Public Administration and Safety within All industries

Public Administration and Safety has 29,569 employees within 22 organisations
Change year 2016

Public Administration and Safety summary for 2016

Public Administration and Safety has 29,569 employees within 22 organisations of any size.
20.4% of employees are female.

Employee type breakdown
Casual
18.0%
Casual - 17.985051912475907%
Part-time
13.8%
Part-time - 13.828671919916127%
Full-time
68.2%
Full-time - 68.18627616760797%
Organisation size breakdown
<250
22.7%
<250 - 22.727272727272727%
250-499
22.7%
250-499 - 22.727272727272727%
500-999
13.6%
500-999 - 13.636363636363635%
1000-4999
31.8%
1000-4999 - 31.818181818181817%
5000+
9.1%
5000+ - 9.090909090909092%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 79.6% Female 20.4%)
male
female
All (Male 79.6% Female 20.4%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 95.5% Female 4.5%)
male
female
CEO (Male 95.5% Female 4.5%)
Key management personnel (Male 70.1% Female 29.9%)
male
female
Key management personnel (Male 70.1% Female 29.9%)
Other executives/general managers (Male 81.7% Female 18.3%)
male
female
Other executives/general managers (Male 81.7% Female 18.3%)
Senior managers (Male 77.6% Female 22.4%)
male
female
Senior managers (Male 77.6% Female 22.4%)
Other managers (Male 85.6% Female 14.4%)
male
female
Other managers (Male 85.6% Female 14.4%)
Non-managers (all)
Clerical and administrative (Male 30.4% Female 69.6%)
male
female
Clerical and administrative (Male 30.4% Female 69.6%)
Community and personal service (Male 81.3% Female 18.7%)
male
female
Community and personal service (Male 81.3% Female 18.7%)
Machinery operators and drivers (Male 95.5% Female 4.5%)
male
female
Machinery operators and drivers (Male 95.5% Female 4.5%)
Sales (Male 79.4% Female 20.6%)
male
female
Sales (Male 79.4% Female 20.6%)
Professionals (Male 76.2% Female 23.8%)
male
female
Professionals (Male 76.2% Female 23.8%)
Technicians and trade (Male 88.6% Female 11.4%)
male
female
Technicians and trade (Male 88.6% Female 11.4%)
Labourers (Male 79.2% Female 20.8%)
male
female
Labourers (Male 79.2% Female 20.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.20%
2015 baseline
2016 M:79.64% F:20.36%
2015 M:79.84% F:20.16%
The proportion of males has increased by 0.20 p.p..
The proportion of females has decreased by 0.20 p.p..
Managers
CEO
0.55%
2015 baseline
2016 M:95.45% F:4.55%
2015 M:96.00% F:4.00%
The proportion of males has increased by 0.55 p.p..
The proportion of females has decreased by 0.55 p.p..
Key management personnel
8.65%
2015 baseline
2016 M:70.09% F:29.91%
2015 M:78.74% F:21.26%
The proportion of males has increased by 8.65 p.p..
The proportion of females has decreased by 8.65 p.p..
Other executives/general managers
-3.97%
2015 baseline
2016 M:81.68% F:18.32%
2015 M:77.71% F:22.29%
The proportion of males has decreased by 3.97 p.p..
The proportion of females has increased by 3.97 p.p..
Senior managers
0.17%
2015 baseline
2016 M:77.61% F:22.39%
2015 M:77.78% F:22.22%
The proportion of males has increased by 0.17 p.p..
The proportion of females has decreased by 0.17 p.p..
Other managers
-0.23%
2015 baseline
2016 M:85.60% F:14.40%
2015 M:85.37% F:14.63%
The proportion of males has decreased by 0.23 p.p..
The proportion of females has increased by 0.23 p.p..
Non-managers
Clerical and administrative
-3.97%
2015 baseline
2016 M:30.43% F:69.57%
2015 M:34.40% F:65.60%
The proportion of males has decreased by 3.97 p.p..
The proportion of females has increased by 3.97 p.p..
Community and personal service
0.50%
2015 baseline
2016 M:81.32% F:18.68%
2015 M:81.82% F:18.18%
The proportion of males has increased by 0.50 p.p..
The proportion of females has decreased by 0.50 p.p..
Machinery operators and drivers
-0.92%
2015 baseline
2016 M:95.55% F:4.45%
2015 M:94.63% F:5.37%
The proportion of males has decreased by 0.92 p.p..
The proportion of females has increased by 0.92 p.p..
Sales
3.35%
2015 baseline
2016 M:79.44% F:20.56%
2015 M:82.80% F:17.20%
The proportion of males has increased by 3.35 p.p..
The proportion of females has decreased by 3.35 p.p..
Professionals
1.17%
2015 baseline
2016 M:76.23% F:23.77%
2015 M:77.41% F:22.59%
The proportion of males has increased by 1.17 p.p..
The proportion of females has decreased by 1.17 p.p..
Technicians and trade
2.03%
2015 baseline
2016 M:88.58% F:11.42%
2015 M:90.61% F:9.39%
The proportion of males has increased by 2.03 p.p..
The proportion of females has decreased by 2.03 p.p..
Labourers
-2.62%
2015 baseline
2016 M:79.19% F:20.81%
2015 M:76.57% F:23.43%
The proportion of males has decreased by 2.62 p.p..
The proportion of females has increased by 2.62 p.p..
Results for 2016 View yearly change
Full-time (Male 83.1% Female 16.9%)
male
female
Full-time (Male 83.1% Female 16.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 95.5% Female 4.5%)
male
female
CEO (Male 95.5% Female 4.5%)
Key management personnel (Male 71.4% Female 28.6%)
male
female
Key management personnel (Male 71.4% Female 28.6%)
Other executives/general managers (Male 82.7% Female 17.3%)
male
female
Other executives/general managers (Male 82.7% Female 17.3%)
Senior managers (Male 78.7% Female 21.3%)
male
female
Senior managers (Male 78.7% Female 21.3%)
Other managers (Male 87.1% Female 12.9%)
male
female
Other managers (Male 87.1% Female 12.9%)
Non-managers (full-time)
Clerical and administrative (Male 34.8% Female 65.2%)
male
female
Clerical and administrative (Male 34.8% Female 65.2%)
Community and personal service (Male 84.5% Female 15.5%)
male
female
Community and personal service (Male 84.5% Female 15.5%)
Machinery operators and drivers (Male 95.5% Female 4.5%)
male
female
Machinery operators and drivers (Male 95.5% Female 4.5%)
Sales (Male 81.1% Female 18.9%)
male
female
Sales (Male 81.1% Female 18.9%)
Professionals (Male 79.6% Female 20.4%)
male
female
Professionals (Male 79.6% Female 20.4%)
Technicians and trade (Male 95.7% Female 4.3%)
male
female
Technicians and trade (Male 95.7% Female 4.3%)
Labourers (Male 79.9% Female 20.1%)
male
female
Labourers (Male 79.9% Female 20.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.26%
2015 baseline
2016 M:83.08% F:16.92%
2015 M:82.82% F:17.18%
The proportion of males has decreased by 0.26 p.p..
The proportion of females has increased by 0.26 p.p..
Managers
CEO
0.55%
2015 baseline
2016 M:95.45% F:4.55%
2015 M:96.00% F:4.00%
The proportion of males has increased by 0.55 p.p..
The proportion of females has decreased by 0.55 p.p..
Key management personnel
8.25%
2015 baseline
2016 M:71.43% F:28.57%
2015 M:79.67% F:20.33%
The proportion of males has increased by 8.25 p.p..
The proportion of females has decreased by 8.25 p.p..
Other executives/general managers
-3.07%
2015 baseline
2016 M:82.68% F:17.32%
2015 M:79.61% F:20.39%
The proportion of males has decreased by 3.07 p.p..
The proportion of females has increased by 3.07 p.p..
Senior managers
0.16%
2015 baseline
2016 M:78.68% F:21.32%
2015 M:78.85% F:21.15%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Other managers
0.20%
2015 baseline
2016 M:87.07% F:12.93%
2015 M:87.28% F:12.72%
The proportion of males has increased by 0.20 p.p..
The proportion of females has decreased by 0.20 p.p..
Non-managers
Clerical and administrative
-4.92%
2015 baseline
2016 M:34.83% F:65.17%
2015 M:39.76% F:60.24%
The proportion of males has decreased by 4.92 p.p..
The proportion of females has increased by 4.92 p.p..
Community and personal service
-0.12%
2015 baseline
2016 M:84.54% F:15.46%
2015 M:84.42% F:15.58%
The proportion of males has decreased by 0.12 p.p..
The proportion of females has increased by 0.12 p.p..
Machinery operators and drivers
-0.44%
2015 baseline
2016 M:95.52% F:4.48%
2015 M:95.07% F:4.93%
The proportion of males has decreased by 0.44 p.p..
The proportion of females has increased by 0.44 p.p..
Sales
2.37%
2015 baseline
2016 M:81.14% F:18.86%
2015 M:83.52% F:16.48%
The proportion of males has increased by 2.37 p.p..
The proportion of females has decreased by 2.37 p.p..
Professionals
0.98%
2015 baseline
2016 M:79.64% F:20.36%
2015 M:80.62% F:19.38%
The proportion of males has increased by 0.98 p.p..
The proportion of females has decreased by 0.98 p.p..
Technicians and trade
1.05%
2015 baseline
2016 M:95.70% F:4.30%
2015 M:96.75% F:3.25%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Labourers
-2.54%
2015 baseline
2016 M:79.94% F:20.06%
2015 M:77.40% F:22.60%
The proportion of males has decreased by 2.54 p.p..
The proportion of females has increased by 2.54 p.p..
Results for 2016 View yearly change
Part-time (Male 64.9% Female 35.1%)
male
female
Part-time (Male 64.9% Female 35.1%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 56.3% Female 43.8%)
male
female
Key management personnel (Male 56.3% Female 43.8%)
Other executives/general managers (Male 33.3% Female 66.7%)
male
female
Other executives/general managers (Male 33.3% Female 66.7%)
Senior managers (Male 16.7% Female 83.3%)
male
female
Senior managers (Male 16.7% Female 83.3%)
Other managers (Male 28.6% Female 71.4%)
male
female
Other managers (Male 28.6% Female 71.4%)
Non-managers (part-time)
Clerical and administrative (Male 5.1% Female 94.9%)
male
female
Clerical and administrative (Male 5.1% Female 94.9%)
Community and personal service (Male 71.3% Female 28.7%)
male
female
Community and personal service (Male 71.3% Female 28.7%)
Machinery operators and drivers (Male 94.1% Female 5.9%)
male
female
Machinery operators and drivers (Male 94.1% Female 5.9%)
Sales (Male 20.0% Female 80.0%)
male
female
Sales (Male 20.0% Female 80.0%)
Professionals (Male 32.4% Female 67.6%)
male
female
Professionals (Male 32.4% Female 67.6%)
Technicians and trade (Male 59.6% Female 40.4%)
male
female
Technicians and trade (Male 59.6% Female 40.4%)
Labourers (Male 81.1% Female 18.9%)
male
female
Labourers (Male 81.1% Female 18.9%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.08%
2015 baseline
2016 M:64.91% F:35.09%
2015 M:64.82% F:35.18%
The proportion of males has decreased by 0.08 p.p..
The proportion of females has increased by 0.08 p.p..
Managers
CEO
No comparison data available
Key management personnel
-6.25%
2015 baseline
2016 M:56.25% F:43.75%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 6.25 p.p..
The proportion of females has increased by 6.25 p.p..
Other executives/general managers
13.33%
2015 baseline
2016 M:33.33% F:66.67%
2015 M:20.00% F:80.00%
The proportion of males has increased by 13.33 p.p..
The proportion of females has decreased by 13.33 p.p..
Senior managers
-20.83%
2015 baseline
2016 M:16.67% F:83.33%
2015 M:37.50% F:62.50%
The proportion of males has decreased by 20.83 p.p..
The proportion of females has increased by 20.83 p.p..
Other managers
-6.31%
2015 baseline
2016 M:28.57% F:71.43%
2015 M:34.88% F:65.12%
The proportion of males has decreased by 6.31 p.p..
The proportion of females has increased by 6.31 p.p..
Non-managers
Clerical and administrative
-0.50%
2015 baseline
2016 M:5.06% F:94.94%
2015 M:5.56% F:94.44%
The proportion of males has decreased by 0.50 p.p..
The proportion of females has increased by 0.50 p.p..
Community and personal service
1.01%
2015 baseline
2016 M:71.29% F:28.71%
2015 M:72.31% F:27.69%
The proportion of males has increased by 1.01 p.p..
The proportion of females has decreased by 1.01 p.p..
Machinery operators and drivers
No comparison data available
Sales
-30.00%
2015 baseline
2016 M:20.00% F:80.00%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 30.00 p.p..
The proportion of females has increased by 30.00 p.p..
Professionals
-6.00%
2015 baseline
2016 M:32.38% F:67.62%
2015 M:38.38% F:61.62%
The proportion of males has decreased by 6.00 p.p..
The proportion of females has increased by 6.00 p.p..
Technicians and trade
22.40%
2015 baseline
2016 M:59.62% F:40.38%
2015 M:82.02% F:17.98%
The proportion of males has increased by 22.40 p.p..
The proportion of females has decreased by 22.40 p.p..
Labourers
-17.83%
2015 baseline
2016 M:81.05% F:18.95%
2015 M:63.22% F:36.78%
The proportion of males has decreased by 17.83 p.p..
The proportion of females has increased by 17.83 p.p..
Results for 2016 View yearly change
Casual (Male 77.9% Female 22.1%)
male
female
Casual (Male 77.9% Female 22.1%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% Female 0.0%)
Other executives/general managers (Male 100.0% Female 0.0%)
male
female
Other executives/general managers (Male 100.0% Female 0.0%)
Senior managers (Male 100.0% Female 0.0%)
male
female
Senior managers (Male 100.0% Female 0.0%)
Other managers (Male 80.0% Female 20.0%)
male
female
Other managers (Male 80.0% Female 20.0%)
Non-managers (casual)
Clerical and administrative (Male 17.9% Female 82.1%)
male
female
Clerical and administrative (Male 17.9% Female 82.1%)
Community and personal service (Male 83.1% Female 16.9%)
male
female
Community and personal service (Male 83.1% Female 16.9%)
Machinery operators and drivers (Male 100.0% Female 0.0%)
male
female
Machinery operators and drivers (Male 100.0% Female 0.0%)
Sales (Male 0.0% Female 0.0%)
Insufficient data available
Sales (Male 0.0% Female 0.0%)
Professionals (Male 56.1% Female 43.9%)
male
female
Professionals (Male 56.1% Female 43.9%)
Technicians and trade (Male 75.3% Female 24.7%)
male
female
Technicians and trade (Male 75.3% Female 24.7%)
Labourers (Male 77.7% Female 22.3%)
male
female
Labourers (Male 77.7% Female 22.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.21%
2015 baseline
2016 M:77.91% F:22.09%
2015 M:78.12% F:21.88%
The proportion of males has increased by 0.21 p.p..
The proportion of females has decreased by 0.21 p.p..
Managers
CEO
No comparison data available
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other managers
20.00%
2015 baseline
2016 M:80.00% F:20.00%
2015 M:100.00% F:0.00%
The proportion of males has increased by 20.00 p.p..
The proportion of females has decreased by 20.00 p.p..
Non-managers
Clerical and administrative
-10.87%
2015 baseline
2016 M:17.86% F:82.14%
2015 M:28.72% F:71.28%
The proportion of males has decreased by 10.87 p.p..
The proportion of females has increased by 10.87 p.p..
Community and personal service
0.12%
2015 baseline
2016 M:83.08% F:16.92%
2015 M:83.19% F:16.81%
The proportion of males has increased by 0.12 p.p..
The proportion of females has decreased by 0.12 p.p..
Machinery operators and drivers
-50.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 50.00 p.p..
The proportion of females has increased by 50.00 p.p..
Sales
No comparison data available
Professionals
-1.25%
2015 baseline
2016 M:56.13% F:43.87%
2015 M:45.12% F:54.88%
The proportion of males has decreased by 1.25 p.p..
The proportion of females has increased by 1.25 p.p..
Technicians and trade
1.01%
2015 baseline
2016 M:75.29% F:24.71%
2015 M:76.30% F:23.70%
The proportion of males has increased by 1.01 p.p..
The proportion of females has decreased by 1.01 p.p..
Labourers
-0.35%
2015 baseline
2016 M:77.69% F:22.31%
2015 M:77.34% F:22.66%
The proportion of males has decreased by 0.35 p.p..
The proportion of females has increased by 0.35 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 75.6% Female 24.4%)
male
female
Overall (Male 75.6% Female 24.4%)
Managers (Male 78.3% Female 21.7%)
male
female
Managers (Male 78.3% Female 21.7%)
Non-managers (Male 75.4% Female 24.6%)
male
female
Non-managers (Male 75.4% Female 24.6%)
Promotions by role
Overall (Male 77.3% Female 22.7%)
male
female
Overall (Male 77.3% Female 22.7%)
Managers (Male 79.3% Female 20.7%)
male
female
Managers (Male 79.3% Female 20.7%)
Non-managers (Male 77.0% Female 23.0%)
male
female
Non-managers (Male 77.0% Female 23.0%)
Promotions by employment type
Full-time
64.4%
Full-time - 64.37908496732027%
Part-time
3.2%
Part-time - 3.221288515406162%
Casual
32.4%
Casual - 32.399626517273575%
Resignations by role
Overall (Male 73.9% Female 26.1%)
male
female
Overall (Male 73.9% Female 26.1%)
Managers (Male 82.1% Female 17.9%)
male
female
Managers (Male 82.1% Female 17.9%)
Non-managers (Male 73.5% Female 26.5%)
male
female
Non-managers (Male 73.5% Female 26.5%)
Resignations by employment type
Full-time
64.2%
Full-time - 64.15694591728526%
Part-time
14.0%
Part-time - 14.019088016967126%
Casual
21.8%
Casual - 21.823966065747612%

Employee movements

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Appointments
Female appointments
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male appointments
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Promotions
Female promotions
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male promotions
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Promotions by employee type
Full-time
No comparison data available
Part-time
No comparison data available
Casual
No comparison data available
Resignations
Female resignations
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male resignations
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Resignations by employee type
Full-time
No comparison data available
Part-time
No comparison data available
Casual
No comparison data available

Gender pay gaps (average)
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
12.7% pay gap
All industries 26.3%
2016 12.7%
2015 8.2%
Base salary (all)
male
female
11.5% pay gap
All industries 21.4%
2016 11.5%
2015 8.5%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
17.7% pay gap
All industries 27.7%
2016 17.7%
2015 18.3%
Other executives/general managers
male
female
24.7% pay gap
All industries 25.9%
2016 24.7%
2015 25.7%
Senior managers
male
female
21.9% pay gap
All industries 21.6%
2016 21.9%
2015 23.4%
Other managers
male
female
11.1% pay gap
All industries 22.8%
2016 11.1%
2015 5.0%
Non-managers (all total remuneration)
Clerical and administrative
male
female
19.0% pay gap
All industries 7.1%
2016 19.0%
2015 18.8%
Community and personal service
male
female
-1.1% pay gap
All industries 5.5%
2016 -1.1%
2015 -5.2%
Machinery operators and drivers
male
female
14.2% pay gap
All industries 17.9%
2016 14.2%
2015 10.4%
Sales
male
female
29.3% pay gap
All industries 15.8%
2016 29.3%
2015 22.1%
Professionals
male
female
16.6% pay gap
All industries 19.5%
2016 16.6%
2015 15.5%
Technicians and trade
male
female
38.4% pay gap
All industries 30.8%
2016 38.4%
2015 23.2%
Labourers
male
female
-6.5% pay gap
All industries 17.8%
2016 -6.5%
2015 -3.6%
Change from 2015 to 2016 View 2016
Total remuneration (all)
4.51 p.p.
2015 baseline
2016 12.68%
2015 8.18%
The gender pay gap
increased by 4.51 p.p.
Base salary (all)
2.96 p.p.
2015 baseline
2016 11.50%
2015 8.54%
The gender pay gap
increased by 2.96 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (all total remuneration)
Key management personnel
0.59 p.p.
2015 baseline
2016 17.69%
2015 18.28%
The gender pay gap
decreased by 0.59 p.p.
Other executives/general managers
0.97 p.p.
2015 baseline
2016 24.71%
2015 25.68%
The gender pay gap
decreased by 0.97 p.p.
Senior managers
1.45 p.p.
2015 baseline
2016 21.93%
2015 23.37%
The gender pay gap
decreased by 1.45 p.p.
Other managers
6.15 p.p.
2015 baseline
2016 11.13%
2015 4.98%
The gender pay gap
increased by 6.15 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.20 p.p.
2015 baseline
2016 19.00%
2015 18.80%
The gender pay gap
increased by 0.20 p.p.
Community and personal service
4.08 p.p.
2015 baseline
2016 -1.10%
2015 -5.18%
The gender pay gap
decreased by 4.08 p.p.
Machinery operators and drivers
3.73 p.p.
2015 baseline
2016 14.17%
2015 10.44%
The gender pay gap
increased by 3.73 p.p.
Sales
7.22 p.p.
2015 baseline
2016 29.27%
2015 22.05%
The gender pay gap
increased by 7.22 p.p.
Professionals
1.08 p.p.
2015 baseline
2016 16.58%
2015 15.50%
The gender pay gap
increased by 1.08 p.p.
Technicians and trade
15.19 p.p.
2015 baseline
2016 38.42%
2015 23.24%
The gender pay gap
increased by 15.19 p.p.
Labourers
2.92 p.p.
2015 baseline
2016 -6.54%
2015 -3.62%
The gender pay gap
increased by 2.92 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
10.5% pay gap
All industries 23.1%
2016 10.5%
2015 8.7%
Base salary (full-time)
male
female
9.6% pay gap
All industries 17.7%
2016 9.6%
2015 9.4%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
17.1% pay gap
All industries 26.6%
2016 17.1%
2015 17.3%
Other executives/general managers
male
female
21.9% pay gap
All industries 24.6%
2016 21.9%
2015 25.7%
Senior managers
male
female
23.4% pay gap
All industries 21.7%
2016 23.4%
2015 22.2%
Other managers
male
female
12.6% pay gap
All industries 23.8%
2016 12.6%
2015 7.1%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
17.7% pay gap
All industries 8.8%
2016 17.7%
2015 19.1%
Community and personal service
male
female
-3.5% pay gap
All industries 10.9%
2016 -3.5%
2015 -9.5%
Machinery operators and drivers
male
female
14.9% pay gap
All industries 16.1%
2016 14.9%
Sales
male
female
27.9% pay gap
All industries 23.5%
2016 27.9%
2015 20.8%
Professionals
male
female
14.5% pay gap
All industries 19.7%
2016 14.5%
2015 15.7%
Technicians and trade
male
female
12.7% pay gap
All industries 27.1%
2016 12.7%
2015 9.3%
Labourers
male
female
-5.7% pay gap
All industries 17.2%
2016 -5.7%
2015 -5.5%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
1.81 p.p.
2015 baseline
2016 10.51%
2015 8.71%
The gender pay gap
increased by 1.81 p.p.
Base salary (full-time)
0.13 p.p.
2015 baseline
2016 9.56%
2015 9.43%
The gender pay gap
increased by 0.13 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
0.24 p.p.
2015 baseline
2016 17.08%
2015 17.32%
The gender pay gap
decreased by 0.24 p.p.
Other executives/general managers
3.75 p.p.
2015 baseline
2016 21.90%
2015 25.65%
The gender pay gap
decreased by 3.75 p.p.
Senior managers
1.11 p.p.
2015 baseline
2016 23.36%
2015 22.25%
The gender pay gap
increased by 1.11 p.p.
Other managers
5.49 p.p.
2015 baseline
2016 12.58%
2015 7.09%
The gender pay gap
increased by 5.49 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
1.39 p.p.
2015 baseline
2016 17.72%
2015 19.10%
The gender pay gap
decreased by 1.39 p.p.
Community and personal service
5.98 p.p.
2015 baseline
2016 -3.48%
2015 -9.46%
The gender pay gap
decreased by 5.98 p.p.
Machinery operators and drivers
No comparison data available
Sales
7.13 p.p.
2015 baseline
2016 27.95%
2015 20.81%
The gender pay gap
increased by 7.13 p.p.
Professionals
1.14 p.p.
2015 baseline
2016 14.53%
2015 15.67%
The gender pay gap
decreased by 1.14 p.p.
Technicians and trade
3.36 p.p.
2015 baseline
2016 12.70%
2015 9.35%
The gender pay gap
increased by 3.36 p.p.
Labourers
0.21 p.p.
2015 baseline
2016 -5.75%
2015 -5.54%
The gender pay gap
increased by 0.21 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-5.7% pay gap
All industries -6.6%
2016 -5.7%
2015 -19.5%
Base salary (part-time)
male
female
-6.7% pay gap
All industries -7.8%
2016 -6.7%
2015 -19.6%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
male
female
-1.6% pay gap
All industries 15.0%
2016 -1.6%
2015 13.3%
Non-managers (part-time total remuneration)
Clerical and administrative
Insufficient data available
Community and personal service
male
female
-0.6% pay gap
All industries -0.3%
2016 -0.6%
2015 -2.5%
Machinery operators and drivers
Insufficient data available
Sales
Insufficient data available
Professionals
male
female
26.0% pay gap
All industries 18.7%
2016 26.0%
2015 21.6%
Technicians and trade
male
female
32.1% pay gap
All industries 8.6%
2016 32.1%
2015 -6.8%
Labourers
male
female
-27.1% pay gap
All industries -4.4%
2016 -27.1%
2015 -2.6%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
13.85 p.p.
2015 baseline
2016 -5.69%
2015 -19.55%
The gender pay gap
decreased by 13.85 p.p.
Base salary (part-time)
12.85 p.p.
2015 baseline
2016 -6.73%
2015 -19.58%
The gender pay gap
decreased by 12.85 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
14.89 p.p.
2015 baseline
2016 -1.57%
2015 13.32%
The gender pay gap
decreased by 14.89 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
No comparison data available
Community and personal service
1.95 p.p.
2015 baseline
2016 -0.57%
2015 -2.52%
The gender pay gap
decreased by 1.95 p.p.
Machinery operators and drivers
No comparison data available
Sales
No comparison data available
Professionals
4.40 p.p.
2015 baseline
2016 25.97%
2015 21.57%
The gender pay gap
increased by 4.40 p.p.
Technicians and trade
38.94 p.p.
2015 baseline
2016 32.11%
2015 -6.82%
The gender pay gap
increased by 38.94 p.p.
Labourers
24.45 p.p.
2015 baseline
2016 -27.08%
2015 -2.63%
The gender pay gap
increased by 24.45 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
2.7% pay gap
All industries 9.1%
2016 2.7%
2015 -1.1%
Base salary (casual)
male
female
2.7% pay gap
All industries 8.6%
2016 2.7%
2015 -0.8%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
28.7% pay gap
All industries 1.8%
2016 28.7%
2015 17.6%
Community and personal service
male
female
-11.1% pay gap
All industries -0.2%
2016 -11.1%
2015 -8.0%
Machinery operators and drivers
Insufficient data available
Sales
Insufficient data available
Professionals
male
female
34.1% pay gap
All industries 15.3%
2016 34.1%
2015 11.8%
Technicians and trade
male
female
30.3% pay gap
All industries 30.5%
2016 30.3%
2015 14.8%
Labourers
male
female
-0.4% pay gap
All industries 14.0%
2016 -0.4%
2015 -1.4%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
3.77 p.p.
2015 baseline
2016 2.71%
2015 -1.06%
The gender pay gap
increased by 3.77 p.p.
Base salary (casual)
3.41 p.p.
2015 baseline
2016 2.65%
2015 -0.76%
The gender pay gap
increased by 3.41 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
11.15 p.p.
2015 baseline
2016 28.71%
2015 17.55%
The gender pay gap
increased by 11.15 p.p.
Community and personal service
3.02 p.p.
2015 baseline
2016 -11.06%
2015 -8.05%
The gender pay gap
increased by 3.02 p.p.
Machinery operators and drivers
No comparison data available
Sales
No comparison data available
Professionals
22.29 p.p.
2015 baseline
2016 34.10%
2015 11.81%
The gender pay gap
increased by 22.29 p.p.
Technicians and trade
15.52 p.p.
2015 baseline
2016 30.27%
2015 14.75%
The gender pay gap
increased by 15.52 p.p.
Labourers
1.04 p.p.
2015 baseline
2016 -0.40%
2015 -1.44%
The gender pay gap
decreased by 1.04 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Employers with a formal policy or formal strategy on remuneration generally
54.5%
0%
100%
All industries 53.1%
2016 54.5%
2015 68.4%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
25.0%
0%
100%
All industries 26.4%
2016 25.0%
2015 23.1%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
22.7%
0%
100%
All industries 20.0%
2016 22.7%
2015 15.8%
Within last 1-2 years
4.5%
0%
100%
All industries 4.7%
2016 4.5%
2015 15.8%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 0.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
0.0%
0%
100%
All industries 13.5%
2016 0.0%
2015 0.0%
Identified cause/s of the gaps
0.0%
0%
100%
All industries 31.2%
2016 0.0%
2015 16.7%
Reviewed remuneration decision-making processes
37.5%
0%
100%
All industries 22.4%
2016 37.5%
2015 16.7%
Analysed commencement salaries by gender to ensure there are no pay gaps
0.0%
0%
100%
All industries 16.0%
2016 0.0%
2015 0.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
0.0%
0%
100%
All industries 22.3%
2016 0.0%
2015 0.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
0.0%
0%
100%
All industries 21.6%
2016 0.0%
2015 0.0%
Trained people-managers in addressing gender bias (including unconscious bias)
0.0%
0%
100%
All industries 11.1%
2016 0.0%
2015 16.7%
Set targets to reduce any like-for-like gaps
0.0%
0%
100%
All industries 6.1%
2016 0.0%
2015 0.0%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 4.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the board
0.0%
0%
100%
All industries 14.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the executive
25.0%
0%
100%
All industries 25.4%
2016 25.0%
2015 16.7%
Corrected like-for-like gaps
0.0%
0%
100%
All industries 16.9%
2016 0.0%
2015 0.0%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 2.1%
2016 0.0%
2015 0.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
13.6%
0%
100%
All industries 5.8%
2016 13.6%
2015 10.5%
No, don't have expertise
0.0%
0%
100%
All industries 0.7%
2016 0.0%
2015 0.0%
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)
0.0%
0%
100%
All industries 6.2%
2016 0.0%
2015 0.0%
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)
22.7%
0%
100%
All industries 21.2%
2016 22.7%
2015 21.1%
No, non-award employees are paid market rate
13.6%
0%
100%
All industries 13.2%
2016 13.6%
2015 5.3%
No, not a priority
0.0%
0%
100%
All industries 2.4%
2016 0.0%
2015 0.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
-13.88 p.p.
2015 baseline
2016 54.55%
2015 68.42%
Change of -13.88 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
1.92 p.p.
2015 baseline
2016 25.00%
2015 23.08%
Change of 1.92 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
6.94 p.p.
2015 baseline
2016 22.73%
2015 15.79%
Change of 6.94 p.p.
Within last 1-2 years
-11.24 p.p.
2015 baseline
2016 4.55%
2015 15.79%
Change of -11.24 p.p.
More than 2 years ago but less than 4 years ago
No comparison data available
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
No comparison data available
Identified cause/s of the gaps
-16.67 p.p.
2015 baseline
2016 0.00%
2015 16.67%
Change of -16.67 p.p.
Reviewed remuneration decision-making processes
20.83 p.p.
2015 baseline
2016 37.50%
2015 16.67%
Change of 20.83 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
No comparison data available
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
No comparison data available
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
No comparison data available
Trained people-managers in addressing gender bias (including unconscious bias)
-16.67 p.p.
2015 baseline
2016 0.00%
2015 16.67%
Change of -16.67 p.p.
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
No comparison data available
Reported pay equity metrics to the executive
8.33 p.p.
2015 baseline
2016 25.00%
2015 16.67%
Change of 8.33 p.p.
Corrected like-for-like gaps
No comparison data available
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
3.11 p.p.
2015 baseline
2016 13.64%
2015 10.53%
Change of 3.11 p.p.
No, don't have expertise
No comparison data available
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)
1.67 p.p.
2015 baseline
2016 22.73%
2015 21.05%
Change of 1.67 p.p.
No, non-award employees are paid market rate
8.37 p.p.
2015 baseline
2016 13.64%
2015 5.26%
Change of 8.37 p.p.
No, not a priority
No comparison data available

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
68.2%
0%
100%
All industries 57.7%
2016 68.2%
2015 63.2%
Employers that have an overall gender equality strategy
27.3%
0%
100%
All industries 22.2%
2016 27.3%
2015 31.6%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
30.4%
0%
100%
All industries 12.7%
2016 30.4%
2015 29.4%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
5.02 p.p.
2015 baseline
2016 68.18%
2015 63.16%
Change of 5.02 p.p.
Employers that have an overall gender equality strategy
-4.31 p.p.
2015 baseline
2016 27.27%
2015 31.58%
Change of -4.31 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
1.02 p.p.
0%
100%
2015 baseline
2016 30.43%
2015 29.41%
Change of 1.02 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Flexible working
Employers that have a flexible working arrangements policy
54.5%
0%
100%
All industries 52.3%
2016 54.5%
2015 47.4%
Employers that have a flexible working arrangements strategy
18.2%
0%
100%
All industries 16.1%
2016 18.2%
2015 15.8%
Types of flexible work offered
Carer's leave
95.5%
0%
100%
All industries 92.9%
2016 95.5%
2015 100.0%
Compressed working week
27.3%
0%
100%
All industries 26.1%
2016 27.3%
2015 31.6%
Flexible hours of work
68.2%
0%
100%
All industries 58.5%
2016 68.2%
2015 73.7%
Job sharing
36.4%
0%
100%
All industries 39.9%
2016 36.4%
2015 47.4%
Part-time work
68.2%
0%
100%
All industries 83.9%
2016 68.2%
2015 78.9%
Purchased leave
27.3%
0%
100%
All industries 28.4%
2016 27.3%
2015 31.6%
Telecommuting
36.4%
0%
100%
All industries 27.5%
2016 36.4%
2015 26.3%
Time-in-lieu
40.9%
0%
100%
All industries 50.9%
2016 40.9%
2015 42.1%
Unpaid leave
72.7%
0%
100%
All industries 79.4%
2016 72.7%
2015 73.7%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
7.18 p.p.
2015 baseline
2016 54.55%
2015 47.37%
Change of 7.18 p.p.
Employers that have a flexible working arrangements strategy
2.39 p.p.
2015 baseline
2016 18.18%
2015 15.79%
Change of 2.39 p.p.
Types of flexible work offered
Carer's leave
-4.55 p.p.
2015 baseline
2016 95.45%
2015 100.00%
Change of -4.55 p.p.
Compressed working week
-4.31 p.p.
2015 baseline
2016 27.27%
2015 31.58%
Change of -4.31 p.p.
Flexible hours of work
-5.50 p.p.
2015 baseline
2016 68.18%
2015 73.68%
Change of -5.50 p.p.
Job sharing
-11.00 p.p.
2015 baseline
2016 36.36%
2015 47.37%
Change of -11.00 p.p.
Part-time work
-10.77 p.p.
2015 baseline
2016 68.18%
2015 78.95%
Change of -10.77 p.p.
Purchased leave
-4.31 p.p.
2015 baseline
2016 27.27%
2015 31.58%
Change of -4.31 p.p.
Telecommuting
10.05 p.p.
2015 baseline
2016 36.36%
2015 26.32%
Change of 10.05 p.p.
Time-in-lieu
-1.20 p.p.
2015 baseline
2016 40.91%
2015 42.11%
Change of -1.20 p.p.
Unpaid leave
-0.96 p.p.
2015 baseline
2016 72.73%
2015 73.68%
Change of -0.96 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
36.4%
0%
100%
All industries 47.6%
2016 36.4%
2015 52.6%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
9.1%
0%
100%
All industries 12.9%
2016 9.1%
2015 10.5%
Paid parental leave
Employers that offer primary carer leave
40.9%
0%
100%
All industries 48.0%
2016 40.9%
2015 36.8%
Average primary carer's leave offered (minimum number of weeks)
7.3 weeks
All industries 9.7 weeks
2016 7.3 weeks
2015 8.6 weeks
Employers that top up government scheme to full pay
0.0%
0%
100%
All industries 9.0%
2016 0.0%
2015 0.0%
Employers that offer full pay in addition to government scheme
88.9%
0%
100%
All industries 79.2%
2016 88.9%
2015 85.7%
Employers that offer a lump sum payment
11.1%
0%
100%
All industries 16.8%
2016 11.1%
2015 14.3%
Employers that offer secondary carer leave
31.8%
0%
100%
All industries 39.0%
2016 31.8%
2015 21.1%
Average secondary carer's leave offered (minimum number of weeks)
1.1 weeks
All industries 1.5 weeks
2016 1.1 weeks
2015 1.3 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
4.0%
0%
100%
All industries 7.6%
2016 4.0%
Proportion of women (out of all employees on parental leave)
3.7%
0%
100%
All industries 7.0%
2016 3.7%
Proportion of men (out of all employees on parental leave)
0.4%
0%
100%
All industries 0.6%
2016 0.4%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
11.1%
0%
100%
All industries 5.8%
2016 11.1%
2015 11.1%
On-site childcare
0.0%
0%
100%
All industries 9.5%
2016 0.0%
2015 0.0%
Breastfeeding facilities
55.6%
0%
100%
All industries 53.6%
2016 55.6%
2015 66.7%
Childcare referral services
11.1%
0%
100%
All industries 10.4%
2016 11.1%
2015 0.0%
Internal support network for parents
22.2%
0%
100%
All industries 16.7%
2016 22.2%
2015 11.1%
Return-to-work bonus
11.1%
0%
100%
All industries 7.4%
2016 11.1%
2015 11.1%
Information packs to support new parents and/or those with elder care responsibilities
22.2%
0%
100%
All industries 17.1%
2016 22.2%
2015 22.2%
Referral services to support employees with family and/or caring responsibilities
55.6%
0%
100%
All industries 47.3%
2016 55.6%
2015 55.6%
Targeted communication mechanisms, for example intranet/forums
44.4%
0%
100%
All industries 26.9%
2016 44.4%
2015 22.2%
Support in securing school holiday care
0.0%
0%
100%
All industries 6.5%
2016 0.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
11.1%
0%
100%
All industries 15.5%
2016 11.1%
2015 0.0%
Parenting workshops targeting mothers
0.0%
0%
100%
All industries 3.9%
2016 0.0%
2015 0.0%
Parenting workshops targeting fathers
0.0%
0%
100%
All industries 3.3%
2016 0.0%
2015 0.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-16.27 p.p.
2015 baseline
2016 36.36%
2015 52.63%
Change of -16.27 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.44 p.p.
2015 baseline
2016 9.09%
2015 10.53%
Change of -1.44 p.p.
Paid parental leave
Employers that offer primary carer leave
4.07 p.p.
2015 baseline
2016 40.91%
2015 36.84%
Change of 4.07 p.p.
Average primary carer leave offered (minimum number of weeks)
-1.24 weeks
2015 baseline
2016 7.33weeks
2015 8.57weeks
Change of -1.24 weeks
Employers that top up government scheme to full pay
No comparison data available
Employers that offer full pay in addition to government scheme
3.17 p.p.
2015 baseline
2016 88.89%
2015 85.71%
Change of 3.17 p.p.
Employers that offer a lump sum payment
-3.17 p.p.
2015 baseline
2016 11.11%
2015 14.29%
Change of -3.17 p.p.
Employers that offer secondary carer leave
10.77 p.p.
2015 baseline
2016 31.82%
2015 21.05%
Change of 10.77 p.p.
Average secondary carer leave offered (minimum number of weeks)
-0.11 weeks
2015 baseline
2016 1.14weeks
2015 1.25weeks
Change of -0.11 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
No comparison data available
Breastfeeding facilities
-11.11 p.p.
2015 baseline
2016 55.56%
2015 66.67%
Change of -11.11 p.p.
Childcare referral services
No comparison data available
Internal support network for parents
11.11 p.p.
2015 baseline
2016 22.22%
2015 11.11%
Change of 11.11 p.p.
Return-to-work bonus
0.00 p.p.
2015 baseline
2016 11.11%
2015 11.11%
Change of 0.00 p.p.
Information packs to support new parents and/or those with elder care responsibilities
0.00 p.p.
2015 baseline
2016 22.22%
2015 22.22%
Change of 0.00 p.p.
Referral services to support employees with family and/or caring responsibilities
0.00 p.p.
2015 baseline
2016 55.56%
2015 55.56%
Change of 0.00 p.p.
Targeted communication mechanisms, for example intranet/forums
22.22 p.p.
2015 baseline
2016 44.44%
2015 22.22%
Change of 22.22 p.p.
Support in securing school holiday care
No comparison data available
Coaching for employees on returning to work from parental leave
No comparison data available
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Family or domestic violence support

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
40.9%
0%
100%
All industries 39.3%
2016 40.9%
2015 36.8%
Has some measure in place to support employees who are experiencing family or domestic violence
77.3%
0%
100%
All industries 74.8%
2016 77.3%
2015 78.9%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
72.7%
0%
100%
All industries 66.4%
2016 72.7%
2015 68.4%
HR or other staff training
9.1%
0%
100%
All industries 11.0%
2016 9.1%
2015 15.8%
Referral to support services
9.1%
0%
100%
All industries 26.9%
2016 9.1%
2015 42.1%
Access to any leave (overall measure)
54.5%
0%
100%
All industries 52.6%
2016 54.5%
2015 68.4%
Paid domestic violence leave
13.6%
0%
100%
All industries 12.1%
2016 13.6%
Unpaid domestic violence leave
4.5%
0%
100%
All industries 3.8%
2016 4.5%
2015 0.0%
Unpaid leave
45.5%
0%
100%
All industries 49.3%
2016 45.5%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
4.5%
0%
100%
All industries 6.9%
2016 4.5%
2015 0.0%
Workplace safety planning
9.1%
0%
100%
All industries 8.3%
2016 9.1%
2015 0.0%
Confidentiality of disclosure
45.5%
0%
100%
All industries 41.2%
2016 45.5%
2015 0.0%
Protection from adverse action or discrimination
9.1%
0%
100%
All industries 21.3%
2016 9.1%
2015 0.0%
Flexible working arrangements
54.5%
0%
100%
All industries 48.6%
2016 54.5%
2015 0.0%
Financial support
9.1%
0%
100%
All industries 11.2%
2016 9.1%
2015 0.0%
Change of office location
13.6%
0%
100%
All industries 13.7%
2016 13.6%
2015 0.0%
Emergency accommodation assistance
9.1%
0%
100%
All industries 4.0%
2016 9.1%
2015 0.0%
Medical services
13.6%
0%
100%
All industries 10.0%
2016 13.6%
2015 0.0%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
4.07 p.p.
2015 baseline
2016 40.91%
2015 36.84%
Change of 4.07 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.67 p.p.
2015 baseline
2016 77.27%
2015 78.95%
Change of -1.67 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
4.31 p.p.
2015 baseline
2016 72.73%
2015 68.42%
Change of 4.31 p.p.
HR or other staff training
-6.70 p.p.
2015 baseline
2016 9.09%
2015 15.79%
Change of -6.70 p.p.
Referral to support services
-33.01 p.p.
2015 baseline
2016 9.09%
2015 42.11%
Change of -33.01 p.p.
Access to any leave (overall measure)
-13.88 p.p.
2015 baseline
2016 54.55%
2015 68.42%
Change of -13.88 p.p.
Paid domestic violence leave
13.64 p.p.
2015 baseline
2016 13.64%
2015 0.00%
Change of 13.64 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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