All industries

All industries has 1,264,610 employees within 632 organisations.
Change year 2016

All industries summary for 2016

Showing results only for organisations with 1000-4999 employees

All industries has 1,264,610 employees within 632 organisations with 1000-4999 employees.
48.2% of employees are female.

Employee type breakdown
Casual
20.9%
Casual - 20.89561208593954%
Part-time
19.3%
Part-time - 19.299072441306013%
Full-time
59.8%
Full-time - 59.80531547275445%
Organisation size breakdown
<250
0.0%
<250 - 0.0%
250-499
0.0%
250-499 - 0.0%
500-999
0.0%
500-999 - 0.0%
1000-4999
100.0%
1000-4999 - 100.0%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 51.8% Female 48.2%)
male
female
All (Male 51.8% Female 48.2%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 80.1% Female 19.9%)
male
female
CEO (Male 80.1% Female 19.9%)
Key management personnel (Male 74.3% Female 25.7%)
male
female
Key management personnel (Male 74.3% Female 25.7%)
Other executives/general managers (Male 72.3% Female 27.7%)
male
female
Other executives/general managers (Male 72.3% Female 27.7%)
Senior managers (Male 69.0% Female 31.0%)
male
female
Senior managers (Male 69.0% Female 31.0%)
Other managers (Male 61.0% Female 39.0%)
male
female
Other managers (Male 61.0% Female 39.0%)
Non-managers (all)
Clerical and administrative (Male 25.0% Female 75.0%)
male
female
Clerical and administrative (Male 25.0% Female 75.0%)
Community and personal service (Male 25.3% Female 74.7%)
male
female
Community and personal service (Male 25.3% Female 74.7%)
Machinery operators and drivers (Male 87.3% Female 12.7%)
male
female
Machinery operators and drivers (Male 87.3% Female 12.7%)
Sales (Male 38.1% Female 61.9%)
male
female
Sales (Male 38.1% Female 61.9%)
Professionals (Male 48.1% Female 51.9%)
male
female
Professionals (Male 48.1% Female 51.9%)
Technicians and trade (Male 89.0% Female 11.0%)
male
female
Technicians and trade (Male 89.0% Female 11.0%)
Labourers (Male 70.6% Female 29.4%)
male
female
Labourers (Male 70.6% Female 29.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.28%
no change
2016 M:51.79% F:48.21%
2015 M:52.07% F:47.93%
The proportion of males has increased by 0.28 p.p..
The proportion of females has decreased by 0.28 p.p..
Managers
CEO
0.81%
no change
2016 M:80.11% F:19.89%
2015 M:80.92% F:19.08%
The proportion of males has increased by 0.81 p.p..
The proportion of females has decreased by 0.81 p.p..
Key management personnel
0.17%
no change
2016 M:74.30% F:25.70%
2015 M:74.47% F:25.53%
The proportion of males has increased by 0.17 p.p..
The proportion of females has decreased by 0.17 p.p..
Other executives/general managers
-1.57%
no change
2016 M:72.34% F:27.66%
2015 M:70.77% F:29.23%
The proportion of males has decreased by 1.57 p.p..
The proportion of females has increased by 1.57 p.p..
Senior managers
-2.14%
no change
2016 M:69.02% F:30.98%
2015 M:66.88% F:33.12%
The proportion of males has decreased by 2.14 p.p..
The proportion of females has increased by 2.14 p.p..
Other managers
0.36%
no change
2016 M:61.05% F:38.95%
2015 M:61.40% F:38.60%
The proportion of males has increased by 0.36 p.p..
The proportion of females has decreased by 0.36 p.p..
Non-managers
Clerical and administrative
-1.53%
no change
2016 M:24.98% F:75.02%
2015 M:26.50% F:73.50%
The proportion of males has decreased by 1.53 p.p..
The proportion of females has increased by 1.53 p.p..
Community and personal service
1.05%
no change
2016 M:25.32% F:74.68%
2015 M:24.27% F:75.73%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Machinery operators and drivers
1.63%
no change
2016 M:87.31% F:12.69%
2015 M:88.94% F:11.06%
The proportion of males has increased by 1.63 p.p..
The proportion of females has decreased by 1.63 p.p..
Sales
0.06%
no change
2016 M:38.14% F:61.86%
2015 M:38.08% F:61.92%
The proportion of males has increased by 0.06 p.p..
The proportion of females has decreased by 0.06 p.p..
Professionals
-0.59%
no change
2016 M:48.12% F:51.88%
2015 M:48.71% F:51.29%
The proportion of males has decreased by 0.59 p.p..
The proportion of females has increased by 0.59 p.p..
Technicians and trade
-1.99%
no change
2016 M:89.00% F:11.00%
2015 M:87.01% F:12.99%
The proportion of males has decreased by 1.99 p.p..
The proportion of females has increased by 1.99 p.p..
Labourers
-0.59%
no change
2016 M:70.61% F:29.39%
2015 M:70.01% F:29.99%
The proportion of males has decreased by 0.59 p.p..
The proportion of females has increased by 0.59 p.p..
Results for 2016 View yearly change
Full-time (Male 66.0% Female 34.0%)
male
female
Full-time (Male 66.0% Female 34.0%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 80.0% Female 20.0%)
male
female
CEO (Male 80.0% Female 20.0%)
Key management personnel (Male 75.5% Female 24.5%)
male
female
Key management personnel (Male 75.5% Female 24.5%)
Other executives/general managers (Male 74.1% Female 25.9%)
male
female
Other executives/general managers (Male 74.1% Female 25.9%)
Senior managers (Male 71.5% Female 28.5%)
male
female
Senior managers (Male 71.5% Female 28.5%)
Other managers (Male 64.4% Female 35.6%)
male
female
Other managers (Male 64.4% Female 35.6%)
Non-managers (full-time)
Clerical and administrative (Male 29.1% Female 70.9%)
male
female
Clerical and administrative (Male 29.1% Female 70.9%)
Community and personal service (Male 39.2% Female 60.8%)
male
female
Community and personal service (Male 39.2% Female 60.8%)
Machinery operators and drivers (Male 89.2% Female 10.8%)
male
female
Machinery operators and drivers (Male 89.2% Female 10.8%)
Sales (Male 57.3% Female 42.7%)
male
female
Sales (Male 57.3% Female 42.7%)
Professionals (Male 58.1% Female 41.9%)
male
female
Professionals (Male 58.1% Female 41.9%)
Technicians and trade (Male 92.7% Female 7.3%)
male
female
Technicians and trade (Male 92.7% Female 7.3%)
Labourers (Male 79.7% Female 20.3%)
male
female
Labourers (Male 79.7% Female 20.3%)
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
0.16%
no change
2016 M:66.04% F:33.96%
2015 M:66.20% F:33.80%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Managers
CEO
1.07%
no change
2016 M:79.98% F:20.02%
2015 M:81.04% F:18.96%
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
0.09%
no change
2016 M:75.55% F:24.45%
2015 M:75.63% F:24.37%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Other executives/general managers
-0.79%
no change
2016 M:74.11% F:25.89%
2015 M:73.32% F:26.68%
The proportion of males has decreased by 0.79 p.p..
The proportion of females has increased by 0.79 p.p..
Senior managers
-1.67%
no change
2016 M:71.49% F:28.51%
2015 M:69.82% F:30.18%
The proportion of males has decreased by 1.67 p.p..
The proportion of females has increased by 1.67 p.p..
Other managers
0.48%
no change
2016 M:64.35% F:35.65%
2015 M:64.84% F:35.16%
The proportion of males has increased by 0.48 p.p..
The proportion of females has decreased by 0.48 p.p..
Non-managers
Clerical and administrative
-0.38%
no change
2016 M:29.06% F:70.94%
2015 M:29.44% F:70.56%
The proportion of males has decreased by 0.38 p.p..
The proportion of females has increased by 0.38 p.p..
Community and personal service
2.11%
no change
2016 M:39.22% F:60.78%
2015 M:37.11% F:62.89%
The proportion of males has increased by 2.11 p.p..
The proportion of females has decreased by 2.11 p.p..
Machinery operators and drivers
1.54%
no change
2016 M:89.16% F:10.84%
2015 M:90.70% F:9.30%
The proportion of males has increased by 1.54 p.p..
The proportion of females has decreased by 1.54 p.p..
Sales
1.03%
no change
2016 M:57.28% F:42.72%
2015 M:58.31% F:41.69%
The proportion of males has increased by 1.03 p.p..
The proportion of females has decreased by 1.03 p.p..
Professionals
1.35%
no change
2016 M:58.09% F:41.91%
2015 M:59.44% F:40.56%
The proportion of males has increased by 1.35 p.p..
The proportion of females has decreased by 1.35 p.p..
Technicians and trade
-1.10%
no change
2016 M:92.68% F:7.32%
2015 M:91.57% F:8.43%
The proportion of males has decreased by 1.10 p.p..
The proportion of females has increased by 1.10 p.p..
Labourers
-1.24%
no change
2016 M:79.71% F:20.29%
2015 M:78.47% F:21.53%
The proportion of males has decreased by 1.24 p.p..
The proportion of females has increased by 1.24 p.p..
Results for 2016 View yearly change
Part-time (Male 21.9% Female 78.1%)
male
female
Part-time (Male 21.9% Female 78.1%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 87.5% Female 12.5%)
male
female
CEO (Male 87.5% Female 12.5%)
Key management personnel (Male 39.5% Female 60.5%)
male
female
Key management personnel (Male 39.5% Female 60.5%)
Other executives/general managers (Male 30.0% Female 70.0%)
male
female
Other executives/general managers (Male 30.0% Female 70.0%)
Senior managers (Male 23.1% Female 76.9%)
male
female
Senior managers (Male 23.1% Female 76.9%)
Other managers (Male 13.6% Female 86.4%)
male
female
Other managers (Male 13.6% Female 86.4%)
Non-managers (part-time)
Clerical and administrative (Male 9.7% Female 90.3%)
male
female
Clerical and administrative (Male 9.7% Female 90.3%)
Community and personal service (Male 17.5% Female 82.5%)
male
female
Community and personal service (Male 17.5% Female 82.5%)
Machinery operators and drivers (Male 72.6% Female 27.4%)
male
female
Machinery operators and drivers (Male 72.6% Female 27.4%)
Sales (Male 25.8% Female 74.2%)
male
female
Sales (Male 25.8% Female 74.2%)
Professionals (Male 14.6% Female 85.4%)
male
female
Professionals (Male 14.6% Female 85.4%)
Technicians and trade (Male 33.4% Female 66.6%)
male
female
Technicians and trade (Male 33.4% Female 66.6%)
Labourers (Male 50.1% Female 49.9%)
male
female
Labourers (Male 50.1% Female 49.9%)
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
1.11%
no change
2016 M:21.86% F:78.14%
2015 M:20.75% F:79.25%
The proportion of males has increased by 1.11 p.p..
The proportion of females has decreased by 1.11 p.p..
Managers
CEO
-17.50%
no change
2016 M:87.50% F:12.50%
2015 M:70.00% F:30.00%
The proportion of males has decreased by 17.50 p.p..
The proportion of females has increased by 17.50 p.p..
Key management personnel
-4.69%
no change
2016 M:39.52% F:60.48%
2015 M:44.21% F:55.79%
The proportion of males has decreased by 4.69 p.p..
The proportion of females has increased by 4.69 p.p..
Other executives/general managers
6.08%
no change
2016 M:30.00% F:70.00%
2015 M:23.92% F:76.08%
The proportion of males has increased by 6.08 p.p..
The proportion of females has decreased by 6.08 p.p..
Senior managers
3.28%
no change
2016 M:23.10% F:76.90%
2015 M:19.82% F:80.18%
The proportion of males has increased by 3.28 p.p..
The proportion of females has decreased by 3.28 p.p..
Other managers
-0.26%
no change
2016 M:13.65% F:86.35%
2015 M:13.91% F:86.09%
The proportion of males has decreased by 0.26 p.p..
The proportion of females has increased by 0.26 p.p..
Non-managers
Clerical and administrative
0.68%
no change
2016 M:9.72% F:90.28%
2015 M:9.04% F:90.96%
The proportion of males has increased by 0.68 p.p..
The proportion of females has decreased by 0.68 p.p..
Community and personal service
1.04%
no change
2016 M:17.49% F:82.51%
2015 M:16.45% F:83.55%
The proportion of males has increased by 1.04 p.p..
The proportion of females has decreased by 1.04 p.p..
Machinery operators and drivers
3.96%
no change
2016 M:72.56% F:27.44%
2015 M:76.51% F:23.49%
The proportion of males has increased by 3.96 p.p..
The proportion of females has decreased by 3.96 p.p..
Sales
2.23%
no change
2016 M:25.78% F:74.22%
2015 M:23.55% F:76.45%
The proportion of males has increased by 2.23 p.p..
The proportion of females has decreased by 2.23 p.p..
Professionals
0.90%
no change
2016 M:14.61% F:85.39%
2015 M:13.71% F:86.29%
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
-1.89%
no change
2016 M:33.41% F:66.59%
2015 M:35.31% F:64.69%
The proportion of males has decreased by 1.89 p.p..
The proportion of females has increased by 1.89 p.p..
Labourers
1.38%
no change
2016 M:50.11% F:49.89%
2015 M:48.51% F:51.49%
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
Casual (Male 38.6% Female 61.4%)
male
female
Casual (Male 38.6% Female 61.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 78.6% Female 21.4%)
male
female
Key management personnel (Male 78.6% Female 21.4%)
Other executives/general managers (Male 78.6% Female 21.4%)
male
female
Other executives/general managers (Male 78.6% Female 21.4%)
Senior managers (Male 67.4% Female 32.6%)
male
female
Senior managers (Male 67.4% Female 32.6%)
Other managers (Male 46.7% Female 53.3%)
male
female
Other managers (Male 46.7% Female 53.3%)
Non-managers (casual)
Clerical and administrative (Male 28.6% Female 71.4%)
male
female
Clerical and administrative (Male 28.6% Female 71.4%)
Community and personal service (Male 29.9% Female 70.1%)
male
female
Community and personal service (Male 29.9% Female 70.1%)
Machinery operators and drivers (Male 82.6% Female 17.4%)
male
female
Machinery operators and drivers (Male 82.6% Female 17.4%)
Sales (Male 27.4% Female 72.6%)
male
female
Sales (Male 27.4% Female 72.6%)
Professionals (Male 38.1% Female 61.9%)
male
female
Professionals (Male 38.1% Female 61.9%)
Technicians and trade (Male 77.9% Female 22.1%)
male
female
Technicians and trade (Male 77.9% Female 22.1%)
Labourers (Male 68.1% Female 31.9%)
male
female
Labourers (Male 68.1% Female 31.9%)
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
-1.27%
no change
2016 M:38.65% F:61.35%
2015 M:39.92% F:60.08%
The proportion of males has decreased by 1.27 p.p..
The proportion of females has increased by 1.27 p.p..
Managers
CEO
No comparison data available
Key management personnel
2.91%
no change
2016 M:78.57% F:21.43%
2015 M:81.48% F:18.52%
The proportion of males has increased by 2.91 p.p..
The proportion of females has decreased by 2.91 p.p..
Other executives/general managers
-6.70%
no change
2016 M:78.57% F:21.43%
2015 M:71.88% F:28.13%
The proportion of males has decreased by 6.70 p.p..
The proportion of females has increased by 6.70 p.p..
Senior managers
5.69%
no change
2016 M:67.39% F:32.61%
2015 M:73.08% F:26.92%
The proportion of males has increased by 5.69 p.p..
The proportion of females has decreased by 5.69 p.p..
Other managers
-1.89%
no change
2016 M:46.71% F:53.29%
2015 M:48.60% F:51.40%
The proportion of males has decreased by 1.89 p.p..
The proportion of females has increased by 1.89 p.p..
Non-managers
Clerical and administrative
-6.45%
no change
2016 M:28.58% F:71.42%
2015 M:35.03% F:64.97%
The proportion of males has decreased by 6.45 p.p..
The proportion of females has increased by 6.45 p.p..
Community and personal service
0.54%
no change
2016 M:29.86% F:70.14%
2015 M:29.32% F:70.68%
The proportion of males has increased by 0.54 p.p..
The proportion of females has decreased by 0.54 p.p..
Machinery operators and drivers
-0.27%
no change
2016 M:82.59% F:17.41%
2015 M:82.32% F:17.68%
The proportion of males has decreased by 0.27 p.p..
The proportion of females has increased by 0.27 p.p..
Sales
0.47%
no change
2016 M:27.36% F:72.64%
2015 M:26.89% F:73.11%
The proportion of males has increased by 0.47 p.p..
The proportion of females has decreased by 0.47 p.p..
Professionals
1.26%
no change
2016 M:38.10% F:61.90%
2015 M:36.84% F:63.16%
The proportion of males has increased by 1.26 p.p..
The proportion of females has decreased by 1.26 p.p..
Technicians and trade
-5.56%
no change
2016 M:77.90% F:22.10%
2015 M:72.35% F:27.65%
The proportion of males has decreased by 5.56 p.p..
The proportion of females has increased by 5.56 p.p..
Labourers
-0.21%
no change
2016 M:68.09% F:31.91%
2015 M:67.88% F:32.12%
The proportion of males has decreased by 0.21 p.p..
The proportion of females has increased by 0.21 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 48.4% Female 51.6%)
male
female
Overall (Male 48.4% Female 51.6%)
Managers (Male 58.4% Female 41.6%)
male
female
Managers (Male 58.4% Female 41.6%)
Non-managers (Male 47.6% Female 52.4%)
male
female
Non-managers (Male 47.6% Female 52.4%)
Promotions by role
Overall (Male 55.0% Female 45.0%)
male
female
Overall (Male 55.0% Female 45.0%)
Managers (Male 59.0% Female 41.0%)
male
female
Managers (Male 59.0% Female 41.0%)
Non-managers (Male 53.6% Female 46.4%)
male
female
Non-managers (Male 53.6% Female 46.4%)
Promotions by employment type
Full-time
81.4%
Full-time - 81.38726078666761%
Part-time
9.8%
Part-time - 9.826283454558293%
Casual
8.8%
Casual - 8.786455758774098%
Resignations by role
Overall (Male 46.0% Female 54.0%)
male
female
Overall (Male 46.0% Female 54.0%)
Managers (Male 57.7% Female 42.3%)
male
female
Managers (Male 57.7% Female 42.3%)
Non-managers (Male 45.1% Female 54.9%)
male
female
Non-managers (Male 45.1% Female 54.9%)
Resignations by employment type
Full-time
47.7%
Full-time - 47.68861977580898%
Part-time
19.2%
Part-time - 19.22433681827148%
Casual
33.1%
Casual - 33.08704340591954%

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
30.1% pay gap
All industries 30.1%
2016 30.1%
2015 29.6%
Base remuneration (all)
male
female
24.4% pay gap
All industries 24.4%
2016 24.4%
2015 24.9%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
25.5% pay gap
All industries 25.5%
2016 25.5%
2015 28.9%
Other executives/general managers
male
female
24.9% pay gap
All industries 24.9%
2016 24.9%
2015 25.1%
Senior managers
male
female
20.7% pay gap
All industries 20.7%
2016 20.7%
2015 23.6%
Other managers
male
female
24.9% pay gap
All industries 24.9%
2016 24.9%
2015 24.7%
Non-managers (all total remuneration)
Clerical and administrative
male
female
7.5% pay gap
All industries 7.5%
2016 7.5%
2015 5.8%
Community and personal service
male
female
4.4% pay gap
All industries 4.4%
2016 4.4%
2015 4.7%
Machinery operators and drivers
male
female
20.2% pay gap
All industries 20.2%
2016 20.2%
2015 16.8%
Sales
male
female
25.7% pay gap
All industries 25.7%
2016 25.7%
2015 25.3%
Professionals
male
female
19.5% pay gap
All industries 19.5%
2016 19.5%
2015 21.4%
Technicians and trade
male
female
35.8% pay gap
All industries 35.8%
2016 35.8%
2015 30.5%
Labourers
male
female
23.5% pay gap
All industries 23.5%
2016 23.5%
2015 20.2%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.55 p.p.
no change
2016 30.13%
2015 29.57%
The gender pay gap
increased by 0.55 p.p.
Base remuneration (all)
0.49 p.p.
no change
2016 24.37%
2015 24.85%
The gender pay gap
decreased by 0.49 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
3.38 p.p.
no change
2016 25.53%
2015 28.91%
The gender pay gap
decreased by 3.38 p.p.
Other executives/general managers
0.26 p.p.
no change
2016 24.86%
2015 25.11%
The gender pay gap
decreased by 0.26 p.p.
Senior managers
2.81 p.p.
no change
2016 20.75%
2015 23.55%
The gender pay gap
decreased by 2.81 p.p.
Other managers
0.21 p.p.
no change
2016 24.89%
2015 24.68%
The gender pay gap
increased by 0.21 p.p.
Non-managers (all total remuneration)
Clerical and administrative
1.68 p.p.
no change
2016 7.47%
2015 5.80%
The gender pay gap
increased by 1.68 p.p.
Community and personal service
0.26 p.p.
no change
2016 4.43%
2015 4.69%
The gender pay gap
decreased by 0.26 p.p.
Machinery operators and drivers
3.49 p.p.
no change
2016 20.25%
2015 16.75%
The gender pay gap
increased by 3.49 p.p.
Sales
0.39 p.p.
no change
2016 25.68%
2015 25.29%
The gender pay gap
increased by 0.39 p.p.
Professionals
1.88 p.p.
no change
2016 19.52%
2015 21.40%
The gender pay gap
decreased by 1.88 p.p.
Technicians and trade
5.32 p.p.
no change
2016 35.77%
2015 30.45%
The gender pay gap
increased by 5.32 p.p.
Labourers
3.28 p.p.
no change
2016 23.52%
2015 20.24%
The gender pay gap
increased by 3.28 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
24.7% pay gap
All industries 24.7%
2016 24.7%
2015 24.0%
Base remuneration (full-time)
male
female
18.8% pay gap
All industries 18.8%
2016 18.8%
2015 19.0%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
24.4% pay gap
All industries 24.4%
2016 24.4%
2015 27.8%
Other executives/general managers
male
female
23.6% pay gap
All industries 23.6%
2016 23.6%
2015 24.2%
Senior managers
male
female
21.2% pay gap
All industries 21.2%
2016 21.2%
2015 24.2%
Other managers
male
female
25.8% pay gap
All industries 25.8%
2016 25.8%
2015 25.6%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
9.0% pay gap
All industries 9.0%
2016 9.0%
2015 8.3%
Community and personal service
male
female
9.1% pay gap
All industries 9.1%
2016 9.1%
2015 5.9%
Machinery operators and drivers
male
female
17.5% pay gap
All industries 17.5%
2016 17.5%
2015 12.3%
Sales
male
female
25.1% pay gap
All industries 25.1%
2016 25.1%
2015 22.3%
Professionals
male
female
19.6% pay gap
All industries 19.6%
2016 19.6%
2015 20.7%
Technicians and trade
male
female
30.2% pay gap
All industries 30.2%
2016 30.2%
2015 28.4%
Labourers
male
female
22.4% pay gap
All industries 22.4%
2016 22.4%
2015 20.2%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.73 p.p.
no change
2016 24.75%
2015 24.02%
The gender pay gap
increased by 0.73 p.p.
Base remuneration (full-time)
0.21 p.p.
no change
2016 18.83%
2015 19.04%
The gender pay gap
decreased by 0.21 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
3.37 p.p.
no change
2016 24.43%
2015 27.80%
The gender pay gap
decreased by 3.37 p.p.
Other executives/general managers
0.60 p.p.
no change
2016 23.57%
2015 24.18%
The gender pay gap
decreased by 0.60 p.p.
Senior managers
2.97 p.p.
no change
2016 21.21%
2015 24.18%
The gender pay gap
decreased by 2.97 p.p.
Other managers
0.18 p.p.
no change
2016 25.79%
2015 25.62%
The gender pay gap
increased by 0.18 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.75 p.p.
no change
2016 9.01%
2015 8.26%
The gender pay gap
increased by 0.75 p.p.
Community and personal service
3.17 p.p.
no change
2016 9.11%
2015 5.95%
The gender pay gap
increased by 3.17 p.p.
Machinery operators and drivers
5.15 p.p.
no change
2016 17.49%
2015 12.34%
The gender pay gap
increased by 5.15 p.p.
Sales
2.83 p.p.
no change
2016 25.08%
2015 22.25%
The gender pay gap
increased by 2.83 p.p.
Professionals
1.11 p.p.
no change
2016 19.58%
2015 20.69%
The gender pay gap
decreased by 1.11 p.p.
Technicians and trade
1.83 p.p.
no change
2016 30.21%
2015 28.38%
The gender pay gap
increased by 1.83 p.p.
Labourers
2.27 p.p.
no change
2016 22.44%
2015 20.17%
The gender pay gap
increased by 2.27 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-1.5% pay gap
All industries -1.5%
2016 -1.5%
2015 0.0%
Base remuneration (part-time)
male
female
-2.7% pay gap
All industries -2.7%
2016 -2.7%
2015 -0.5%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
27.2% pay gap
All industries 27.2%
2016 27.2%
2015 29.6%
Other executives/general managers
male
female
37.1% pay gap
All industries 37.1%
2016 37.1%
2015 27.6%
Senior managers
male
female
14.8% pay gap
All industries 14.8%
2016 14.8%
2015 22.1%
Other managers
male
female
18.9% pay gap
All industries 18.9%
2016 18.9%
2015 26.3%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-7.7% pay gap
All industries -7.7%
2016 -7.7%
2015 -6.4%
Community and personal service
male
female
-0.6% pay gap
All industries -0.6%
2016 -0.6%
2015 1.9%
Machinery operators and drivers
male
female
9.0% pay gap
All industries 9.0%
2016 9.0%
2015 14.9%
Sales
male
female
1.5% pay gap
All industries 1.5%
2016 1.5%
2015 -2.7%
Professionals
male
female
23.0% pay gap
All industries 23.0%
2016 23.0%
2015 24.0%
Technicians and trade
male
female
15.7% pay gap
All industries 15.7%
2016 15.7%
2015 13.1%
Labourers
male
female
-0.5% pay gap
All industries -0.5%
2016 -0.5%
2015 -3.9%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
1.46 p.p.
no change
2016 -1.50%
2015 -0.04%
The gender pay gap
increased by 1.46 p.p.
Base remuneration (part-time)
2.14 p.p.
no change
2016 -2.67%
2015 -0.53%
The gender pay gap
increased by 2.14 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
2.47 p.p.
no change
2016 27.17%
2015 29.65%
The gender pay gap
decreased by 2.47 p.p.
Other executives/general managers
9.52 p.p.
no change
2016 37.13%
2015 27.61%
The gender pay gap
increased by 9.52 p.p.
Senior managers
7.35 p.p.
no change
2016 14.76%
2015 22.11%
The gender pay gap
decreased by 7.35 p.p.
Other managers
7.40 p.p.
no change
2016 18.86%
2015 26.25%
The gender pay gap
decreased by 7.40 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
1.31 p.p.
no change
2016 -7.70%
2015 -6.40%
The gender pay gap
increased by 1.31 p.p.
Community and personal service
2.51 p.p.
no change
2016 -0.62%
2015 1.89%
The gender pay gap
decreased by 2.51 p.p.
Machinery operators and drivers
5.91 p.p.
no change
2016 9.01%
2015 14.93%
The gender pay gap
decreased by 5.91 p.p.
Sales
4.17 p.p.
no change
2016 1.51%
2015 -2.65%
The gender pay gap
decreased by 4.17 p.p.
Professionals
0.98 p.p.
no change
2016 22.97%
2015 23.95%
The gender pay gap
decreased by 0.98 p.p.
Technicians and trade
2.60 p.p.
no change
2016 15.68%
2015 13.08%
The gender pay gap
increased by 2.60 p.p.
Labourers
3.44 p.p.
no change
2016 -0.50%
2015 -3.94%
The gender pay gap
decreased by 3.44 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
9.4% pay gap
All industries 9.4%
2016 9.4%
2015 11.2%
Base remuneration (casual)
male
female
8.9% pay gap
All industries 8.9%
2016 8.9%
2015 10.4%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
1.6% pay gap
All industries 1.6%
2016 1.6%
2015 -2.3%
Community and personal service
male
female
-0.1% pay gap
All industries -0.1%
2016 -0.1%
2015 0.5%
Machinery operators and drivers
male
female
14.4% pay gap
All industries 14.4%
2016 14.4%
2015 16.9%
Sales
male
female
-4.4% pay gap
All industries -4.4%
2016 -4.4%
2015 -4.0%
Professionals
male
female
13.6% pay gap
All industries 13.6%
2016 13.6%
2015 17.0%
Technicians and trade
male
female
26.0% pay gap
All industries 26.0%
2016 26.0%
2015 16.7%
Labourers
male
female
10.9% pay gap
All industries 10.9%
2016 10.9%
2015 7.2%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
1.79 p.p.
no change
2016 9.37%
2015 11.17%
The gender pay gap
decreased by 1.79 p.p.
Base remuneration (casual)
1.54 p.p.
no change
2016 8.88%
2015 10.43%
The gender pay gap
decreased by 1.54 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
3.86 p.p.
no change
2016 1.60%
2015 -2.26%
The gender pay gap
decreased by 3.86 p.p.
Community and personal service
0.60 p.p.
no change
2016 -0.11%
2015 0.49%
The gender pay gap
decreased by 0.60 p.p.
Machinery operators and drivers
2.51 p.p.
no change
2016 14.38%
2015 16.89%
The gender pay gap
decreased by 2.51 p.p.
Sales
0.35 p.p.
no change
2016 -4.37%
2015 -4.02%
The gender pay gap
increased by 0.35 p.p.
Professionals
3.32 p.p.
no change
2016 13.64%
2015 16.96%
The gender pay gap
decreased by 3.32 p.p.
Technicians and trade
9.35 p.p.
no change
2016 26.01%
2015 16.66%
The gender pay gap
increased by 9.35 p.p.
Labourers
3.69 p.p.
no change
2016 10.87%
2015 7.18%
The gender pay gap
increased by 3.69 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
68.2%
0%
100%
All industries 68.2%
2016 68.2%
2015 66.3%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
39.0%
0%
100%
All industries 39.0%
2016 39.0%
2015 35.0%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
34.7%
0%
100%
All industries 34.7%
2016 34.7%
2015 32.8%
Within last 1-2 years
5.4%
0%
100%
All industries 5.4%
2016 5.4%
2015 6.3%
More than 2 years ago but less than 4 years ago
1.7%
0%
100%
All industries 1.7%
2016 1.7%
2015 2.4%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
22.3%
0%
100%
All industries 22.3%
2016 22.3%
2015 14.9%
Identified cause/s of the gaps
39.9%
0%
100%
All industries 39.9%
2016 39.9%
2015 36.4%
Reviewed remuneration decision-making processes
32.6%
0%
100%
All industries 32.6%
2016 32.6%
2015 27.6%
Analysed commencement salaries by gender to ensure there are no pay gaps
19.0%
0%
100%
All industries 19.0%
2016 19.0%
2015 12.3%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
29.7%
0%
100%
All industries 29.7%
2016 29.7%
2015 26.1%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
27.8%
0%
100%
All industries 27.8%
2016 27.8%
2015 23.4%
Trained people-managers in addressing gender bias (including unconscious bias)
16.8%
0%
100%
All industries 16.8%
2016 16.8%
2015 14.6%
Set targets to reduce any like-for-like gaps
10.3%
0%
100%
All industries 10.3%
2016 10.3%
2015 6.1%
Set targets to reduce any organisation-wide gaps
8.1%
0%
100%
All industries 8.1%
2016 8.1%
2015 6.9%
Reported pay equity metrics to the board
20.1%
0%
100%
All industries 20.1%
2016 20.1%
2015 15.7%
Reported pay equity metrics to the executive
37.4%
0%
100%
All industries 37.4%
2016 37.4%
2015 31.0%
Corrected like-for-like gaps
15.8%
0%
100%
All industries 15.8%
2016 15.8%
2015 14.6%
Conducted a gender-based job evaluation process
2.6%
0%
100%
All industries 2.6%
2016 2.6%
2015 3.1%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
6.5%
0%
100%
All industries 6.5%
2016 6.5%
2015 7.6%
No, don't have expertise
0.3%
0%
100%
All industries 0.3%
2016 0.3%
2015 0.2%
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)
2.5%
0%
100%
All industries 2.5%
2016 2.5%
2015 2.4%
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)
20.7%
0%
100%
All industries 20.7%
2016 20.7%
2015 15.6%
No, non-award employees are paid market rate
11.6%
0%
100%
All industries 11.6%
2016 11.6%
2015 8.6%
No, not a priority
1.1%
0%
100%
All industries 1.1%
2016 1.1%
2015 1.5%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
1.85 p.p.
no change
2016 68.20%
2015 66.34%
Change of 1.85 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
3.93 p.p.
no change
2016 38.98%
2015 35.05%
Change of 3.93 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
1.81 p.p.
no change
2016 34.65%
2015 32.85%
Change of 1.81 p.p.
Within last 1-2 years
-0.96 p.p.
no change
2016 5.38%
2015 6.34%
Change of -0.96 p.p.
More than 2 years ago but less than 4 years ago
-0.70 p.p.
no change
2016 1.74%
2015 2.44%
Change of -0.70 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
7.40 p.p.
no change
2016 22.34%
2015 14.94%
Change of 7.40 p.p.
Identified cause/s of the gaps
3.53 p.p.
no change
2016 39.93%
2015 36.40%
Change of 3.53 p.p.
Reviewed remuneration decision-making processes
5.01 p.p.
no change
2016 32.60%
2015 27.59%
Change of 5.01 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
6.79 p.p.
no change
2016 19.05%
2015 12.26%
Change of 6.79 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
3.62 p.p.
no change
2016 29.67%
2015 26.05%
Change of 3.62 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
4.47 p.p.
no change
2016 27.84%
2015 23.37%
Change of 4.47 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
2.29 p.p.
no change
2016 16.85%
2015 14.56%
Change of 2.29 p.p.
Set targets to reduce any like-for-like gaps
4.13 p.p.
no change
2016 10.26%
2015 6.13%
Change of 4.13 p.p.
Set targets to reduce any organisation-wide gaps
1.16 p.p.
no change
2016 8.06%
2015 6.90%
Change of 1.16 p.p.
Reported pay equity metrics to the board
4.44 p.p.
no change
2016 20.15%
2015 15.71%
Change of 4.44 p.p.
Reported pay equity metrics to the executive
6.33 p.p.
no change
2016 37.36%
2015 31.03%
Change of 6.33 p.p.
Corrected like-for-like gaps
1.19 p.p.
no change
2016 15.75%
2015 14.56%
Change of 1.19 p.p.
Conducted a gender-based job evaluation process
-0.50 p.p.
no change
2016 2.56%
2015 3.07%
Change of -0.50 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-1.15 p.p.
no change
2016 6.49%
2015 7.64%
Change of -1.15 p.p.
No, don't have expertise
0.15 p.p.
no change
2016 0.32%
2015 0.16%
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)
0.09 p.p.
no change
2016 2.53%
2015 2.44%
Change of 0.09 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
5.12 p.p.
no change
2016 20.73%
2015 15.61%
Change of 5.12 p.p.
No, non-award employees are paid market rate
2.93 p.p.
no change
2016 11.55%
2015 8.62%
Change of 2.93 p.p.
No, not a priority
-0.36 p.p.
no change
2016 1.11%
2015 1.46%
Change of -0.36 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
64.9%
0%
100%
All industries 64.9%
2016 64.9%
2015 56.1%
Employers that have an overall gender equality strategy
32.6%
0%
100%
All industries 32.6%
2016 32.6%
2015 30.9%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
14.2%
0%
100%
All industries 14.2%
2016 14.2%
2015 17.0%

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
8.78 p.p.
no change
2016 64.87%
2015 56.10%
Change of 8.78 p.p.
Employers that have an overall gender equality strategy
1.70 p.p.
no change
2016 32.59%
2015 30.89%
Change of 1.70 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-2.77 p.p.
0%
100%
no change
2016 14.24%
2015 17.01%
Change of -2.77 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
64.1%
0%
100%
All industries 64.1%
2016 64.1%
2015 61.3%
Employers that have a flexible working arrangements strategy
18.0%
0%
100%
All industries 18.0%
2016 18.0%
2015 16.4%
Types of flexible work offered
Carer's leave
96.4%
0%
100%
All industries 96.4%
2016 96.4%
2015 97.4%
Compressed working week
35.3%
0%
100%
All industries 35.3%
2016 35.3%
2015 37.4%
Flexible hours of work
70.3%
0%
100%
All industries 70.3%
2016 70.3%
2015 67.8%
Job sharing
57.3%
0%
100%
All industries 57.3%
2016 57.3%
2015 59.0%
Part-time work
91.9%
0%
100%
All industries 91.9%
2016 91.9%
2015 91.4%
Purchased leave
39.4%
0%
100%
All industries 39.4%
2016 39.4%
2015 40.5%
Telecommuting
41.1%
0%
100%
All industries 41.1%
2016 41.1%
2015 41.8%
Time-in-lieu
54.6%
0%
100%
All industries 54.6%
2016 54.6%
2015 55.6%
Unpaid leave
85.8%
0%
100%
All industries 85.8%
2016 85.8%
2015 87.6%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
2.78 p.p.
no change
2016 64.08%
2015 61.30%
Change of 2.78 p.p.
Employers that have a flexible working arrangements strategy
1.62 p.p.
no change
2016 18.04%
2015 16.42%
Change of 1.62 p.p.
Types of flexible work offered
Carer's leave
-1.04 p.p.
no change
2016 96.36%
2015 97.40%
Change of -1.04 p.p.
Compressed working week
-2.11 p.p.
no change
2016 35.28%
2015 37.40%
Change of -2.11 p.p.
Flexible hours of work
2.45 p.p.
no change
2016 70.25%
2015 67.80%
Change of 2.45 p.p.
Job sharing
-1.75 p.p.
no change
2016 57.28%
2015 59.02%
Change of -1.75 p.p.
Part-time work
0.55 p.p.
no change
2016 91.93%
2015 91.38%
Change of 0.55 p.p.
Purchased leave
-1.09 p.p.
no change
2016 39.40%
2015 40.49%
Change of -1.09 p.p.
Telecommuting
-0.65 p.p.
no change
2016 41.14%
2015 41.79%
Change of -0.65 p.p.
Time-in-lieu
-1.02 p.p.
no change
2016 54.59%
2015 55.61%
Change of -1.02 p.p.
Unpaid leave
-1.88 p.p.
no change
2016 85.76%
2015 87.64%
Change of -1.88 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
61.9%
0%
100%
All industries 61.9%
2016 61.9%
2015 57.1%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
14.7%
0%
100%
All industries 14.7%
2016 14.7%
2015 16.7%
Paid parental leave
Employers that offer primary carer leave
64.2%
0%
100%
All industries 64.2%
2016 64.2%
2015 64.7%
Average primary carer leave offered
10.2 weeks
All industries 10.2 weeks
2016 10.2 weeks
2015 10.9 weeks
Employers that top up government scheme to full pay
11.1%
0%
100%
All industries 11.1%
2016 11.1%
2015 11.6%
Employers that offer full pay in addition to government scheme
79.1%
0%
100%
All industries 79.1%
2016 79.1%
2015 78.4%
Employers that offer a lump sum payment
16.7%
0%
100%
All industries 16.7%
2016 16.7%
2015 19.1%
Employers that offer secondary carer leave
51.4%
0%
100%
All industries 51.4%
2016 51.4%
2015 50.1%
Average secondary carer leave offered
1.6 weeks
All industries 1.6 weeks
2016 1.6 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.6%
0%
100%
All industries 7.6%
2016 7.6%
Proportion of women (out of all employees on parental leave)
6.9%
0%
100%
All industries 6.9%
2016 6.9%
Proportion of men (out of all employees on parental leave)
0.8%
0%
100%
All industries 0.8%
2016 0.8%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
4.5%
0%
100%
All industries 4.5%
2016 4.5%
2015 4.0%
On-site childcare
11.1%
0%
100%
All industries 11.1%
2016 11.1%
2015 9.1%
Breastfeeding facilities
64.9%
0%
100%
All industries 64.9%
2016 64.9%
2015 59.8%
Childcare referral services
16.2%
0%
100%
All industries 16.2%
2016 16.2%
2015 15.7%
Internal support network for parents
19.8%
0%
100%
All industries 19.8%
2016 19.8%
2015 18.2%
Return-to-work bonus
10.6%
0%
100%
All industries 10.6%
2016 10.6%
2015 13.1%
Information packs to support new parents and/or those with elder care responsibilities
26.6%
0%
100%
All industries 26.6%
2016 26.6%
2015 29.2%
Referral services to support employees with family and/or caring responsibilities
55.1%
0%
100%
All industries 55.1%
2016 55.1%
2015 59.3%
Targeted communication mechanisms, for example intranet/forums
36.9%
0%
100%
All industries 36.9%
2016 36.9%
2015 40.9%
Support in securing school holiday care
7.5%
0%
100%
All industries 7.5%
2016 7.5%
Coaching for employees on returning to work from parental leave
16.2%
0%
100%
All industries 16.2%
2016 16.2%
Parenting workshops targeting mothers
7.1%
0%
100%
All industries 7.1%
2016 7.1%
Parenting workshops targeting fathers
5.4%
0%
100%
All industries 5.4%
2016 5.4%

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
4.79 p.p.
no change
2016 61.87%
2015 57.07%
Change of 4.79 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-2.03 p.p.
no change
2016 14.72%
2015 16.75%
Change of -2.03 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.47 p.p.
no change
2016 64.24%
2015 64.72%
Change of -0.47 p.p.
Average primary carer leave offered
-0.75 weeks
no change
2016 10.16weeks
2015 10.91weeks
Change of -0.75 weeks
Employers that top up government scheme to full pay
-0.47 p.p.
no change
2016 11.08%
2015 11.56%
Change of -0.47 p.p.
Employers that offer full pay in addition to government scheme
0.67 p.p.
no change
2016 79.06%
2015 78.39%
Change of 0.67 p.p.
Employers that offer a lump sum payment
-2.35 p.p.
no change
2016 16.75%
2015 19.10%
Change of -2.35 p.p.
Employers that offer secondary carer leave
1.34 p.p.
no change
2016 51.42%
2015 50.08%
Change of 1.34 p.p.
Average secondary carer leave offered
0.16 weeks
no change
2016 1.62weeks
2015 1.45weeks
Change of 0.16 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
1.95 p.p.
no change
2016 11.06%
2015 9.11%
Change of 1.95 p.p.
Breastfeeding facilities
5.13 p.p.
no change
2016 64.94%
2015 59.81%
Change of 5.13 p.p.
Childcare referral services
0.58 p.p.
no change
2016 16.24%
2015 15.65%
Change of 0.58 p.p.
Internal support network for parents
1.54 p.p.
no change
2016 19.76%
2015 18.22%
Change of 1.54 p.p.
Return-to-work bonus
-2.50 p.p.
no change
2016 10.59%
2015 13.08%
Change of -2.50 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-2.62 p.p.
no change
2016 26.59%
2015 29.21%
Change of -2.62 p.p.
Referral services to support employees with family and/or caring responsibilities
-4.29 p.p.
no change
2016 55.06%
2015 59.35%
Change of -4.29 p.p.
Targeted communication mechanisms, for example intranet/forums
-3.95 p.p.
no change
2016 36.94%
2015 40.89%
Change of -3.95 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
49.2%
0%
100%
All industries 49.2%
2016 49.2%
2015 40.7%
Has some measure in place to support employees who are experiencing family or domestic violence
90.2%
0%
100%
All industries 90.2%
2016 90.2%
2015 91.2%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
85.4%
0%
100%
All industries 85.4%
2016 85.4%
2015 85.9%
HR or other staff training
15.7%
0%
100%
All industries 15.7%
2016 15.7%
2015 15.4%
Referral to support services
32.0%
0%
100%
All industries 32.0%
2016 32.0%
2015 25.7%
Access to any leave (overall measure)
69.3%
0%
100%
All industries 69.3%
2016 69.3%
2015 66.8%
Paid domestic violence leave
21.4%
0%
100%
All industries 21.4%
2016 21.4%
Unpaid domestic violence leave
7.0%
0%
100%
All industries 7.0%
2016 7.0%
Unpaid leave
65.2%
0%
100%
All industries 65.2%
2016 65.2%
Domestic violence clause in an enterprise or workplace agreement
12.2%
0%
100%
All industries 12.2%
2016 12.2%
Workplace safety planning
10.4%
0%
100%
All industries 10.4%
2016 10.4%
Confidentiality of disclosure
51.7%
0%
100%
All industries 51.7%
2016 51.7%
Protection from adverse action or discrimination
31.8%
0%
100%
All industries 31.8%
2016 31.8%
Flexible working arrangements
63.6%
0%
100%
All industries 63.6%
2016 63.6%
Financial support
13.4%
0%
100%
All industries 13.4%
2016 13.4%
Change of office location
25.0%
0%
100%
All industries 25.0%
2016 25.0%
Emergency accommodation assistance
5.7%
0%
100%
All industries 5.7%
2016 5.7%
Medical services
13.0%
0%
100%
All industries 13.0%
2016 13.0%

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
8.56 p.p.
no change
2016 49.21%
2015 40.65%
Change of 8.56 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.03 p.p.
no change
2016 90.19%
2015 91.22%
Change of -1.03 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-0.41 p.p.
no change
2016 85.44%
2015 85.85%
Change of -0.41 p.p.
HR or other staff training
0.22 p.p.
no change
2016 15.66%
2015 15.45%
Change of 0.22 p.p.
Referral to support services
6.27 p.p.
no change
2016 31.96%
2015 25.69%
Change of 6.27 p.p.
Access to any leave (overall measure)
2.47 p.p.
no change
2016 69.30%
2015 66.83%
Change of 2.47 p.p.
Paid domestic violence leave
21.36 p.p.
no change
2016 21.36%
2015 0.00%
Change of 21.36 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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