100%
All industries 52.6%
2016 60.4%
2015 54.4%
Paid domestic violence leave
12.7%
0%
100%
All industries 12.1%
2016 12.7%
Unpaid domestic violence leave
5.2%
0%
100%
All industries 3.8%
2016 5.2%
2015 0.0%
Unpaid leave
56.7%
0%
100%
All industries 49.3%
2016 56.7%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
7.5%
0%
100%
All industries 6.9%
2016 7.5%
2015 0.0%
Workplace safety planning
7.5%
0%
100%
All industries 8.3%
2016 7.5%
2015 0.0%
Confidentiality of disclosure
48.5%
0%
100%
All industries 41.2%
2016 48.5%
2015 0.0%
Protection from adverse action or discrimination
26.9%
0%
100%
All industries 21.3%
2016 26.9%
2015 0.0%
Flexible working arrangements
59.0%
0%
100%
All industries 48.6%
2016 59.0%
2015 0.0%
Financial support
12.7%
0%
100%
All industries 11.2%
2016 12.7%
2015 0.0%
Change of office location
13.4%
0%
100%
All industries 13.7%
2016 13.4%
2015 0.0%
Emergency accommodation assistance
3.0%
0%
100%
All industries 4.0%
2016 3.0%
2015 0.0%
Medical services
3.0%
0%
100%
All industries 10.0%
2016 3.0%
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
5.63 p.p.
2015 baseline
2016 44.03%
2015 38.40%
Change of 5.63 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
3.16 p.p.
2015 baseline
2016 78.36%
2015 75.20%
Change of 3.16 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
1.46 p.p.
2015 baseline
2016 68.66%
2015 67.20%
Change of 1.46 p.p.
HR or other staff training
-5.50 p.p.
2015 baseline
2016 9.70%
2015 15.20%
Change of -5.50 p.p.
Referral to support services
4.57 p.p.
2015 baseline
2016 25.37%
2015 20.80%
Change of 4.57 p.p.
Access to any leave (overall measure)
6.05 p.p.
2015 baseline
2016 60.45%
2015 54.40%
Change of 6.05 p.p.
Paid domestic violence leave
12.69 p.p.
2015 baseline
2016 12.69%
2015 0.00%
Change of 12.69 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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