All industries

All industries has 1,586,493 employees within 129 organisations.
Change year 2016

All industries summary for 2016

Showing results only for organisations with 5000+ employees

All industries has 1,586,493 employees within 129 organisations with 5000+ employees.
53.0% of employees are female.

Employee type breakdown
Casual
29.4%
Casual - 29.397860564149987%
Part-time
26.6%
Part-time - 26.636234764351308%
Full-time
44.0%
Full-time - 43.965904671498706%
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
0.0%
1000-4999 - 0.0%
5000+
100.0%
5000+ - 100.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 47.0% Female 53.0%)
male
female
All (Male 47.0% Female 53.0%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 89.4% Female 10.6%)
male
female
CEO (Male 89.4% Female 10.6%)
Key management personnel (Male 70.3% Female 29.7%)
male
female
Key management personnel (Male 70.3% Female 29.7%)
Other executives/general managers (Male 68.0% Female 32.0%)
male
female
Other executives/general managers (Male 68.0% Female 32.0%)
Senior managers (Male 63.0% Female 37.0%)
male
female
Senior managers (Male 63.0% Female 37.0%)
Other managers (Male 57.0% Female 43.0%)
male
female
Other managers (Male 57.0% Female 43.0%)
Non-managers (all)
Clerical and administrative (Male 27.0% Female 73.0%)
male
female
Clerical and administrative (Male 27.0% Female 73.0%)
Community and personal service (Male 30.9% Female 69.1%)
male
female
Community and personal service (Male 30.9% Female 69.1%)
Machinery operators and drivers (Male 88.7% Female 11.3%)
male
female
Machinery operators and drivers (Male 88.7% Female 11.3%)
Sales (Male 40.5% Female 59.5%)
male
female
Sales (Male 40.5% Female 59.5%)
Professionals (Male 43.5% Female 56.5%)
male
female
Professionals (Male 43.5% Female 56.5%)
Technicians and trade (Male 85.6% Female 14.4%)
male
female
Technicians and trade (Male 85.6% Female 14.4%)
Labourers (Male 64.5% Female 35.5%)
male
female
Labourers (Male 64.5% Female 35.5%)
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
-1.40%
no change
2016 M:46.99% F:53.01%
2015 M:48.40% F:51.60%
The proportion of males has decreased by 1.40 p.p..
The proportion of females has increased by 1.40 p.p..
Managers
CEO
-1.79%
no change
2016 M:89.44% F:10.56%
2015 M:87.65% F:12.35%
The proportion of males has decreased by 1.79 p.p..
The proportion of females has increased by 1.79 p.p..
Key management personnel
2.44%
no change
2016 M:70.28% F:29.72%
2015 M:72.71% F:27.29%
The proportion of males has increased by 2.44 p.p..
The proportion of females has decreased by 2.44 p.p..
Other executives/general managers
2.59%
no change
2016 M:68.01% F:31.99%
2015 M:70.59% F:29.41%
The proportion of males has increased by 2.59 p.p..
The proportion of females has decreased by 2.59 p.p..
Senior managers
4.99%
no change
2016 M:63.01% F:36.99%
2015 M:67.99% F:32.01%
The proportion of males has increased by 4.99 p.p..
The proportion of females has decreased by 4.99 p.p..
Other managers
1.23%
no change
2016 M:57.04% F:42.96%
2015 M:58.26% F:41.74%
The proportion of males has increased by 1.23 p.p..
The proportion of females has decreased by 1.23 p.p..
Non-managers
Clerical and administrative
-0.54%
no change
2016 M:27.00% F:73.00%
2015 M:27.54% F:72.46%
The proportion of males has decreased by 0.54 p.p..
The proportion of females has increased by 0.54 p.p..
Community and personal service
-1.26%
no change
2016 M:30.87% F:69.13%
2015 M:32.13% F:67.87%
The proportion of males has decreased by 1.26 p.p..
The proportion of females has increased by 1.26 p.p..
Machinery operators and drivers
0.14%
no change
2016 M:88.74% F:11.26%
2015 M:88.87% F:11.13%
The proportion of males has increased by 0.14 p.p..
The proportion of females has decreased by 0.14 p.p..
Sales
-0.62%
no change
2016 M:40.50% F:59.50%
2015 M:41.12% F:58.88%
The proportion of males has decreased by 0.62 p.p..
The proportion of females has increased by 0.62 p.p..
Professionals
-1.21%
no change
2016 M:43.50% F:56.50%
2015 M:44.71% F:55.29%
The proportion of males has decreased by 1.21 p.p..
The proportion of females has increased by 1.21 p.p..
Technicians and trade
1.78%
no change
2016 M:85.64% F:14.36%
2015 M:87.43% F:12.57%
The proportion of males has increased by 1.78 p.p..
The proportion of females has decreased by 1.78 p.p..
Labourers
0.94%
no change
2016 M:64.45% F:35.55%
2015 M:65.39% F:34.61%
The proportion of males has increased by 0.94 p.p..
The proportion of females has decreased by 0.94 p.p..
Results for 2016 View yearly change
Full-time (Male 59.4% Female 40.6%)
male
female
Full-time (Male 59.4% Female 40.6%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 89.4% Female 10.6%)
male
female
CEO (Male 89.4% Female 10.6%)
Key management personnel (Male 71.0% Female 29.0%)
male
female
Key management personnel (Male 71.0% Female 29.0%)
Other executives/general managers (Male 70.9% Female 29.1%)
male
female
Other executives/general managers (Male 70.9% Female 29.1%)
Senior managers (Male 65.9% Female 34.1%)
male
female
Senior managers (Male 65.9% Female 34.1%)
Other managers (Male 60.0% Female 40.0%)
male
female
Other managers (Male 60.0% Female 40.0%)
Non-managers (full-time)
Clerical and administrative (Male 32.9% Female 67.1%)
male
female
Clerical and administrative (Male 32.9% Female 67.1%)
Community and personal service (Male 49.9% Female 50.1%)
male
female
Community and personal service (Male 49.9% Female 50.1%)
Machinery operators and drivers (Male 91.3% Female 8.7%)
male
female
Machinery operators and drivers (Male 91.3% Female 8.7%)
Sales (Male 49.1% Female 50.9%)
male
female
Sales (Male 49.1% Female 50.9%)
Professionals (Male 54.0% Female 46.0%)
male
female
Professionals (Male 54.0% Female 46.0%)
Technicians and trade (Male 90.5% Female 9.5%)
male
female
Technicians and trade (Male 90.5% Female 9.5%)
Labourers (Male 67.0% Female 33.0%)
male
female
Labourers (Male 67.0% Female 33.0%)
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
1.48%
no change
2016 M:59.40% F:40.60%
2015 M:60.88% F:39.12%
The proportion of males has increased by 1.48 p.p..
The proportion of females has decreased by 1.48 p.p..
Managers
CEO
-0.40%
no change
2016 M:89.36% F:10.64%
2015 M:88.96% F:11.04%
The proportion of males has decreased by 0.40 p.p..
The proportion of females has increased by 0.40 p.p..
Key management personnel
2.54%
no change
2016 M:71.05% F:28.95%
2015 M:73.59% F:26.41%
The proportion of males has increased by 2.54 p.p..
The proportion of females has decreased by 2.54 p.p..
Other executives/general managers
1.86%
no change
2016 M:70.94% F:29.06%
2015 M:72.80% F:27.20%
The proportion of males has increased by 1.86 p.p..
The proportion of females has decreased by 1.86 p.p..
Senior managers
4.78%
no change
2016 M:65.92% F:34.08%
2015 M:70.71% F:29.29%
The proportion of males has increased by 4.78 p.p..
The proportion of females has decreased by 4.78 p.p..
Other managers
1.44%
no change
2016 M:59.99% F:40.01%
2015 M:61.43% F:38.57%
The proportion of males has increased by 1.44 p.p..
The proportion of females has decreased by 1.44 p.p..
Non-managers
Clerical and administrative
-1.12%
no change
2016 M:32.90% F:67.10%
2015 M:34.02% F:65.98%
The proportion of males has decreased by 1.12 p.p..
The proportion of females has increased by 1.12 p.p..
Community and personal service
0.25%
no change
2016 M:49.85% F:50.15%
2015 M:49.60% F:50.40%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Machinery operators and drivers
0.43%
no change
2016 M:91.30% F:8.70%
2015 M:91.73% F:8.27%
The proportion of males has increased by 0.43 p.p..
The proportion of females has decreased by 0.43 p.p..
Sales
-0.62%
no change
2016 M:49.09% F:50.91%
2015 M:49.71% F:50.29%
The proportion of males has decreased by 0.62 p.p..
The proportion of females has increased by 0.62 p.p..
Professionals
1.20%
no change
2016 M:54.02% F:45.98%
2015 M:55.23% F:44.77%
The proportion of males has increased by 1.20 p.p..
The proportion of females has decreased by 1.20 p.p..
Technicians and trade
0.94%
no change
2016 M:90.51% F:9.49%
2015 M:91.46% F:8.54%
The proportion of males has increased by 0.94 p.p..
The proportion of females has decreased by 0.94 p.p..
Labourers
3.23%
no change
2016 M:66.96% F:33.04%
2015 M:70.19% F:29.81%
The proportion of males has increased by 3.23 p.p..
The proportion of females has decreased by 3.23 p.p..
Results for 2016 View yearly change
Part-time (Male 27.5% Female 72.5%)
male
female
Part-time (Male 27.5% Female 72.5%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 50.0% Female 50.0%)
male
female
Key management personnel (Male 50.0% Female 50.0%)
Other executives/general managers (Male 25.9% Female 74.1%)
male
female
Other executives/general managers (Male 25.9% Female 74.1%)
Senior managers (Male 27.9% Female 72.1%)
male
female
Senior managers (Male 27.9% Female 72.1%)
Other managers (Male 15.2% Female 84.8%)
male
female
Other managers (Male 15.2% Female 84.8%)
Non-managers (part-time)
Clerical and administrative (Male 9.4% Female 90.6%)
male
female
Clerical and administrative (Male 9.4% Female 90.6%)
Community and personal service (Male 18.2% Female 81.8%)
male
female
Community and personal service (Male 18.2% Female 81.8%)
Machinery operators and drivers (Male 81.2% Female 18.8%)
male
female
Machinery operators and drivers (Male 81.2% Female 18.8%)
Sales (Male 35.7% Female 64.3%)
male
female
Sales (Male 35.7% Female 64.3%)
Professionals (Male 12.2% Female 87.8%)
male
female
Professionals (Male 12.2% Female 87.8%)
Technicians and trade (Male 39.7% Female 60.3%)
male
female
Technicians and trade (Male 39.7% Female 60.3%)
Labourers (Male 47.2% Female 52.8%)
male
female
Labourers (Male 47.2% Female 52.8%)
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
-1.63%
no change
2016 M:27.48% F:72.52%
2015 M:29.11% F:70.89%
The proportion of males has decreased by 1.63 p.p..
The proportion of females has increased by 1.63 p.p..
Managers
CEO
-25.00%
no change
2016 M:100.00% F:0.00%
2015 M:75.00% F:25.00%
The proportion of males has decreased by 25.00 p.p..
The proportion of females has increased by 25.00 p.p..
Key management personnel
4.55%
no change
2016 M:50.00% F:50.00%
2015 M:45.45% F:54.55%
The proportion of males has increased by 4.55 p.p..
The proportion of females has decreased by 4.55 p.p..
Other executives/general managers
-4.41%
no change
2016 M:25.93% F:74.07%
2015 M:30.34% F:69.66%
The proportion of males has decreased by 4.41 p.p..
The proportion of females has increased by 4.41 p.p..
Senior managers
-0.89%
no change
2016 M:27.90% F:72.10%
2015 M:28.79% F:71.21%
The proportion of males has decreased by 0.89 p.p..
The proportion of females has increased by 0.89 p.p..
Other managers
-5.56%
no change
2016 M:15.21% F:84.79%
2015 M:20.77% F:79.23%
The proportion of males has decreased by 5.56 p.p..
The proportion of females has increased by 5.56 p.p..
Non-managers
Clerical and administrative
-1.77%
no change
2016 M:9.36% F:90.64%
2015 M:11.14% F:88.86%
The proportion of males has decreased by 1.77 p.p..
The proportion of females has increased by 1.77 p.p..
Community and personal service
-0.81%
no change
2016 M:18.18% F:81.82%
2015 M:19.00% F:81.00%
The proportion of males has decreased by 0.81 p.p..
The proportion of females has increased by 0.81 p.p..
Machinery operators and drivers
-4.19%
no change
2016 M:81.20% F:18.80%
2015 M:77.01% F:22.99%
The proportion of males has decreased by 4.19 p.p..
The proportion of females has increased by 4.19 p.p..
Sales
0.82%
no change
2016 M:35.65% F:64.35%
2015 M:34.83% F:65.17%
The proportion of males has increased by 0.82 p.p..
The proportion of females has decreased by 0.82 p.p..
Professionals
-2.69%
no change
2016 M:12.22% F:87.78%
2015 M:14.91% F:85.09%
The proportion of males has decreased by 2.69 p.p..
The proportion of females has increased by 2.69 p.p..
Technicians and trade
-2.23%
no change
2016 M:39.74% F:60.26%
2015 M:58.03% F:41.97%
The proportion of males has decreased by 2.23 p.p..
The proportion of females has increased by 2.23 p.p..
Labourers
2.16%
no change
2016 M:47.21% F:52.79%
2015 M:54.95% F:45.05%
The proportion of males has increased by 2.16 p.p..
The proportion of females has decreased by 2.16 p.p..
Results for 2016 View yearly change
Casual (Male 46.1% Female 53.9%)
male
female
Casual (Male 46.1% Female 53.9%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 50.0% Female 50.0%)
male
female
Key management personnel (Male 50.0% Female 50.0%)
Other executives/general managers (Male 80.7% Female 19.3%)
male
female
Other executives/general managers (Male 80.7% Female 19.3%)
Senior managers (Male 57.1% Female 42.9%)
male
female
Senior managers (Male 57.1% Female 42.9%)
Other managers (Male 62.4% Female 37.6%)
male
female
Other managers (Male 62.4% Female 37.6%)
Non-managers (casual)
Clerical and administrative (Male 32.7% Female 67.3%)
male
female
Clerical and administrative (Male 32.7% Female 67.3%)
Community and personal service (Male 33.8% Female 66.2%)
male
female
Community and personal service (Male 33.8% Female 66.2%)
Machinery operators and drivers (Male 83.5% Female 16.5%)
male
female
Machinery operators and drivers (Male 83.5% Female 16.5%)
Sales (Male 42.2% Female 57.8%)
male
female
Sales (Male 42.2% Female 57.8%)
Professionals (Male 38.1% Female 61.9%)
male
female
Professionals (Male 38.1% Female 61.9%)
Technicians and trade (Male 84.7% Female 15.3%)
male
female
Technicians and trade (Male 84.7% Female 15.3%)
Labourers (Male 67.8% Female 32.2%)
male
female
Labourers (Male 67.8% Female 32.2%)
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
0.45%
no change
2016 M:46.11% F:53.89%
2015 M:45.66% F:54.34%
The proportion of males has increased by 0.45 p.p..
The proportion of females has decreased by 0.45 p.p..
Managers
CEO
no change
2016 M:% F:%
2015 M:33.33% F:66.67%
There is no data for determining the change.
Key management personnel
50.00%
no change
2016 M:50.00% F:50.00%
2015 M:100.00% F:0.00%
The proportion of males has increased by 50.00 p.p..
The proportion of females has decreased by 50.00 p.p..
Other executives/general managers
6.48%
no change
2016 M:80.70% F:19.30%
2015 M:87.18% F:12.82%
The proportion of males has increased by 6.48 p.p..
The proportion of females has decreased by 6.48 p.p..
Senior managers
-0.89%
no change
2016 M:57.14% F:42.86%
2015 M:56.25% F:43.75%
The proportion of males has decreased by 0.89 p.p..
The proportion of females has increased by 0.89 p.p..
Other managers
-8.75%
no change
2016 M:62.35% F:37.65%
2015 M:46.40% F:53.60%
The proportion of males has decreased by 8.75 p.p..
The proportion of females has increased by 8.75 p.p..
Non-managers
Clerical and administrative
0.30%
no change
2016 M:32.72% F:67.28%
2015 M:32.42% F:67.58%
The proportion of males has increased by 0.30 p.p..
The proportion of females has decreased by 0.30 p.p..
Community and personal service
-0.47%
no change
2016 M:33.76% F:66.24%
2015 M:34.22% F:65.78%
The proportion of males has decreased by 0.47 p.p..
The proportion of females has increased by 0.47 p.p..
Machinery operators and drivers
1.30%
no change
2016 M:83.50% F:16.50%
2015 M:84.79% F:15.21%
The proportion of males has increased by 1.30 p.p..
The proportion of females has decreased by 1.30 p.p..
Sales
-1.19%
no change
2016 M:42.17% F:57.83%
2015 M:43.36% F:56.64%
The proportion of males has decreased by 1.19 p.p..
The proportion of females has increased by 1.19 p.p..
Professionals
0.31%
no change
2016 M:38.12% F:61.88%
2015 M:37.81% F:62.19%
The proportion of males has increased by 0.31 p.p..
The proportion of females has decreased by 0.31 p.p..
Technicians and trade
-2.88%
no change
2016 M:84.72% F:15.28%
2015 M:81.83% F:18.17%
The proportion of males has decreased by 2.88 p.p..
The proportion of females has increased by 2.88 p.p..
Labourers
-0.78%
no change
2016 M:67.82% F:32.18%
2015 M:67.03% F:32.97%
The proportion of males has decreased by 0.78 p.p..
The proportion of females has increased by 0.78 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 49.4% Female 50.6%)
male
female
Overall (Male 49.4% Female 50.6%)
Managers (Male 55.3% Female 44.7%)
male
female
Managers (Male 55.3% Female 44.7%)
Non-managers (Male 49.1% Female 50.9%)
male
female
Non-managers (Male 49.1% Female 50.9%)
Promotions by role
Overall (Male 50.3% Female 49.7%)
male
female
Overall (Male 50.3% Female 49.7%)
Managers (Male 54.8% Female 45.2%)
male
female
Managers (Male 54.8% Female 45.2%)
Non-managers (Male 48.9% Female 51.1%)
male
female
Non-managers (Male 48.9% Female 51.1%)
Promotions by employment type
Full-time
78.3%
Full-time - 78.27039099663534%
Part-time
11.7%
Part-time - 11.737150481494373%
Casual
10.0%
Casual - 9.992458521870287%
Resignations by role
Overall (Male 45.3% Female 54.7%)
male
female
Overall (Male 45.3% Female 54.7%)
Managers (Male 55.9% Female 44.1%)
male
female
Managers (Male 55.9% Female 44.1%)
Non-managers (Male 44.6% Female 55.4%)
male
female
Non-managers (Male 44.6% Female 55.4%)
Resignations by employment type
Full-time
33.8%
Full-time - 33.80761183057174%
Part-time
24.2%
Part-time - 24.196120567776962%
Casual
42.0%
Casual - 41.996267601651304%

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
23.1% pay gap
All industries 23.1%
2016 23.1%
2015 25.9%
Base remuneration (all)
male
female
18.4% pay gap
All industries 18.4%
2016 18.4%
2015 21.1%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
17.3% pay gap
All industries 17.3%
2016 17.3%
2015 23.3%
Other executives/general managers
male
female
26.8% pay gap
All industries 26.8%
2016 26.8%
2015 25.7%
Senior managers
male
female
21.7% pay gap
All industries 21.7%
2016 21.7%
2015 19.1%
Other managers
male
female
19.9% pay gap
All industries 19.9%
2016 19.9%
2015 21.5%
Non-managers (all total remuneration)
Clerical and administrative
male
female
7.0% pay gap
All industries 7.0%
2016 7.0%
2015 7.1%
Community and personal service
male
female
6.8% pay gap
All industries 6.8%
2016 6.8%
2015 6.9%
Machinery operators and drivers
male
female
11.6% pay gap
All industries 11.6%
2016 11.6%
2015 9.4%
Sales
male
female
4.5% pay gap
All industries 4.5%
2016 4.5%
2015 5.0%
Professionals
male
female
19.7% pay gap
All industries 19.7%
2016 19.7%
2015 21.4%
Technicians and trade
male
female
30.4% pay gap
All industries 30.4%
2016 30.4%
2015 29.7%
Labourers
male
female
12.3% pay gap
All industries 12.3%
2016 12.3%
2015 23.7%
Change from 2015 to 2016 View 2016
Total remuneration (all)
2.80 p.p.
no change
2016 23.09%
2015 25.89%
The gender pay gap
decreased by 2.80 p.p.
Base remuneration (all)
2.70 p.p.
no change
2016 18.37%
2015 21.07%
The gender pay gap
decreased by 2.70 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
6.08 p.p.
no change
2016 17.26%
2015 23.34%
The gender pay gap
decreased by 6.08 p.p.
Other executives/general managers
1.06 p.p.
no change
2016 26.79%
2015 25.73%
The gender pay gap
increased by 1.06 p.p.
Senior managers
2.60 p.p.
no change
2016 21.68%
2015 19.08%
The gender pay gap
increased by 2.60 p.p.
Other managers
1.52 p.p.
no change
2016 19.93%
2015 21.45%
The gender pay gap
decreased by 1.52 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.16 p.p.
no change
2016 6.97%
2015 7.13%
The gender pay gap
decreased by 0.16 p.p.
Community and personal service
0.13 p.p.
no change
2016 6.80%
2015 6.92%
The gender pay gap
decreased by 0.13 p.p.
Machinery operators and drivers
2.20 p.p.
no change
2016 11.65%
2015 9.44%
The gender pay gap
increased by 2.20 p.p.
Sales
0.47 p.p.
no change
2016 4.55%
2015 5.02%
The gender pay gap
decreased by 0.47 p.p.
Professionals
1.72 p.p.
no change
2016 19.65%
2015 21.38%
The gender pay gap
decreased by 1.72 p.p.
Technicians and trade
0.64 p.p.
no change
2016 30.38%
2015 29.74%
The gender pay gap
increased by 0.64 p.p.
Labourers
11.39 p.p.
no change
2016 12.32%
2015 23.71%
The gender pay gap
decreased by 11.39 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
22.7% pay gap
All industries 22.7%
2016 22.7%
2015 25.1%
Base remuneration (full-time)
male
female
16.7% pay gap
All industries 16.7%
2016 16.7%
2015 19.3%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
17.1% pay gap
All industries 17.1%
2016 17.1%
2015 22.8%
Other executives/general managers
male
female
23.9% pay gap
All industries 23.9%
2016 23.9%
2015 23.5%
Senior managers
male
female
21.7% pay gap
All industries 21.7%
2016 21.7%
2015 19.4%
Other managers
male
female
21.5% pay gap
All industries 21.5%
2016 21.5%
2015 23.1%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
7.6% pay gap
All industries 7.6%
2016 7.6%
2015 7.4%
Community and personal service
male
female
10.6% pay gap
All industries 10.6%
2016 10.6%
2015 9.4%
Machinery operators and drivers
male
female
7.6% pay gap
All industries 7.6%
2016 7.6%
2015 0.8%
Sales
male
female
15.8% pay gap
All industries 15.8%
2016 15.8%
2015 14.0%
Professionals
male
female
19.7% pay gap
All industries 19.7%
2016 19.7%
2015 21.6%
Technicians and trade
male
female
26.5% pay gap
All industries 26.5%
2016 26.5%
2015 25.8%
Labourers
male
female
10.1% pay gap
All industries 10.1%
2016 10.1%
2015 26.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
2.34 p.p.
no change
2016 22.71%
2015 25.05%
The gender pay gap
decreased by 2.34 p.p.
Base remuneration (full-time)
2.64 p.p.
no change
2016 16.66%
2015 19.30%
The gender pay gap
decreased by 2.64 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
5.65 p.p.
no change
2016 17.14%
2015 22.80%
The gender pay gap
decreased by 5.65 p.p.
Other executives/general managers
0.33 p.p.
no change
2016 23.86%
2015 23.53%
The gender pay gap
increased by 0.33 p.p.
Senior managers
2.36 p.p.
no change
2016 21.74%
2015 19.38%
The gender pay gap
increased by 2.36 p.p.
Other managers
1.64 p.p.
no change
2016 21.50%
2015 23.14%
The gender pay gap
decreased by 1.64 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.22 p.p.
no change
2016 7.65%
2015 7.43%
The gender pay gap
increased by 0.22 p.p.
Community and personal service
1.22 p.p.
no change
2016 10.62%
2015 9.41%
The gender pay gap
increased by 1.22 p.p.
Machinery operators and drivers
6.87 p.p.
no change
2016 7.63%
2015 0.76%
The gender pay gap
increased by 6.87 p.p.
Sales
1.85 p.p.
no change
2016 15.84%
2015 13.99%
The gender pay gap
increased by 1.85 p.p.
Professionals
1.87 p.p.
no change
2016 19.70%
2015 21.57%
The gender pay gap
decreased by 1.87 p.p.
Technicians and trade
0.65 p.p.
no change
2016 26.48%
2015 25.82%
The gender pay gap
increased by 0.65 p.p.
Labourers
15.91 p.p.
no change
2016 10.14%
2015 26.04%
The gender pay gap
decreased by 15.91 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-7.8% pay gap
All industries -7.8%
2016 -7.8%
2015 -4.4%
Base remuneration (part-time)
male
female
-8.6% pay gap
All industries -8.6%
2016 -8.6%
2015 -4.0%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
-31.9% pay gap
All industries -31.9%
2016 -31.9%
2015 -12.6%
Other executives/general managers
male
female
46.5% pay gap
All industries 46.5%
2016 46.5%
2015 45.4%
Senior managers
male
female
19.8% pay gap
All industries 19.8%
2016 19.8%
2015 7.3%
Other managers
male
female
13.7% pay gap
All industries 13.7%
2016 13.7%
2015 7.7%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-2.0% pay gap
All industries -2.0%
2016 -2.0%
2015 -3.6%
Community and personal service
male
female
0.5% pay gap
All industries 0.5%
2016 0.5%
2015 1.2%
Machinery operators and drivers
male
female
1.0% pay gap
All industries 1.0%
2016 1.0%
2015 -0.4%
Sales
male
female
-0.6% pay gap
All industries -0.6%
2016 -0.6%
2015 -0.8%
Professionals
male
female
21.5% pay gap
All industries 21.5%
2016 21.5%
2015 22.1%
Technicians and trade
male
female
5.8% pay gap
All industries 5.8%
2016 5.8%
2015 11.3%
Labourers
male
female
-1.5% pay gap
All industries -1.5%
2016 -1.5%
2015 14.6%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
3.49 p.p.
no change
2016 -7.84%
2015 -4.35%
The gender pay gap
increased by 3.49 p.p.
Base remuneration (part-time)
4.59 p.p.
no change
2016 -8.61%
2015 -4.02%
The gender pay gap
increased by 4.59 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
19.34 p.p.
no change
2016 -31.91%
2015 -12.58%
The gender pay gap
increased by 19.34 p.p.
Other executives/general managers
1.02 p.p.
no change
2016 46.46%
2015 45.44%
The gender pay gap
increased by 1.02 p.p.
Senior managers
12.47 p.p.
no change
2016 19.81%
2015 7.33%
The gender pay gap
increased by 12.47 p.p.
Other managers
5.93 p.p.
no change
2016 13.65%
2015 7.72%
The gender pay gap
increased by 5.93 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
1.63 p.p.
no change
2016 -1.95%
2015 -3.58%
The gender pay gap
decreased by 1.63 p.p.
Community and personal service
0.71 p.p.
no change
2016 0.54%
2015 1.25%
The gender pay gap
decreased by 0.71 p.p.
Machinery operators and drivers
1.36 p.p.
no change
2016 1.01%
2015 -0.35%
The gender pay gap
increased by 1.36 p.p.
Sales
0.27 p.p.
no change
2016 -0.55%
2015 -0.82%
The gender pay gap
decreased by 0.27 p.p.
Professionals
0.62 p.p.
no change
2016 21.48%
2015 22.10%
The gender pay gap
decreased by 0.62 p.p.
Technicians and trade
5.58 p.p.
no change
2016 5.76%
2015 11.34%
The gender pay gap
decreased by 5.58 p.p.
Labourers
16.03 p.p.
no change
2016 -1.47%
2015 14.56%
The gender pay gap
decreased by 16.03 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
7.1% pay gap
All industries 7.1%
2016 7.1%
2015 7.2%
Base remuneration (casual)
male
female
7.0% pay gap
All industries 7.0%
2016 7.0%
2015 7.3%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
2.3% pay gap
All industries 2.3%
2016 2.3%
2015 1.1%
Community and personal service
male
female
-2.8% pay gap
All industries -2.8%
2016 -2.8%
2015 -4.3%
Machinery operators and drivers
male
female
6.5% pay gap
All industries 6.5%
2016 6.5%
2015 9.8%
Sales
male
female
-1.2% pay gap
All industries -1.2%
2016 -1.2%
2015 1.3%
Professionals
male
female
14.2% pay gap
All industries 14.2%
2016 14.2%
2015 15.9%
Technicians and trade
male
female
27.9% pay gap
All industries 27.9%
2016 27.9%
2015 29.8%
Labourers
male
female
13.0% pay gap
All industries 13.0%
2016 13.0%
2015 17.5%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.07 p.p.
no change
2016 7.11%
2015 7.18%
The gender pay gap
decreased by 0.07 p.p.
Base remuneration (casual)
0.29 p.p.
no change
2016 7.01%
2015 7.29%
The gender pay gap
decreased by 0.29 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (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
1.22 p.p.
no change
2016 2.28%
2015 1.06%
The gender pay gap
increased by 1.22 p.p.
Community and personal service
1.57 p.p.
no change
2016 -2.78%
2015 -4.34%
The gender pay gap
decreased by 1.57 p.p.
Machinery operators and drivers
3.22 p.p.
no change
2016 6.53%
2015 9.76%
The gender pay gap
decreased by 3.22 p.p.
Sales
2.49 p.p.
no change
2016 -1.19%
2015 1.29%
The gender pay gap
decreased by 2.49 p.p.
Professionals
1.70 p.p.
no change
2016 14.15%
2015 15.85%
The gender pay gap
decreased by 1.70 p.p.
Technicians and trade
1.91 p.p.
no change
2016 27.92%
2015 29.83%
The gender pay gap
decreased by 1.91 p.p.
Labourers
4.51 p.p.
no change
2016 12.96%
2015 17.47%
The gender pay gap
decreased by 4.51 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
79.8%
0%
100%
All industries 79.8%
2016 79.8%
2015 80.3%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
51.5%
0%
100%
All industries 51.5%
2016 51.5%
2015 39.2%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
58.1%
0%
100%
All industries 58.1%
2016 58.1%
2015 59.8%
Within last 1-2 years
6.2%
0%
100%
All industries 6.2%
2016 6.2%
2015 7.1%
More than 2 years ago but less than 4 years ago
3.9%
0%
100%
All industries 3.9%
2016 3.9%
2015 4.7%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
31.5%
0%
100%
All industries 31.5%
2016 31.5%
2015 23.1%
Identified cause/s of the gaps
56.2%
0%
100%
All industries 56.2%
2016 56.2%
2015 48.4%
Reviewed remuneration decision-making processes
34.8%
0%
100%
All industries 34.8%
2016 34.8%
2015 33.0%
Analysed commencement salaries by gender to ensure there are no pay gaps
25.8%
0%
100%
All industries 25.8%
2016 25.8%
2015 16.5%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
31.5%
0%
100%
All industries 31.5%
2016 31.5%
2015 24.2%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
33.7%
0%
100%
All industries 33.7%
2016 33.7%
2015 29.7%
Trained people-managers in addressing gender bias (including unconscious bias)
19.1%
0%
100%
All industries 19.1%
2016 19.1%
2015 15.4%
Set targets to reduce any like-for-like gaps
11.2%
0%
100%
All industries 11.2%
2016 11.2%
2015 4.4%
Set targets to reduce any organisation-wide gaps
9.0%
0%
100%
All industries 9.0%
2016 9.0%
2015 3.3%
Reported pay equity metrics to the board
32.6%
0%
100%
All industries 32.6%
2016 32.6%
2015 24.2%
Reported pay equity metrics to the executive
58.4%
0%
100%
All industries 58.4%
2016 58.4%
2015 39.6%
Corrected like-for-like gaps
21.3%
0%
100%
All industries 21.3%
2016 21.3%
2015 13.2%
Conducted a gender-based job evaluation process
4.5%
0%
100%
All industries 4.5%
2016 4.5%
2015 2.2%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
3.1%
0%
100%
All industries 3.1%
2016 3.1%
2015 4.7%
No, don't have expertise
0.8%
0%
100%
All industries 0.8%
2016 0.8%
2015 0.8%
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)
0.8%
0%
100%
All industries 0.8%
2016 0.8%
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)
16.3%
0%
100%
All industries 16.3%
2016 16.3%
2015 12.6%
No, non-award employees are paid market rate
5.4%
0%
100%
All industries 5.4%
2016 5.4%
2015 1.6%
No, not a priority
No comparison data available

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
-0.47 p.p.
no change
2016 79.84%
2015 80.31%
Change of -0.47 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
12.24 p.p.
no change
2016 51.46%
2015 39.22%
Change of 12.24 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-1.70 p.p.
no change
2016 58.14%
2015 59.84%
Change of -1.70 p.p.
Within last 1-2 years
-0.89 p.p.
no change
2016 6.20%
2015 7.09%
Change of -0.89 p.p.
More than 2 years ago but less than 4 years ago
-0.85 p.p.
no change
2016 3.88%
2015 4.72%
Change of -0.85 p.p.
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
8.38 p.p.
no change
2016 31.46%
2015 23.08%
Change of 8.38 p.p.
Identified cause/s of the gaps
7.83 p.p.
no change
2016 56.18%
2015 48.35%
Change of 7.83 p.p.
Reviewed remuneration decision-making processes
1.86 p.p.
no change
2016 34.83%
2015 32.97%
Change of 1.86 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
9.36 p.p.
no change
2016 25.84%
2015 16.48%
Change of 9.36 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
7.28 p.p.
no change
2016 31.46%
2015 24.18%
Change of 7.28 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
4.04 p.p.
no change
2016 33.71%
2015 29.67%
Change of 4.04 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
3.72 p.p.
no change
2016 19.10%
2015 15.38%
Change of 3.72 p.p.
Set targets to reduce any like-for-like gaps
6.84 p.p.
no change
2016 11.24%
2015 4.40%
Change of 6.84 p.p.
Set targets to reduce any organisation-wide gaps
5.69 p.p.
no change
2016 8.99%
2015 3.30%
Change of 5.69 p.p.
Reported pay equity metrics to the board
8.41 p.p.
no change
2016 32.58%
2015 24.18%
Change of 8.41 p.p.
Reported pay equity metrics to the executive
18.87 p.p.
no change
2016 58.43%
2015 39.56%
Change of 18.87 p.p.
Corrected like-for-like gaps
8.16 p.p.
no change
2016 21.35%
2015 13.19%
Change of 8.16 p.p.
Conducted a gender-based job evaluation process
2.30 p.p.
no change
2016 4.49%
2015 2.20%
Change of 2.30 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-1.62 p.p.
no change
2016 3.10%
2015 4.72%
Change of -1.62 p.p.
No, don't have expertise
-0.01 p.p.
no change
2016 0.78%
2015 0.79%
Change of -0.01 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)
No comparison data available
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
3.68 p.p.
no change
2016 16.28%
2015 12.60%
Change of 3.68 p.p.
No, non-award employees are paid market rate
3.85 p.p.
no change
2016 5.43%
2015 1.57%
Change of 3.85 p.p.
No, not a priority
No comparison data available

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
69.0%
0%
100%
All industries 69.0%
2016 69.0%
2015 61.4%
Employers that have an overall gender equality strategy
46.5%
0%
100%
All industries 46.5%
2016 46.5%
2015 45.7%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
21.1%
0%
100%
All industries 21.1%
2016 21.1%
2015 14.9%

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
7.57 p.p.
no change
2016 68.99%
2015 61.42%
Change of 7.57 p.p.
Employers that have an overall gender equality strategy
0.84 p.p.
no change
2016 46.51%
2015 45.67%
Change of 0.84 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
6.15 p.p.
0%
100%
no change
2016 21.08%
2015 14.93%
Change of 6.15 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
75.2%
0%
100%
All industries 75.2%
2016 75.2%
2015 77.2%
Employers that have a flexible working arrangements strategy
29.5%
0%
100%
All industries 29.5%
2016 29.5%
2015 22.0%
Types of flexible work offered
Carer's leave
96.9%
0%
100%
All industries 96.9%
2016 96.9%
2015 99.2%
Compressed working week
52.7%
0%
100%
All industries 52.7%
2016 52.7%
2015 59.8%
Flexible hours of work
79.8%
0%
100%
All industries 79.8%
2016 79.8%
2015 81.9%
Job sharing
73.6%
0%
100%
All industries 73.6%
2016 73.6%
2015 77.2%
Part-time work
96.1%
0%
100%
All industries 96.1%
2016 96.1%
2015 96.1%
Purchased leave
65.1%
0%
100%
All industries 65.1%
2016 65.1%
2015 66.1%
Telecommuting
45.7%
0%
100%
All industries 45.7%
2016 45.7%
2015 55.1%
Time-in-lieu
62.0%
0%
100%
All industries 62.0%
2016 62.0%
2015 63.0%
Unpaid leave
92.2%
0%
100%
All industries 92.2%
2016 92.2%
2015 95.3%

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
-1.97 p.p.
no change
2016 75.19%
2015 77.17%
Change of -1.97 p.p.
Employers that have a flexible working arrangements strategy
7.41 p.p.
no change
2016 29.46%
2015 22.05%
Change of 7.41 p.p.
Types of flexible work offered
Carer's leave
-2.31 p.p.
no change
2016 96.90%
2015 99.21%
Change of -2.31 p.p.
Compressed working week
-7.13 p.p.
no change
2016 52.71%
2015 59.84%
Change of -7.13 p.p.
Flexible hours of work
-2.04 p.p.
no change
2016 79.84%
2015 81.89%
Change of -2.04 p.p.
Job sharing
-3.52 p.p.
no change
2016 73.64%
2015 77.17%
Change of -3.52 p.p.
Part-time work
0.06 p.p.
no change
2016 96.12%
2015 96.06%
Change of 0.06 p.p.
Purchased leave
-1.03 p.p.
no change
2016 65.12%
2015 66.14%
Change of -1.03 p.p.
Telecommuting
-9.38 p.p.
no change
2016 45.74%
2015 55.12%
Change of -9.38 p.p.
Time-in-lieu
-0.98 p.p.
no change
2016 62.02%
2015 62.99%
Change of -0.98 p.p.
Unpaid leave
-3.03 p.p.
no change
2016 92.25%
2015 95.28%
Change of -3.03 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
73.6%
0%
100%
All industries 73.6%
2016 73.6%
2015 75.6%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
25.6%
0%
100%
All industries 25.6%
2016 25.6%
2015 24.4%
Paid parental leave
Employers that offer primary carer leave
76.0%
0%
100%
All industries 76.0%
2016 76.0%
2015 74.0%
Average primary carer leave offered
10.7 weeks
All industries 10.7 weeks
2016 10.7 weeks
2015 12.5 weeks
Employers that top up government scheme to full pay
5.1%
0%
100%
All industries 5.1%
2016 5.1%
2015 3.2%
Employers that offer full pay in addition to government scheme
84.7%
0%
100%
All industries 84.7%
2016 84.7%
2015 85.1%
Employers that offer a lump sum payment
19.4%
0%
100%
All industries 19.4%
2016 19.4%
2015 25.5%
Employers that offer secondary carer leave
60.5%
0%
100%
All industries 60.5%
2016 60.5%
2015 61.4%
Average secondary carer leave offered
1.6 weeks
All industries 1.6 weeks
2016 1.6 weeks
2015 1.7 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
6.3%
0%
100%
All industries 6.3%
2016 6.3%
Proportion of women (out of all employees on parental leave)
5.8%
0%
100%
All industries 5.8%
2016 5.8%
Proportion of men (out of all employees on parental leave)
0.6%
0%
100%
All industries 0.6%
2016 0.6%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
14.2%
0%
100%
All industries 14.2%
2016 14.2%
2015 12.6%
On-site childcare
25.7%
0%
100%
All industries 25.7%
2016 25.7%
2015 27.9%
Breastfeeding facilities
81.4%
0%
100%
All industries 81.4%
2016 81.4%
2015 72.1%
Childcare referral services
35.4%
0%
100%
All industries 35.4%
2016 35.4%
2015 33.3%
Internal support network for parents
27.4%
0%
100%
All industries 27.4%
2016 27.4%
2015 25.2%
Return-to-work bonus
13.3%
0%
100%
All industries 13.3%
2016 13.3%
2015 23.4%
Information packs to support new parents and/or those with elder care responsibilities
46.9%
0%
100%
All industries 46.9%
2016 46.9%
2015 44.1%
Referral services to support employees with family and/or caring responsibilities
59.3%
0%
100%
All industries 59.3%
2016 59.3%
2015 63.1%
Targeted communication mechanisms, for example intranet/forums
56.6%
0%
100%
All industries 56.6%
2016 56.6%
2015 57.7%
Support in securing school holiday care
15.9%
0%
100%
All industries 15.9%
2016 15.9%
Coaching for employees on returning to work from parental leave
25.7%
0%
100%
All industries 25.7%
2016 25.7%
Parenting workshops targeting mothers
17.7%
0%
100%
All industries 17.7%
2016 17.7%
Parenting workshops targeting fathers
15.0%
0%
100%
All industries 15.0%
2016 15.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-1.95 p.p.
no change
2016 73.64%
2015 75.59%
Change of -1.95 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
1.17 p.p.
no change
2016 25.58%
2015 24.41%
Change of 1.17 p.p.
Paid parental leave
Employers that offer primary carer leave
1.95 p.p.
no change
2016 75.97%
2015 74.02%
Change of 1.95 p.p.
Average primary carer leave offered
-1.83 weeks
no change
2016 10.69weeks
2015 12.52weeks
Change of -1.83 weeks
Employers that top up government scheme to full pay
1.91 p.p.
no change
2016 5.10%
2015 3.19%
Change of 1.91 p.p.
Employers that offer full pay in addition to government scheme
-0.41 p.p.
no change
2016 84.69%
2015 85.11%
Change of -0.41 p.p.
Employers that offer a lump sum payment
-6.14 p.p.
no change
2016 19.39%
2015 25.53%
Change of -6.14 p.p.
Employers that offer secondary carer leave
-0.95 p.p.
no change
2016 60.47%
2015 61.42%
Change of -0.95 p.p.
Average secondary carer leave offered
-0.14 weeks
no change
2016 1.56weeks
2015 1.71weeks
Change of -0.14 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
-2.26 p.p.
no change
2016 25.66%
2015 27.93%
Change of -2.26 p.p.
Breastfeeding facilities
9.34 p.p.
no change
2016 81.42%
2015 72.07%
Change of 9.34 p.p.
Childcare referral services
2.06 p.p.
no change
2016 35.40%
2015 33.33%
Change of 2.06 p.p.
Internal support network for parents
2.21 p.p.
no change
2016 27.43%
2015 25.23%
Change of 2.21 p.p.
Return-to-work bonus
-10.15 p.p.
no change
2016 13.27%
2015 23.42%
Change of -10.15 p.p.
Information packs to support new parents and/or those with elder care responsibilities
2.76 p.p.
no change
2016 46.90%
2015 44.14%
Change of 2.76 p.p.
Referral services to support employees with family and/or caring responsibilities
-3.77 p.p.
no change
2016 59.29%
2015 63.06%
Change of -3.77 p.p.
Targeted communication mechanisms, for example intranet/forums
-1.02 p.p.
no change
2016 56.64%
2015 57.66%
Change of -1.02 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
67.4%
0%
100%
All industries 67.4%
2016 67.4%
2015 57.5%
Has some measure in place to support employees who are experiencing family or domestic violence
96.1%
0%
100%
All industries 96.1%
2016 96.1%
2015 97.6%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
93.0%
0%
100%
All industries 93.0%
2016 93.0%
2015 92.9%
HR or other staff training
29.5%
0%
100%
All industries 29.5%
2016 29.5%
2015 28.3%
Referral to support services
55.0%
0%
100%
All industries 55.0%
2016 55.0%
2015 35.4%
Access to any leave (overall measure)
81.4%
0%
100%
All industries 81.4%
2016 81.4%
2015 83.5%
Paid domestic violence leave
37.2%
0%
100%
All industries 37.2%
2016 37.2%
Unpaid domestic violence leave
15.5%
0%
100%
All industries 15.5%
2016 15.5%
Unpaid leave
72.9%
0%
100%
All industries 72.9%
2016 72.9%
Domestic violence clause in an enterprise or workplace agreement
32.6%
0%
100%
All industries 32.6%
2016 32.6%
Workplace safety planning
30.2%
0%
100%
All industries 30.2%
2016 30.2%
Confidentiality of disclosure
64.3%
0%
100%
All industries 64.3%
2016 64.3%
Protection from adverse action or discrimination
43.4%
0%
100%
All industries 43.4%
2016 43.4%
Flexible working arrangements
74.4%
0%
100%
All industries 74.4%
2016 74.4%
Financial support
17.8%
0%
100%
All industries 17.8%
2016 17.8%
Change of office location
39.5%
0%
100%
All industries 39.5%
2016 39.5%
Emergency accommodation assistance
8.5%
0%
100%
All industries 8.5%
2016 8.5%
Medical services
17.1%
0%
100%
All industries 17.1%
2016 17.1%

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
9.96 p.p.
no change
2016 67.44%
2015 57.48%
Change of 9.96 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.51 p.p.
no change
2016 96.12%
2015 97.64%
Change of -1.51 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
0.11 p.p.
no change
2016 93.02%
2015 92.91%
Change of 0.11 p.p.
HR or other staff training
1.11 p.p.
no change
2016 29.46%
2015 28.35%
Change of 1.11 p.p.
Referral to support services
19.61 p.p.
no change
2016 55.04%
2015 35.43%
Change of 19.61 p.p.
Access to any leave (overall measure)
-2.07 p.p.
no change
2016 81.40%
2015 83.46%
Change of -2.07 p.p.
Paid domestic violence leave
37.21 p.p.
no change
2016 37.21%
2015 0.00%
Change of 37.21 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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