All industries

All industries has 448,712 employees within 648 organisations with 500-999 employees.
Change year 2016

All industries summary for 2016

Showing results only for organisations with 500-999 employees

All industries has 448,712 employees within 648 organisations with 500-999 employees.
45.9% of employees are female.

Employee type breakdown
Casual
21.3%
Casual - 21.32971705682041%
Part-time
15.6%
Part-time - 15.639207331205762%
Full-time
63.0%
Full-time - 63.03107561197383%
Organisation size breakdown
<250
0.0%
<250 - 0.0%
250-499
0.0%
250-499 - 0.0%
500-999
100.0%
500-999 - 100.0%
1000-4999
0.0%
1000-4999 - 0.0%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 54.1% Female 45.9%)
male
female
All (Male 54.1% Female 45.9%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 88.0% Female 12.0%)
male
female
CEO (Male 88.0% Female 12.0%)
Key management personnel (Male 73.5% Female 26.5%)
male
female
Key management personnel (Male 73.5% Female 26.5%)
Other executives/general managers (Male 71.6% Female 28.4%)
male
female
Other executives/general managers (Male 71.6% Female 28.4%)
Senior managers (Male 66.3% Female 33.7%)
male
female
Senior managers (Male 66.3% Female 33.7%)
Other managers (Male 59.1% Female 40.9%)
male
female
Other managers (Male 59.1% Female 40.9%)
Non-managers (all)
Clerical and administrative (Male 25.7% Female 74.3%)
male
female
Clerical and administrative (Male 25.7% Female 74.3%)
Community and personal service (Male 29.5% Female 70.5%)
male
female
Community and personal service (Male 29.5% Female 70.5%)
Machinery operators and drivers (Male 89.4% Female 10.6%)
male
female
Machinery operators and drivers (Male 89.4% Female 10.6%)
Sales (Male 40.0% Female 60.0%)
male
female
Sales (Male 40.0% Female 60.0%)
Professionals (Male 50.5% Female 49.5%)
male
female
Professionals (Male 50.5% Female 49.5%)
Technicians and trade (Male 89.0% Female 11.0%)
male
female
Technicians and trade (Male 89.0% Female 11.0%)
Labourers (Male 75.8% Female 24.2%)
male
female
Labourers (Male 75.8% Female 24.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
1.05%
2015 baseline
2016 M:54.07% F:45.93%
2015 M:55.11% F:44.89%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Managers
CEO
0.36%
2015 baseline
2016 M:88.04% F:11.96%
2015 M:88.40% F:11.60%
The proportion of males has increased by 0.36 p.p..
The proportion of females has decreased by 0.36 p.p..
Key management personnel
2.63%
2015 baseline
2016 M:73.48% F:26.52%
2015 M:76.10% F:23.90%
The proportion of males has increased by 2.63 p.p..
The proportion of females has decreased by 2.63 p.p..
Other executives/general managers
2.99%
2015 baseline
2016 M:71.63% F:28.37%
2015 M:74.63% F:25.37%
The proportion of males has increased by 2.99 p.p..
The proportion of females has decreased by 2.99 p.p..
Senior managers
2.20%
2015 baseline
2016 M:66.31% F:33.69%
2015 M:68.51% F:31.49%
The proportion of males has increased by 2.20 p.p..
The proportion of females has decreased by 2.20 p.p..
Other managers
1.05%
2015 baseline
2016 M:59.11% F:40.89%
2015 M:60.16% F:39.84%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Non-managers
Clerical and administrative
1.18%
2015 baseline
2016 M:25.74% F:74.26%
2015 M:24.56% F:75.44%
The proportion of males has increased by 1.18 p.p..
The proportion of females has decreased by 1.18 p.p..
Community and personal service
-0.06%
2015 baseline
2016 M:29.47% F:70.53%
2015 M:29.53% F:70.47%
The proportion of males has decreased by 0.06 p.p..
The proportion of females has increased by 0.06 p.p..
Machinery operators and drivers
-0.35%
2015 baseline
2016 M:89.39% F:10.61%
2015 M:89.04% F:10.96%
The proportion of males has decreased by 0.35 p.p..
The proportion of females has increased by 0.35 p.p..
Sales
0.56%
2015 baseline
2016 M:40.02% F:59.98%
2015 M:39.46% F:60.54%
The proportion of males has increased by 0.56 p.p..
The proportion of females has decreased by 0.56 p.p..
Professionals
1.48%
2015 baseline
2016 M:50.53% F:49.47%
2015 M:52.02% F:47.98%
The proportion of males has increased by 1.48 p.p..
The proportion of females has decreased by 1.48 p.p..
Technicians and trade
1.63%
2015 baseline
2016 M:89.04% F:10.96%
2015 M:90.67% F:9.33%
The proportion of males has increased by 1.63 p.p..
The proportion of females has decreased by 1.63 p.p..
Labourers
-3.78%
2015 baseline
2016 M:75.84% F:24.16%
2015 M:72.06% F:27.94%
The proportion of males has decreased by 3.78 p.p..
The proportion of females has increased by 3.78 p.p..
Results for 2016 View yearly change
Full-time (Male 65.2% Female 34.8%)
male
female
Full-time (Male 65.2% Female 34.8%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 88.5% Female 11.5%)
male
female
CEO (Male 88.5% Female 11.5%)
Key management personnel (Male 74.6% Female 25.4%)
male
female
Key management personnel (Male 74.6% Female 25.4%)
Other executives/general managers (Male 74.0% Female 26.0%)
male
female
Other executives/general managers (Male 74.0% Female 26.0%)
Senior managers (Male 69.1% Female 30.9%)
male
female
Senior managers (Male 69.1% Female 30.9%)
Other managers (Male 62.4% Female 37.6%)
male
female
Other managers (Male 62.4% Female 37.6%)
Non-managers (full-time)
Clerical and administrative (Male 27.9% Female 72.1%)
male
female
Clerical and administrative (Male 27.9% Female 72.1%)
Community and personal service (Male 35.7% Female 64.3%)
male
female
Community and personal service (Male 35.7% Female 64.3%)
Machinery operators and drivers (Male 91.3% Female 8.7%)
male
female
Machinery operators and drivers (Male 91.3% Female 8.7%)
Sales (Male 57.8% Female 42.2%)
male
female
Sales (Male 57.8% Female 42.2%)
Professionals (Male 59.1% Female 40.9%)
male
female
Professionals (Male 59.1% Female 40.9%)
Technicians and trade (Male 92.1% Female 7.9%)
male
female
Technicians and trade (Male 92.1% Female 7.9%)
Labourers (Male 82.0% Female 18.0%)
male
female
Labourers (Male 82.0% Female 18.0%)
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
1.13%
2015 baseline
2016 M:65.25% F:34.75%
2015 M:66.38% F:33.62%
The proportion of males has increased by 1.13 p.p..
The proportion of females has decreased by 1.13 p.p..
Managers
CEO
0.08%
2015 baseline
2016 M:88.47% F:11.53%
2015 M:88.55% F:11.45%
The proportion of males has increased by 0.08 p.p..
The proportion of females has decreased by 0.08 p.p..
Key management personnel
2.41%
2015 baseline
2016 M:74.64% F:25.36%
2015 M:77.05% F:22.95%
The proportion of males has increased by 2.41 p.p..
The proportion of females has decreased by 2.41 p.p..
Other executives/general managers
2.34%
2015 baseline
2016 M:74.04% F:25.96%
2015 M:76.38% F:23.62%
The proportion of males has increased by 2.34 p.p..
The proportion of females has decreased by 2.34 p.p..
Senior managers
2.00%
2015 baseline
2016 M:69.13% F:30.87%
2015 M:71.13% F:28.87%
The proportion of males has increased by 2.00 p.p..
The proportion of females has decreased by 2.00 p.p..
Other managers
1.07%
2015 baseline
2016 M:62.40% F:37.60%
2015 M:63.47% F:36.53%
The proportion of males has increased by 1.07 p.p..
The proportion of females has decreased by 1.07 p.p..
Non-managers
Clerical and administrative
0.30%
2015 baseline
2016 M:27.87% F:72.13%
2015 M:27.58% F:72.42%
The proportion of males has increased by 0.30 p.p..
The proportion of females has decreased by 0.30 p.p..
Community and personal service
1.45%
2015 baseline
2016 M:35.67% F:64.33%
2015 M:34.22% F:65.78%
The proportion of males has increased by 1.45 p.p..
The proportion of females has decreased by 1.45 p.p..
Machinery operators and drivers
-0.49%
2015 baseline
2016 M:91.32% F:8.68%
2015 M:90.83% F:9.17%
The proportion of males has decreased by 0.49 p.p..
The proportion of females has increased by 0.49 p.p..
Sales
-1.48%
2015 baseline
2016 M:57.78% F:42.22%
2015 M:56.30% F:43.70%
The proportion of males has decreased by 1.48 p.p..
The proportion of females has increased by 1.48 p.p..
Professionals
1.50%
2015 baseline
2016 M:59.10% F:40.90%
2015 M:60.60% F:39.40%
The proportion of males has increased by 1.50 p.p..
The proportion of females has decreased by 1.50 p.p..
Technicians and trade
1.10%
2015 baseline
2016 M:92.06% F:7.94%
2015 M:93.16% F:6.84%
The proportion of males has increased by 1.10 p.p..
The proportion of females has decreased by 1.10 p.p..
Labourers
1.38%
2015 baseline
2016 M:82.03% F:17.97%
2015 M:83.41% F:16.59%
The proportion of males has increased by 1.38 p.p..
The proportion of females has decreased by 1.38 p.p..
Results for 2016 View yearly change
Part-time (Male 21.3% Female 78.7%)
male
female
Part-time (Male 21.3% Female 78.7%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 55.6% Female 44.4%)
male
female
CEO (Male 55.6% Female 44.4%)
Key management personnel (Male 43.3% Female 56.7%)
male
female
Key management personnel (Male 43.3% Female 56.7%)
Other executives/general managers (Male 23.8% Female 76.2%)
male
female
Other executives/general managers (Male 23.8% Female 76.2%)
Senior managers (Male 13.9% Female 86.1%)
male
female
Senior managers (Male 13.9% Female 86.1%)
Other managers (Male 12.3% Female 87.7%)
male
female
Other managers (Male 12.3% Female 87.7%)
Non-managers (part-time)
Clerical and administrative (Male 8.9% Female 91.1%)
male
female
Clerical and administrative (Male 8.9% Female 91.1%)
Community and personal service (Male 21.1% Female 78.9%)
male
female
Community and personal service (Male 21.1% Female 78.9%)
Machinery operators and drivers (Male 68.7% Female 31.3%)
male
female
Machinery operators and drivers (Male 68.7% Female 31.3%)
Sales (Male 17.4% Female 82.6%)
male
female
Sales (Male 17.4% Female 82.6%)
Professionals (Male 13.8% Female 86.2%)
male
female
Professionals (Male 13.8% Female 86.2%)
Technicians and trade (Male 41.7% Female 58.3%)
male
female
Technicians and trade (Male 41.7% Female 58.3%)
Labourers (Male 54.3% Female 45.7%)
male
female
Labourers (Male 54.3% Female 45.7%)
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
0.49%
2015 baseline
2016 M:21.31% F:78.69%
2015 M:20.82% F:79.18%
The proportion of males has increased by 0.49 p.p..
The proportion of females has decreased by 0.49 p.p..
Managers
CEO
19.44%
2015 baseline
2016 M:55.56% F:44.44%
2015 M:75.00% F:25.00%
The proportion of males has increased by 19.44 p.p..
The proportion of females has decreased by 19.44 p.p..
Key management personnel
-6.36%
2015 baseline
2016 M:43.26% F:56.74%
2015 M:49.62% F:50.38%
The proportion of males has decreased by 6.36 p.p..
The proportion of females has increased by 6.36 p.p..
Other executives/general managers
-3.61%
2015 baseline
2016 M:23.77% F:76.23%
2015 M:27.37% F:72.63%
The proportion of males has decreased by 3.61 p.p..
The proportion of females has increased by 3.61 p.p..
Senior managers
0.86%
2015 baseline
2016 M:13.91% F:86.09%
2015 M:13.05% F:86.95%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Other managers
0.64%
2015 baseline
2016 M:12.26% F:87.74%
2015 M:11.62% F:88.38%
The proportion of males has increased by 0.64 p.p..
The proportion of females has decreased by 0.64 p.p..
Non-managers
Clerical and administrative
0.55%
2015 baseline
2016 M:8.88% F:91.12%
2015 M:8.32% F:91.68%
The proportion of males has increased by 0.55 p.p..
The proportion of females has decreased by 0.55 p.p..
Community and personal service
0.62%
2015 baseline
2016 M:21.06% F:78.94%
2015 M:20.43% F:79.57%
The proportion of males has increased by 0.62 p.p..
The proportion of females has decreased by 0.62 p.p..
Machinery operators and drivers
-5.50%
2015 baseline
2016 M:68.71% F:31.29%
2015 M:63.22% F:36.78%
The proportion of males has decreased by 5.50 p.p..
The proportion of females has increased by 5.50 p.p..
Sales
-1.91%
2015 baseline
2016 M:17.42% F:82.58%
2015 M:19.33% F:80.67%
The proportion of males has decreased by 1.91 p.p..
The proportion of females has increased by 1.91 p.p..
Professionals
1.23%
2015 baseline
2016 M:13.84% F:86.16%
2015 M:12.60% F:87.40%
The proportion of males has increased by 1.23 p.p..
The proportion of females has decreased by 1.23 p.p..
Technicians and trade
-2.80%
2015 baseline
2016 M:41.69% F:58.31%
2015 M:44.49% F:55.51%
The proportion of males has decreased by 2.80 p.p..
The proportion of females has increased by 2.80 p.p..
Labourers
5.30%
2015 baseline
2016 M:54.32% F:45.68%
2015 M:40.37% F:59.63%
The proportion of males has increased by 5.30 p.p..
The proportion of females has decreased by 5.30 p.p..
Results for 2016 View yearly change
Casual (Male 45.0% Female 55.0%)
male
female
Casual (Male 45.0% Female 55.0%)
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 91.7% Female 8.3%)
male
female
Key management personnel (Male 91.7% Female 8.3%)
Other executives/general managers (Male 35.0% Female 65.0%)
male
female
Other executives/general managers (Male 35.0% Female 65.0%)
Senior managers (Male 67.9% Female 32.1%)
male
female
Senior managers (Male 67.9% Female 32.1%)
Other managers (Male 56.4% Female 43.6%)
male
female
Other managers (Male 56.4% Female 43.6%)
Non-managers (casual)
Clerical and administrative (Male 34.5% Female 65.5%)
male
female
Clerical and administrative (Male 34.5% Female 65.5%)
Community and personal service (Male 33.5% Female 66.5%)
male
female
Community and personal service (Male 33.5% Female 66.5%)
Machinery operators and drivers (Male 81.8% Female 18.2%)
male
female
Machinery operators and drivers (Male 81.8% Female 18.2%)
Sales (Male 29.7% Female 70.3%)
male
female
Sales (Male 29.7% Female 70.3%)
Professionals (Male 41.7% Female 58.3%)
male
female
Professionals (Male 41.7% Female 58.3%)
Technicians and trade (Male 82.0% Female 18.0%)
male
female
Technicians and trade (Male 82.0% Female 18.0%)
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 increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.28%
2015 baseline
2016 M:45.04% F:54.96%
2015 M:44.75% F:55.25%
The proportion of males has increased by 0.28 p.p..
The proportion of females has decreased by 0.28 p.p..
Managers
CEO
No comparison data available
Key management personnel
-12.72%
2015 baseline
2016 M:91.67% F:8.33%
2015 M:78.95% F:21.05%
The proportion of males has decreased by 12.72 p.p..
The proportion of females has increased by 12.72 p.p..
Other executives/general managers
1.67%
2015 baseline
2016 M:35.00% F:65.00%
2015 M:66.67% F:33.33%
The proportion of males has increased by 1.67 p.p..
The proportion of females has decreased by 1.67 p.p..
Senior managers
-1.90%
2015 baseline
2016 M:67.86% F:32.14%
2015 M:65.96% F:34.04%
The proportion of males has decreased by 1.90 p.p..
The proportion of females has increased by 1.90 p.p..
Other managers
1.41%
2015 baseline
2016 M:56.42% F:43.58%
2015 M:57.83% F:42.17%
The proportion of males has increased by 1.41 p.p..
The proportion of females has decreased by 1.41 p.p..
Non-managers
Clerical and administrative
4.69%
2015 baseline
2016 M:34.52% F:65.48%
2015 M:29.83% F:70.17%
The proportion of males has increased by 4.69 p.p..
The proportion of females has decreased by 4.69 p.p..
Community and personal service
-2.00%
2015 baseline
2016 M:33.49% F:66.51%
2015 M:35.49% F:64.51%
The proportion of males has decreased by 2.00 p.p..
The proportion of females has increased by 2.00 p.p..
Machinery operators and drivers
0.92%
2015 baseline
2016 M:81.82% F:18.18%
2015 M:82.73% F:17.27%
The proportion of males has increased by 0.92 p.p..
The proportion of females has decreased by 0.92 p.p..
Sales
0.96%
2015 baseline
2016 M:29.73% F:70.27%
2015 M:28.77% F:71.23%
The proportion of males has increased by 0.96 p.p..
The proportion of females has decreased by 0.96 p.p..
Professionals
0.66%
2015 baseline
2016 M:41.75% F:58.25%
2015 M:41.09% F:58.91%
The proportion of males has increased by 0.66 p.p..
The proportion of females has decreased by 0.66 p.p..
Technicians and trade
3.26%
2015 baseline
2016 M:81.97% F:18.03%
2015 M:85.22% F:14.78%
The proportion of males has increased by 3.26 p.p..
The proportion of females has decreased by 3.26 p.p..
Labourers
-6.35%
2015 baseline
2016 M:74.53% F:25.47%
2015 M:68.18% F:31.82%
The proportion of males has decreased by 6.35 p.p..
The proportion of females has increased by 6.35 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 50.3% Female 49.7%)
male
female
Overall (Male 50.3% Female 49.7%)
Managers (Male 57.5% Female 42.5%)
male
female
Managers (Male 57.5% Female 42.5%)
Non-managers (Male 49.7% Female 50.3%)
male
female
Non-managers (Male 49.7% Female 50.3%)
Promotions by role
Overall (Male 52.8% Female 47.2%)
male
female
Overall (Male 52.8% Female 47.2%)
Managers (Male 56.0% Female 44.0%)
male
female
Managers (Male 56.0% Female 44.0%)
Non-managers (Male 51.7% Female 48.3%)
male
female
Non-managers (Male 51.7% Female 48.3%)
Promotions by employment type
Full-time
83.5%
Full-time - 83.51998455300252%
Part-time
7.7%
Part-time - 7.742807491793783%
Casual
8.7%
Casual - 8.737207955203708%
Resignations by role
Overall (Male 48.2% Female 51.8%)
male
female
Overall (Male 48.2% Female 51.8%)
Managers (Male 56.5% Female 43.5%)
male
female
Managers (Male 56.5% Female 43.5%)
Non-managers (Male 47.4% Female 52.6%)
male
female
Non-managers (Male 47.4% Female 52.6%)
Resignations by employment type
Full-time
52.1%
Full-time - 52.08515602216389%
Part-time
15.2%
Part-time - 15.19729905556677%
Casual
32.7%
Casual - 32.71754492226933%

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
27.3% pay gap
All industries 27.3%
2016 27.3%
2015 29.1%
Base salary (all)
male
female
22.1% pay gap
All industries 22.1%
2016 22.1%
2015 24.1%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
30.1% pay gap
All industries 30.1%
2016 30.1%
2015 32.8%
Other executives/general managers
male
female
27.3% pay gap
All industries 27.3%
2016 27.3%
2015 28.7%
Senior managers
male
female
24.9% pay gap
All industries 24.9%
2016 24.9%
2015 25.3%
Other managers
male
female
27.5% pay gap
All industries 27.5%
2016 27.5%
2015 27.3%
Non-managers (all total remuneration)
Clerical and administrative
male
female
4.8% pay gap
All industries 4.8%
2016 4.8%
2015 5.6%
Community and personal service
male
female
2.2% pay gap
All industries 2.2%
2016 2.2%
2015 2.0%
Machinery operators and drivers
male
female
17.7% pay gap
All industries 17.7%
2016 17.7%
2015 18.1%
Sales
male
female
29.2% pay gap
All industries 29.2%
2016 29.2%
2015 31.3%
Professionals
male
female
22.6% pay gap
All industries 22.6%
2016 22.6%
2015 24.8%
Technicians and trade
male
female
30.6% pay gap
All industries 30.6%
2016 30.6%
2015 25.7%
Labourers
male
female
23.6% pay gap
All industries 23.6%
2016 23.6%
2015 25.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
1.83 p.p.
2015 baseline
2016 27.25%
2015 29.09%
The gender pay gap
decreased by 1.83 p.p.
Base salary (all)
1.98 p.p.
2015 baseline
2016 22.13%
2015 24.11%
The gender pay gap
decreased by 1.98 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
2.78 p.p.
2015 baseline
2016 30.06%
2015 32.84%
The gender pay gap
decreased by 2.78 p.p.
Other executives/general managers
1.45 p.p.
2015 baseline
2016 27.25%
2015 28.70%
The gender pay gap
decreased by 1.45 p.p.
Senior managers
0.47 p.p.
2015 baseline
2016 24.86%
2015 25.33%
The gender pay gap
decreased by 0.47 p.p.
Other managers
0.13 p.p.
2015 baseline
2016 27.46%
2015 27.33%
The gender pay gap
increased by 0.13 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.73 p.p.
2015 baseline
2016 4.85%
2015 5.58%
The gender pay gap
decreased by 0.73 p.p.
Community and personal service
0.25 p.p.
2015 baseline
2016 2.23%
2015 1.98%
The gender pay gap
increased by 0.25 p.p.
Machinery operators and drivers
0.33 p.p.
2015 baseline
2016 17.73%
2015 18.06%
The gender pay gap
decreased by 0.33 p.p.
Sales
2.15 p.p.
2015 baseline
2016 29.19%
2015 31.34%
The gender pay gap
decreased by 2.15 p.p.
Professionals
2.23 p.p.
2015 baseline
2016 22.60%
2015 24.83%
The gender pay gap
decreased by 2.23 p.p.
Technicians and trade
4.90 p.p.
2015 baseline
2016 30.61%
2015 25.70%
The gender pay gap
increased by 4.90 p.p.
Labourers
1.78 p.p.
2015 baseline
2016 23.64%
2015 25.42%
The gender pay gap
decreased by 1.78 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
23.6% pay gap
All industries 23.6%
2016 23.6%
2015 24.8%
Base salary (full-time)
male
female
18.3% pay gap
All industries 18.3%
2016 18.3%
2015 19.5%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
29.0% pay gap
All industries 29.0%
2016 29.0%
2015 32.5%
Other executives/general managers
male
female
27.6% pay gap
All industries 27.6%
2016 27.6%
2015 28.4%
Senior managers
male
female
24.5% pay gap
All industries 24.5%
2016 24.5%
2015 25.7%
Other managers
male
female
28.6% pay gap
All industries 28.6%
2016 28.6%
2015 27.6%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
8.1% pay gap
All industries 8.1%
2016 8.1%
2015 6.8%
Community and personal service
male
female
3.0% pay gap
All industries 3.0%
2016 3.0%
2015 4.1%
Machinery operators and drivers
male
female
14.9% pay gap
All industries 14.9%
2016 14.9%
2015 16.7%
Sales
male
female
24.1% pay gap
All industries 24.1%
2016 24.1%
2015 28.0%
Professionals
male
female
22.2% pay gap
All industries 22.2%
2016 22.2%
2015 24.0%
Technicians and trade
male
female
26.9% pay gap
All industries 26.9%
2016 26.9%
2015 23.3%
Labourers
male
female
22.3% pay gap
All industries 22.3%
2016 22.3%
2015 24.1%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
1.23 p.p.
2015 baseline
2016 23.56%
2015 24.79%
The gender pay gap
decreased by 1.23 p.p.
Base salary (full-time)
1.23 p.p.
2015 baseline
2016 18.28%
2015 19.50%
The gender pay gap
decreased by 1.23 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
3.52 p.p.
2015 baseline
2016 29.01%
2015 32.53%
The gender pay gap
decreased by 3.52 p.p.
Other executives/general managers
0.73 p.p.
2015 baseline
2016 27.64%
2015 28.37%
The gender pay gap
decreased by 0.73 p.p.
Senior managers
1.20 p.p.
2015 baseline
2016 24.49%
2015 25.69%
The gender pay gap
decreased by 1.20 p.p.
Other managers
0.99 p.p.
2015 baseline
2016 28.60%
2015 27.61%
The gender pay gap
increased by 0.99 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
1.26 p.p.
2015 baseline
2016 8.09%
2015 6.83%
The gender pay gap
increased by 1.26 p.p.
Community and personal service
1.09 p.p.
2015 baseline
2016 3.00%
2015 4.09%
The gender pay gap
decreased by 1.09 p.p.
Machinery operators and drivers
1.77 p.p.
2015 baseline
2016 14.92%
2015 16.70%
The gender pay gap
decreased by 1.77 p.p.
Sales
3.84 p.p.
2015 baseline
2016 24.14%
2015 27.98%
The gender pay gap
decreased by 3.84 p.p.
Professionals
1.79 p.p.
2015 baseline
2016 22.23%
2015 24.03%
The gender pay gap
decreased by 1.79 p.p.
Technicians and trade
3.58 p.p.
2015 baseline
2016 26.93%
2015 23.35%
The gender pay gap
increased by 3.58 p.p.
Labourers
1.82 p.p.
2015 baseline
2016 22.29%
2015 24.12%
The gender pay gap
decreased by 1.82 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-7.3% pay gap
All industries -7.3%
2016 -7.3%
2015 -4.9%
Base salary (part-time)
male
female
-8.2% pay gap
All industries -8.2%
2016 -8.2%
2015 -5.1%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
42.7% pay gap
All industries 42.7%
2016 42.7%
2015 19.0%
Other executives/general managers
male
female
16.6% pay gap
All industries 16.6%
2016 16.6%
2015 22.6%
Senior managers
male
female
29.3% pay gap
All industries 29.3%
2016 29.3%
2015 22.9%
Other managers
male
female
10.2% pay gap
All industries 10.2%
2016 10.2%
2015 11.8%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-14.3% pay gap
All industries -14.3%
2016 -14.3%
2015 -10.4%
Community and personal service
male
female
0.6% pay gap
All industries 0.6%
2016 0.6%
2015 0.0%
Machinery operators and drivers
male
female
-2.2% pay gap
All industries -2.2%
2016 -2.2%
2015 20.1%
Sales
male
female
-3.9% pay gap
All industries -3.9%
2016 -3.9%
2015 -5.9%
Professionals
male
female
12.8% pay gap
All industries 12.8%
2016 12.8%
2015 15.6%
Technicians and trade
male
female
19.9% pay gap
All industries 19.9%
2016 19.9%
2015 0.2%
Labourers
male
female
-11.0% pay gap
All industries -11.0%
2016 -11.0%
2015 2.3%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
2.44 p.p.
2015 baseline
2016 -7.34%
2015 -4.91%
The gender pay gap
increased by 2.44 p.p.
Base salary (part-time)
3.07 p.p.
2015 baseline
2016 -8.19%
2015 -5.12%
The gender pay gap
increased by 3.07 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
23.69 p.p.
2015 baseline
2016 42.73%
2015 19.04%
The gender pay gap
increased by 23.69 p.p.
Other executives/general managers
6.01 p.p.
2015 baseline
2016 16.56%
2015 22.57%
The gender pay gap
decreased by 6.01 p.p.
Senior managers
6.39 p.p.
2015 baseline
2016 29.27%
2015 22.89%
The gender pay gap
increased by 6.39 p.p.
Other managers
1.62 p.p.
2015 baseline
2016 10.15%
2015 11.77%
The gender pay gap
decreased by 1.62 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
3.83 p.p.
2015 baseline
2016 -14.25%
2015 -10.42%
The gender pay gap
increased by 3.83 p.p.
Community and personal service
0.62 p.p.
2015 baseline
2016 0.64%
2015 0.02%
The gender pay gap
increased by 0.62 p.p.
Machinery operators and drivers
22.33 p.p.
2015 baseline
2016 -2.24%
2015 20.09%
The gender pay gap
decreased by 22.33 p.p.
Sales
2.02 p.p.
2015 baseline
2016 -3.89%
2015 -5.91%
The gender pay gap
decreased by 2.02 p.p.
Professionals
2.80 p.p.
2015 baseline
2016 12.85%
2015 15.65%
The gender pay gap
decreased by 2.80 p.p.
Technicians and trade
19.69 p.p.
2015 baseline
2016 19.93%
2015 0.24%
The gender pay gap
increased by 19.69 p.p.
Labourers
13.27 p.p.
2015 baseline
2016 -11.00%
2015 2.27%
The gender pay gap
increased by 13.27 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
17.6% pay gap
All industries 17.6%
2016 17.6%
2015 18.4%
Base salary (casual)
male
female
15.6% pay gap
All industries 15.6%
2016 15.6%
2015 16.3%
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
-2.2% pay gap
All industries -2.2%
2016 -2.2%
2015 1.8%
Community and personal service
male
female
0.9% pay gap
All industries 0.9%
2016 0.9%
2015 0.4%
Machinery operators and drivers
male
female
13.1% pay gap
All industries 13.1%
2016 13.1%
2015 9.7%
Sales
male
female
-3.2% pay gap
All industries -3.2%
2016 -3.2%
2015 -3.0%
Professionals
male
female
27.3% pay gap
All industries 27.3%
2016 27.3%
2015 29.0%
Technicians and trade
male
female
40.8% pay gap
All industries 40.8%
2016 40.8%
2015 33.1%
Labourers
male
female
24.1% pay gap
All industries 24.1%
2016 24.1%
2015 21.8%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.89 p.p.
2015 baseline
2016 17.56%
2015 18.45%
The gender pay gap
decreased by 0.89 p.p.
Base salary (casual)
0.72 p.p.
2015 baseline
2016 15.58%
2015 16.30%
The gender pay gap
decreased by 0.72 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
3.94 p.p.
2015 baseline
2016 -2.16%
2015 1.78%
The gender pay gap
increased by 3.94 p.p.
Community and personal service
0.50 p.p.
2015 baseline
2016 0.95%
2015 0.44%
The gender pay gap
increased by 0.50 p.p.
Machinery operators and drivers
3.34 p.p.
2015 baseline
2016 13.06%
2015 9.72%
The gender pay gap
increased by 3.34 p.p.
Sales
0.15 p.p.
2015 baseline
2016 -3.18%
2015 -3.04%
The gender pay gap
increased by 0.15 p.p.
Professionals
1.68 p.p.
2015 baseline
2016 27.34%
2015 29.03%
The gender pay gap
decreased by 1.68 p.p.
Technicians and trade
7.72 p.p.
2015 baseline
2016 40.83%
2015 33.10%
The gender pay gap
increased by 7.72 p.p.
Labourers
2.31 p.p.
2015 baseline
2016 24.07%
2015 21.76%
The gender pay gap
increased by 2.31 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
61.0%
0%
100%
All industries 61.0%
2016 61.0%
2015 60.1%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
27.3%
0%
100%
All industries 27.3%
2016 27.3%
2015 27.9%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
25.0%
0%
100%
All industries 25.0%
2016 25.0%
2015 25.2%
Within last 1-2 years
6.3%
0%
100%
All industries 6.3%
2016 6.3%
2015 5.6%
More than 2 years ago but less than 4 years ago
2.2%
0%
100%
All industries 2.2%
2016 2.2%
2015 1.2%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
9.9%
0%
100%
All industries 9.9%
2016 9.9%
2015 10.1%
Identified cause/s of the gaps
28.7%
0%
100%
All industries 28.7%
2016 28.7%
2015 31.2%
Reviewed remuneration decision-making processes
21.1%
0%
100%
All industries 21.1%
2016 21.1%
2015 22.5%
Analysed commencement salaries by gender to ensure there are no pay gaps
15.2%
0%
100%
All industries 15.2%
2016 15.2%
2015 11.9%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
26.5%
0%
100%
All industries 26.5%
2016 26.5%
2015 15.6%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
25.1%
0%
100%
All industries 25.1%
2016 25.1%
2015 16.1%
Trained people-managers in addressing gender bias (including unconscious bias)
11.2%
0%
100%
All industries 11.2%
2016 11.2%
2015 8.7%
Set targets to reduce any like-for-like gaps
4.9%
0%
100%
All industries 4.9%
2016 4.9%
2015 5.5%
Set targets to reduce any organisation-wide gaps
3.1%
0%
100%
All industries 3.1%
2016 3.1%
2015 2.8%
Reported pay equity metrics to the board
16.1%
0%
100%
All industries 16.1%
2016 16.1%
2015 11.0%
Reported pay equity metrics to the executive
27.4%
0%
100%
All industries 27.4%
2016 27.4%
2015 17.9%
Corrected like-for-like gaps
22.0%
0%
100%
All industries 22.0%
2016 22.0%
2015 15.1%
Conducted a gender-based job evaluation process
1.8%
0%
100%
All industries 1.8%
2016 1.8%
2015 1.4%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
8.2%
0%
100%
All industries 8.2%
2016 8.2%
2015 6.9%
No, don't have expertise
0.6%
0%
100%
All industries 0.6%
2016 0.6%
2015 0.9%
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)
3.5%
0%
100%
All industries 3.5%
2016 3.5%
2015 4.1%
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)
20.4%
0%
100%
All industries 20.4%
2016 20.4%
2015 17.8%
No, non-award employees are paid market rate
12.5%
0%
100%
All industries 12.5%
2016 12.5%
2015 11.0%
No, not a priority
3.9%
0%
100%
All industries 3.9%
2016 3.9%
2015 1.7%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
0.90 p.p.
2015 baseline
2016 60.96%
2015 60.06%
Change of 0.90 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-0.58 p.p.
2015 baseline
2016 27.34%
2015 27.92%
Change of -0.58 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-0.15 p.p.
2015 baseline
2016 25.00%
2015 25.15%
Change of -0.15 p.p.
Within last 1-2 years
0.69 p.p.
2015 baseline
2016 6.33%
2015 5.64%
Change of 0.69 p.p.
More than 2 years ago but less than 4 years ago
0.94 p.p.
2015 baseline
2016 2.16%
2015 1.22%
Change of 0.94 p.p.
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
-0.23 p.p.
2015 baseline
2016 9.87%
2015 10.09%
Change of -0.23 p.p.
Identified cause/s of the gaps
-2.49 p.p.
2015 baseline
2016 28.70%
2015 31.19%
Change of -2.49 p.p.
Reviewed remuneration decision-making processes
-1.40 p.p.
2015 baseline
2016 21.08%
2015 22.48%
Change of -1.40 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
3.32 p.p.
2015 baseline
2016 15.25%
2015 11.93%
Change of 3.32 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
10.86 p.p.
2015 baseline
2016 26.46%
2015 15.60%
Change of 10.86 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
9.06 p.p.
2015 baseline
2016 25.11%
2015 16.06%
Change of 9.06 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
2.50 p.p.
2015 baseline
2016 11.21%
2015 8.72%
Change of 2.50 p.p.
Set targets to reduce any like-for-like gaps
-0.57 p.p.
2015 baseline
2016 4.93%
2015 5.50%
Change of -0.57 p.p.
Set targets to reduce any organisation-wide gaps
0.39 p.p.
2015 baseline
2016 3.14%
2015 2.75%
Change of 0.39 p.p.
Reported pay equity metrics to the board
5.13 p.p.
2015 baseline
2016 16.14%
2015 11.01%
Change of 5.13 p.p.
Reported pay equity metrics to the executive
9.46 p.p.
2015 baseline
2016 27.35%
2015 17.89%
Change of 9.46 p.p.
Corrected like-for-like gaps
6.84 p.p.
2015 baseline
2016 21.97%
2015 15.14%
Change of 6.84 p.p.
Conducted a gender-based job evaluation process
0.42 p.p.
2015 baseline
2016 1.79%
2015 1.38%
Change of 0.42 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
1.32 p.p.
2015 baseline
2016 8.18%
2015 6.86%
Change of 1.32 p.p.
No, don't have expertise
-0.30 p.p.
2015 baseline
2016 0.62%
2015 0.91%
Change of -0.30 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)
-0.57 p.p.
2015 baseline
2016 3.55%
2015 4.12%
Change of -0.57 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)
2.54 p.p.
2015 baseline
2016 20.37%
2015 17.84%
Change of 2.54 p.p.
No, non-award employees are paid market rate
1.52 p.p.
2015 baseline
2016 12.50%
2015 10.98%
Change of 1.52 p.p.
No, not a priority
2.18 p.p.
2015 baseline
2016 3.86%
2015 1.68%
Change of 2.18 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
62.2%
0%
100%
All industries 62.2%
2016 62.2%
2015 59.0%
Employers that have an overall gender equality strategy
25.9%
0%
100%
All industries 25.9%
2016 25.9%
2015 24.8%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
12.8%
0%
100%
All industries 12.8%
2016 12.8%
2015 15.0%

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
3.20 p.p.
2015 baseline
2016 62.19%
2015 58.99%
Change of 3.20 p.p.
Employers that have an overall gender equality strategy
1.08 p.p.
2015 baseline
2016 25.93%
2015 24.85%
Change of 1.08 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-2.17 p.p.
0%
100%
2015 baseline
2016 12.79%
2015 14.96%
Change of -2.17 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
61.9%
0%
100%
All industries 61.9%
2016 61.9%
2015 59.1%
Employers that have a flexible working arrangements strategy
15.6%
0%
100%
All industries 15.6%
2016 15.6%
2015 15.1%
Types of flexible work offered
Carer's leave
94.4%
0%
100%
All industries 94.4%
2016 94.4%
2015 94.2%
Compressed working week
33.0%
0%
100%
All industries 33.0%
2016 33.0%
2015 31.4%
Flexible hours of work
64.8%
0%
100%
All industries 64.8%
2016 64.8%
2015 62.7%
Job sharing
45.4%
0%
100%
All industries 45.4%
2016 45.4%
2015 43.9%
Part-time work
85.8%
0%
100%
All industries 85.8%
2016 85.8%
2015 84.0%
Purchased leave
32.3%
0%
100%
All industries 32.3%
2016 32.3%
2015 30.0%
Telecommuting
32.1%
0%
100%
All industries 32.1%
2016 32.1%
2015 28.5%
Time-in-lieu
52.5%
0%
100%
All industries 52.5%
2016 52.5%
2015 50.6%
Unpaid leave
81.5%
0%
100%
All industries 81.5%
2016 81.5%
2015 81.3%

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
2.74 p.p.
2015 baseline
2016 61.88%
2015 59.15%
Change of 2.74 p.p.
Employers that have a flexible working arrangements strategy
0.49 p.p.
2015 baseline
2016 15.59%
2015 15.09%
Change of 0.49 p.p.
Types of flexible work offered
Carer's leave
0.24 p.p.
2015 baseline
2016 94.44%
2015 94.21%
Change of 0.24 p.p.
Compressed working week
1.62 p.p.
2015 baseline
2016 33.02%
2015 31.40%
Change of 1.62 p.p.
Flexible hours of work
2.16 p.p.
2015 baseline
2016 64.81%
2015 62.65%
Change of 2.16 p.p.
Job sharing
1.47 p.p.
2015 baseline
2016 45.37%
2015 43.90%
Change of 1.47 p.p.
Part-time work
1.81 p.p.
2015 baseline
2016 85.80%
2015 83.99%
Change of 1.81 p.p.
Purchased leave
2.22 p.p.
2015 baseline
2016 32.25%
2015 30.03%
Change of 2.22 p.p.
Telecommuting
3.59 p.p.
2015 baseline
2016 32.10%
2015 28.51%
Change of 3.59 p.p.
Time-in-lieu
1.86 p.p.
2015 baseline
2016 52.47%
2015 50.61%
Change of 1.86 p.p.
Unpaid leave
0.23 p.p.
2015 baseline
2016 81.48%
2015 81.25%
Change of 0.23 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
55.6%
0%
100%
All industries 55.6%
2016 55.6%
2015 55.6%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
12.7%
0%
100%
All industries 12.7%
2016 12.7%
2015 14.5%
Paid parental leave
Employers that offer primary carer leave
47.8%
0%
100%
All industries 47.8%
2016 47.8%
2015 48.8%
Average primary carer's leave offered (minimum number of weeks)
9.6 weeks
All industries 9.6 weeks
2016 9.6 weeks
2015 10.0 weeks
Employers that top up government scheme to full pay
9.0%
0%
100%
All industries 9.0%
2016 9.0%
2015 10.3%
Employers that offer full pay in addition to government scheme
75.5%
0%
100%
All industries 75.5%
2016 75.5%
2015 77.5%
Employers that offer a lump sum payment
21.0%
0%
100%
All industries 21.0%
2016 21.0%
2015 20.0%
Employers that offer secondary carer leave
38.7%
0%
100%
All industries 38.7%
2016 38.7%
2015 38.6%
Average secondary carer's leave offered (minimum number of weeks)
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
9.1%
0%
100%
All industries 9.1%
2016 9.1%
Proportion of women (out of all employees on parental leave)
8.7%
0%
100%
All industries 8.7%
2016 8.7%
Proportion of men (out of all employees on parental leave)
0.4%
0%
100%
All industries 0.4%
2016 0.4%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
7.2%
0%
100%
All industries 7.2%
2016 7.2%
2015 4.4%
On-site childcare
8.5%
0%
100%
All industries 8.5%
2016 8.5%
2015 7.2%
Breastfeeding facilities
57.7%
0%
100%
All industries 57.7%
2016 57.7%
2015 47.2%
Childcare referral services
10.3%
0%
100%
All industries 10.3%
2016 10.3%
2015 9.3%
Internal support network for parents
17.4%
0%
100%
All industries 17.4%
2016 17.4%
2015 13.3%
Return-to-work bonus
7.7%
0%
100%
All industries 7.7%
2016 7.7%
2015 12.6%
Information packs to support new parents and/or those with elder care responsibilities
19.5%
0%
100%
All industries 19.5%
2016 19.5%
2015 18.0%
Referral services to support employees with family and/or caring responsibilities
48.7%
0%
100%
All industries 48.7%
2016 48.7%
2015 47.9%
Targeted communication mechanisms, for example intranet/forums
28.5%
0%
100%
All industries 28.5%
2016 28.5%
2015 29.2%
Support in securing school holiday care
5.6%
0%
100%
All industries 5.6%
2016 5.6%
2015 0.0%
Coaching for employees on returning to work from parental leave
17.2%
0%
100%
All industries 17.2%
2016 17.2%
2015 0.0%
Parenting workshops targeting mothers
2.8%
0%
100%
All industries 2.8%
2016 2.8%
2015 0.0%
Parenting workshops targeting fathers
2.6%
0%
100%
All industries 2.6%
2016 2.6%
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
-0.08 p.p.
2015 baseline
2016 55.56%
2015 55.64%
Change of -0.08 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.83 p.p.
2015 baseline
2016 12.65%
2015 14.48%
Change of -1.83 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.94 p.p.
2015 baseline
2016 47.84%
2015 48.78%
Change of -0.94 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.45 weeks
2015 baseline
2016 9.55weeks
2015 10.01weeks
Change of -0.45 weeks
Employers that top up government scheme to full pay
-1.28 p.p.
2015 baseline
2016 9.03%
2015 10.31%
Change of -1.28 p.p.
Employers that offer full pay in addition to government scheme
-2.02 p.p.
2015 baseline
2016 75.48%
2015 77.50%
Change of -2.02 p.p.
Employers that offer a lump sum payment
0.97 p.p.
2015 baseline
2016 20.97%
2015 20.00%
Change of 0.97 p.p.
Employers that offer secondary carer leave
0.17 p.p.
2015 baseline
2016 38.73%
2015 38.57%
Change of 0.17 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.01 weeks
2015 baseline
2016 1.48weeks
2015 1.47weeks
Change of 0.01 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
1.22 p.p.
2015 baseline
2016 8.46%
2015 7.24%
Change of 1.22 p.p.
Breastfeeding facilities
10.50 p.p.
2015 baseline
2016 57.69%
2015 47.20%
Change of 10.50 p.p.
Childcare referral services
0.91 p.p.
2015 baseline
2016 10.26%
2015 9.35%
Change of 0.91 p.p.
Internal support network for parents
4.12 p.p.
2015 baseline
2016 17.44%
2015 13.32%
Change of 4.12 p.p.
Return-to-work bonus
-4.92 p.p.
2015 baseline
2016 7.69%
2015 12.62%
Change of -4.92 p.p.
Information packs to support new parents and/or those with elder care responsibilities
1.50 p.p.
2015 baseline
2016 19.49%
2015 17.99%
Change of 1.50 p.p.
Referral services to support employees with family and/or caring responsibilities
0.82 p.p.
2015 baseline
2016 48.72%
2015 47.90%
Change of 0.82 p.p.
Targeted communication mechanisms, for example intranet/forums
-0.74 p.p.
2015 baseline
2016 28.46%
2015 29.21%
Change of -0.74 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
47.2%
0%
100%
All industries 47.2%
2016 47.2%
2015 42.1%
Has some measure in place to support employees who are experiencing family or domestic violence
83.5%
0%
100%
All industries 83.5%
2016 83.5%
2015 84.0%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
76.2%
0%
100%
All industries 76.2%
2016 76.2%
2015 74.4%
HR or other staff training
12.5%
0%
100%
All industries 12.5%
2016 12.5%
2015 16.6%
Referral to support services
29.0%
0%
100%
All industries 29.0%
2016 29.0%
2015 30.3%
Access to any leave (overall measure)
61.6%
0%
100%
All industries 61.6%
2016 61.6%
2015 60.7%
Paid domestic violence leave
13.3%
0%
100%
All industries 13.3%
2016 13.3%
Unpaid domestic violence leave
5.1%
0%
100%
All industries 5.1%
2016 5.1%
2015 0.0%
Unpaid leave
58.2%
0%
100%
All industries 58.2%
2016 58.2%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
5.9%
0%
100%
All industries 5.9%
2016 5.9%
2015 0.0%
Workplace safety planning
7.7%
0%
100%
All industries 7.7%
2016 7.7%
2015 0.0%
Confidentiality of disclosure
46.0%
0%
100%
All industries 46.0%
2016 46.0%
2015 0.0%
Protection from adverse action or discrimination
23.1%
0%
100%
All industries 23.1%
2016 23.1%
2015 0.0%
Flexible working arrangements
55.6%
0%
100%
All industries 55.6%
2016 55.6%
2015 0.0%
Financial support
14.2%
0%
100%
All industries 14.2%
2016 14.2%
2015 0.0%
Change of office location
18.7%
0%
100%
All industries 18.7%
2016 18.7%
2015 0.0%
Emergency accommodation assistance
4.5%
0%
100%
All industries 4.5%
2016 4.5%
2015 0.0%
Medical services
11.9%
0%
100%
All industries 11.9%
2016 11.9%
2015 0.0%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
5.15 p.p.
2015 baseline
2016 47.22%
2015 42.07%
Change of 5.15 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-0.51 p.p.
2015 baseline
2016 83.49%
2015 83.99%
Change of -0.51 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
1.84 p.p.
2015 baseline
2016 76.23%
2015 74.39%
Change of 1.84 p.p.
HR or other staff training
-4.12 p.p.
2015 baseline
2016 12.50%
2015 16.62%
Change of -4.12 p.p.
Referral to support services
-1.32 p.p.
2015 baseline
2016 29.01%
2015 30.34%
Change of -1.32 p.p.
Access to any leave (overall measure)
0.90 p.p.
2015 baseline
2016 61.57%
2015 60.67%
Change of 0.90 p.p.
Paid domestic violence leave
13.27 p.p.
2015 baseline
2016 13.27%
2015 0.00%
Change of 13.27 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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