Administrative and Support Services within All industries

Administrative and Support Services has 237,001 employees within 253 organisations.
Change year 2016

Administrative and Support Services summary for 2016

Administrative and Support Services has 237,001 employees within 253 organisations of any size.
43.4% of employees are female.

Employee type breakdown
Casual
54.9%
Casual - 54.94618166168075%
Part-time
14.8%
Part-time - 14.800359492154042%
Full-time
30.3%
Full-time - 30.253458846165206%
Organisation size breakdown
<250
36.8%
<250 - 36.75889328063241%
250-499
28.5%
250-499 - 28.458498023715418%
500-999
19.0%
500-999 - 18.972332015810274%
1000-4999
12.6%
1000-4999 - 12.648221343873518%
5000+
3.2%
5000+ - 3.1620553359683794%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 56.6% Female 43.4%)
male
female
All (Male 56.6% Female 43.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 75.3% Female 24.7%)
male
female
CEO (Male 75.3% Female 24.7%)
Key management personnel (Male 65.7% Female 34.3%)
male
female
Key management personnel (Male 65.7% Female 34.3%)
Other executives/general managers (Male 65.5% Female 34.5%)
male
female
Other executives/general managers (Male 65.5% Female 34.5%)
Senior managers (Male 58.9% Female 41.1%)
male
female
Senior managers (Male 58.9% Female 41.1%)
Other managers (Male 53.1% Female 46.9%)
male
female
Other managers (Male 53.1% Female 46.9%)
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 33.8% Female 66.2%)
male
female
Community and personal service (Male 33.8% Female 66.2%)
Machinery operators and drivers (Male 84.7% Female 15.3%)
male
female
Machinery operators and drivers (Male 84.7% Female 15.3%)
Sales (Male 40.2% Female 59.8%)
male
female
Sales (Male 40.2% Female 59.8%)
Professionals (Male 51.2% Female 48.8%)
male
female
Professionals (Male 51.2% Female 48.8%)
Technicians and trade (Male 92.7% Female 7.3%)
male
female
Technicians and trade (Male 92.7% Female 7.3%)
Labourers (Male 67.6% Female 32.4%)
male
female
Labourers (Male 67.6% Female 32.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.93%
no change
2016 M:56.56% F:43.44%
2015 M:55.64% F:44.36%
The proportion of males has decreased by 0.93 p.p..
The proportion of females has increased by 0.93 p.p..
Managers
CEO
1.20%
no change
2016 M:75.29% F:24.71%
2015 M:76.49% F:23.51%
The proportion of males has increased by 1.20 p.p..
The proportion of females has decreased by 1.20 p.p..
Key management personnel
-1.45%
no change
2016 M:65.70% F:34.30%
2015 M:64.25% F:35.75%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Other executives/general managers
2.61%
no change
2016 M:65.47% F:34.53%
2015 M:68.08% F:31.92%
The proportion of males has increased by 2.61 p.p..
The proportion of females has decreased by 2.61 p.p..
Senior managers
-0.94%
no change
2016 M:58.94% F:41.06%
2015 M:58.00% F:42.00%
The proportion of males has decreased by 0.94 p.p..
The proportion of females has increased by 0.94 p.p..
Other managers
2.03%
no change
2016 M:53.09% F:46.91%
2015 M:44.88% F:55.12%
The proportion of males has increased by 2.03 p.p..
The proportion of females has decreased by 2.03 p.p..
Non-managers
Clerical and administrative
-5.77%
no change
2016 M:27.97% F:72.03%
2015 M:33.74% F:66.26%
The proportion of males has decreased by 5.77 p.p..
The proportion of females has increased by 5.77 p.p..
Community and personal service
-1.81%
no change
2016 M:33.76% F:66.24%
2015 M:35.57% F:64.43%
The proportion of males has decreased by 1.81 p.p..
The proportion of females has increased by 1.81 p.p..
Machinery operators and drivers
0.78%
no change
2016 M:84.69% F:15.31%
2015 M:85.48% F:14.52%
The proportion of males has increased by 0.78 p.p..
The proportion of females has decreased by 0.78 p.p..
Sales
4.71%
no change
2016 M:40.21% F:59.79%
2015 M:35.50% F:64.50%
The proportion of males has increased by 4.71 p.p..
The proportion of females has decreased by 4.71 p.p..
Professionals
3.85%
no change
2016 M:51.16% F:48.84%
2015 M:55.02% F:44.98%
The proportion of males has increased by 3.85 p.p..
The proportion of females has decreased by 3.85 p.p..
Technicians and trade
-2.97%
no change
2016 M:92.74% F:7.26%
2015 M:89.77% F:10.23%
The proportion of males has decreased by 2.97 p.p..
The proportion of females has increased by 2.97 p.p..
Labourers
-9.41%
no change
2016 M:67.59% F:32.41%
2015 M:58.18% F:41.82%
The proportion of males has decreased by 9.41 p.p..
The proportion of females has increased by 9.41 p.p..
Results for 2016 View yearly change
Full-time (Male 58.6% Female 41.4%)
male
female
Full-time (Male 58.6% Female 41.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 74.9% Female 25.1%)
male
female
CEO (Male 74.9% Female 25.1%)
Key management personnel (Male 67.0% Female 33.0%)
male
female
Key management personnel (Male 67.0% Female 33.0%)
Other executives/general managers (Male 68.3% Female 31.7%)
male
female
Other executives/general managers (Male 68.3% Female 31.7%)
Senior managers (Male 61.7% Female 38.3%)
male
female
Senior managers (Male 61.7% Female 38.3%)
Other managers (Male 54.6% Female 45.4%)
male
female
Other managers (Male 54.6% Female 45.4%)
Non-managers (full-time)
Clerical and administrative (Male 27.3% Female 72.7%)
male
female
Clerical and administrative (Male 27.3% Female 72.7%)
Community and personal service (Male 35.9% Female 64.1%)
male
female
Community and personal service (Male 35.9% Female 64.1%)
Machinery operators and drivers (Male 91.4% Female 8.6%)
male
female
Machinery operators and drivers (Male 91.4% Female 8.6%)
Sales (Male 42.8% Female 57.2%)
male
female
Sales (Male 42.8% Female 57.2%)
Professionals (Male 53.8% Female 46.2%)
male
female
Professionals (Male 53.8% Female 46.2%)
Technicians and trade (Male 92.7% Female 7.3%)
male
female
Technicians and trade (Male 92.7% Female 7.3%)
Labourers (Male 67.9% Female 32.1%)
male
female
Labourers (Male 67.9% Female 32.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-3.34%
no change
2016 M:58.61% F:41.39%
2015 M:55.26% F:44.74%
The proportion of males has decreased by 3.34 p.p..
The proportion of females has increased by 3.34 p.p..
Managers
CEO
1.62%
no change
2016 M:74.90% F:25.10%
2015 M:76.52% F:23.48%
The proportion of males has increased by 1.62 p.p..
The proportion of females has decreased by 1.62 p.p..
Key management personnel
-0.59%
no change
2016 M:67.01% F:32.99%
2015 M:66.42% F:33.58%
The proportion of males has decreased by 0.59 p.p..
The proportion of females has increased by 0.59 p.p..
Other executives/general managers
1.75%
no change
2016 M:68.31% F:31.69%
2015 M:70.05% F:29.95%
The proportion of males has increased by 1.75 p.p..
The proportion of females has decreased by 1.75 p.p..
Senior managers
-1.11%
no change
2016 M:61.66% F:38.34%
2015 M:60.55% F:39.45%
The proportion of males has decreased by 1.11 p.p..
The proportion of females has increased by 1.11 p.p..
Other managers
-0.74%
no change
2016 M:54.63% F:45.37%
2015 M:46.11% F:53.89%
The proportion of males has decreased by 0.74 p.p..
The proportion of females has increased by 0.74 p.p..
Non-managers
Clerical and administrative
0.69%
no change
2016 M:27.30% F:72.70%
2015 M:26.61% F:73.39%
The proportion of males has increased by 0.69 p.p..
The proportion of females has decreased by 0.69 p.p..
Community and personal service
0.35%
no change
2016 M:35.92% F:64.08%
2015 M:35.57% F:64.43%
The proportion of males has increased by 0.35 p.p..
The proportion of females has decreased by 0.35 p.p..
Machinery operators and drivers
-0.84%
no change
2016 M:91.42% F:8.58%
2015 M:90.57% F:9.43%
The proportion of males has decreased by 0.84 p.p..
The proportion of females has increased by 0.84 p.p..
Sales
8.30%
no change
2016 M:42.78% F:57.22%
2015 M:34.48% F:65.52%
The proportion of males has increased by 8.30 p.p..
The proportion of females has decreased by 8.30 p.p..
Professionals
2.67%
no change
2016 M:53.80% F:46.20%
2015 M:56.47% F:43.53%
The proportion of males has increased by 2.67 p.p..
The proportion of females has decreased by 2.67 p.p..
Technicians and trade
0.96%
no change
2016 M:92.72% F:7.28%
2015 M:93.68% F:6.32%
The proportion of males has increased by 0.96 p.p..
The proportion of females has decreased by 0.96 p.p..
Labourers
-9.12%
no change
2016 M:67.86% F:32.14%
2015 M:58.74% F:41.26%
The proportion of males has decreased by 9.12 p.p..
The proportion of females has increased by 9.12 p.p..
Results for 2016 View yearly change
Part-time (Male 39.7% Female 60.3%)
male
female
Part-time (Male 39.7% Female 60.3%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 85.7% Female 14.3%)
male
female
CEO (Male 85.7% Female 14.3%)
Key management personnel (Male 48.1% Female 51.9%)
male
female
Key management personnel (Male 48.1% Female 51.9%)
Other executives/general managers (Male 15.6% Female 84.4%)
male
female
Other executives/general managers (Male 15.6% Female 84.4%)
Senior managers (Male 9.3% Female 90.7%)
male
female
Senior managers (Male 9.3% Female 90.7%)
Other managers (Male 18.8% Female 81.2%)
male
female
Other managers (Male 18.8% Female 81.2%)
Non-managers (part-time)
Clerical and administrative (Male 23.5% Female 76.5%)
male
female
Clerical and administrative (Male 23.5% Female 76.5%)
Community and personal service (Male 29.9% Female 70.1%)
male
female
Community and personal service (Male 29.9% Female 70.1%)
Machinery operators and drivers (Male 76.6% Female 23.4%)
male
female
Machinery operators and drivers (Male 76.6% Female 23.4%)
Sales (Male 38.7% Female 61.3%)
male
female
Sales (Male 38.7% Female 61.3%)
Professionals (Male 29.5% Female 70.5%)
male
female
Professionals (Male 29.5% Female 70.5%)
Technicians and trade (Male 80.1% Female 19.9%)
male
female
Technicians and trade (Male 80.1% Female 19.9%)
Labourers (Male 46.9% Female 53.1%)
male
female
Labourers (Male 46.9% Female 53.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-2.64%
no change
2016 M:39.75% F:60.25%
2015 M:42.39% F:57.61%
The proportion of males has decreased by 2.64 p.p..
The proportion of females has increased by 2.64 p.p..
Managers
CEO
-10.71%
no change
2016 M:85.71% F:14.29%
2015 M:75.00% F:25.00%
The proportion of males has decreased by 10.71 p.p..
The proportion of females has increased by 10.71 p.p..
Key management personnel
8.15%
no change
2016 M:48.15% F:51.85%
2015 M:40.00% F:60.00%
The proportion of males has increased by 8.15 p.p..
The proportion of females has decreased by 8.15 p.p..
Other executives/general managers
-9.44%
no change
2016 M:15.56% F:84.44%
2015 M:25.00% F:75.00%
The proportion of males has decreased by 9.44 p.p..
The proportion of females has increased by 9.44 p.p..
Senior managers
-0.20%
no change
2016 M:9.28% F:90.72%
2015 M:9.48% F:90.52%
The proportion of males has decreased by 0.20 p.p..
The proportion of females has increased by 0.20 p.p..
Other managers
9.89%
no change
2016 M:18.84% F:81.16%
2015 M:8.96% F:91.04%
The proportion of males has increased by 9.89 p.p..
The proportion of females has decreased by 9.89 p.p..
Non-managers
Clerical and administrative
-5.27%
no change
2016 M:23.46% F:76.54%
2015 M:28.74% F:71.26%
The proportion of males has decreased by 5.27 p.p..
The proportion of females has increased by 5.27 p.p..
Community and personal service
-5.51%
no change
2016 M:29.93% F:70.07%
2015 M:35.44% F:64.56%
The proportion of males has decreased by 5.51 p.p..
The proportion of females has increased by 5.51 p.p..
Machinery operators and drivers
2.71%
no change
2016 M:76.59% F:23.41%
2015 M:79.30% F:20.70%
The proportion of males has increased by 2.71 p.p..
The proportion of females has decreased by 2.71 p.p..
Sales
4.03%
no change
2016 M:38.75% F:61.25%
2015 M:34.71% F:65.29%
The proportion of males has increased by 4.03 p.p..
The proportion of females has decreased by 4.03 p.p..
Professionals
-17.72%
no change
2016 M:29.54% F:70.46%
2015 M:47.26% F:52.74%
The proportion of males has decreased by 17.72 p.p..
The proportion of females has increased by 17.72 p.p..
Technicians and trade
-19.97%
no change
2016 M:80.14% F:19.86%
2015 M:60.18% F:39.82%
The proportion of males has decreased by 19.97 p.p..
The proportion of females has increased by 19.97 p.p..
Labourers
3.29%
no change
2016 M:46.87% F:53.13%
2015 M:43.58% F:56.42%
The proportion of males has increased by 3.29 p.p..
The proportion of females has decreased by 3.29 p.p..
Results for 2016 View yearly change
Casual (Male 60.0% Female 40.0%)
male
female
Casual (Male 60.0% Female 40.0%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 69.2% Female 30.8%)
male
female
Key management personnel (Male 69.2% Female 30.8%)
Other executives/general managers (Male 71.0% Female 29.0%)
male
female
Other executives/general managers (Male 71.0% Female 29.0%)
Senior managers (Male 57.1% Female 42.9%)
male
female
Senior managers (Male 57.1% Female 42.9%)
Other managers (Male 70.8% Female 29.2%)
male
female
Other managers (Male 70.8% Female 29.2%)
Non-managers (casual)
Clerical and administrative (Male 28.9% Female 71.1%)
male
female
Clerical and administrative (Male 28.9% Female 71.1%)
Community and personal service (Male 35.0% Female 65.0%)
male
female
Community and personal service (Male 35.0% Female 65.0%)
Machinery operators and drivers (Male 83.8% Female 16.2%)
male
female
Machinery operators and drivers (Male 83.8% Female 16.2%)
Sales (Male 37.2% Female 62.8%)
male
female
Sales (Male 37.2% Female 62.8%)
Professionals (Male 51.6% Female 48.4%)
male
female
Professionals (Male 51.6% Female 48.4%)
Technicians and trade (Male 93.7% Female 6.3%)
male
female
Technicians and trade (Male 93.7% Female 6.3%)
Labourers (Male 74.5% Female 25.5%)
male
female
Labourers (Male 74.5% Female 25.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
2.42%
no change
2016 M:59.97% F:40.03%
2015 M:62.39% F:37.61%
The proportion of males has increased by 2.42 p.p..
The proportion of females has decreased by 2.42 p.p..
Managers
CEO
No comparison data available
Key management personnel
30.77%
no change
2016 M:69.23% F:30.77%
2015 M:100.00% F:0.00%
The proportion of males has increased by 30.77 p.p..
The proportion of females has decreased by 30.77 p.p..
Other executives/general managers
6.81%
no change
2016 M:70.97% F:29.03%
2015 M:77.78% F:22.22%
The proportion of males has increased by 6.81 p.p..
The proportion of females has decreased by 6.81 p.p..
Senior managers
26.19%
no change
2016 M:57.14% F:42.86%
2015 M:83.33% F:16.67%
The proportion of males has increased by 26.19 p.p..
The proportion of females has decreased by 26.19 p.p..
Other managers
-0.87%
no change
2016 M:70.78% F:29.22%
2015 M:69.91% F:30.09%
The proportion of males has decreased by 0.87 p.p..
The proportion of females has increased by 0.87 p.p..
Non-managers
Clerical and administrative
-11.65%
no change
2016 M:28.94% F:71.06%
2015 M:40.59% F:59.41%
The proportion of males has decreased by 11.65 p.p..
The proportion of females has increased by 11.65 p.p..
Community and personal service
-0.61%
no change
2016 M:35.02% F:64.98%
2015 M:35.63% F:64.37%
The proportion of males has decreased by 0.61 p.p..
The proportion of females has increased by 0.61 p.p..
Machinery operators and drivers
1.42%
no change
2016 M:83.78% F:16.22%
2015 M:85.21% F:14.79%
The proportion of males has increased by 1.42 p.p..
The proportion of females has decreased by 1.42 p.p..
Sales
-1.28%
no change
2016 M:37.24% F:62.76%
2015 M:38.52% F:61.48%
The proportion of males has decreased by 1.28 p.p..
The proportion of females has increased by 1.28 p.p..
Professionals
3.64%
no change
2016 M:51.58% F:48.42%
2015 M:55.21% F:44.79%
The proportion of males has increased by 3.64 p.p..
The proportion of females has decreased by 3.64 p.p..
Technicians and trade
-5.98%
no change
2016 M:93.65% F:6.35%
2015 M:87.67% F:12.33%
The proportion of males has decreased by 5.98 p.p..
The proportion of females has increased by 5.98 p.p..
Labourers
-3.97%
no change
2016 M:74.54% F:25.46%
2015 M:70.57% F:29.43%
The proportion of males has decreased by 3.97 p.p..
The proportion of females has increased by 3.97 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 58.6% Female 41.4%)
male
female
Overall (Male 58.6% Female 41.4%)
Managers (Male 53.9% Female 46.1%)
male
female
Managers (Male 53.9% Female 46.1%)
Non-managers (Male 58.7% Female 41.3%)
male
female
Non-managers (Male 58.7% Female 41.3%)
Promotions by role
Overall (Male 50.6% Female 49.4%)
male
female
Overall (Male 50.6% Female 49.4%)
Managers (Male 46.3% Female 53.7%)
male
female
Managers (Male 46.3% Female 53.7%)
Non-managers (Male 51.6% Female 48.4%)
male
female
Non-managers (Male 51.6% Female 48.4%)
Promotions by employment type
Full-time
69.6%
Full-time - 69.622307465329%
Part-time
8.1%
Part-time - 8.09973443493656%
Casual
22.3%
Casual - 22.277958099734434%
Resignations by role
Overall (Male 46.9% Female 53.1%)
male
female
Overall (Male 46.9% Female 53.1%)
Managers (Male 52.2% Female 47.8%)
male
female
Managers (Male 52.2% Female 47.8%)
Non-managers (Male 46.7% Female 53.3%)
male
female
Non-managers (Male 46.7% Female 53.3%)
Resignations by employment type
Full-time
38.1%
Full-time - 38.08337845154304%
Part-time
19.1%
Part-time - 19.133730373578775%
Casual
42.8%
Casual - 42.78289117487818%

Employee movements

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 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
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
14.4% pay gap
All industries 26.3%
2016 14.4%
2015 19.1%
Base remuneration (all)
male
female
12.4% pay gap
All industries 21.4%
2016 12.4%
2015 19.2%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
32.5% pay gap
All industries 27.7%
2016 32.5%
2015 34.2%
Other executives/general managers
male
female
20.3% pay gap
All industries 25.9%
2016 20.3%
2015 17.5%
Senior managers
male
female
16.9% pay gap
All industries 21.6%
2016 16.9%
2015 17.2%
Other managers
male
female
18.0% pay gap
All industries 22.8%
2016 18.0%
2015 23.8%
Non-managers (all total remuneration)
Clerical and administrative
male
female
10.6% pay gap
All industries 7.1%
2016 10.6%
2015 2.2%
Community and personal service
male
female
3.1% pay gap
All industries 5.5%
2016 3.1%
2015 -4.3%
Machinery operators and drivers
male
female
8.5% pay gap
All industries 17.9%
2016 8.5%
2015 10.3%
Sales
male
female
12.1% pay gap
All industries 15.8%
2016 12.1%
2015 12.0%
Professionals
male
female
22.1% pay gap
All industries 19.5%
2016 22.1%
2015 33.6%
Technicians and trade
male
female
13.6% pay gap
All industries 30.8%
2016 13.6%
2015 -7.4%
Labourers
male
female
17.8% pay gap
All industries 17.8%
2016 17.8%
2015 15.5%
Change from 2015 to 2016 View 2016
Total remuneration (all)
4.64 p.p.
no change
2016 14.44%
2015 19.08%
The gender pay gap
decreased by 4.64 p.p.
Base remuneration (all)
6.78 p.p.
no change
2016 12.37%
2015 19.15%
The gender pay gap
decreased by 6.78 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
1.70 p.p.
no change
2016 32.55%
2015 34.24%
The gender pay gap
decreased by 1.70 p.p.
Other executives/general managers
2.73 p.p.
no change
2016 20.28%
2015 17.55%
The gender pay gap
increased by 2.73 p.p.
Senior managers
0.36 p.p.
no change
2016 16.88%
2015 17.24%
The gender pay gap
decreased by 0.36 p.p.
Other managers
5.79 p.p.
no change
2016 18.04%
2015 23.83%
The gender pay gap
decreased by 5.79 p.p.
Non-managers (all total remuneration)
Clerical and administrative
8.44 p.p.
no change
2016 10.65%
2015 2.21%
The gender pay gap
increased by 8.44 p.p.
Community and personal service
7.42 p.p.
no change
2016 3.14%
2015 -4.28%
The gender pay gap
decreased by 7.42 p.p.
Machinery operators and drivers
1.82 p.p.
no change
2016 8.45%
2015 10.27%
The gender pay gap
decreased by 1.82 p.p.
Sales
0.14 p.p.
no change
2016 12.12%
2015 11.98%
The gender pay gap
increased by 0.14 p.p.
Professionals
11.50 p.p.
no change
2016 22.15%
2015 33.64%
The gender pay gap
decreased by 11.50 p.p.
Technicians and trade
21.03 p.p.
no change
2016 13.60%
2015 -7.43%
The gender pay gap
increased by 21.03 p.p.
Labourers
2.36 p.p.
no change
2016 17.82%
2015 15.46%
The gender pay gap
increased by 2.36 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
14.8% pay gap
All industries 23.1%
2016 14.8%
2015 20.7%
Base remuneration (full-time)
male
female
12.0% pay gap
All industries 17.7%
2016 12.0%
2015 21.2%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
32.9% pay gap
All industries 26.6%
2016 32.9%
2015 33.4%
Other executives/general managers
male
female
23.0% pay gap
All industries 24.6%
2016 23.0%
2015 19.7%
Senior managers
male
female
17.3% pay gap
All industries 21.7%
2016 17.3%
2015 15.8%
Other managers
male
female
19.5% pay gap
All industries 23.8%
2016 19.5%
2015 20.7%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
15.4% pay gap
All industries 8.8%
2016 15.4%
2015 1.1%
Community and personal service
male
female
7.3% pay gap
All industries 10.9%
2016 7.3%
2015 -0.4%
Machinery operators and drivers
male
female
20.3% pay gap
All industries 16.1%
2016 20.3%
2015 14.9%
Sales
male
female
18.4% pay gap
All industries 23.5%
2016 18.4%
2015 21.9%
Professionals
male
female
21.6% pay gap
All industries 19.7%
2016 21.6%
2015 32.2%
Technicians and trade
male
female
15.3% pay gap
All industries 27.1%
2016 15.3%
2015 7.2%
Labourers
male
female
21.9% pay gap
All industries 17.2%
2016 21.9%
2015 12.4%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
5.83 p.p.
no change
2016 14.84%
2015 20.67%
The gender pay gap
decreased by 5.83 p.p.
Base remuneration (full-time)
9.29 p.p.
no change
2016 11.96%
2015 21.25%
The gender pay gap
decreased by 9.29 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
0.56 p.p.
no change
2016 32.89%
2015 33.45%
The gender pay gap
decreased by 0.56 p.p.
Other executives/general managers
3.29 p.p.
no change
2016 22.96%
2015 19.67%
The gender pay gap
increased by 3.29 p.p.
Senior managers
1.50 p.p.
no change
2016 17.29%
2015 15.79%
The gender pay gap
increased by 1.50 p.p.
Other managers
1.20 p.p.
no change
2016 19.48%
2015 20.68%
The gender pay gap
decreased by 1.20 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
14.37 p.p.
no change
2016 15.44%
2015 1.07%
The gender pay gap
increased by 14.37 p.p.
Community and personal service
7.64 p.p.
no change
2016 7.29%
2015 -0.36%
The gender pay gap
increased by 7.64 p.p.
Machinery operators and drivers
5.35 p.p.
no change
2016 20.29%
2015 14.94%
The gender pay gap
increased by 5.35 p.p.
Sales
3.55 p.p.
no change
2016 18.37%
2015 21.93%
The gender pay gap
decreased by 3.55 p.p.
Professionals
10.63 p.p.
no change
2016 21.59%
2015 32.22%
The gender pay gap
decreased by 10.63 p.p.
Technicians and trade
8.14 p.p.
no change
2016 15.31%
2015 7.16%
The gender pay gap
increased by 8.14 p.p.
Labourers
9.53 p.p.
no change
2016 21.89%
2015 12.36%
The gender pay gap
increased by 9.53 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-4.8% pay gap
All industries -6.6%
2016 -4.8%
2015 2.0%
Base remuneration (part-time)
male
female
-4.4% pay gap
All industries -7.8%
2016 -4.4%
2015 4.7%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
5.6% pay gap
All industries 28.0%
2016 5.6%
2015 -58.2%
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
male
female
-18.6% pay gap
All industries 15.0%
2016 -18.6%
2015 15.6%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-11.7% pay gap
All industries -4.9%
2016 -11.7%
2015 -7.6%
Community and personal service
male
female
1.6% pay gap
All industries -0.3%
2016 1.6%
2015 -11.4%
Machinery operators and drivers
male
female
4.9% pay gap
All industries 7.3%
2016 4.9%
2015 -1.0%
Sales
male
female
-27.8% pay gap
All industries -0.6%
2016 -27.8%
2015 -16.0%
Professionals
male
female
30.3% pay gap
All industries 18.7%
2016 30.3%
2015 30.8%
Technicians and trade
male
female
-17.9% pay gap
All industries 8.6%
2016 -17.9%
2015 -8.6%
Labourers
male
female
-0.5% pay gap
All industries -4.4%
2016 -0.5%
2015 0.8%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
6.80 p.p.
no change
2016 -4.80%
2015 2.00%
The gender pay gap
increased by 6.80 p.p.
Base remuneration (part-time)
9.14 p.p.
no change
2016 -4.41%
2015 4.73%
The gender pay gap
decreased by 9.14 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
63.82 p.p.
no change
2016 5.59%
2015 -58.23%
The gender pay gap
decreased by 63.82 p.p.
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
34.13 p.p.
no change
2016 -18.58%
2015 15.56%
The gender pay gap
increased by 34.13 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
4.12 p.p.
no change
2016 -11.70%
2015 -7.58%
The gender pay gap
increased by 4.12 p.p.
Community and personal service
13.02 p.p.
no change
2016 1.65%
2015 -11.37%
The gender pay gap
decreased by 13.02 p.p.
Machinery operators and drivers
5.90 p.p.
no change
2016 4.92%
2015 -0.98%
The gender pay gap
increased by 5.90 p.p.
Sales
11.80 p.p.
no change
2016 -27.79%
2015 -15.98%
The gender pay gap
increased by 11.80 p.p.
Professionals
0.48 p.p.
no change
2016 30.34%
2015 30.83%
The gender pay gap
decreased by 0.48 p.p.
Technicians and trade
9.28 p.p.
no change
2016 -17.92%
2015 -8.64%
The gender pay gap
increased by 9.28 p.p.
Labourers
1.33 p.p.
no change
2016 -0.49%
2015 0.84%
The gender pay gap
decreased by 1.33 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
12.7% pay gap
All industries 9.1%
2016 12.7%
2015 18.1%
Base remuneration (casual)
male
female
10.7% pay gap
All industries 8.6%
2016 10.7%
2015 16.8%
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
10.1% pay gap
All industries 1.8%
2016 10.1%
2015 3.0%
Community and personal service
male
female
-0.8% pay gap
All industries -0.2%
2016 -0.8%
2015 -4.9%
Machinery operators and drivers
male
female
3.3% pay gap
All industries 11.0%
2016 3.3%
2015 7.3%
Sales
male
female
3.3% pay gap
All industries -3.4%
2016 3.3%
2015 5.3%
Professionals
male
female
22.3% pay gap
All industries 15.3%
2016 22.3%
2015 35.7%
Technicians and trade
male
female
6.8% pay gap
All industries 30.5%
2016 6.8%
2015 -6.6%
Labourers
male
female
15.3% pay gap
All industries 14.0%
2016 15.3%
2015 14.9%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
5.35 p.p.
no change
2016 12.70%
2015 18.05%
The gender pay gap
decreased by 5.35 p.p.
Base remuneration (casual)
6.10 p.p.
no change
2016 10.67%
2015 16.76%
The gender pay gap
decreased by 6.10 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 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
7.04 p.p.
no change
2016 10.06%
2015 3.02%
The gender pay gap
increased by 7.04 p.p.
Community and personal service
4.04 p.p.
no change
2016 -0.84%
2015 -4.88%
The gender pay gap
decreased by 4.04 p.p.
Machinery operators and drivers
4.05 p.p.
no change
2016 3.26%
2015 7.31%
The gender pay gap
decreased by 4.05 p.p.
Sales
2.05 p.p.
no change
2016 3.26%
2015 5.31%
The gender pay gap
decreased by 2.05 p.p.
Professionals
13.44 p.p.
no change
2016 22.28%
2015 35.73%
The gender pay gap
decreased by 13.44 p.p.
Technicians and trade
13.41 p.p.
no change
2016 6.80%
2015 -6.61%
The gender pay gap
increased by 13.41 p.p.
Labourers
0.31 p.p.
no change
2016 15.25%
2015 14.95%
The gender pay gap
increased by 0.31 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Employers with a formal policy or formal strategy on remuneration generally
47.4%
0%
100%
All industries 53.1%
2016 47.4%
2015 44.4%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
34.2%
0%
100%
All industries 26.4%
2016 34.2%
2015 26.4%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
15.4%
0%
100%
All industries 20.0%
2016 15.4%
2015 19.2%
Within last 1-2 years
3.6%
0%
100%
All industries 4.7%
2016 3.6%
2015 3.3%
More than 2 years ago but less than 4 years ago
1.2%
0%
100%
All industries 1.3%
2016 1.2%
2015 0.4%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
13.5%
0%
100%
All industries 13.5%
2016 13.5%
2015 10.3%
Identified cause/s of the gaps
28.8%
0%
100%
All industries 31.2%
2016 28.8%
2015 20.7%
Reviewed remuneration decision-making processes
21.2%
0%
100%
All industries 22.4%
2016 21.2%
2015 24.1%
Analysed commencement salaries by gender to ensure there are no pay gaps
9.6%
0%
100%
All industries 16.0%
2016 9.6%
2015 10.3%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
15.4%
0%
100%
All industries 22.3%
2016 15.4%
2015 10.3%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
11.5%
0%
100%
All industries 21.6%
2016 11.5%
2015 10.3%
Trained people-managers in addressing gender bias (including unconscious bias)
7.7%
0%
100%
All industries 11.1%
2016 7.7%
2015 3.4%
Set targets to reduce any like-for-like gaps
5.8%
0%
100%
All industries 6.1%
2016 5.8%
2015 1.7%
Set targets to reduce any organisation-wide gaps
5.8%
0%
100%
All industries 4.4%
2016 5.8%
2015 1.7%
Reported pay equity metrics to the board
5.8%
0%
100%
All industries 14.4%
2016 5.8%
2015 12.1%
Reported pay equity metrics to the executive
11.5%
0%
100%
All industries 25.4%
2016 11.5%
2015 19.0%
Corrected like-for-like gaps
13.5%
0%
100%
All industries 16.9%
2016 13.5%
2015 10.3%
Conducted a gender-based job evaluation process
7.7%
0%
100%
All industries 2.1%
2016 7.7%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
6.3%
0%
100%
All industries 5.8%
2016 6.3%
2015 4.6%
No, don't have expertise
2.0%
0%
100%
All industries 0.7%
2016 2.0%
2015 1.3%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
4.3%
0%
100%
All industries 6.2%
2016 4.3%
2015 4.2%
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)
24.1%
0%
100%
All industries 21.2%
2016 24.1%
2015 21.8%
No, non-award employees are paid market rate
14.2%
0%
100%
All industries 13.2%
2016 14.2%
2015 11.3%
No, not a priority
2.8%
0%
100%
All industries 2.4%
2016 2.8%
2015 1.3%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
3.08 p.p.
no change
2016 47.43%
2015 44.35%
Change of 3.08 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
7.75 p.p.
no change
2016 34.17%
2015 26.42%
Change of 7.75 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-3.83 p.p.
no change
2016 15.42%
2015 19.25%
Change of -3.83 p.p.
Within last 1-2 years
0.21 p.p.
no change
2016 3.56%
2015 3.35%
Change of 0.21 p.p.
More than 2 years ago but less than 4 years ago
0.77 p.p.
no change
2016 1.19%
2015 0.42%
Change of 0.77 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
3.12 p.p.
no change
2016 13.46%
2015 10.34%
Change of 3.12 p.p.
Identified cause/s of the gaps
8.16 p.p.
no change
2016 28.85%
2015 20.69%
Change of 8.16 p.p.
Reviewed remuneration decision-making processes
-2.98 p.p.
no change
2016 21.15%
2015 24.14%
Change of -2.98 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-0.73 p.p.
no change
2016 9.62%
2015 10.34%
Change of -0.73 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
5.04 p.p.
no change
2016 15.38%
2015 10.34%
Change of 5.04 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
1.19 p.p.
no change
2016 11.54%
2015 10.34%
Change of 1.19 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
4.24 p.p.
no change
2016 7.69%
2015 3.45%
Change of 4.24 p.p.
Set targets to reduce any like-for-like gaps
4.05 p.p.
no change
2016 5.77%
2015 1.72%
Change of 4.05 p.p.
Set targets to reduce any organisation-wide gaps
4.05 p.p.
no change
2016 5.77%
2015 1.72%
Change of 4.05 p.p.
Reported pay equity metrics to the board
-6.30 p.p.
no change
2016 5.77%
2015 12.07%
Change of -6.30 p.p.
Reported pay equity metrics to the executive
-7.43 p.p.
no change
2016 11.54%
2015 18.97%
Change of -7.43 p.p.
Corrected like-for-like gaps
3.12 p.p.
no change
2016 13.46%
2015 10.34%
Change of 3.12 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
1.72 p.p.
no change
2016 6.32%
2015 4.60%
Change of 1.72 p.p.
No, don't have expertise
0.72 p.p.
no change
2016 1.98%
2015 1.26%
Change of 0.72 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)
0.16 p.p.
no change
2016 4.35%
2015 4.18%
Change of 0.16 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)
2.35 p.p.
no change
2016 24.11%
2015 21.76%
Change of 2.35 p.p.
No, non-award employees are paid market rate
2.93 p.p.
no change
2016 14.23%
2015 11.30%
Change of 2.93 p.p.
No, not a priority
1.51 p.p.
no change
2016 2.77%
2015 1.26%
Change of 1.51 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
66.8%
0%
100%
All industries 57.7%
2016 66.8%
2015 64.9%
Employers that have an overall gender equality strategy
19.4%
0%
100%
All industries 22.2%
2016 19.4%
2015 17.6%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
15.2%
0%
100%
All industries 12.7%
2016 15.2%
2015 19.3%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
1.94 p.p.
no change
2016 66.80%
2015 64.85%
Change of 1.94 p.p.
Employers that have an overall gender equality strategy
1.79 p.p.
no change
2016 19.37%
2015 17.57%
Change of 1.79 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-4.07 p.p.
0%
100%
no change
2016 15.24%
2015 19.31%
Change of -4.07 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Flexible working
Employers that have a flexible working arrangements policy
51.0%
0%
100%
All industries 52.3%
2016 51.0%
2015 47.7%
Employers that have a flexible working arrangements strategy
13.8%
0%
100%
All industries 16.1%
2016 13.8%
2015 16.3%
Types of flexible work offered
Carer's leave
81.4%
0%
100%
All industries 92.9%
2016 81.4%
2015 86.6%
Compressed working week
19.4%
0%
100%
All industries 26.1%
2016 19.4%
2015 22.2%
Flexible hours of work
56.1%
0%
100%
All industries 58.5%
2016 56.1%
2015 54.0%
Job sharing
26.9%
0%
100%
All industries 39.9%
2016 26.9%
2015 28.9%
Part-time work
79.1%
0%
100%
All industries 83.9%
2016 79.1%
2015 76.6%
Purchased leave
20.6%
0%
100%
All industries 28.4%
2016 20.6%
2015 22.2%
Telecommuting
24.5%
0%
100%
All industries 27.5%
2016 24.5%
2015 27.6%
Time-in-lieu
39.5%
0%
100%
All industries 50.9%
2016 39.5%
2015 39.7%
Unpaid leave
67.2%
0%
100%
All industries 79.4%
2016 67.2%
2015 73.6%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
3.29 p.p.
no change
2016 50.99%
2015 47.70%
Change of 3.29 p.p.
Employers that have a flexible working arrangements strategy
-2.48 p.p.
no change
2016 13.83%
2015 16.32%
Change of -2.48 p.p.
Types of flexible work offered
Carer's leave
-5.19 p.p.
no change
2016 81.42%
2015 86.61%
Change of -5.19 p.p.
Compressed working week
-2.81 p.p.
no change
2016 19.37%
2015 22.18%
Change of -2.81 p.p.
Flexible hours of work
2.15 p.p.
no change
2016 56.13%
2015 53.97%
Change of 2.15 p.p.
Job sharing
-1.99 p.p.
no change
2016 26.88%
2015 28.87%
Change of -1.99 p.p.
Part-time work
2.48 p.p.
no change
2016 79.05%
2015 76.57%
Change of 2.48 p.p.
Purchased leave
-1.62 p.p.
no change
2016 20.55%
2015 22.18%
Change of -1.62 p.p.
Telecommuting
-3.11 p.p.
no change
2016 24.51%
2015 27.62%
Change of -3.11 p.p.
Time-in-lieu
-0.22 p.p.
no change
2016 39.53%
2015 39.75%
Change of -0.22 p.p.
Unpaid leave
-6.45 p.p.
no change
2016 67.19%
2015 73.64%
Change of -6.45 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
44.3%
0%
100%
All industries 47.6%
2016 44.3%
2015 45.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
10.3%
0%
100%
All industries 12.9%
2016 10.3%
2015 17.6%
Paid parental leave
Employers that offer primary carer leave
22.9%
0%
100%
All industries 48.0%
2016 22.9%
2015 25.5%
Average primary carer leave offered
7.4 weeks
All industries 9.7 weeks
2016 7.4 weeks
2015 8.8 weeks
Employers that top up government scheme to full pay
12.1%
0%
100%
All industries 9.0%
2016 12.1%
2015 14.8%
Employers that offer full pay in addition to government scheme
63.8%
0%
100%
All industries 79.2%
2016 63.8%
2015 62.3%
Employers that offer a lump sum payment
29.3%
0%
100%
All industries 16.8%
2016 29.3%
2015 31.1%
Employers that offer secondary carer leave
18.6%
0%
100%
All industries 39.0%
2016 18.6%
2015 20.1%
Average secondary carer leave offered
1.3 weeks
All industries 1.5 weeks
2016 1.3 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
14.4%
0%
100%
All industries 7.6%
2016 14.4%
Proportion of women (out of all employees on parental leave)
14.2%
0%
100%
All industries 7.0%
2016 14.2%
Proportion of men (out of all employees on parental leave)
0.2%
0%
100%
All industries 0.6%
2016 0.2%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
2.0%
0%
100%
All industries 5.8%
2016 2.0%
2015 3.2%
On-site childcare
1.0%
0%
100%
All industries 9.5%
2016 1.0%
2015 0.8%
Breastfeeding facilities
36.4%
0%
100%
All industries 53.6%
2016 36.4%
2015 29.6%
Childcare referral services
10.1%
0%
100%
All industries 10.4%
2016 10.1%
2015 6.4%
Internal support network for parents
13.1%
0%
100%
All industries 16.7%
2016 13.1%
2015 12.8%
Return-to-work bonus
7.1%
0%
100%
All industries 7.4%
2016 7.1%
2015 12.8%
Information packs to support new parents and/or those with elder care responsibilities
16.2%
0%
100%
All industries 17.1%
2016 16.2%
2015 12.8%
Referral services to support employees with family and/or caring responsibilities
49.5%
0%
100%
All industries 47.3%
2016 49.5%
2015 47.2%
Targeted communication mechanisms, for example intranet/forums
22.2%
0%
100%
All industries 26.9%
2016 22.2%
2015 21.6%
Support in securing school holiday care
3.0%
0%
100%
All industries 6.5%
2016 3.0%
Coaching for employees on returning to work from parental leave
22.2%
0%
100%
All industries 15.5%
2016 22.2%
Parenting workshops targeting mothers
3.0%
0%
100%
All industries 3.9%
2016 3.0%
Parenting workshops targeting fathers
3.0%
0%
100%
All industries 3.3%
2016 3.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-0.92 p.p.
no change
2016 44.27%
2015 45.19%
Change of -0.92 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-7.30 p.p.
no change
2016 10.28%
2015 17.57%
Change of -7.30 p.p.
Paid parental leave
Employers that offer primary carer leave
-2.60 p.p.
no change
2016 22.92%
2015 25.52%
Change of -2.60 p.p.
Average primary carer leave offered
-1.34 weeks
no change
2016 7.43weeks
2015 8.77weeks
Change of -1.34 weeks
Employers that top up government scheme to full pay
-2.69 p.p.
no change
2016 12.07%
2015 14.75%
Change of -2.69 p.p.
Employers that offer full pay in addition to government scheme
1.50 p.p.
no change
2016 63.79%
2015 62.30%
Change of 1.50 p.p.
Employers that offer a lump sum payment
-1.84 p.p.
no change
2016 29.31%
2015 31.15%
Change of -1.84 p.p.
Employers that offer secondary carer leave
-1.51 p.p.
no change
2016 18.58%
2015 20.08%
Change of -1.51 p.p.
Average secondary carer leave offered
-0.12 weeks
no change
2016 1.34weeks
2015 1.46weeks
Change of -0.12 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
0.21 p.p.
no change
2016 1.01%
2015 0.80%
Change of 0.21 p.p.
Breastfeeding facilities
6.76 p.p.
no change
2016 36.36%
2015 29.60%
Change of 6.76 p.p.
Childcare referral services
3.70 p.p.
no change
2016 10.10%
2015 6.40%
Change of 3.70 p.p.
Internal support network for parents
0.33 p.p.
no change
2016 13.13%
2015 12.80%
Change of 0.33 p.p.
Return-to-work bonus
-5.73 p.p.
no change
2016 7.07%
2015 12.80%
Change of -5.73 p.p.
Information packs to support new parents and/or those with elder care responsibilities
3.36 p.p.
no change
2016 16.16%
2015 12.80%
Change of 3.36 p.p.
Referral services to support employees with family and/or caring responsibilities
2.29 p.p.
no change
2016 49.49%
2015 47.20%
Change of 2.29 p.p.
Targeted communication mechanisms, for example intranet/forums
0.62 p.p.
no change
2016 22.22%
2015 21.60%
Change of 0.62 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 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
37.9%
0%
100%
All industries 39.3%
2016 37.9%
2015 35.6%
Has some measure in place to support employees who are experiencing family or domestic violence
66.4%
0%
100%
All industries 74.8%
2016 66.4%
2015 67.4%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
52.6%
0%
100%
All industries 66.4%
2016 52.6%
2015 50.6%
HR or other staff training
11.9%
0%
100%
All industries 11.0%
2016 11.9%
2015 15.9%
Referral to support services
26.5%
0%
100%
All industries 26.9%
2016 26.5%
2015 27.2%
Access to any leave (overall measure)
46.2%
0%
100%
All industries 52.6%
2016 46.2%
2015 44.8%
Paid domestic violence leave
5.9%
0%
100%
All industries 12.1%
2016 5.9%
Unpaid domestic violence leave
2.0%
0%
100%
All industries 3.8%
2016 2.0%
Unpaid leave
44.3%
0%
100%
All industries 49.3%
2016 44.3%
Domestic violence clause in an enterprise or workplace agreement
2.4%
0%
100%
All industries 6.9%
2016 2.4%
Workplace safety planning
7.5%
0%
100%
All industries 8.3%
2016 7.5%
Confidentiality of disclosure
37.2%
0%
100%
All industries 41.2%
2016 37.2%
Protection from adverse action or discrimination
14.2%
0%
100%
All industries 21.3%
2016 14.2%
Flexible working arrangements
44.3%
0%
100%
All industries 48.6%
2016 44.3%
Financial support
17.0%
0%
100%
All industries 11.2%
2016 17.0%
Change of office location
17.8%
0%
100%
All industries 13.7%
2016 17.8%
Emergency accommodation assistance
3.6%
0%
100%
All industries 4.0%
2016 3.6%
Medical services
6.7%
0%
100%
All industries 10.0%
2016 6.7%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
2.38 p.p.
no change
2016 37.94%
2015 35.56%
Change of 2.38 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-0.96 p.p.
no change
2016 66.40%
2015 67.36%
Change of -0.96 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
1.94 p.p.
no change
2016 52.57%
2015 50.63%
Change of 1.94 p.p.
HR or other staff training
-4.04 p.p.
no change
2016 11.86%
2015 15.90%
Change of -4.04 p.p.
Referral to support services
-0.71 p.p.
no change
2016 26.48%
2015 27.20%
Change of -0.71 p.p.
Access to any leave (overall measure)
1.48 p.p.
no change
2016 46.25%
2015 44.77%
Change of 1.48 p.p.
Paid domestic violence leave
5.93 p.p.
no change
2016 5.93%
2015 0.00%
Change of 5.93 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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