Non-Metallic Mineral Product Manufacturing within Manufacturing Division

Non-Metallic Mineral Product Manufacturing has 16,482 employees within 22 organisations
Change year 2016

Non-Metallic Mineral Product Manufacturing summary for 2016

Non-Metallic Mineral Product Manufacturing has 16,482 employees within 22 organisations of any size.
15.4% of employees are female.

Employee type breakdown
Casual
4.0%
Casual - 4.034704526149739%
Part-time
2.5%
Part-time - 2.457226064797961%
Full-time
93.5%
Full-time - 93.5080694090523%
Organisation size breakdown
<250
36.4%
<250 - 36.36363636363637%
250-499
18.2%
250-499 - 18.181818181818183%
500-999
18.2%
500-999 - 18.181818181818183%
1000-4999
27.3%
1000-4999 - 27.27272727272727%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 84.6% Female 15.4%)
male
female
All (Male 84.6% Female 15.4%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 85.9% Female 14.1%)
male
female
Key management personnel (Male 85.9% Female 14.1%)
Other executives/general managers (Male 84.9% Female 15.1%)
male
female
Other executives/general managers (Male 84.9% Female 15.1%)
Senior managers (Male 86.7% Female 13.3%)
male
female
Senior managers (Male 86.7% Female 13.3%)
Other managers (Male 87.3% Female 12.7%)
male
female
Other managers (Male 87.3% Female 12.7%)
Non-managers (all)
Clerical and administrative (Male 28.0% Female 72.0%)
male
female
Clerical and administrative (Male 28.0% Female 72.0%)
Community and personal service (Male 50.0% Female 50.0%)
male
female
Community and personal service (Male 50.0% Female 50.0%)
Machinery operators and drivers (Male 97.6% Female 2.4%)
male
female
Machinery operators and drivers (Male 97.6% Female 2.4%)
Sales (Male 65.0% Female 35.0%)
male
female
Sales (Male 65.0% Female 35.0%)
Professionals (Male 72.8% Female 27.2%)
male
female
Professionals (Male 72.8% Female 27.2%)
Technicians and trade (Male 95.4% Female 4.6%)
male
female
Technicians and trade (Male 95.4% Female 4.6%)
Labourers (Male 97.5% Female 2.5%)
male
female
Labourers (Male 97.5% Female 2.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.09%
2015 baseline
2016 M:84.62% F:15.38%
2015 M:84.53% F:15.47%
The proportion of males has decreased by 0.09 p.p..
The proportion of females has increased by 0.09 p.p..
Managers
CEO
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.
Key management personnel
5.28%
2015 baseline
2016 M:85.87% F:14.13%
2015 M:91.15% F:8.85%
The proportion of males has increased by 5.28 p.p..
The proportion of females has decreased by 5.28 p.p..
Other executives/general managers
-1.73%
2015 baseline
2016 M:84.92% F:15.08%
2015 M:83.19% F:16.81%
The proportion of males has decreased by 1.73 p.p..
The proportion of females has increased by 1.73 p.p..
Senior managers
-0.73%
2015 baseline
2016 M:86.68% F:13.32%
2015 M:85.95% F:14.05%
The proportion of males has decreased by 0.73 p.p..
The proportion of females has increased by 0.73 p.p..
Other managers
0.62%
2015 baseline
2016 M:87.31% F:12.69%
2015 M:87.93% F:12.07%
The proportion of males has increased by 0.62 p.p..
The proportion of females has decreased by 0.62 p.p..
Non-managers
Clerical and administrative
0.61%
2015 baseline
2016 M:28.02% F:71.98%
2015 M:27.42% F:72.58%
The proportion of males has increased by 0.61 p.p..
The proportion of females has decreased by 0.61 p.p..
Community and personal service
0.00%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:50.00% F:50.00%
There has been no change in the workforce composition.
Machinery operators and drivers
0.04%
2015 baseline
2016 M:97.59% F:2.41%
2015 M:97.63% F:2.37%
The proportion of males has increased by 0.04 p.p..
The proportion of females has decreased by 0.04 p.p..
Sales
0.10%
2015 baseline
2016 M:65.05% F:34.95%
2015 M:65.15% F:34.85%
The proportion of males has increased by 0.10 p.p..
The proportion of females has decreased by 0.10 p.p..
Professionals
-0.37%
2015 baseline
2016 M:72.82% F:27.18%
2015 M:72.45% F:27.55%
The proportion of males has decreased by 0.37 p.p..
The proportion of females has increased by 0.37 p.p..
Technicians and trade
0.86%
2015 baseline
2016 M:95.44% F:4.56%
2015 M:96.30% F:3.70%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Labourers
-2.18%
2015 baseline
2016 M:97.48% F:2.52%
2015 M:95.30% F:4.70%
The proportion of males has decreased by 2.18 p.p..
The proportion of females has increased by 2.18 p.p..
Results for 2016 View yearly change
Full-time (Male 87.1% Female 12.9%)
male
female
Full-time (Male 87.1% Female 12.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 86.4% Female 13.6%)
male
female
Key management personnel (Male 86.4% Female 13.6%)
Other executives/general managers (Male 85.8% Female 14.2%)
male
female
Other executives/general managers (Male 85.8% Female 14.2%)
Senior managers (Male 87.7% Female 12.3%)
male
female
Senior managers (Male 87.7% Female 12.3%)
Other managers (Male 87.6% Female 12.4%)
male
female
Other managers (Male 87.6% Female 12.4%)
Non-managers (full-time)
Clerical and administrative (Male 32.2% Female 67.8%)
male
female
Clerical and administrative (Male 32.2% Female 67.8%)
Community and personal service (Male 75.0% Female 25.0%)
male
female
Community and personal service (Male 75.0% Female 25.0%)
Machinery operators and drivers (Male 97.7% Female 2.3%)
male
female
Machinery operators and drivers (Male 97.7% Female 2.3%)
Sales (Male 74.8% Female 25.2%)
male
female
Sales (Male 74.8% Female 25.2%)
Professionals (Male 75.3% Female 24.7%)
male
female
Professionals (Male 75.3% Female 24.7%)
Technicians and trade (Male 95.9% Female 4.1%)
male
female
Technicians and trade (Male 95.9% Female 4.1%)
Labourers (Male 98.1% Female 1.9%)
male
female
Labourers (Male 98.1% Female 1.9%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.25%
2015 baseline
2016 M:87.13% F:12.87%
2015 M:87.38% F:12.62%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Managers
CEO
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.
Key management personnel
4.63%
2015 baseline
2016 M:86.36% F:13.64%
2015 M:90.99% F:9.01%
The proportion of males has increased by 4.63 p.p..
The proportion of females has decreased by 4.63 p.p..
Other executives/general managers
-1.96%
2015 baseline
2016 M:85.79% F:14.21%
2015 M:83.83% F:16.17%
The proportion of males has decreased by 1.96 p.p..
The proportion of females has increased by 1.96 p.p..
Senior managers
-0.73%
2015 baseline
2016 M:87.70% F:12.30%
2015 M:86.97% F:13.03%
The proportion of males has decreased by 0.73 p.p..
The proportion of females has increased by 0.73 p.p..
Other managers
0.75%
2015 baseline
2016 M:87.60% F:12.40%
2015 M:88.35% F:11.65%
The proportion of males has increased by 0.75 p.p..
The proportion of females has decreased by 0.75 p.p..
Non-managers
Clerical and administrative
0.14%
2015 baseline
2016 M:32.16% F:67.84%
2015 M:32.02% F:67.98%
The proportion of males has increased by 0.14 p.p..
The proportion of females has decreased by 0.14 p.p..
Community and personal service
-16.67%
2015 baseline
2016 M:75.00% F:25.00%
2015 M:58.33% F:41.67%
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
0.08%
2015 baseline
2016 M:97.71% F:2.29%
2015 M:97.78% F:2.22%
The proportion of males has increased by 0.08 p.p..
The proportion of females has decreased by 0.08 p.p..
Sales
2.30%
2015 baseline
2016 M:74.78% F:25.22%
2015 M:77.07% F:22.93%
The proportion of males has increased by 2.30 p.p..
The proportion of females has decreased by 2.30 p.p..
Professionals
0.09%
2015 baseline
2016 M:75.27% F:24.73%
2015 M:75.36% F:24.64%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Technicians and trade
1.04%
2015 baseline
2016 M:95.93% F:4.07%
2015 M:96.98% F:3.02%
The proportion of males has increased by 1.04 p.p..
The proportion of females has decreased by 1.04 p.p..
Labourers
-2.36%
2015 baseline
2016 M:98.14% F:1.86%
2015 M:95.78% F:4.22%
The proportion of males has decreased by 2.36 p.p..
The proportion of females has increased by 2.36 p.p..
Results for 2016 View yearly change
Part-time (Male 14.8% Female 85.2%)
male
female
Part-time (Male 14.8% Female 85.2%)
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 75.0% Female 25.0%)
male
female
Key management personnel (Male 75.0% Female 25.0%)
Other executives/general managers (Male 0.0% Female 100.0%)
male
female
Other executives/general managers (Male 0.0% Female 100.0%)
Senior managers (Male 40.0% Female 60.0%)
male
female
Senior managers (Male 40.0% Female 60.0%)
Other managers (Male 50.0% Female 50.0%)
male
female
Other managers (Male 50.0% Female 50.0%)
Non-managers (part-time)
Clerical and administrative (Male 7.1% Female 92.9%)
male
female
Clerical and administrative (Male 7.1% Female 92.9%)
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 50.0% Female 50.0%)
male
female
Machinery operators and drivers (Male 50.0% Female 50.0%)
Sales (Male 7.3% Female 92.7%)
male
female
Sales (Male 7.3% Female 92.7%)
Professionals (Male 20.6% Female 79.4%)
male
female
Professionals (Male 20.6% Female 79.4%)
Technicians and trade (Male 28.6% Female 71.4%)
male
female
Technicians and trade (Male 28.6% Female 71.4%)
Labourers (Male 50.0% Female 50.0%)
male
female
Labourers (Male 50.0% Female 50.0%)
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
-0.39%
2015 baseline
2016 M:14.81% F:85.19%
2015 M:15.20% F:84.80%
The proportion of males has decreased by 0.39 p.p..
The proportion of females has increased by 0.39 p.p..
Managers
CEO
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
25.00%
2015 baseline
2016 M:75.00% F:25.00%
2015 M:100.00% F:0.00%
The proportion of males has increased by 25.00 p.p..
The proportion of females has decreased by 25.00 p.p..
Other executives/general managers
-33.33%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:33.33% F:66.67%
The proportion of males has decreased by 33.33 p.p..
The proportion of females has increased by 33.33 p.p..
Senior managers
6.67%
2015 baseline
2016 M:40.00% F:60.00%
2015 M:33.33% F:66.67%
The proportion of males has increased by 6.67 p.p..
The proportion of females has decreased by 6.67 p.p..
Other managers
11.54%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:38.46% F:61.54%
The proportion of males has increased by 11.54 p.p..
The proportion of females has decreased by 11.54 p.p..
Non-managers
Clerical and administrative
0.08%
2015 baseline
2016 M:7.07% F:92.93%
2015 M:6.99% F:93.01%
The proportion of males has increased by 0.08 p.p..
The proportion of females has decreased by 0.08 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
4.55%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:54.55% F:45.45%
The proportion of males has increased by 4.55 p.p..
The proportion of females has decreased by 4.55 p.p..
Sales
-0.93%
2015 baseline
2016 M:7.32% F:92.68%
2015 M:8.25% F:91.75%
The proportion of males has decreased by 0.93 p.p..
The proportion of females has increased by 0.93 p.p..
Professionals
7.08%
2015 baseline
2016 M:20.63% F:79.37%
2015 M:13.56% F:86.44%
The proportion of males has increased by 7.08 p.p..
The proportion of females has decreased by 7.08 p.p..
Technicians and trade
-2.68%
2015 baseline
2016 M:28.57% F:71.43%
2015 M:31.25% F:68.75%
The proportion of males has decreased by 2.68 p.p..
The proportion of females has increased by 2.68 p.p..
Labourers
23.33%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:73.33% F:26.67%
The proportion of males has increased by 23.33 p.p..
The proportion of females has decreased by 23.33 p.p..
Results for 2016 View yearly change
Casual (Male 68.9% Female 31.1%)
male
female
Casual (Male 68.9% Female 31.1%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 0.0% Female 0.0%)
Insufficient data available
Key management personnel (Male 0.0% Female 0.0%)
Other executives/general managers (Male 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 100.0% Female 0.0%)
male
female
Senior managers (Male 100.0% Female 0.0%)
Other managers (Male 0.0% Female 0.0%)
Insufficient data available
Other managers (Male 0.0% Female 0.0%)
Non-managers (casual)
Clerical and administrative (Male 13.8% Female 86.2%)
male
female
Clerical and administrative (Male 13.8% Female 86.2%)
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 97.1% Female 2.9%)
male
female
Machinery operators and drivers (Male 97.1% Female 2.9%)
Sales (Male 11.9% Female 88.1%)
male
female
Sales (Male 11.9% Female 88.1%)
Professionals (Male 76.7% Female 23.3%)
male
female
Professionals (Male 76.7% Female 23.3%)
Technicians and trade (Male 86.1% Female 13.9%)
male
female
Technicians and trade (Male 86.1% Female 13.9%)
Labourers (Male 95.5% Female 4.5%)
male
female
Labourers (Male 95.5% Female 4.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-2.84%
2015 baseline
2016 M:68.87% F:31.13%
2015 M:66.04% F:33.96%
The proportion of males has decreased by 2.84 p.p..
The proportion of females has increased by 2.84 p.p..
Managers
CEO
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Non-managers
Clerical and administrative
4.12%
2015 baseline
2016 M:13.85% F:86.15%
2015 M:9.72% F:90.28%
The proportion of males has increased by 4.12 p.p..
The proportion of females has decreased by 4.12 p.p..
Community and personal service
-8.33%
2015 baseline
2016 M:16.67% F:83.33%
2015 M:25.00% F:75.00%
The proportion of males has decreased by 8.33 p.p..
The proportion of females has increased by 8.33 p.p..
Machinery operators and drivers
-1.81%
2015 baseline
2016 M:97.09% F:2.91%
2015 M:95.29% F:4.71%
The proportion of males has decreased by 1.81 p.p..
The proportion of females has increased by 1.81 p.p..
Sales
1.14%
2015 baseline
2016 M:11.85% F:88.15%
2015 M:10.71% F:89.29%
The proportion of males has increased by 1.14 p.p..
The proportion of females has decreased by 1.14 p.p..
Professionals
-20.42%
2015 baseline
2016 M:76.67% F:23.33%
2015 M:56.25% F:43.75%
The proportion of males has decreased by 20.42 p.p..
The proportion of females has increased by 20.42 p.p..
Technicians and trade
-5.68%
2015 baseline
2016 M:86.11% F:13.89%
2015 M:80.43% F:19.57%
The proportion of males has decreased by 5.68 p.p..
The proportion of females has increased by 5.68 p.p..
Labourers
-1.38%
2015 baseline
2016 M:95.45% F:4.55%
2015 M:94.07% F:5.93%
The proportion of males has decreased by 1.38 p.p..
The proportion of females has increased by 1.38 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 78.8% Female 21.2%)
male
female
Overall (Male 78.8% Female 21.2%)
Managers (Male 75.4% Female 24.6%)
male
female
Managers (Male 75.4% Female 24.6%)
Non-managers (Male 79.3% Female 20.7%)
male
female
Non-managers (Male 79.3% Female 20.7%)
Promotions by role
Overall (Male 73.7% Female 26.3%)
male
female
Overall (Male 73.7% Female 26.3%)
Managers (Male 80.3% Female 19.7%)
male
female
Managers (Male 80.3% Female 19.7%)
Non-managers (Male 70.9% Female 29.1%)
male
female
Non-managers (Male 70.9% Female 29.1%)
Promotions by employment type
Full-time
91.6%
Full-time - 91.59021406727828%
Part-time
4.1%
Part-time - 4.128440366972478%
Casual
4.3%
Casual - 4.281345565749235%
Resignations by role
Overall (Male 82.8% Female 17.2%)
male
female
Overall (Male 82.8% Female 17.2%)
Managers (Male 82.5% Female 17.5%)
male
female
Managers (Male 82.5% Female 17.5%)
Non-managers (Male 82.8% Female 17.2%)
male
female
Non-managers (Male 82.8% Female 17.2%)
Resignations by employment type
Full-time
81.5%
Full-time - 81.48327678138632%
Part-time
3.2%
Part-time - 3.1507513330101795%
Casual
15.4%
Casual - 15.365971885603491%

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
18.9% pay gap
All industries 26.3%
2016 18.9%
2015 18.2%
Base salary (all)
male
female
9.2% pay gap
All industries 21.4%
2016 9.2%
2015 10.0%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
21.5% pay gap
All industries 27.7%
2016 21.5%
Other executives/general managers
male
female
11.8% pay gap
All industries 25.9%
2016 11.8%
2015 9.7%
Senior managers
male
female
6.1% pay gap
All industries 21.6%
2016 6.1%
2015 17.8%
Other managers
male
female
15.4% pay gap
All industries 22.8%
2016 15.4%
2015 12.9%
Non-managers (all total remuneration)
Clerical and administrative
male
female
17.5% pay gap
All industries 7.1%
2016 17.5%
2015 16.8%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
16.4% pay gap
All industries 17.9%
2016 16.4%
2015 15.0%
Sales
male
female
32.1% pay gap
All industries 15.8%
2016 32.1%
2015 30.7%
Professionals
male
female
12.9% pay gap
All industries 19.5%
2016 12.9%
2015 13.4%
Technicians and trade
male
female
19.4% pay gap
All industries 30.8%
2016 19.4%
2015 16.7%
Labourers
male
female
14.0% pay gap
All industries 17.8%
2016 14.0%
2015 6.7%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.69 p.p.
2015 baseline
2016 18.91%
2015 18.21%
The gender pay gap
increased by 0.69 p.p.
Base salary (all)
0.77 p.p.
2015 baseline
2016 9.21%
2015 9.98%
The gender pay gap
decreased by 0.77 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
No comparison data available
Other executives/general managers
2.03 p.p.
2015 baseline
2016 11.76%
2015 9.73%
The gender pay gap
increased by 2.03 p.p.
Senior managers
11.75 p.p.
2015 baseline
2016 6.06%
2015 17.80%
The gender pay gap
decreased by 11.75 p.p.
Other managers
2.49 p.p.
2015 baseline
2016 15.35%
2015 12.86%
The gender pay gap
increased by 2.49 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.63 p.p.
2015 baseline
2016 17.45%
2015 16.82%
The gender pay gap
increased by 0.63 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
1.40 p.p.
2015 baseline
2016 16.35%
2015 14.95%
The gender pay gap
increased by 1.40 p.p.
Sales
1.47 p.p.
2015 baseline
2016 32.13%
2015 30.65%
The gender pay gap
increased by 1.47 p.p.
Professionals
0.45 p.p.
2015 baseline
2016 12.92%
2015 13.37%
The gender pay gap
decreased by 0.45 p.p.
Technicians and trade
2.74 p.p.
2015 baseline
2016 19.44%
2015 16.70%
The gender pay gap
increased by 2.74 p.p.
Labourers
7.34 p.p.
2015 baseline
2016 14.00%
2015 6.67%
The gender pay gap
increased by 7.34 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
15.5% pay gap
All industries 23.1%
2016 15.5%
2015 14.9%
Base salary (full-time)
male
female
5.5% pay gap
All industries 17.7%
2016 5.5%
2015 6.6%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
17.0% pay gap
All industries 26.6%
2016 17.0%
Other executives/general managers
male
female
11.1% pay gap
All industries 24.6%
2016 11.1%
2015 9.0%
Senior managers
male
female
5.5% pay gap
All industries 21.7%
2016 5.5%
2015 17.4%
Other managers
male
female
14.5% pay gap
All industries 23.8%
2016 14.5%
2015 12.0%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
17.1% pay gap
All industries 8.8%
2016 17.1%
2015 16.5%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
15.1% pay gap
All industries 16.1%
2016 15.1%
2015 13.3%
Sales
male
female
26.5% pay gap
All industries 23.5%
2016 26.5%
2015 21.9%
Professionals
male
female
12.8% pay gap
All industries 19.7%
2016 12.8%
2015 15.1%
Technicians and trade
male
female
18.2% pay gap
All industries 27.1%
2016 18.2%
2015 14.3%
Labourers
male
female
9.3% pay gap
All industries 17.2%
2016 9.3%
2015 7.6%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.60 p.p.
2015 baseline
2016 15.51%
2015 14.91%
The gender pay gap
increased by 0.60 p.p.
Base salary (full-time)
1.05 p.p.
2015 baseline
2016 5.54%
2015 6.58%
The gender pay gap
decreased by 1.05 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
No comparison data available
Other executives/general managers
2.11 p.p.
2015 baseline
2016 11.11%
2015 9.00%
The gender pay gap
increased by 2.11 p.p.
Senior managers
11.86 p.p.
2015 baseline
2016 5.53%
2015 17.39%
The gender pay gap
decreased by 11.86 p.p.
Other managers
2.52 p.p.
2015 baseline
2016 14.54%
2015 12.03%
The gender pay gap
increased by 2.52 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.62 p.p.
2015 baseline
2016 17.11%
2015 16.49%
The gender pay gap
increased by 0.62 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
1.78 p.p.
2015 baseline
2016 15.08%
2015 13.30%
The gender pay gap
increased by 1.78 p.p.
Sales
4.62 p.p.
2015 baseline
2016 26.54%
2015 21.92%
The gender pay gap
increased by 4.62 p.p.
Professionals
2.31 p.p.
2015 baseline
2016 12.79%
2015 15.10%
The gender pay gap
decreased by 2.31 p.p.
Technicians and trade
3.90 p.p.
2015 baseline
2016 18.17%
2015 14.27%
The gender pay gap
increased by 3.90 p.p.
Labourers
1.71 p.p.
2015 baseline
2016 9.30%
2015 7.59%
The gender pay gap
increased by 1.71 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
30.1% pay gap
All industries -6.6%
2016 30.1%
2015 16.7%
Base salary (part-time)
male
female
26.4% pay gap
All industries -7.8%
2016 26.4%
2015 11.7%
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
10.1% pay gap
All industries -4.9%
2016 10.1%
2015 4.3%
Community and personal service
Insufficient data available
Machinery operators and drivers
Insufficient data available
Sales
Insufficient data available
Professionals
male
female
26.2% pay gap
All industries 18.7%
2016 26.2%
Technicians and trade
Insufficient data available
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
13.41 p.p.
2015 baseline
2016 30.11%
2015 16.71%
The gender pay gap
increased by 13.41 p.p.
Base salary (part-time)
14.70 p.p.
2015 baseline
2016 26.36%
2015 11.67%
The gender pay gap
increased by 14.70 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
5.78 p.p.
2015 baseline
2016 10.11%
2015 4.33%
The gender pay gap
increased by 5.78 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
No comparison data available
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
9.2% pay gap
All industries 9.1%
2016 9.2%
2015 0.8%
Base salary (casual)
male
female
6.2% pay gap
All industries 8.6%
2016 6.2%
2015 -1.7%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
Insufficient data available
Community and personal service
Insufficient data available
Machinery operators and drivers
Insufficient data available
Sales
male
female
13.4% pay gap
All industries -3.4%
2016 13.4%
2015 -6.8%
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
male
female
1.2% pay gap
All industries 14.0%
2016 1.2%
2015 -7.4%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
8.47 p.p.
2015 baseline
2016 9.23%
2015 0.77%
The gender pay gap
increased by 8.47 p.p.
Base salary (casual)
7.85 p.p.
2015 baseline
2016 6.17%
2015 -1.68%
The gender pay gap
increased by 7.85 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
20.26 p.p.
2015 baseline
2016 13.43%
2015 -6.84%
The gender pay gap
increased by 20.26 p.p.
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
8.60 p.p.
2015 baseline
2016 1.23%
2015 -7.37%
The gender pay gap
decreased by 8.60 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
59.1%
0%
100%
All industries 53.1%
2016 59.1%
2015 50.0%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
15.4%
0%
100%
All industries 26.4%
2016 15.4%
2015 15.4%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
18.2%
0%
100%
All industries 20.0%
2016 18.2%
2015 11.5%
Within last 1-2 years
4.5%
0%
100%
All industries 4.7%
2016 4.5%
2015 0.0%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 3.8%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
20.0%
0%
100%
All industries 13.5%
2016 20.0%
2015 25.0%
Identified cause/s of the gaps
20.0%
0%
100%
All industries 31.2%
2016 20.0%
2015 25.0%
Reviewed remuneration decision-making processes
20.0%
0%
100%
All industries 22.4%
2016 20.0%
2015 25.0%
Analysed commencement salaries by gender to ensure there are no pay gaps
20.0%
0%
100%
All industries 16.0%
2016 20.0%
2015 25.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
20.0%
0%
100%
All industries 22.3%
2016 20.0%
2015 25.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
20.0%
0%
100%
All industries 21.6%
2016 20.0%
2015 25.0%
Trained people-managers in addressing gender bias (including unconscious bias)
20.0%
0%
100%
All industries 11.1%
2016 20.0%
2015 25.0%
Set targets to reduce any like-for-like gaps
20.0%
0%
100%
All industries 6.1%
2016 20.0%
2015 25.0%
Set targets to reduce any organisation-wide gaps
20.0%
0%
100%
All industries 4.4%
2016 20.0%
2015 25.0%
Reported pay equity metrics to the board
20.0%
0%
100%
All industries 14.4%
2016 20.0%
2015 25.0%
Reported pay equity metrics to the executive
20.0%
0%
100%
All industries 25.4%
2016 20.0%
2015 25.0%
Corrected like-for-like gaps
20.0%
0%
100%
All industries 16.9%
2016 20.0%
2015 25.0%
Conducted a gender-based job evaluation process
20.0%
0%
100%
All industries 2.1%
2016 20.0%
2015 25.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.0%
0%
100%
All industries 5.8%
2016 0.0%
2015 7.7%
No, don't have expertise
0.0%
0%
100%
All industries 0.7%
2016 0.0%
2015 0.0%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
4.5%
0%
100%
All industries 6.2%
2016 4.5%
2015 0.0%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
4.5%
0%
100%
All industries 21.2%
2016 4.5%
2015 19.2%
No, non-award employees are paid market rate
22.7%
0%
100%
All industries 13.2%
2016 22.7%
2015 7.7%
No, not a priority
0.0%
0%
100%
All industries 2.4%
2016 0.0%
2015 0.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
9.09 p.p.
2015 baseline
2016 59.09%
2015 50.00%
Change of 9.09 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
0.00 p.p.
2015 baseline
2016 15.38%
2015 15.38%
Change of 0.00 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
6.64 p.p.
2015 baseline
2016 18.18%
2015 11.54%
Change of 6.64 p.p.
Within last 1-2 years
No comparison data available
More than 2 years ago but less than 4 years ago
-3.85 p.p.
2015 baseline
2016 0.00%
2015 3.85%
Change of -3.85 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
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Identified cause/s of the gaps
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Reviewed remuneration decision-making processes
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Set targets to reduce any like-for-like gaps
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Set targets to reduce any organisation-wide gaps
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Reported pay equity metrics to the board
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Reported pay equity metrics to the executive
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Corrected like-for-like gaps
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Conducted a gender-based job evaluation process
-5.00 p.p.
2015 baseline
2016 20.00%
2015 25.00%
Change of -5.00 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-7.69 p.p.
2015 baseline
2016 0.00%
2015 7.69%
Change of -7.69 p.p.
No, don't have expertise
No comparison data available
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
No comparison data available
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
-14.69 p.p.
2015 baseline
2016 4.55%
2015 19.23%
Change of -14.69 p.p.
No, non-award employees are paid market rate
15.03 p.p.
2015 baseline
2016 22.73%
2015 7.69%
Change of 15.03 p.p.
No, not a priority
No comparison data available

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
50.0%
0%
100%
All industries 57.7%
2016 50.0%
2015 57.7%
Employers that have an overall gender equality strategy
31.8%
0%
100%
All industries 22.2%
2016 31.8%
2015 19.2%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
10.0%
0%
100%
All industries 12.7%
2016 10.0%
2015 14.3%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
-7.69 p.p.
2015 baseline
2016 50.00%
2015 57.69%
Change of -7.69 p.p.
Employers that have an overall gender equality strategy
12.59 p.p.
2015 baseline
2016 31.82%
2015 19.23%
Change of 12.59 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-4.29 p.p.
0%
100%
2015 baseline
2016 10.00%
2015 14.29%
Change of -4.29 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
50.0%
0%
100%
All industries 52.3%
2016 50.0%
2015 42.3%
Employers that have a flexible working arrangements strategy
18.2%
0%
100%
All industries 16.1%
2016 18.2%
2015 19.2%
Types of flexible work offered
Carer's leave
86.4%
0%
100%
All industries 92.9%
2016 86.4%
2015 92.3%
Compressed working week
22.7%
0%
100%
All industries 26.1%
2016 22.7%
2015 19.2%
Flexible hours of work
40.9%
0%
100%
All industries 58.5%
2016 40.9%
2015 46.2%
Job sharing
27.3%
0%
100%
All industries 39.9%
2016 27.3%
2015 26.9%
Part-time work
95.5%
0%
100%
All industries 83.9%
2016 95.5%
2015 84.6%
Purchased leave
18.2%
0%
100%
All industries 28.4%
2016 18.2%
2015 15.4%
Telecommuting
13.6%
0%
100%
All industries 27.5%
2016 13.6%
2015 3.8%
Time-in-lieu
31.8%
0%
100%
All industries 50.9%
2016 31.8%
2015 30.8%
Unpaid leave
68.2%
0%
100%
All industries 79.4%
2016 68.2%
2015 73.1%

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
7.69 p.p.
2015 baseline
2016 50.00%
2015 42.31%
Change of 7.69 p.p.
Employers that have a flexible working arrangements strategy
-1.05 p.p.
2015 baseline
2016 18.18%
2015 19.23%
Change of -1.05 p.p.
Types of flexible work offered
Carer's leave
-5.94 p.p.
2015 baseline
2016 86.36%
2015 92.31%
Change of -5.94 p.p.
Compressed working week
3.50 p.p.
2015 baseline
2016 22.73%
2015 19.23%
Change of 3.50 p.p.
Flexible hours of work
-5.24 p.p.
2015 baseline
2016 40.91%
2015 46.15%
Change of -5.24 p.p.
Job sharing
0.35 p.p.
2015 baseline
2016 27.27%
2015 26.92%
Change of 0.35 p.p.
Part-time work
10.84 p.p.
2015 baseline
2016 95.45%
2015 84.62%
Change of 10.84 p.p.
Purchased leave
2.80 p.p.
2015 baseline
2016 18.18%
2015 15.38%
Change of 2.80 p.p.
Telecommuting
9.79 p.p.
2015 baseline
2016 13.64%
2015 3.85%
Change of 9.79 p.p.
Time-in-lieu
1.05 p.p.
2015 baseline
2016 31.82%
2015 30.77%
Change of 1.05 p.p.
Unpaid leave
-4.90 p.p.
2015 baseline
2016 68.18%
2015 73.08%
Change of -4.90 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
40.9%
0%
100%
All industries 47.6%
2016 40.9%
2015 42.3%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
13.6%
0%
100%
All industries 12.9%
2016 13.6%
2015 19.2%
Paid parental leave
Employers that offer primary carer leave
45.5%
0%
100%
All industries 48.0%
2016 45.5%
2015 38.5%
Average primary carer's leave offered (minimum number of weeks)
7.9 weeks
All industries 9.7 weeks
2016 7.9 weeks
2015 8.9 weeks
Employers that top up government scheme to full pay
10.0%
0%
100%
All industries 9.0%
2016 10.0%
2015 10.0%
Employers that offer full pay in addition to government scheme
90.0%
0%
100%
All industries 79.2%
2016 90.0%
2015 80.0%
Employers that offer a lump sum payment
0.0%
0%
100%
All industries 16.8%
2016 0.0%
2015 20.0%
Employers that offer secondary carer leave
22.7%
0%
100%
All industries 39.0%
2016 22.7%
2015 23.1%
Average secondary carer's leave offered (minimum number of weeks)
1.4 weeks
All industries 1.5 weeks
2016 1.4 weeks
2015 1.4 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
4.4%
0%
100%
All industries 7.6%
2016 4.4%
Proportion of women (out of all employees on parental leave)
4.0%
0%
100%
All industries 7.0%
2016 4.0%
Proportion of men (out of all employees on parental leave)
0.4%
0%
100%
All industries 0.6%
2016 0.4%
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 0.0%
On-site childcare
10.0%
0%
100%
All industries 9.5%
2016 10.0%
2015 8.3%
Breastfeeding facilities
30.0%
0%
100%
All industries 53.6%
2016 30.0%
2015 25.0%
Childcare referral services
0.0%
0%
100%
All industries 10.4%
2016 0.0%
2015 0.0%
Internal support network for parents
0.0%
0%
100%
All industries 16.7%
2016 0.0%
2015 8.3%
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
0.0%
0%
100%
All industries 17.1%
2016 0.0%
2015 8.3%
Referral services to support employees with family and/or caring responsibilities
60.0%
0%
100%
All industries 47.3%
2016 60.0%
2015 50.0%
Targeted communication mechanisms, for example intranet/forums
20.0%
0%
100%
All industries 26.9%
2016 20.0%
2015 16.7%
Support in securing school holiday care
0.0%
0%
100%
All industries 6.5%
2016 0.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
10.0%
0%
100%
All industries 15.5%
2016 10.0%
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
-1.40 p.p.
2015 baseline
2016 40.91%
2015 42.31%
Change of -1.40 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-5.59 p.p.
2015 baseline
2016 13.64%
2015 19.23%
Change of -5.59 p.p.
Paid parental leave
Employers that offer primary carer leave
6.99 p.p.
2015 baseline
2016 45.45%
2015 38.46%
Change of 6.99 p.p.
Average primary carer leave offered (minimum number of weeks)
-1.00 weeks
2015 baseline
2016 7.90weeks
2015 8.90weeks
Change of -1.00 weeks
Employers that top up government scheme to full pay
0.00 p.p.
2015 baseline
2016 10.00%
2015 10.00%
Change of 0.00 p.p.
Employers that offer full pay in addition to government scheme
10.00 p.p.
2015 baseline
2016 90.00%
2015 80.00%
Change of 10.00 p.p.
Employers that offer a lump sum payment
-20.00 p.p.
2015 baseline
2016 0.00%
2015 20.00%
Change of -20.00 p.p.
Employers that offer secondary carer leave
-0.35 p.p.
2015 baseline
2016 22.73%
2015 23.08%
Change of -0.35 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.07 weeks
2015 baseline
2016 1.40weeks
2015 1.33weeks
Change of 0.07 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
1.67 p.p.
2015 baseline
2016 10.00%
2015 8.33%
Change of 1.67 p.p.
Breastfeeding facilities
5.00 p.p.
2015 baseline
2016 30.00%
2015 25.00%
Change of 5.00 p.p.
Childcare referral services
No comparison data available
Internal support network for parents
-8.33 p.p.
2015 baseline
2016 0.00%
2015 8.33%
Change of -8.33 p.p.
Return-to-work bonus
No comparison data available
Information packs to support new parents and/or those with elder care responsibilities
-8.33 p.p.
2015 baseline
2016 0.00%
2015 8.33%
Change of -8.33 p.p.
Referral services to support employees with family and/or caring responsibilities
10.00 p.p.
2015 baseline
2016 60.00%
2015 50.00%
Change of 10.00 p.p.
Targeted communication mechanisms, for example intranet/forums
3.33 p.p.
2015 baseline
2016 20.00%
2015 16.67%
Change of 3.33 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
22.7%
0%
100%
All industries 39.3%
2016 22.7%
2015 26.9%
Has some measure in place to support employees who are experiencing family or domestic violence
63.6%
0%
100%
All industries 74.8%
2016 63.6%
2015 57.7%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
59.1%
0%
100%
All industries 66.4%
2016 59.1%
2015 46.2%
HR or other staff training
4.5%
0%
100%
All industries 11.0%
2016 4.5%
Referral to support services
4.5%
0%
100%
All industries 26.9%
2016 4.5%
2015 3.8%
Access to any leave (overall measure)
40.9%
0%
100%
All industries 52.6%
2016 40.9%
2015 42.3%
Paid domestic violence leave
0.0%
0%
100%
All industries 12.1%
2016 0.0%
Unpaid domestic violence leave
0.0%
0%
100%
All industries 3.8%
2016 0.0%
2015 0.0%
Unpaid leave
40.9%
0%
100%
All industries 49.3%
2016 40.9%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
0.0%
0%
100%
All industries 6.9%
2016 0.0%
2015 0.0%
Workplace safety planning
4.5%
0%
100%
All industries 8.3%
2016 4.5%
2015 0.0%
Confidentiality of disclosure
13.6%
0%
100%
All industries 41.2%
2016 13.6%
2015 0.0%
Protection from adverse action or discrimination
13.6%
0%
100%
All industries 21.3%
2016 13.6%
2015 0.0%
Flexible working arrangements
36.4%
0%
100%
All industries 48.6%
2016 36.4%
2015 0.0%
Financial support
9.1%
0%
100%
All industries 11.2%
2016 9.1%
2015 0.0%
Change of office location
9.1%
0%
100%
All industries 13.7%
2016 9.1%
2015 0.0%
Emergency accommodation assistance
4.5%
0%
100%
All industries 4.0%
2016 4.5%
2015 0.0%
Medical services
4.5%
0%
100%
All industries 10.0%
2016 4.5%
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
-4.20 p.p.
2015 baseline
2016 22.73%
2015 26.92%
Change of -4.20 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
5.94 p.p.
2015 baseline
2016 63.64%
2015 57.69%
Change of 5.94 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
12.94 p.p.
2015 baseline
2016 59.09%
2015 46.15%
Change of 12.94 p.p.
HR or other staff training
4.55 p.p.
2015 baseline
2016 4.55%
2015 0.00%
Change of 4.55 p.p.
Referral to support services
0.70 p.p.
2015 baseline
2016 4.55%
2015 3.85%
Change of 0.70 p.p.
Access to any leave (overall measure)
-1.40 p.p.
2015 baseline
2016 40.91%
2015 42.31%
Change of -1.40 p.p.
Paid domestic violence leave
0.00 p.p.
2015 baseline
2016 0.00%
2015 0.00%
Change of 0.00 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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