All industries

All industries has 330,555 employees within 2,163 organisations.
Change year 2016

All industries summary for 2016

Showing results only for organisations with <250 employees

All industries has 330,555 employees within 2,163 organisations with <250 employees.
47.4% of employees are female.

Employee type breakdown
Casual
14.6%
Casual - 14.608461526826094%
Part-time
17.3%
Part-time - 17.33266778599628%
Full-time
68.1%
Full-time - 68.05887068717763%
Organisation size breakdown
<250
100.0%
<250 - 100.0%
250-499
0.0%
250-499 - 0.0%
500-999
0.0%
500-999 - 0.0%
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 52.6% Female 47.4%)
male
female
All (Male 52.6% Female 47.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 83.0% Female 17.0%)
male
female
CEO (Male 83.0% Female 17.0%)
Key management personnel (Male 69.7% Female 30.3%)
male
female
Key management personnel (Male 69.7% Female 30.3%)
Other executives/general managers (Male 66.9% Female 33.1%)
male
female
Other executives/general managers (Male 66.9% Female 33.1%)
Senior managers (Male 64.0% Female 36.0%)
male
female
Senior managers (Male 64.0% Female 36.0%)
Other managers (Male 59.5% Female 40.5%)
male
female
Other managers (Male 59.5% Female 40.5%)
Non-managers (all)
Clerical and administrative (Male 19.9% Female 80.1%)
male
female
Clerical and administrative (Male 19.9% Female 80.1%)
Community and personal service (Male 29.2% Female 70.8%)
male
female
Community and personal service (Male 29.2% Female 70.8%)
Machinery operators and drivers (Male 88.6% Female 11.4%)
male
female
Machinery operators and drivers (Male 88.6% Female 11.4%)
Sales (Male 48.2% Female 51.8%)
male
female
Sales (Male 48.2% Female 51.8%)
Professionals (Male 48.8% Female 51.2%)
male
female
Professionals (Male 48.8% Female 51.2%)
Technicians and trade (Male 90.0% Female 10.0%)
male
female
Technicians and trade (Male 90.0% Female 10.0%)
Labourers (Male 69.5% Female 30.5%)
male
female
Labourers (Male 69.5% Female 30.5%)
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
0.06%
no change
2016 M:52.59% F:47.41%
2015 M:52.65% F:47.35%
The proportion of males has increased by 0.06 p.p..
The proportion of females has decreased by 0.06 p.p..
Managers
CEO
1.07%
no change
2016 M:82.97% F:17.03%
2015 M:84.04% F:15.96%
The proportion of males has increased by 1.07 p.p..
The proportion of females has decreased by 1.07 p.p..
Key management personnel
0.36%
no change
2016 M:69.75% F:30.25%
2015 M:70.10% F:29.90%
The proportion of males has increased by 0.36 p.p..
The proportion of females has decreased by 0.36 p.p..
Other executives/general managers
0.86%
no change
2016 M:66.92% F:33.08%
2015 M:67.79% F:32.21%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Senior managers
0.28%
no change
2016 M:64.05% F:35.95%
2015 M:64.33% F:35.67%
The proportion of males has increased by 0.28 p.p..
The proportion of females has decreased by 0.28 p.p..
Other managers
0.29%
no change
2016 M:59.45% F:40.55%
2015 M:59.74% F:40.26%
The proportion of males has increased by 0.29 p.p..
The proportion of females has decreased by 0.29 p.p..
Non-managers
Clerical and administrative
0.27%
no change
2016 M:19.93% F:80.07%
2015 M:19.66% F:80.34%
The proportion of males has increased by 0.27 p.p..
The proportion of females has decreased by 0.27 p.p..
Community and personal service
1.35%
no change
2016 M:29.18% F:70.82%
2015 M:27.84% F:72.16%
The proportion of males has increased by 1.35 p.p..
The proportion of females has decreased by 1.35 p.p..
Machinery operators and drivers
-1.70%
no change
2016 M:88.62% F:11.38%
2015 M:86.92% F:13.08%
The proportion of males has decreased by 1.70 p.p..
The proportion of females has increased by 1.70 p.p..
Sales
-0.10%
no change
2016 M:48.25% F:51.75%
2015 M:48.35% F:51.65%
The proportion of males has decreased by 0.10 p.p..
The proportion of females has increased by 0.10 p.p..
Professionals
0.90%
no change
2016 M:48.78% F:51.22%
2015 M:47.88% F:52.12%
The proportion of males has increased by 0.90 p.p..
The proportion of females has decreased by 0.90 p.p..
Technicians and trade
-1.01%
no change
2016 M:89.97% F:10.03%
2015 M:88.95% F:11.05%
The proportion of males has decreased by 1.01 p.p..
The proportion of females has increased by 1.01 p.p..
Labourers
1.27%
no change
2016 M:69.51% F:30.49%
2015 M:70.78% F:29.22%
The proportion of males has increased by 1.27 p.p..
The proportion of females has decreased by 1.27 p.p..
Results for 2016 View yearly change
Full-time (Male 62.6% Female 37.4%)
male
female
Full-time (Male 62.6% Female 37.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 83.3% Female 16.7%)
male
female
CEO (Male 83.3% Female 16.7%)
Key management personnel (Male 71.9% Female 28.1%)
male
female
Key management personnel (Male 71.9% Female 28.1%)
Other executives/general managers (Male 70.0% Female 30.0%)
male
female
Other executives/general managers (Male 70.0% Female 30.0%)
Senior managers (Male 67.7% Female 32.3%)
male
female
Senior managers (Male 67.7% Female 32.3%)
Other managers (Male 63.2% Female 36.8%)
male
female
Other managers (Male 63.2% Female 36.8%)
Non-managers (full-time)
Clerical and administrative (Male 23.4% Female 76.6%)
male
female
Clerical and administrative (Male 23.4% Female 76.6%)
Community and personal service (Male 40.7% Female 59.3%)
male
female
Community and personal service (Male 40.7% Female 59.3%)
Machinery operators and drivers (Male 89.9% Female 10.1%)
male
female
Machinery operators and drivers (Male 89.9% Female 10.1%)
Sales (Male 60.3% Female 39.7%)
male
female
Sales (Male 60.3% Female 39.7%)
Professionals (Male 57.4% Female 42.6%)
male
female
Professionals (Male 57.4% Female 42.6%)
Technicians and trade (Male 92.2% Female 7.8%)
male
female
Technicians and trade (Male 92.2% Female 7.8%)
Labourers (Male 79.9% Female 20.1%)
male
female
Labourers (Male 79.9% Female 20.1%)
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
0.05%
no change
2016 M:62.62% F:37.38%
2015 M:62.67% F:37.33%
The proportion of males has increased by 0.05 p.p..
The proportion of females has decreased by 0.05 p.p..
Managers
CEO
1.08%
no change
2016 M:83.28% F:16.72%
2015 M:84.37% F:15.63%
The proportion of males has increased by 1.08 p.p..
The proportion of females has decreased by 1.08 p.p..
Key management personnel
0.01%
no change
2016 M:71.93% F:28.07%
2015 M:71.93% F:28.07%
The proportion of males has increased by 0.01 p.p..
The proportion of females has decreased by 0.01 p.p..
Other executives/general managers
0.77%
no change
2016 M:70.04% F:29.96%
2015 M:70.81% F:29.19%
The proportion of males has increased by 0.77 p.p..
The proportion of females has decreased by 0.77 p.p..
Senior managers
-0.09%
no change
2016 M:67.67% F:32.33%
2015 M:67.58% F:32.42%
The proportion of males has decreased by 0.09 p.p..
The proportion of females has increased by 0.09 p.p..
Other managers
0.09%
no change
2016 M:63.22% F:36.78%
2015 M:63.31% F:36.69%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Non-managers
Clerical and administrative
0.13%
no change
2016 M:23.45% F:76.55%
2015 M:23.32% F:76.68%
The proportion of males has increased by 0.13 p.p..
The proportion of females has decreased by 0.13 p.p..
Community and personal service
1.25%
no change
2016 M:40.66% F:59.34%
2015 M:39.41% F:60.59%
The proportion of males has increased by 1.25 p.p..
The proportion of females has decreased by 1.25 p.p..
Machinery operators and drivers
-1.07%
no change
2016 M:89.94% F:10.06%
2015 M:88.88% F:11.12%
The proportion of males has decreased by 1.07 p.p..
The proportion of females has increased by 1.07 p.p..
Sales
-0.19%
no change
2016 M:60.32% F:39.68%
2015 M:60.13% F:39.87%
The proportion of males has decreased by 0.19 p.p..
The proportion of females has increased by 0.19 p.p..
Professionals
-1.11%
no change
2016 M:57.42% F:42.58%
2015 M:56.30% F:43.70%
The proportion of males has decreased by 1.11 p.p..
The proportion of females has increased by 1.11 p.p..
Technicians and trade
-0.09%
no change
2016 M:92.24% F:7.76%
2015 M:92.15% F:7.85%
The proportion of males has decreased by 0.09 p.p..
The proportion of females has increased by 0.09 p.p..
Labourers
0.58%
no change
2016 M:79.94% F:20.06%
2015 M:80.52% F:19.48%
The proportion of males has increased by 0.58 p.p..
The proportion of females has decreased by 0.58 p.p..
Results for 2016 View yearly change
Part-time (Male 20.8% Female 79.2%)
male
female
Part-time (Male 20.8% Female 79.2%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 64.9% Female 35.1%)
male
female
CEO (Male 64.9% Female 35.1%)
Key management personnel (Male 36.7% Female 63.3%)
male
female
Key management personnel (Male 36.7% Female 63.3%)
Other executives/general managers (Male 25.0% Female 75.0%)
male
female
Other executives/general managers (Male 25.0% Female 75.0%)
Senior managers (Male 17.2% Female 82.8%)
male
female
Senior managers (Male 17.2% Female 82.8%)
Other managers (Male 15.0% Female 85.0%)
male
female
Other managers (Male 15.0% Female 85.0%)
Non-managers (part-time)
Clerical and administrative (Male 7.7% Female 92.3%)
male
female
Clerical and administrative (Male 7.7% Female 92.3%)
Community and personal service (Male 19.7% Female 80.3%)
male
female
Community and personal service (Male 19.7% Female 80.3%)
Machinery operators and drivers (Male 69.7% Female 30.3%)
male
female
Machinery operators and drivers (Male 69.7% Female 30.3%)
Sales (Male 19.2% Female 80.8%)
male
female
Sales (Male 19.2% Female 80.8%)
Professionals (Male 16.2% Female 83.8%)
male
female
Professionals (Male 16.2% Female 83.8%)
Technicians and trade (Male 59.6% Female 40.4%)
male
female
Technicians and trade (Male 59.6% Female 40.4%)
Labourers (Male 48.3% Female 51.7%)
male
female
Labourers (Male 48.3% Female 51.7%)
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
0.41%
no change
2016 M:20.83% F:79.17%
2015 M:20.42% F:79.58%
The proportion of males has increased by 0.41 p.p..
The proportion of females has decreased by 0.41 p.p..
Managers
CEO
0.99%
no change
2016 M:64.86% F:35.14%
2015 M:65.85% F:34.15%
The proportion of males has increased by 0.99 p.p..
The proportion of females has decreased by 0.99 p.p..
Key management personnel
-6.91%
no change
2016 M:36.68% F:63.32%
2015 M:43.60% F:56.40%
The proportion of males has decreased by 6.91 p.p..
The proportion of females has increased by 6.91 p.p..
Other executives/general managers
-1.48%
no change
2016 M:25.00% F:75.00%
2015 M:26.48% F:73.52%
The proportion of males has decreased by 1.48 p.p..
The proportion of females has increased by 1.48 p.p..
Senior managers
-0.89%
no change
2016 M:17.21% F:82.79%
2015 M:18.09% F:81.91%
The proportion of males has decreased by 0.89 p.p..
The proportion of females has increased by 0.89 p.p..
Other managers
1.38%
no change
2016 M:14.99% F:85.01%
2015 M:13.60% F:86.40%
The proportion of males has increased by 1.38 p.p..
The proportion of females has decreased by 1.38 p.p..
Non-managers
Clerical and administrative
1.13%
no change
2016 M:7.66% F:92.34%
2015 M:6.54% F:93.46%
The proportion of males has increased by 1.13 p.p..
The proportion of females has decreased by 1.13 p.p..
Community and personal service
0.61%
no change
2016 M:19.74% F:80.26%
2015 M:19.13% F:80.87%
The proportion of males has increased by 0.61 p.p..
The proportion of females has decreased by 0.61 p.p..
Machinery operators and drivers
-1.99%
no change
2016 M:69.69% F:30.31%
2015 M:67.70% F:32.30%
The proportion of males has decreased by 1.99 p.p..
The proportion of females has increased by 1.99 p.p..
Sales
-3.61%
no change
2016 M:19.22% F:80.78%
2015 M:22.84% F:77.16%
The proportion of males has decreased by 3.61 p.p..
The proportion of females has increased by 3.61 p.p..
Professionals
-0.67%
no change
2016 M:16.25% F:83.75%
2015 M:16.91% F:83.09%
The proportion of males has decreased by 0.67 p.p..
The proportion of females has increased by 0.67 p.p..
Technicians and trade
-5.38%
no change
2016 M:59.59% F:40.41%
2015 M:45.79% F:54.21%
The proportion of males has decreased by 5.38 p.p..
The proportion of females has increased by 5.38 p.p..
Labourers
0.58%
no change
2016 M:48.32% F:51.68%
2015 M:47.74% F:52.26%
The proportion of males has increased by 0.58 p.p..
The proportion of females has decreased by 0.58 p.p..
Results for 2016 View yearly change
Casual (Male 43.5% Female 56.5%)
male
female
Casual (Male 43.5% Female 56.5%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 75.0% Female 25.0%)
male
female
CEO (Male 75.0% Female 25.0%)
Key management personnel (Male 74.2% Female 25.8%)
male
female
Key management personnel (Male 74.2% Female 25.8%)
Other executives/general managers (Male 91.7% Female 8.3%)
male
female
Other executives/general managers (Male 91.7% Female 8.3%)
Senior managers (Male 61.0% Female 39.0%)
male
female
Senior managers (Male 61.0% Female 39.0%)
Other managers (Male 53.5% Female 46.5%)
male
female
Other managers (Male 53.5% Female 46.5%)
Non-managers (casual)
Clerical and administrative (Male 25.9% Female 74.1%)
male
female
Clerical and administrative (Male 25.9% Female 74.1%)
Community and personal service (Male 32.6% Female 67.4%)
male
female
Community and personal service (Male 32.6% Female 67.4%)
Machinery operators and drivers (Male 84.2% Female 15.8%)
male
female
Machinery operators and drivers (Male 84.2% Female 15.8%)
Sales (Male 33.4% Female 66.6%)
male
female
Sales (Male 33.4% Female 66.6%)
Professionals (Male 39.7% Female 60.3%)
male
female
Professionals (Male 39.7% Female 60.3%)
Technicians and trade (Male 83.7% Female 16.3%)
male
female
Technicians and trade (Male 83.7% Female 16.3%)
Labourers (Male 64.4% Female 35.6%)
male
female
Labourers (Male 64.4% Female 35.6%)
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
2.10%
no change
2016 M:43.54% F:56.46%
2015 M:41.43% F:58.57%
The proportion of males has increased by 2.10 p.p..
The proportion of females has decreased by 2.10 p.p..
Managers
CEO
25.00%
no change
2016 M:75.00% F:25.00%
2015 M:100.00% F:0.00%
The proportion of males has increased by 25.00 p.p..
The proportion of females has decreased by 25.00 p.p..
Key management personnel
-4.96%
no change
2016 M:74.19% F:25.81%
2015 M:69.23% F:30.77%
The proportion of males has decreased by 4.96 p.p..
The proportion of females has increased by 4.96 p.p..
Other executives/general managers
-38.33%
no change
2016 M:91.67% F:8.33%
2015 M:53.33% F:46.67%
The proportion of males has decreased by 38.33 p.p..
The proportion of females has increased by 38.33 p.p..
Senior managers
-1.45%
no change
2016 M:60.98% F:39.02%
2015 M:59.52% F:40.48%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Other managers
-0.11%
no change
2016 M:53.54% F:46.46%
2015 M:53.42% F:46.58%
The proportion of males has decreased by 0.11 p.p..
The proportion of females has increased by 0.11 p.p..
Non-managers
Clerical and administrative
0.38%
no change
2016 M:25.91% F:74.09%
2015 M:25.52% F:74.48%
The proportion of males has increased by 0.38 p.p..
The proportion of females has decreased by 0.38 p.p..
Community and personal service
2.03%
no change
2016 M:32.55% F:67.45%
2015 M:30.53% F:69.47%
The proportion of males has increased by 2.03 p.p..
The proportion of females has decreased by 2.03 p.p..
Machinery operators and drivers
-5.82%
no change
2016 M:84.18% F:15.82%
2015 M:78.36% F:21.64%
The proportion of males has decreased by 5.82 p.p..
The proportion of females has increased by 5.82 p.p..
Sales
0.29%
no change
2016 M:33.43% F:66.57%
2015 M:33.15% F:66.85%
The proportion of males has increased by 0.29 p.p..
The proportion of females has decreased by 0.29 p.p..
Professionals
3.90%
no change
2016 M:39.68% F:60.32%
2015 M:35.78% F:64.22%
The proportion of males has increased by 3.90 p.p..
The proportion of females has decreased by 3.90 p.p..
Technicians and trade
-5.85%
no change
2016 M:83.74% F:16.26%
2015 M:77.89% F:22.11%
The proportion of males has decreased by 5.85 p.p..
The proportion of females has increased by 5.85 p.p..
Labourers
-0.47%
no change
2016 M:64.39% F:35.61%
2015 M:63.92% F:36.08%
The proportion of males has decreased by 0.47 p.p..
The proportion of females has increased by 0.47 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 51.5% Female 48.5%)
male
female
Overall (Male 51.5% Female 48.5%)
Managers (Male 58.4% Female 41.6%)
male
female
Managers (Male 58.4% Female 41.6%)
Non-managers (Male 50.9% Female 49.1%)
male
female
Non-managers (Male 50.9% Female 49.1%)
Promotions by role
Overall (Male 50.5% Female 49.5%)
male
female
Overall (Male 50.5% Female 49.5%)
Managers (Male 52.8% Female 47.2%)
male
female
Managers (Male 52.8% Female 47.2%)
Non-managers (Male 49.5% Female 50.5%)
male
female
Non-managers (Male 49.5% Female 50.5%)
Promotions by employment type
Full-time
79.2%
Full-time - 79.24235181644359%
Part-time
8.9%
Part-time - 8.908938814531549%
Casual
11.8%
Casual - 11.848709369024856%
Resignations by role
Overall (Male 50.1% Female 49.9%)
male
female
Overall (Male 50.1% Female 49.9%)
Managers (Male 60.4% Female 39.6%)
male
female
Managers (Male 60.4% Female 39.6%)
Non-managers (Male 49.1% Female 50.9%)
male
female
Non-managers (Male 49.1% Female 50.9%)
Resignations by employment type
Full-time
56.8%
Full-time - 56.7625764122722%
Part-time
14.4%
Part-time - 14.428371172160642%
Casual
28.8%
Casual - 28.809052415567148%

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
23.0% pay gap
All industries 23.0%
2016 23.0%
2015 24.2%
Base remuneration (all)
male
female
19.3% pay gap
All industries 19.3%
2016 19.3%
2015 20.4%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
27.7% pay gap
All industries 27.7%
2016 27.7%
2015 27.6%
Other executives/general managers
male
female
27.7% pay gap
All industries 27.7%
2016 27.7%
2015 26.6%
Senior managers
male
female
19.8% pay gap
All industries 19.8%
2016 19.8%
2015 21.0%
Other managers
male
female
18.7% pay gap
All industries 18.7%
2016 18.7%
2015 19.8%
Non-managers (all total remuneration)
Clerical and administrative
male
female
5.9% pay gap
All industries 5.9%
2016 5.9%
2015 5.7%
Community and personal service
male
female
8.1% pay gap
All industries 8.1%
2016 8.1%
2015 11.1%
Machinery operators and drivers
male
female
22.2% pay gap
All industries 22.2%
2016 22.2%
2015 23.4%
Sales
male
female
29.2% pay gap
All industries 29.2%
2016 29.2%
2015 28.0%
Professionals
male
female
16.8% pay gap
All industries 16.8%
2016 16.8%
2015 18.4%
Technicians and trade
male
female
21.2% pay gap
All industries 21.2%
2016 21.2%
2015 18.0%
Labourers
male
female
16.9% pay gap
All industries 16.9%
2016 16.9%
2015 21.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
1.19 p.p.
no change
2016 22.98%
2015 24.17%
The gender pay gap
decreased by 1.19 p.p.
Base remuneration (all)
1.10 p.p.
no change
2016 19.32%
2015 20.41%
The gender pay gap
decreased by 1.10 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 (all total remuneration)
Key management personnel
0.09 p.p.
no change
2016 27.71%
2015 27.63%
The gender pay gap
increased by 0.09 p.p.
Other executives/general managers
1.16 p.p.
no change
2016 27.72%
2015 26.57%
The gender pay gap
increased by 1.16 p.p.
Senior managers
1.21 p.p.
no change
2016 19.76%
2015 20.97%
The gender pay gap
decreased by 1.21 p.p.
Other managers
1.02 p.p.
no change
2016 18.74%
2015 19.76%
The gender pay gap
decreased by 1.02 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.24 p.p.
no change
2016 5.92%
2015 5.68%
The gender pay gap
increased by 0.24 p.p.
Community and personal service
2.96 p.p.
no change
2016 8.12%
2015 11.08%
The gender pay gap
decreased by 2.96 p.p.
Machinery operators and drivers
1.22 p.p.
no change
2016 22.20%
2015 23.42%
The gender pay gap
decreased by 1.22 p.p.
Sales
1.27 p.p.
no change
2016 29.24%
2015 27.97%
The gender pay gap
increased by 1.27 p.p.
Professionals
1.66 p.p.
no change
2016 16.78%
2015 18.45%
The gender pay gap
decreased by 1.66 p.p.
Technicians and trade
3.26 p.p.
no change
2016 21.22%
2015 17.96%
The gender pay gap
increased by 3.26 p.p.
Labourers
4.50 p.p.
no change
2016 16.93%
2015 21.43%
The gender pay gap
decreased by 4.50 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
21.0% pay gap
All industries 21.0%
2016 21.0%
2015 21.2%
Base remuneration (full-time)
male
female
17.2% pay gap
All industries 17.2%
2016 17.2%
2015 17.4%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
27.7% pay gap
All industries 27.7%
2016 27.7%
2015 27.4%
Other executives/general managers
male
female
27.2% pay gap
All industries 27.2%
2016 27.2%
2015 26.6%
Senior managers
male
female
19.5% pay gap
All industries 19.5%
2016 19.5%
2015 20.8%
Other managers
male
female
19.0% pay gap
All industries 19.0%
2016 19.0%
2015 20.0%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
8.2% pay gap
All industries 8.2%
2016 8.2%
2015 7.7%
Community and personal service
male
female
22.4% pay gap
All industries 22.4%
2016 22.4%
2015 24.5%
Machinery operators and drivers
male
female
23.2% pay gap
All industries 23.2%
2016 23.2%
2015 23.6%
Sales
male
female
23.9% pay gap
All industries 23.9%
2016 23.9%
2015 21.6%
Professionals
male
female
17.9% pay gap
All industries 17.9%
2016 17.9%
2015 19.0%
Technicians and trade
male
female
20.5% pay gap
All industries 20.5%
2016 20.5%
2015 17.0%
Labourers
male
female
20.8% pay gap
All industries 20.8%
2016 20.8%
2015 24.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.13 p.p.
no change
2016 21.04%
2015 21.18%
The gender pay gap
decreased by 0.13 p.p.
Base remuneration (full-time)
0.18 p.p.
no change
2016 17.20%
2015 17.38%
The gender pay gap
decreased by 0.18 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
0.33 p.p.
no change
2016 27.75%
2015 27.42%
The gender pay gap
increased by 0.33 p.p.
Other executives/general managers
0.60 p.p.
no change
2016 27.21%
2015 26.61%
The gender pay gap
increased by 0.60 p.p.
Senior managers
1.29 p.p.
no change
2016 19.50%
2015 20.79%
The gender pay gap
decreased by 1.29 p.p.
Other managers
0.94 p.p.
no change
2016 19.02%
2015 19.97%
The gender pay gap
decreased by 0.94 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.46 p.p.
no change
2016 8.20%
2015 7.75%
The gender pay gap
increased by 0.46 p.p.
Community and personal service
2.15 p.p.
no change
2016 22.37%
2015 24.52%
The gender pay gap
decreased by 2.15 p.p.
Machinery operators and drivers
0.33 p.p.
no change
2016 23.24%
2015 23.58%
The gender pay gap
decreased by 0.33 p.p.
Sales
2.31 p.p.
no change
2016 23.92%
2015 21.61%
The gender pay gap
increased by 2.31 p.p.
Professionals
1.16 p.p.
no change
2016 17.87%
2015 19.03%
The gender pay gap
decreased by 1.16 p.p.
Technicians and trade
3.53 p.p.
no change
2016 20.51%
2015 16.98%
The gender pay gap
increased by 3.53 p.p.
Labourers
3.22 p.p.
no change
2016 20.79%
2015 24.01%
The gender pay gap
decreased by 3.22 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-6.3% pay gap
All industries -6.3%
2016 -6.3%
2015 -5.0%
Base remuneration (part-time)
male
female
-6.3% pay gap
All industries -6.3%
2016 -6.3%
2015 -5.0%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
23.5% pay gap
All industries 23.5%
2016 23.5%
2015 -1.1%
Other executives/general managers
male
female
23.2% pay gap
All industries 23.2%
2016 23.2%
2015 4.5%
Senior managers
male
female
16.2% pay gap
All industries 16.2%
2016 16.2%
2015 19.4%
Other managers
male
female
7.4% pay gap
All industries 7.4%
2016 7.4%
2015 4.3%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-5.3% pay gap
All industries -5.3%
2016 -5.3%
2015 -9.4%
Community and personal service
male
female
-4.1% pay gap
All industries -4.1%
2016 -4.1%
2015 -1.4%
Machinery operators and drivers
male
female
8.2% pay gap
All industries 8.2%
2016 8.2%
2015 10.3%
Sales
male
female
-4.6% pay gap
All industries -4.6%
2016 -4.6%
2015 -7.8%
Professionals
male
female
8.1% pay gap
All industries 8.1%
2016 8.1%
2015 10.1%
Technicians and trade
male
female
-6.1% pay gap
All industries -6.1%
2016 -6.1%
2015 -4.9%
Labourers
male
female
-9.2% pay gap
All industries -9.2%
2016 -9.2%
2015 -14.1%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
1.29 p.p.
no change
2016 -6.30%
2015 -5.01%
The gender pay gap
increased by 1.29 p.p.
Base remuneration (part-time)
1.31 p.p.
no change
2016 -6.31%
2015 -5.00%
The gender pay gap
increased by 1.31 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
24.62 p.p.
no change
2016 23.47%
2015 -1.14%
The gender pay gap
increased by 24.62 p.p.
Other executives/general managers
18.72 p.p.
no change
2016 23.19%
2015 4.46%
The gender pay gap
increased by 18.72 p.p.
Senior managers
3.16 p.p.
no change
2016 16.21%
2015 19.36%
The gender pay gap
decreased by 3.16 p.p.
Other managers
3.08 p.p.
no change
2016 7.41%
2015 4.33%
The gender pay gap
increased by 3.08 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
4.15 p.p.
no change
2016 -5.28%
2015 -9.43%
The gender pay gap
decreased by 4.15 p.p.
Community and personal service
2.69 p.p.
no change
2016 -4.12%
2015 -1.43%
The gender pay gap
increased by 2.69 p.p.
Machinery operators and drivers
2.15 p.p.
no change
2016 8.19%
2015 10.34%
The gender pay gap
decreased by 2.15 p.p.
Sales
3.17 p.p.
no change
2016 -4.58%
2015 -7.75%
The gender pay gap
decreased by 3.17 p.p.
Professionals
2.01 p.p.
no change
2016 8.13%
2015 10.14%
The gender pay gap
decreased by 2.01 p.p.
Technicians and trade
1.18 p.p.
no change
2016 -6.13%
2015 -4.95%
The gender pay gap
increased by 1.18 p.p.
Labourers
4.88 p.p.
no change
2016 -9.23%
2015 -14.11%
The gender pay gap
decreased by 4.88 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
5.1% pay gap
All industries 5.1%
2016 5.1%
2015 7.1%
Base remuneration (casual)
male
female
4.8% pay gap
All industries 4.8%
2016 4.8%
2015 6.8%
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
-4.6% pay gap
All industries -4.6%
2016 -4.6%
2015 -3.8%
Community and personal service
male
female
-2.7% pay gap
All industries -2.7%
2016 -2.7%
2015 0.2%
Machinery operators and drivers
male
female
9.8% pay gap
All industries 9.8%
2016 9.8%
2015 10.8%
Sales
male
female
-1.5% pay gap
All industries -1.5%
2016 -1.5%
2015 -1.5%
Professionals
male
female
10.7% pay gap
All industries 10.7%
2016 10.7%
2015 12.3%
Technicians and trade
male
female
27.1% pay gap
All industries 27.1%
2016 27.1%
2015 20.0%
Labourers
male
female
6.0% pay gap
All industries 6.0%
2016 6.0%
2015 11.2%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
2.02 p.p.
no change
2016 5.07%
2015 7.10%
The gender pay gap
decreased by 2.02 p.p.
Base remuneration (casual)
2.00 p.p.
no change
2016 4.84%
2015 6.84%
The gender pay gap
decreased by 2.00 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
17.62 p.p.
no change
2016 0.00%
2015 17.62%
The gender pay gap
decreased by 17.62 p.p.
Other executives/general managers
No comparison data available
Senior managers
47.53 p.p.
no change
2016 0.00%
2015 47.53%
The gender pay gap
decreased by 47.53 p.p.
Other managers
50.69 p.p.
no change
2016 0.00%
2015 50.69%
The gender pay gap
decreased by 50.69 p.p.
Non-managers (casual total remuneration)
Clerical and administrative
0.78 p.p.
no change
2016 -4.55%
2015 -3.77%
The gender pay gap
increased by 0.78 p.p.
Community and personal service
2.96 p.p.
no change
2016 -2.72%
2015 0.24%
The gender pay gap
increased by 2.96 p.p.
Machinery operators and drivers
0.95 p.p.
no change
2016 9.85%
2015 10.80%
The gender pay gap
decreased by 0.95 p.p.
Sales
0.08 p.p.
no change
2016 -1.54%
2015 -1.46%
The gender pay gap
increased by 0.08 p.p.
Professionals
1.67 p.p.
no change
2016 10.65%
2015 12.33%
The gender pay gap
decreased by 1.67 p.p.
Technicians and trade
7.02 p.p.
no change
2016 27.06%
2015 20.04%
The gender pay gap
increased by 7.02 p.p.
Labourers
5.22 p.p.
no change
2016 5.96%
2015 11.18%
The gender pay gap
decreased by 5.22 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
45.2%
0%
100%
All industries 45.2%
2016 45.2%
2015 42.9%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
20.0%
0%
100%
All industries 20.0%
2016 20.0%
2015 20.4%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
13.0%
0%
100%
All industries 13.0%
2016 13.0%
2015 12.5%
Within last 1-2 years
3.8%
0%
100%
All industries 3.8%
2016 3.8%
2015 3.3%
More than 2 years ago but less than 4 years ago
0.7%
0%
100%
All industries 0.7%
2016 0.7%
2015 1.5%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
7.8%
0%
100%
All industries 7.8%
2016 7.8%
2015 5.8%
Identified cause/s of the gaps
21.5%
0%
100%
All industries 21.5%
2016 21.5%
2015 18.1%
Reviewed remuneration decision-making processes
14.9%
0%
100%
All industries 14.9%
2016 14.9%
2015 14.6%
Analysed commencement salaries by gender to ensure there are no pay gaps
13.9%
0%
100%
All industries 13.9%
2016 13.9%
2015 9.1%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
15.7%
0%
100%
All industries 15.7%
2016 15.7%
2015 7.8%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
15.2%
0%
100%
All industries 15.2%
2016 15.2%
2015 8.3%
Trained people-managers in addressing gender bias (including unconscious bias)
7.3%
0%
100%
All industries 7.3%
2016 7.3%
2015 3.3%
Set targets to reduce any like-for-like gaps
2.5%
0%
100%
All industries 2.5%
2016 2.5%
2015 1.8%
Set targets to reduce any organisation-wide gaps
2.8%
0%
100%
All industries 2.8%
2016 2.8%
2015 3.0%
Reported pay equity metrics to the board
8.1%
0%
100%
All industries 8.1%
2016 8.1%
2015 4.8%
Reported pay equity metrics to the executive
13.1%
0%
100%
All industries 13.1%
2016 13.1%
2015 8.1%
Corrected like-for-like gaps
13.6%
0%
100%
All industries 13.6%
2016 13.6%
2015 10.1%
Conducted a gender-based job evaluation process
2.3%
0%
100%
All industries 2.3%
2016 2.3%
2015 2.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
5.5%
0%
100%
All industries 5.5%
2016 5.5%
2015 4.0%
No, don't have expertise
1.1%
0%
100%
All industries 1.1%
2016 1.1%
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)
8.7%
0%
100%
All industries 8.7%
2016 8.7%
2015 8.2%
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)
20.5%
0%
100%
All industries 20.5%
2016 20.5%
2015 20.2%
No, non-award employees are paid market rate
14.2%
0%
100%
All industries 14.2%
2016 14.2%
2015 13.7%
No, not a priority
2.7%
0%
100%
All industries 2.7%
2016 2.7%
2015 2.2%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
2.25 p.p.
no change
2016 45.17%
2015 42.92%
Change of 2.25 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-0.45 p.p.
no change
2016 19.96%
2015 20.41%
Change of -0.45 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
0.52 p.p.
no change
2016 12.99%
2015 12.47%
Change of 0.52 p.p.
Within last 1-2 years
0.49 p.p.
no change
2016 3.79%
2015 3.30%
Change of 0.49 p.p.
More than 2 years ago but less than 4 years ago
-0.77 p.p.
no change
2016 0.74%
2015 1.51%
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
2.03 p.p.
no change
2016 7.83%
2015 5.79%
Change of 2.03 p.p.
Identified cause/s of the gaps
3.33 p.p.
no change
2016 21.46%
2015 18.14%
Change of 3.33 p.p.
Reviewed remuneration decision-making processes
0.29 p.p.
no change
2016 14.90%
2015 14.61%
Change of 0.29 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
4.82 p.p.
no change
2016 13.89%
2015 9.07%
Change of 4.82 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
7.85 p.p.
no change
2016 15.66%
2015 7.81%
Change of 7.85 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
6.84 p.p.
no change
2016 15.15%
2015 8.31%
Change of 6.84 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
4.05 p.p.
no change
2016 7.32%
2015 3.27%
Change of 4.05 p.p.
Set targets to reduce any like-for-like gaps
0.76 p.p.
no change
2016 2.53%
2015 1.76%
Change of 0.76 p.p.
Set targets to reduce any organisation-wide gaps
-0.24 p.p.
no change
2016 2.78%
2015 3.02%
Change of -0.24 p.p.
Reported pay equity metrics to the board
3.29 p.p.
no change
2016 8.08%
2015 4.79%
Change of 3.29 p.p.
Reported pay equity metrics to the executive
5.07 p.p.
no change
2016 13.13%
2015 8.06%
Change of 5.07 p.p.
Corrected like-for-like gaps
3.56 p.p.
no change
2016 13.64%
2015 10.08%
Change of 3.56 p.p.
Conducted a gender-based job evaluation process
0.26 p.p.
no change
2016 2.27%
2015 2.02%
Change of 0.26 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
1.47 p.p.
no change
2016 5.50%
2015 4.03%
Change of 1.47 p.p.
No, don't have expertise
0.15 p.p.
no change
2016 1.06%
2015 0.92%
Change of 0.15 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)
0.58 p.p.
no change
2016 8.74%
2015 8.16%
Change of 0.58 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
0.35 p.p.
no change
2016 20.53%
2015 20.17%
Change of 0.35 p.p.
No, non-award employees are paid market rate
0.58 p.p.
no change
2016 14.24%
2015 13.66%
Change of 0.58 p.p.
No, not a priority
0.48 p.p.
no change
2016 2.73%
2015 2.25%
Change of 0.48 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
54.0%
0%
100%
All industries 54.0%
2016 54.0%
2015 52.1%
Employers that have an overall gender equality strategy
17.4%
0%
100%
All industries 17.4%
2016 17.4%
2015 16.0%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
10.6%
0%
100%
All industries 10.6%
2016 10.6%
2015 16.7%

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
1.87 p.p.
no change
2016 53.95%
2015 52.09%
Change of 1.87 p.p.
Employers that have an overall gender equality strategy
1.38 p.p.
no change
2016 17.38%
2015 16.00%
Change of 1.38 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-6.05 p.p.
0%
100%
no change
2016 10.61%
2015 16.66%
Change of -6.05 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
46.6%
0%
100%
All industries 46.6%
2016 46.6%
2015 43.5%
Employers that have a flexible working arrangements strategy
15.2%
0%
100%
All industries 15.2%
2016 15.2%
2015 13.7%
Types of flexible work offered
Carer's leave
91.0%
0%
100%
All industries 91.0%
2016 91.0%
2015 91.8%
Compressed working week
21.2%
0%
100%
All industries 21.2%
2016 21.2%
2015 21.1%
Flexible hours of work
53.1%
0%
100%
All industries 53.1%
2016 53.1%
2015 51.4%
Job sharing
32.5%
0%
100%
All industries 32.5%
2016 32.5%
2015 35.1%
Part-time work
81.3%
0%
100%
All industries 81.3%
2016 81.3%
2015 78.7%
Purchased leave
22.0%
0%
100%
All industries 22.0%
2016 22.0%
2015 20.8%
Telecommuting
22.4%
0%
100%
All industries 22.4%
2016 22.4%
2015 23.7%
Time-in-lieu
49.1%
0%
100%
All industries 49.1%
2016 49.1%
2015 47.5%
Unpaid leave
75.5%
0%
100%
All industries 75.5%
2016 75.5%
2015 75.1%

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
3.09 p.p.
no change
2016 46.56%
2015 43.47%
Change of 3.09 p.p.
Employers that have a flexible working arrangements strategy
1.50 p.p.
no change
2016 15.16%
2015 13.66%
Change of 1.50 p.p.
Types of flexible work offered
Carer's leave
-0.81 p.p.
no change
2016 90.98%
2015 91.79%
Change of -0.81 p.p.
Compressed working week
0.04 p.p.
no change
2016 21.17%
2015 21.14%
Change of 0.04 p.p.
Flexible hours of work
1.68 p.p.
no change
2016 53.12%
2015 51.44%
Change of 1.68 p.p.
Job sharing
-2.57 p.p.
no change
2016 32.50%
2015 35.08%
Change of -2.57 p.p.
Part-time work
2.60 p.p.
no change
2016 81.28%
2015 78.68%
Change of 2.60 p.p.
Purchased leave
1.19 p.p.
no change
2016 22.01%
2015 20.82%
Change of 1.19 p.p.
Telecommuting
-1.28 p.p.
no change
2016 22.38%
2015 23.66%
Change of -1.28 p.p.
Time-in-lieu
1.60 p.p.
no change
2016 49.05%
2015 47.46%
Change of 1.60 p.p.
Unpaid leave
0.39 p.p.
no change
2016 75.45%
2015 75.06%
Change of 0.39 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
41.0%
0%
100%
All industries 41.0%
2016 41.0%
2015 41.1%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
11.4%
0%
100%
All industries 11.4%
2016 11.4%
2015 13.0%
Paid parental leave
Employers that offer primary carer leave
41.1%
0%
100%
All industries 41.1%
2016 41.1%
2015 42.6%
Average primary carer leave offered
9.6 weeks
All industries 9.6 weeks
2016 9.6 weeks
2015 10.5 weeks
Employers that top up government scheme to full pay
9.8%
0%
100%
All industries 9.8%
2016 9.8%
2015 8.8%
Employers that offer full pay in addition to government scheme
79.3%
0%
100%
All industries 79.3%
2016 79.3%
2015 82.4%
Employers that offer a lump sum payment
14.5%
0%
100%
All industries 14.5%
2016 14.5%
2015 14.3%
Employers that offer secondary carer leave
34.1%
0%
100%
All industries 34.1%
2016 34.1%
2015 33.8%
Average secondary carer leave offered
1.4 weeks
All industries 1.4 weeks
2016 1.4 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
9.6%
0%
100%
All industries 9.6%
2016 9.6%
Proportion of women (out of all employees on parental leave)
9.3%
0%
100%
All industries 9.3%
2016 9.3%
Proportion of men (out of all employees on parental leave)
0.3%
0%
100%
All industries 0.3%
2016 0.3%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
4.6%
0%
100%
All industries 4.6%
2016 4.6%
2015 4.6%
On-site childcare
8.2%
0%
100%
All industries 8.2%
2016 8.2%
2015 7.9%
Breastfeeding facilities
44.4%
0%
100%
All industries 44.4%
2016 44.4%
2015 38.0%
Childcare referral services
5.5%
0%
100%
All industries 5.5%
2016 5.5%
2015 5.8%
Internal support network for parents
13.8%
0%
100%
All industries 13.8%
2016 13.8%
2015 14.2%
Return-to-work bonus
5.5%
0%
100%
All industries 5.5%
2016 5.5%
2015 7.6%
Information packs to support new parents and/or those with elder care responsibilities
10.8%
0%
100%
All industries 10.8%
2016 10.8%
2015 11.8%
Referral services to support employees with family and/or caring responsibilities
42.2%
0%
100%
All industries 42.2%
2016 42.2%
2015 42.0%
Targeted communication mechanisms, for example intranet/forums
19.8%
0%
100%
All industries 19.8%
2016 19.8%
2015 23.3%
Support in securing school holiday care
4.8%
0%
100%
All industries 4.8%
2016 4.8%
Coaching for employees on returning to work from parental leave
13.8%
0%
100%
All industries 13.8%
2016 13.8%
Parenting workshops targeting mothers
1.6%
0%
100%
All industries 1.6%
2016 1.6%
Parenting workshops targeting fathers
1.2%
0%
100%
All industries 1.2%
2016 1.2%

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
-0.17 p.p.
no change
2016 40.96%
2015 41.13%
Change of -0.17 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.56 p.p.
no change
2016 11.42%
2015 12.98%
Change of -1.56 p.p.
Paid parental leave
Employers that offer primary carer leave
-1.49 p.p.
no change
2016 41.15%
2015 42.64%
Change of -1.49 p.p.
Average primary carer leave offered
-0.91 weeks
no change
2016 9.56weeks
2015 10.48weeks
Change of -0.91 weeks
Employers that top up government scheme to full pay
0.96 p.p.
no change
2016 9.78%
2015 8.82%
Change of 0.96 p.p.
Employers that offer full pay in addition to government scheme
-3.04 p.p.
no change
2016 79.33%
2015 82.37%
Change of -3.04 p.p.
Employers that offer a lump sum payment
0.19 p.p.
no change
2016 14.49%
2015 14.30%
Change of 0.19 p.p.
Employers that offer secondary carer leave
0.24 p.p.
no change
2016 34.07%
2015 33.84%
Change of 0.24 p.p.
Average secondary carer leave offered
-0.02 weeks
no change
2016 1.41weeks
2015 1.43weeks
Change of -0.02 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
0.28 p.p.
no change
2016 8.22%
2015 7.94%
Change of 0.28 p.p.
Breastfeeding facilities
6.42 p.p.
no change
2016 44.42%
2015 38.00%
Change of 6.42 p.p.
Childcare referral services
-0.31 p.p.
no change
2016 5.48%
2015 5.79%
Change of -0.31 p.p.
Internal support network for parents
-0.40 p.p.
no change
2016 13.79%
2015 14.19%
Change of -0.40 p.p.
Return-to-work bonus
-2.09 p.p.
no change
2016 5.48%
2015 7.56%
Change of -2.09 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-1.01 p.p.
no change
2016 10.75%
2015 11.76%
Change of -1.01 p.p.
Referral services to support employees with family and/or caring responsibilities
0.17 p.p.
no change
2016 42.19%
2015 42.02%
Change of 0.17 p.p.
Targeted communication mechanisms, for example intranet/forums
-3.57 p.p.
no change
2016 19.78%
2015 23.34%
Change of -3.57 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
33.2%
0%
100%
All industries 33.2%
2016 33.2%
2015 29.3%
Has some measure in place to support employees who are experiencing family or domestic violence
66.4%
0%
100%
All industries 66.4%
2016 66.4%
2015 67.8%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
56.0%
0%
100%
All industries 56.0%
2016 56.0%
2015 53.4%
HR or other staff training
8.5%
0%
100%
All industries 8.5%
2016 8.5%
2015 11.1%
Referral to support services
23.5%
0%
100%
All industries 23.5%
2016 23.5%
2015 24.8%
Access to any leave (overall measure)
43.2%
0%
100%
All industries 43.2%
2016 43.2%
2015 44.2%
Paid domestic violence leave
8.8%
0%
100%
All industries 8.8%
2016 8.8%
Unpaid domestic violence leave
2.4%
0%
100%
All industries 2.4%
2016 2.4%
Unpaid leave
40.2%
0%
100%
All industries 40.2%
2016 40.2%
Domestic violence clause in an enterprise or workplace agreement
5.0%
0%
100%
All industries 5.0%
2016 5.0%
Workplace safety planning
6.7%
0%
100%
All industries 6.7%
2016 6.7%
Confidentiality of disclosure
35.4%
0%
100%
All industries 35.4%
2016 35.4%
Protection from adverse action or discrimination
16.8%
0%
100%
All industries 16.8%
2016 16.8%
Flexible working arrangements
40.4%
0%
100%
All industries 40.4%
2016 40.4%
Financial support
9.3%
0%
100%
All industries 9.3%
2016 9.3%
Change of office location
8.2%
0%
100%
All industries 8.2%
2016 8.2%
Emergency accommodation assistance
3.2%
0%
100%
All industries 3.2%
2016 3.2%
Medical services
7.7%
0%
100%
All industries 7.7%
2016 7.7%

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
3.90 p.p.
no change
2016 33.24%
2015 29.34%
Change of 3.90 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.38 p.p.
no change
2016 66.39%
2015 67.77%
Change of -1.38 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
2.62 p.p.
no change
2016 56.03%
2015 53.42%
Change of 2.62 p.p.
HR or other staff training
-2.63 p.p.
no change
2016 8.51%
2015 11.14%
Change of -2.63 p.p.
Referral to support services
-1.32 p.p.
no change
2016 23.49%
2015 24.81%
Change of -1.32 p.p.
Access to any leave (overall measure)
-1.06 p.p.
no change
2016 43.18%
2015 44.25%
Change of -1.06 p.p.
Paid domestic violence leave
8.78 p.p.
no change
2016 8.78%
2015 0.00%
Change of 8.78 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

Loading...