Arts and Recreation Services within All industries

Arts and Recreation Services has 95,579 employees within 106 organisations
Change year 2016

Arts and Recreation Services summary for 2016

Arts and Recreation Services has 95,579 employees within 106 organisations of any size.
50.1% of employees are female.

Employee type breakdown
Casual
51.8%
Casual - 51.81786794170268%
Part-time
15.8%
Part-time - 15.792171920610176%
Full-time
32.4%
Full-time - 32.389960137687154%
Organisation size breakdown
<250
34.0%
<250 - 33.9622641509434%
250-499
30.2%
250-499 - 30.18867924528302%
500-999
16.0%
500-999 - 16.037735849056602%
1000-4999
16.0%
1000-4999 - 16.037735849056602%
5000+
3.8%
5000+ - 3.7735849056603774%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 49.9% Female 50.1%)
male
female
All (Male 49.9% Female 50.1%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 90.0% Female 10.0%)
male
female
CEO (Male 90.0% Female 10.0%)
Key management personnel (Male 75.5% Female 24.5%)
male
female
Key management personnel (Male 75.5% Female 24.5%)
Other executives/general managers (Male 71.5% Female 28.5%)
male
female
Other executives/general managers (Male 71.5% Female 28.5%)
Senior managers (Male 66.8% Female 33.2%)
male
female
Senior managers (Male 66.8% Female 33.2%)
Other managers (Male 63.4% Female 36.6%)
male
female
Other managers (Male 63.4% Female 36.6%)
Non-managers (all)
Clerical and administrative (Male 30.0% Female 70.0%)
male
female
Clerical and administrative (Male 30.0% Female 70.0%)
Community and personal service (Male 46.3% Female 53.7%)
male
female
Community and personal service (Male 46.3% Female 53.7%)
Machinery operators and drivers (Male 68.6% Female 31.4%)
male
female
Machinery operators and drivers (Male 68.6% Female 31.4%)
Sales (Male 33.2% Female 66.8%)
male
female
Sales (Male 33.2% Female 66.8%)
Professionals (Male 63.4% Female 36.6%)
male
female
Professionals (Male 63.4% Female 36.6%)
Technicians and trade (Male 77.9% Female 22.1%)
male
female
Technicians and trade (Male 77.9% Female 22.1%)
Labourers (Male 70.0% Female 30.0%)
male
female
Labourers (Male 70.0% Female 30.0%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.66%
2015 baseline
2016 M:49.93% F:50.07%
2015 M:49.27% F:50.73%
The proportion of males has increased by 0.66 p.p..
The proportion of females has decreased by 0.66 p.p..
Managers
CEO
4.12%
2015 baseline
2016 M:90.00% F:10.00%
2015 M:94.12% F:5.88%
The proportion of males has increased by 4.12 p.p..
The proportion of females has decreased by 4.12 p.p..
Key management personnel
-2.98%
2015 baseline
2016 M:75.50% F:24.50%
2015 M:72.52% F:27.48%
The proportion of males has decreased by 2.98 p.p..
The proportion of females has increased by 2.98 p.p..
Other executives/general managers
2.40%
2015 baseline
2016 M:71.49% F:28.51%
2015 M:73.90% F:26.10%
The proportion of males has increased by 2.40 p.p..
The proportion of females has decreased by 2.40 p.p..
Senior managers
0.09%
2015 baseline
2016 M:66.79% F:33.21%
2015 M:66.87% F:33.13%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Other managers
0.51%
2015 baseline
2016 M:63.42% F:36.58%
2015 M:63.93% F:36.07%
The proportion of males has increased by 0.51 p.p..
The proportion of females has decreased by 0.51 p.p..
Non-managers
Clerical and administrative
-0.55%
2015 baseline
2016 M:29.99% F:70.01%
2015 M:30.54% F:69.46%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Community and personal service
1.28%
2015 baseline
2016 M:46.34% F:53.66%
2015 M:45.06% F:54.94%
The proportion of males has increased by 1.28 p.p..
The proportion of females has decreased by 1.28 p.p..
Machinery operators and drivers
3.90%
2015 baseline
2016 M:68.62% F:31.38%
2015 M:72.52% F:27.48%
The proportion of males has increased by 3.90 p.p..
The proportion of females has decreased by 3.90 p.p..
Sales
-0.97%
2015 baseline
2016 M:33.20% F:66.80%
2015 M:34.17% F:65.83%
The proportion of males has decreased by 0.97 p.p..
The proportion of females has increased by 0.97 p.p..
Professionals
-4.83%
2015 baseline
2016 M:63.43% F:36.57%
2015 M:58.60% F:41.40%
The proportion of males has decreased by 4.83 p.p..
The proportion of females has increased by 4.83 p.p..
Technicians and trade
1.87%
2015 baseline
2016 M:77.85% F:22.15%
2015 M:79.72% F:20.28%
The proportion of males has increased by 1.87 p.p..
The proportion of females has decreased by 1.87 p.p..
Labourers
-6.84%
2015 baseline
2016 M:70.02% F:29.98%
2015 M:63.18% F:36.82%
The proportion of males has decreased by 6.84 p.p..
The proportion of females has increased by 6.84 p.p..
Results for 2016 View yearly change
Full-time (Male 64.3% Female 35.7%)
male
female
Full-time (Male 64.3% Female 35.7%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 90.9% Female 9.1%)
male
female
CEO (Male 90.9% Female 9.1%)
Key management personnel (Male 77.5% Female 22.5%)
male
female
Key management personnel (Male 77.5% Female 22.5%)
Other executives/general managers (Male 73.5% Female 26.5%)
male
female
Other executives/general managers (Male 73.5% Female 26.5%)
Senior managers (Male 69.4% Female 30.6%)
male
female
Senior managers (Male 69.4% Female 30.6%)
Other managers (Male 66.0% Female 34.0%)
male
female
Other managers (Male 66.0% Female 34.0%)
Non-managers (full-time)
Clerical and administrative (Male 33.3% Female 66.7%)
male
female
Clerical and administrative (Male 33.3% Female 66.7%)
Community and personal service (Male 63.6% Female 36.4%)
male
female
Community and personal service (Male 63.6% Female 36.4%)
Machinery operators and drivers (Male 89.8% Female 10.2%)
male
female
Machinery operators and drivers (Male 89.8% Female 10.2%)
Sales (Male 45.9% Female 54.1%)
male
female
Sales (Male 45.9% Female 54.1%)
Professionals (Male 67.7% Female 32.3%)
male
female
Professionals (Male 67.7% Female 32.3%)
Technicians and trade (Male 86.4% Female 13.6%)
male
female
Technicians and trade (Male 86.4% Female 13.6%)
Labourers (Male 85.7% Female 14.3%)
male
female
Labourers (Male 85.7% Female 14.3%)
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
-1.17%
2015 baseline
2016 M:64.34% F:35.66%
2015 M:63.17% F:36.83%
The proportion of males has decreased by 1.17 p.p..
The proportion of females has increased by 1.17 p.p..
Managers
CEO
3.21%
2015 baseline
2016 M:90.91% F:9.09%
2015 M:94.12% F:5.88%
The proportion of males has increased by 3.21 p.p..
The proportion of females has decreased by 3.21 p.p..
Key management personnel
-3.09%
2015 baseline
2016 M:77.55% F:22.45%
2015 M:74.46% F:25.54%
The proportion of males has decreased by 3.09 p.p..
The proportion of females has increased by 3.09 p.p..
Other executives/general managers
2.14%
2015 baseline
2016 M:73.55% F:26.45%
2015 M:75.69% F:24.31%
The proportion of males has increased by 2.14 p.p..
The proportion of females has decreased by 2.14 p.p..
Senior managers
-0.31%
2015 baseline
2016 M:69.42% F:30.58%
2015 M:69.10% F:30.90%
The proportion of males has decreased by 0.31 p.p..
The proportion of females has increased by 0.31 p.p..
Other managers
0.37%
2015 baseline
2016 M:66.03% F:33.97%
2015 M:66.40% F:33.60%
The proportion of males has increased by 0.37 p.p..
The proportion of females has decreased by 0.37 p.p..
Non-managers
Clerical and administrative
1.50%
2015 baseline
2016 M:33.28% F:66.72%
2015 M:31.79% F:68.21%
The proportion of males has increased by 1.50 p.p..
The proportion of females has decreased by 1.50 p.p..
Community and personal service
-3.72%
2015 baseline
2016 M:63.61% F:36.39%
2015 M:59.89% F:40.11%
The proportion of males has decreased by 3.72 p.p..
The proportion of females has increased by 3.72 p.p..
Machinery operators and drivers
-2.05%
2015 baseline
2016 M:89.81% F:10.19%
2015 M:87.76% F:12.24%
The proportion of males has decreased by 2.05 p.p..
The proportion of females has increased by 2.05 p.p..
Sales
-2.82%
2015 baseline
2016 M:45.91% F:54.09%
2015 M:48.73% F:51.27%
The proportion of males has decreased by 2.82 p.p..
The proportion of females has increased by 2.82 p.p..
Professionals
-1.95%
2015 baseline
2016 M:67.67% F:32.33%
2015 M:65.72% F:34.28%
The proportion of males has decreased by 1.95 p.p..
The proportion of females has increased by 1.95 p.p..
Technicians and trade
-0.37%
2015 baseline
2016 M:86.42% F:13.58%
2015 M:86.05% F:13.95%
The proportion of males has decreased by 0.37 p.p..
The proportion of females has increased by 0.37 p.p..
Labourers
-14.15%
2015 baseline
2016 M:85.74% F:14.26%
2015 M:71.60% F:28.40%
The proportion of males has decreased by 14.15 p.p..
The proportion of females has increased by 14.15 p.p..
Results for 2016 View yearly change
Part-time (Male 42.0% Female 58.0%)
male
female
Part-time (Male 42.0% Female 58.0%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 0.0% Female 100.0%)
male
female
CEO (Male 0.0% Female 100.0%)
Key management personnel (Male 30.0% Female 70.0%)
male
female
Key management personnel (Male 30.0% Female 70.0%)
Other executives/general managers (Male 27.6% Female 72.4%)
male
female
Other executives/general managers (Male 27.6% Female 72.4%)
Senior managers (Male 8.5% Female 91.5%)
male
female
Senior managers (Male 8.5% Female 91.5%)
Other managers (Male 29.5% Female 70.5%)
male
female
Other managers (Male 29.5% Female 70.5%)
Non-managers (part-time)
Clerical and administrative (Male 17.3% Female 82.7%)
male
female
Clerical and administrative (Male 17.3% Female 82.7%)
Community and personal service (Male 44.5% Female 55.5%)
male
female
Community and personal service (Male 44.5% Female 55.5%)
Machinery operators and drivers (Male 54.7% Female 45.3%)
male
female
Machinery operators and drivers (Male 54.7% Female 45.3%)
Sales (Male 28.5% Female 71.5%)
male
female
Sales (Male 28.5% Female 71.5%)
Professionals (Male 33.5% Female 66.5%)
male
female
Professionals (Male 33.5% Female 66.5%)
Technicians and trade (Male 57.8% Female 42.2%)
male
female
Technicians and trade (Male 57.8% Female 42.2%)
Labourers (Male 58.8% Female 41.2%)
male
female
Labourers (Male 58.8% Female 41.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
1.25%
2015 baseline
2016 M:41.98% F:58.02%
2015 M:40.73% F:59.27%
The proportion of males has increased by 1.25 p.p..
The proportion of females has decreased by 1.25 p.p..
Managers
CEO
No comparison data available
Key management personnel
15.71%
2015 baseline
2016 M:30.00% F:70.00%
2015 M:14.29% F:85.71%
The proportion of males has increased by 15.71 p.p..
The proportion of females has decreased by 15.71 p.p..
Other executives/general managers
1.50%
2015 baseline
2016 M:27.59% F:72.41%
2015 M:26.09% F:73.91%
The proportion of males has increased by 1.50 p.p..
The proportion of females has decreased by 1.50 p.p..
Senior managers
-4.86%
2015 baseline
2016 M:8.47% F:91.53%
2015 M:13.33% F:86.67%
The proportion of males has decreased by 4.86 p.p..
The proportion of females has increased by 4.86 p.p..
Other managers
5.99%
2015 baseline
2016 M:29.50% F:70.50%
2015 M:23.50% F:76.50%
The proportion of males has increased by 5.99 p.p..
The proportion of females has decreased by 5.99 p.p..
Non-managers
Clerical and administrative
-1.91%
2015 baseline
2016 M:17.28% F:82.72%
2015 M:19.19% F:80.81%
The proportion of males has decreased by 1.91 p.p..
The proportion of females has increased by 1.91 p.p..
Community and personal service
0.63%
2015 baseline
2016 M:44.49% F:55.51%
2015 M:43.86% F:56.14%
The proportion of males has increased by 0.63 p.p..
The proportion of females has decreased by 0.63 p.p..
Machinery operators and drivers
2.50%
2015 baseline
2016 M:54.70% F:45.30%
2015 M:57.20% F:42.80%
The proportion of males has increased by 2.50 p.p..
The proportion of females has decreased by 2.50 p.p..
Sales
2.24%
2015 baseline
2016 M:28.54% F:71.46%
2015 M:26.29% F:73.71%
The proportion of males has increased by 2.24 p.p..
The proportion of females has decreased by 2.24 p.p..
Professionals
10.31%
2015 baseline
2016 M:33.45% F:66.55%
2015 M:23.14% F:76.86%
The proportion of males has increased by 10.31 p.p..
The proportion of females has decreased by 10.31 p.p..
Technicians and trade
-1.78%
2015 baseline
2016 M:57.82% F:42.18%
2015 M:56.05% F:43.95%
The proportion of males has decreased by 1.78 p.p..
The proportion of females has increased by 1.78 p.p..
Labourers
-1.42%
2015 baseline
2016 M:58.85% F:41.15%
2015 M:57.43% F:42.57%
The proportion of males has decreased by 1.42 p.p..
The proportion of females has increased by 1.42 p.p..
Results for 2016 View yearly change
Casual (Male 43.3% Female 56.7%)
male
female
Casual (Male 43.3% Female 56.7%)
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 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 50.0% Female 50.0%)
male
female
Senior managers (Male 50.0% Female 50.0%)
Other managers (Male 61.5% Female 38.5%)
male
female
Other managers (Male 61.5% Female 38.5%)
Non-managers (casual)
Clerical and administrative (Male 32.0% Female 68.0%)
male
female
Clerical and administrative (Male 32.0% Female 68.0%)
Community and personal service (Male 42.1% Female 57.9%)
male
female
Community and personal service (Male 42.1% Female 57.9%)
Machinery operators and drivers (Male 71.9% Female 28.1%)
male
female
Machinery operators and drivers (Male 71.9% Female 28.1%)
Sales (Male 29.4% Female 70.6%)
male
female
Sales (Male 29.4% Female 70.6%)
Professionals (Male 58.9% Female 41.1%)
male
female
Professionals (Male 58.9% Female 41.1%)
Technicians and trade (Male 69.5% Female 30.5%)
male
female
Technicians and trade (Male 69.5% Female 30.5%)
Labourers (Male 69.2% Female 30.8%)
male
female
Labourers (Male 69.2% Female 30.8%)
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
0.56%
2015 baseline
2016 M:43.34% F:56.66%
2015 M:42.78% F:57.22%
The proportion of males has increased by 0.56 p.p..
The proportion of females has decreased by 0.56 p.p..
Managers
CEO
No comparison data available
Key management personnel
-25.00%
2015 baseline
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..
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
-9.16%
2015 baseline
2016 M:61.54% F:38.46%
2015 M:52.38% F:47.62%
The proportion of males has decreased by 9.16 p.p..
The proportion of females has increased by 9.16 p.p..
Non-managers
Clerical and administrative
-1.59%
2015 baseline
2016 M:31.98% F:68.02%
2015 M:33.57% F:66.43%
The proportion of males has decreased by 1.59 p.p..
The proportion of females has increased by 1.59 p.p..
Community and personal service
0.90%
2015 baseline
2016 M:42.11% F:57.89%
2015 M:41.21% F:58.79%
The proportion of males has increased by 0.90 p.p..
The proportion of females has decreased by 0.90 p.p..
Machinery operators and drivers
7.99%
2015 baseline
2016 M:71.88% F:28.13%
2015 M:79.86% F:20.14%
The proportion of males has increased by 7.99 p.p..
The proportion of females has decreased by 7.99 p.p..
Sales
-2.55%
2015 baseline
2016 M:29.39% F:70.61%
2015 M:31.94% F:68.06%
The proportion of males has decreased by 2.55 p.p..
The proportion of females has increased by 2.55 p.p..
Professionals
-7.51%
2015 baseline
2016 M:58.92% F:41.08%
2015 M:48.59% F:51.41%
The proportion of males has decreased by 7.51 p.p..
The proportion of females has increased by 7.51 p.p..
Technicians and trade
4.63%
2015 baseline
2016 M:69.53% F:30.47%
2015 M:74.16% F:25.84%
The proportion of males has increased by 4.63 p.p..
The proportion of females has decreased by 4.63 p.p..
Labourers
-6.17%
2015 baseline
2016 M:69.19% F:30.81%
2015 M:63.02% F:36.98%
The proportion of males has decreased by 6.17 p.p..
The proportion of females has increased by 6.17 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 49.1% Female 50.9%)
male
female
Overall (Male 49.1% Female 50.9%)
Managers (Male 58.1% Female 41.9%)
male
female
Managers (Male 58.1% Female 41.9%)
Non-managers (Male 48.5% Female 51.5%)
male
female
Non-managers (Male 48.5% Female 51.5%)
Promotions by role
Overall (Male 55.6% Female 44.4%)
male
female
Overall (Male 55.6% Female 44.4%)
Managers (Male 60.0% Female 40.0%)
male
female
Managers (Male 60.0% Female 40.0%)
Non-managers (Male 54.1% Female 45.9%)
male
female
Non-managers (Male 54.1% Female 45.9%)
Promotions by employment type
Full-time
71.8%
Full-time - 71.7663421418637%
Part-time
16.4%
Part-time - 16.356050069541027%
Casual
11.9%
Casual - 11.87760778859527%
Resignations by role
Overall (Male 45.1% Female 54.9%)
male
female
Overall (Male 45.1% Female 54.9%)
Managers (Male 59.2% Female 40.8%)
male
female
Managers (Male 59.2% Female 40.8%)
Non-managers (Male 44.4% Female 55.6%)
male
female
Non-managers (Male 44.4% Female 55.6%)
Resignations by employment type
Full-time
25.7%
Full-time - 25.719679093912223%
Part-time
18.7%
Part-time - 18.69749882019821%
Casual
55.6%
Casual - 55.582822085889575%

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
15.7% pay gap
All industries 26.3%
2016 15.7%
2015 15.9%
Base salary (all)
male
female
14.6% pay gap
All industries 21.4%
2016 14.6%
2015 15.0%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
29.0% pay gap
All industries 27.7%
2016 29.0%
2015 36.6%
Other executives/general managers
male
female
19.4% pay gap
All industries 25.9%
2016 19.4%
2015 24.2%
Senior managers
male
female
13.9% pay gap
All industries 21.6%
2016 13.9%
2015 14.2%
Other managers
male
female
13.3% pay gap
All industries 22.8%
2016 13.3%
2015 14.8%
Non-managers (all total remuneration)
Clerical and administrative
male
female
3.0% pay gap
All industries 7.1%
2016 3.0%
2015 2.5%
Community and personal service
male
female
5.3% pay gap
All industries 5.5%
2016 5.3%
2015 5.0%
Machinery operators and drivers
male
female
19.4% pay gap
All industries 17.9%
2016 19.4%
2015 19.8%
Sales
male
female
3.2% pay gap
All industries 15.8%
2016 3.2%
2015 4.4%
Professionals
male
female
20.2% pay gap
All industries 19.5%
2016 20.2%
2015 25.2%
Technicians and trade
male
female
13.1% pay gap
All industries 30.8%
2016 13.1%
2015 14.3%
Labourers
male
female
11.9% pay gap
All industries 17.8%
2016 11.9%
2015 -5.8%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.26 p.p.
2015 baseline
2016 15.69%
2015 15.95%
The gender pay gap
decreased by 0.26 p.p.
Base salary (all)
0.34 p.p.
2015 baseline
2016 14.61%
2015 14.95%
The gender pay gap
decreased by 0.34 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
7.57 p.p.
2015 baseline
2016 29.00%
2015 36.57%
The gender pay gap
decreased by 7.57 p.p.
Other executives/general managers
4.82 p.p.
2015 baseline
2016 19.36%
2015 24.18%
The gender pay gap
decreased by 4.82 p.p.
Senior managers
0.26 p.p.
2015 baseline
2016 13.92%
2015 14.17%
The gender pay gap
decreased by 0.26 p.p.
Other managers
1.53 p.p.
2015 baseline
2016 13.28%
2015 14.82%
The gender pay gap
decreased by 1.53 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.44 p.p.
2015 baseline
2016 2.98%
2015 2.54%
The gender pay gap
increased by 0.44 p.p.
Community and personal service
0.31 p.p.
2015 baseline
2016 5.28%
2015 4.96%
The gender pay gap
increased by 0.31 p.p.
Machinery operators and drivers
0.39 p.p.
2015 baseline
2016 19.37%
2015 19.76%
The gender pay gap
decreased by 0.39 p.p.
Sales
1.17 p.p.
2015 baseline
2016 3.19%
2015 4.36%
The gender pay gap
decreased by 1.17 p.p.
Professionals
4.99 p.p.
2015 baseline
2016 20.21%
2015 25.21%
The gender pay gap
decreased by 4.99 p.p.
Technicians and trade
1.20 p.p.
2015 baseline
2016 13.15%
2015 14.35%
The gender pay gap
decreased by 1.20 p.p.
Labourers
17.64 p.p.
2015 baseline
2016 11.88%
2015 -5.77%
The gender pay gap
increased by 17.64 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
21.1% pay gap
All industries 23.1%
2016 21.1%
2015 21.0%
Base salary (full-time)
male
female
20.2% pay gap
All industries 17.7%
2016 20.2%
2015 19.9%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
25.2% pay gap
All industries 26.6%
2016 25.2%
2015 34.9%
Other executives/general managers
male
female
17.7% pay gap
All industries 24.6%
2016 17.7%
2015 23.2%
Senior managers
male
female
13.5% pay gap
All industries 21.7%
2016 13.5%
2015 13.4%
Other managers
male
female
13.5% pay gap
All industries 23.8%
2016 13.5%
2015 15.1%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
2.2% pay gap
All industries 8.8%
2016 2.2%
2015 4.3%
Community and personal service
male
female
20.1% pay gap
All industries 10.9%
2016 20.1%
2015 16.3%
Machinery operators and drivers
male
female
17.8% pay gap
All industries 16.1%
2016 17.8%
2015 17.4%
Sales
male
female
13.3% pay gap
All industries 23.5%
2016 13.3%
2015 9.3%
Professionals
male
female
20.7% pay gap
All industries 19.7%
2016 20.7%
2015 24.3%
Technicians and trade
male
female
15.0% pay gap
All industries 27.1%
2016 15.0%
2015 13.8%
Labourers
male
female
10.1% pay gap
All industries 17.2%
2016 10.1%
2015 -5.7%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.10 p.p.
2015 baseline
2016 21.05%
2015 20.96%
The gender pay gap
increased by 0.10 p.p.
Base salary (full-time)
0.36 p.p.
2015 baseline
2016 20.24%
2015 19.88%
The gender pay gap
increased by 0.36 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
9.69 p.p.
2015 baseline
2016 25.24%
2015 34.93%
The gender pay gap
decreased by 9.69 p.p.
Other executives/general managers
5.49 p.p.
2015 baseline
2016 17.71%
2015 23.19%
The gender pay gap
decreased by 5.49 p.p.
Senior managers
0.03 p.p.
2015 baseline
2016 13.45%
2015 13.42%
The gender pay gap
increased by 0.03 p.p.
Other managers
1.67 p.p.
2015 baseline
2016 13.46%
2015 15.13%
The gender pay gap
decreased by 1.67 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
2.12 p.p.
2015 baseline
2016 2.21%
2015 4.33%
The gender pay gap
decreased by 2.12 p.p.
Community and personal service
3.76 p.p.
2015 baseline
2016 20.11%
2015 16.35%
The gender pay gap
increased by 3.76 p.p.
Machinery operators and drivers
0.40 p.p.
2015 baseline
2016 17.78%
2015 17.38%
The gender pay gap
increased by 0.40 p.p.
Sales
4.02 p.p.
2015 baseline
2016 13.34%
2015 9.32%
The gender pay gap
increased by 4.02 p.p.
Professionals
3.66 p.p.
2015 baseline
2016 20.65%
2015 24.31%
The gender pay gap
decreased by 3.66 p.p.
Technicians and trade
1.21 p.p.
2015 baseline
2016 15.00%
2015 13.79%
The gender pay gap
increased by 1.21 p.p.
Labourers
15.75 p.p.
2015 baseline
2016 10.08%
2015 -5.67%
The gender pay gap
increased by 15.75 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
0.6% pay gap
All industries -6.6%
2016 0.6%
2015 -0.9%
Base salary (part-time)
male
female
0.7% pay gap
All industries -7.8%
2016 0.7%
2015 -0.8%
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
-9.0% pay gap
All industries 15.0%
2016 -9.0%
2015 -9.8%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-9.6% pay gap
All industries -4.9%
2016 -9.6%
2015 1.0%
Community and personal service
male
female
5.2% pay gap
All industries -0.3%
2016 5.2%
2015 2.9%
Machinery operators and drivers
male
female
11.7% pay gap
All industries 7.3%
2016 11.7%
2015 12.6%
Sales
male
female
0.5% pay gap
All industries -0.6%
2016 0.5%
2015 0.1%
Professionals
male
female
-1.6% pay gap
All industries 18.7%
2016 -1.6%
2015 14.6%
Technicians and trade
male
female
-3.6% pay gap
All industries 8.6%
2016 -3.6%
2015 0.1%
Labourers
male
female
2.5% pay gap
All industries -4.4%
2016 2.5%
2015 1.2%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
1.49 p.p.
2015 baseline
2016 0.61%
2015 -0.89%
The gender pay gap
decreased by 1.49 p.p.
Base salary (part-time)
1.50 p.p.
2015 baseline
2016 0.73%
2015 -0.77%
The gender pay gap
decreased by 1.50 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
0.86 p.p.
2015 baseline
2016 -8.96%
2015 -9.82%
The gender pay gap
decreased by 0.86 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
10.55 p.p.
2015 baseline
2016 -9.58%
2015 0.97%
The gender pay gap
increased by 10.55 p.p.
Community and personal service
2.39 p.p.
2015 baseline
2016 5.24%
2015 2.85%
The gender pay gap
increased by 2.39 p.p.
Machinery operators and drivers
0.95 p.p.
2015 baseline
2016 11.70%
2015 12.65%
The gender pay gap
decreased by 0.95 p.p.
Sales
0.40 p.p.
2015 baseline
2016 0.54%
2015 0.13%
The gender pay gap
increased by 0.40 p.p.
Professionals
16.17 p.p.
2015 baseline
2016 -1.57%
2015 14.60%
The gender pay gap
decreased by 16.17 p.p.
Technicians and trade
3.61 p.p.
2015 baseline
2016 -3.56%
2015 0.05%
The gender pay gap
increased by 3.61 p.p.
Labourers
1.30 p.p.
2015 baseline
2016 2.52%
2015 1.22%
The gender pay gap
increased by 1.30 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
0.6% pay gap
All industries 9.1%
2016 0.6%
2015 1.6%
Base salary (casual)
male
female
0.2% pay gap
All industries 8.6%
2016 0.2%
2015 1.2%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
4.9% pay gap
All industries 1.8%
2016 4.9%
2015 2.0%
Community and personal service
male
female
-3.0% pay gap
All industries -0.2%
2016 -3.0%
2015 -1.2%
Machinery operators and drivers
male
female
11.8% pay gap
All industries 11.0%
2016 11.8%
2015 12.9%
Sales
male
female
-4.2% pay gap
All industries -3.4%
2016 -4.2%
2015 -4.4%
Professionals
male
female
15.3% pay gap
All industries 15.3%
2016 15.3%
2015 20.1%
Technicians and trade
male
female
10.9% pay gap
All industries 30.5%
2016 10.9%
2015 10.6%
Labourers
male
female
12.3% pay gap
All industries 14.0%
2016 12.3%
2015 -11.6%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.97 p.p.
2015 baseline
2016 0.63%
2015 1.60%
The gender pay gap
decreased by 0.97 p.p.
Base salary (casual)
0.97 p.p.
2015 baseline
2016 0.24%
2015 1.21%
The gender pay gap
decreased by 0.97 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
2.90 p.p.
2015 baseline
2016 4.93%
2015 2.03%
The gender pay gap
increased by 2.90 p.p.
Community and personal service
1.82 p.p.
2015 baseline
2016 -2.99%
2015 -1.17%
The gender pay gap
increased by 1.82 p.p.
Machinery operators and drivers
1.10 p.p.
2015 baseline
2016 11.81%
2015 12.91%
The gender pay gap
decreased by 1.10 p.p.
Sales
0.19 p.p.
2015 baseline
2016 -4.25%
2015 -4.44%
The gender pay gap
decreased by 0.19 p.p.
Professionals
4.88 p.p.
2015 baseline
2016 15.26%
2015 20.14%
The gender pay gap
decreased by 4.88 p.p.
Technicians and trade
0.27 p.p.
2015 baseline
2016 10.90%
2015 10.62%
The gender pay gap
increased by 0.27 p.p.
Labourers
23.88 p.p.
2015 baseline
2016 12.27%
2015 -11.61%
The gender pay gap
increased by 23.88 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
54.7%
0%
100%
All industries 53.1%
2016 54.7%
2015 50.0%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
25.9%
0%
100%
All industries 26.4%
2016 25.9%
2015 16.3%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
23.6%
0%
100%
All industries 20.0%
2016 23.6%
2015 15.3%
Within last 1-2 years
4.7%
0%
100%
All industries 4.7%
2016 4.7%
2015 4.1%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 4.1%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
6.1%
0%
100%
All industries 13.5%
2016 6.1%
2015 0.0%
Identified cause/s of the gaps
27.3%
0%
100%
All industries 31.2%
2016 27.3%
2015 28.0%
Reviewed remuneration decision-making processes
21.2%
0%
100%
All industries 22.4%
2016 21.2%
2015 20.0%
Analysed commencement salaries by gender to ensure there are no pay gaps
12.1%
0%
100%
All industries 16.0%
2016 12.1%
2015 4.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
21.2%
0%
100%
All industries 22.3%
2016 21.2%
2015 20.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
24.2%
0%
100%
All industries 21.6%
2016 24.2%
2015 16.0%
Trained people-managers in addressing gender bias (including unconscious bias)
15.2%
0%
100%
All industries 11.1%
2016 15.2%
2015 8.0%
Set targets to reduce any like-for-like gaps
9.1%
0%
100%
All industries 6.1%
2016 9.1%
2015 0.0%
Set targets to reduce any organisation-wide gaps
6.1%
0%
100%
All industries 4.4%
2016 6.1%
2015 0.0%
Reported pay equity metrics to the board
18.2%
0%
100%
All industries 14.4%
2016 18.2%
2015 12.0%
Reported pay equity metrics to the executive
18.2%
0%
100%
All industries 25.4%
2016 18.2%
2015 16.0%
Corrected like-for-like gaps
24.2%
0%
100%
All industries 16.9%
2016 24.2%
2015 12.0%
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
7.5%
0%
100%
All industries 5.8%
2016 7.5%
2015 11.2%
No, don't have expertise
0.9%
0%
100%
All industries 0.7%
2016 0.9%
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)
3.8%
0%
100%
All industries 6.2%
2016 3.8%
2015 3.1%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
20.8%
0%
100%
All industries 21.2%
2016 20.8%
2015 14.3%
No, non-award employees are paid market rate
13.2%
0%
100%
All industries 13.2%
2016 13.2%
2015 19.4%
No, not a priority
0.9%
0%
100%
All industries 2.4%
2016 0.9%
2015 2.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
4.72 p.p.
2015 baseline
2016 54.72%
2015 50.00%
Change of 4.72 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
9.54 p.p.
2015 baseline
2016 25.86%
2015 16.33%
Change of 9.54 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
8.28 p.p.
2015 baseline
2016 23.58%
2015 15.31%
Change of 8.28 p.p.
Within last 1-2 years
0.64 p.p.
2015 baseline
2016 4.72%
2015 4.08%
Change of 0.64 p.p.
More than 2 years ago but less than 4 years ago
-4.08 p.p.
2015 baseline
2016 0.00%
2015 4.08%
Change of -4.08 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
No comparison data available
Identified cause/s of the gaps
-0.73 p.p.
2015 baseline
2016 27.27%
2015 28.00%
Change of -0.73 p.p.
Reviewed remuneration decision-making processes
1.21 p.p.
2015 baseline
2016 21.21%
2015 20.00%
Change of 1.21 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
8.12 p.p.
2015 baseline
2016 12.12%
2015 4.00%
Change of 8.12 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
1.21 p.p.
2015 baseline
2016 21.21%
2015 20.00%
Change of 1.21 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
8.24 p.p.
2015 baseline
2016 24.24%
2015 16.00%
Change of 8.24 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
7.15 p.p.
2015 baseline
2016 15.15%
2015 8.00%
Change of 7.15 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
6.18 p.p.
2015 baseline
2016 18.18%
2015 12.00%
Change of 6.18 p.p.
Reported pay equity metrics to the executive
2.18 p.p.
2015 baseline
2016 18.18%
2015 16.00%
Change of 2.18 p.p.
Corrected like-for-like gaps
12.24 p.p.
2015 baseline
2016 24.24%
2015 12.00%
Change of 12.24 p.p.
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
-3.68 p.p.
2015 baseline
2016 7.55%
2015 11.22%
Change of -3.68 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)
0.71 p.p.
2015 baseline
2016 3.77%
2015 3.06%
Change of 0.71 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
6.47 p.p.
2015 baseline
2016 20.75%
2015 14.29%
Change of 6.47 p.p.
No, non-award employees are paid market rate
-6.18 p.p.
2015 baseline
2016 13.21%
2015 19.39%
Change of -6.18 p.p.
No, not a priority
-1.10 p.p.
2015 baseline
2016 0.94%
2015 2.04%
Change of -1.10 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
57.5%
0%
100%
All industries 57.7%
2016 57.5%
2015 51.0%
Employers that have an overall gender equality strategy
19.8%
0%
100%
All industries 22.2%
2016 19.8%
2015 17.3%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
12.8%
0%
100%
All industries 12.7%
2016 12.8%
2015 20.7%

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
6.53 p.p.
2015 baseline
2016 57.55%
2015 51.02%
Change of 6.53 p.p.
Employers that have an overall gender equality strategy
2.46 p.p.
2015 baseline
2016 19.81%
2015 17.35%
Change of 2.46 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-7.89 p.p.
0%
100%
2015 baseline
2016 12.80%
2015 20.69%
Change of -7.89 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
56.6%
0%
100%
All industries 52.3%
2016 56.6%
2015 56.1%
Employers that have a flexible working arrangements strategy
12.3%
0%
100%
All industries 16.1%
2016 12.3%
2015 9.2%
Types of flexible work offered
Carer's leave
96.2%
0%
100%
All industries 92.9%
2016 96.2%
2015 94.9%
Compressed working week
22.6%
0%
100%
All industries 26.1%
2016 22.6%
2015 23.5%
Flexible hours of work
54.7%
0%
100%
All industries 58.5%
2016 54.7%
2015 56.1%
Job sharing
28.3%
0%
100%
All industries 39.9%
2016 28.3%
2015 29.6%
Part-time work
84.0%
0%
100%
All industries 83.9%
2016 84.0%
2015 83.7%
Purchased leave
17.9%
0%
100%
All industries 28.4%
2016 17.9%
2015 18.4%
Telecommuting
23.6%
0%
100%
All industries 27.5%
2016 23.6%
2015 25.5%
Time-in-lieu
71.7%
0%
100%
All industries 50.9%
2016 71.7%
2015 72.4%
Unpaid leave
79.2%
0%
100%
All industries 79.4%
2016 79.2%
2015 83.7%

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
0.48 p.p.
2015 baseline
2016 56.60%
2015 56.12%
Change of 0.48 p.p.
Employers that have a flexible working arrangements strategy
3.08 p.p.
2015 baseline
2016 12.26%
2015 9.18%
Change of 3.08 p.p.
Types of flexible work offered
Carer's leave
1.33 p.p.
2015 baseline
2016 96.23%
2015 94.90%
Change of 1.33 p.p.
Compressed working week
-0.83 p.p.
2015 baseline
2016 22.64%
2015 23.47%
Change of -0.83 p.p.
Flexible hours of work
-1.41 p.p.
2015 baseline
2016 54.72%
2015 56.12%
Change of -1.41 p.p.
Job sharing
-1.29 p.p.
2015 baseline
2016 28.30%
2015 29.59%
Change of -1.29 p.p.
Part-time work
0.29 p.p.
2015 baseline
2016 83.96%
2015 83.67%
Change of 0.29 p.p.
Purchased leave
-0.44 p.p.
2015 baseline
2016 17.92%
2015 18.37%
Change of -0.44 p.p.
Telecommuting
-1.93 p.p.
2015 baseline
2016 23.58%
2015 25.51%
Change of -1.93 p.p.
Time-in-lieu
-0.75 p.p.
2015 baseline
2016 71.70%
2015 72.45%
Change of -0.75 p.p.
Unpaid leave
-4.43 p.p.
2015 baseline
2016 79.25%
2015 83.67%
Change of -4.43 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
47.2%
0%
100%
All industries 47.6%
2016 47.2%
2015 46.9%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
11.3%
0%
100%
All industries 12.9%
2016 11.3%
2015 11.2%
Paid parental leave
Employers that offer primary carer leave
51.9%
0%
100%
All industries 48.0%
2016 51.9%
2015 52.0%
Average primary carer's leave offered (minimum number of weeks)
8.3 weeks
All industries 9.7 weeks
2016 8.3 weeks
2015 8.7 weeks
Employers that top up government scheme to full pay
5.5%
0%
100%
All industries 9.0%
2016 5.5%
2015 5.9%
Employers that offer full pay in addition to government scheme
78.2%
0%
100%
All industries 79.2%
2016 78.2%
2015 70.6%
Employers that offer a lump sum payment
20.0%
0%
100%
All industries 16.8%
2016 20.0%
2015 25.5%
Employers that offer secondary carer leave
47.2%
0%
100%
All industries 39.0%
2016 47.2%
2015 45.9%
Average secondary carer's leave offered (minimum number of weeks)
1.7 weeks
All industries 1.5 weeks
2016 1.7 weeks
2015 1.4 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
6.7%
0%
100%
All industries 7.6%
2016 6.7%
Proportion of women (out of all employees on parental leave)
6.3%
0%
100%
All industries 7.0%
2016 6.3%
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
10.9%
0%
100%
All industries 5.8%
2016 10.9%
2015 8.9%
On-site childcare
18.2%
0%
100%
All industries 9.5%
2016 18.2%
2015 12.5%
Breastfeeding facilities
50.9%
0%
100%
All industries 53.6%
2016 50.9%
2015 39.3%
Childcare referral services
5.5%
0%
100%
All industries 10.4%
2016 5.5%
2015 5.4%
Internal support network for parents
12.7%
0%
100%
All industries 16.7%
2016 12.7%
2015 12.5%
Return-to-work bonus
5.5%
0%
100%
All industries 7.4%
2016 5.5%
2015 10.7%
Information packs to support new parents and/or those with elder care responsibilities
18.2%
0%
100%
All industries 17.1%
2016 18.2%
2015 14.3%
Referral services to support employees with family and/or caring responsibilities
45.5%
0%
100%
All industries 47.3%
2016 45.5%
2015 53.6%
Targeted communication mechanisms, for example intranet/forums
21.8%
0%
100%
All industries 26.9%
2016 21.8%
2015 25.0%
Support in securing school holiday care
9.1%
0%
100%
All industries 6.5%
2016 9.1%
2015 0.0%
Coaching for employees on returning to work from parental leave
14.5%
0%
100%
All industries 15.5%
2016 14.5%
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
0.23 p.p.
2015 baseline
2016 47.17%
2015 46.94%
Change of 0.23 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
0.10 p.p.
2015 baseline
2016 11.32%
2015 11.22%
Change of 0.10 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.15 p.p.
2015 baseline
2016 51.89%
2015 52.04%
Change of -0.15 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.45 weeks
2015 baseline
2016 8.25weeks
2015 8.71weeks
Change of -0.45 weeks
Employers that top up government scheme to full pay
-0.43 p.p.
2015 baseline
2016 5.45%
2015 5.88%
Change of -0.43 p.p.
Employers that offer full pay in addition to government scheme
7.59 p.p.
2015 baseline
2016 78.18%
2015 70.59%
Change of 7.59 p.p.
Employers that offer a lump sum payment
-5.49 p.p.
2015 baseline
2016 20.00%
2015 25.49%
Change of -5.49 p.p.
Employers that offer secondary carer leave
1.25 p.p.
2015 baseline
2016 47.17%
2015 45.92%
Change of 1.25 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.30 weeks
2015 baseline
2016 1.68weeks
2015 1.38weeks
Change of 0.30 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
5.68 p.p.
2015 baseline
2016 18.18%
2015 12.50%
Change of 5.68 p.p.
Breastfeeding facilities
11.62 p.p.
2015 baseline
2016 50.91%
2015 39.29%
Change of 11.62 p.p.
Childcare referral services
0.10 p.p.
2015 baseline
2016 5.45%
2015 5.36%
Change of 0.10 p.p.
Internal support network for parents
0.23 p.p.
2015 baseline
2016 12.73%
2015 12.50%
Change of 0.23 p.p.
Return-to-work bonus
-5.26 p.p.
2015 baseline
2016 5.45%
2015 10.71%
Change of -5.26 p.p.
Information packs to support new parents and/or those with elder care responsibilities
3.90 p.p.
2015 baseline
2016 18.18%
2015 14.29%
Change of 3.90 p.p.
Referral services to support employees with family and/or caring responsibilities
-8.12 p.p.
2015 baseline
2016 45.45%
2015 53.57%
Change of -8.12 p.p.
Targeted communication mechanisms, for example intranet/forums
-3.18 p.p.
2015 baseline
2016 21.82%
2015 25.00%
Change of -3.18 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
50.0%
0%
100%
All industries 39.3%
2016 50.0%
2015 36.7%
Has some measure in place to support employees who are experiencing family or domestic violence
80.2%
0%
100%
All industries 74.8%
2016 80.2%
2015 83.7%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
73.6%
0%
100%
All industries 66.4%
2016 73.6%
2015 80.6%
HR or other staff training
6.6%
0%
100%
All industries 11.0%
2016 6.6%
2015 7.1%
Referral to support services
42.5%
0%
100%
All industries 26.9%
2016 42.5%
2015 25.5%
Access to any leave (overall measure)
60.4%
0%
100%
All industries 52.6%
2016 60.4%
2015 54.1%
Paid domestic violence leave
17.9%
0%
100%
All industries 12.1%
2016 17.9%
Unpaid domestic violence leave
3.8%
0%
100%
All industries 3.8%
2016 3.8%
2015 0.0%
Unpaid leave
53.8%
0%
100%
All industries 49.3%
2016 53.8%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
6.6%
0%
100%
All industries 6.9%
2016 6.6%
2015 0.0%
Workplace safety planning
10.4%
0%
100%
All industries 8.3%
2016 10.4%
2015 0.0%
Confidentiality of disclosure
43.4%
0%
100%
All industries 41.2%
2016 43.4%
2015 0.0%
Protection from adverse action or discrimination
21.7%
0%
100%
All industries 21.3%
2016 21.7%
2015 0.0%
Flexible working arrangements
53.8%
0%
100%
All industries 48.6%
2016 53.8%
2015 0.0%
Financial support
9.4%
0%
100%
All industries 11.2%
2016 9.4%
2015 0.0%
Change of office location
15.1%
0%
100%
All industries 13.7%
2016 15.1%
2015 0.0%
Emergency accommodation assistance
5.7%
0%
100%
All industries 4.0%
2016 5.7%
2015 0.0%
Medical services
13.2%
0%
100%
All industries 10.0%
2016 13.2%
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
13.27 p.p.
2015 baseline
2016 50.00%
2015 36.73%
Change of 13.27 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-3.48 p.p.
2015 baseline
2016 80.19%
2015 83.67%
Change of -3.48 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-7.03 p.p.
2015 baseline
2016 73.58%
2015 80.61%
Change of -7.03 p.p.
HR or other staff training
-0.54 p.p.
2015 baseline
2016 6.60%
2015 7.14%
Change of -0.54 p.p.
Referral to support services
16.94 p.p.
2015 baseline
2016 42.45%
2015 25.51%
Change of 16.94 p.p.
Access to any leave (overall measure)
6.30 p.p.
2015 baseline
2016 60.38%
2015 54.08%
Change of 6.30 p.p.
Paid domestic violence leave
17.92 p.p.
2015 baseline
2016 17.92%
2015 0.00%
Change of 17.92 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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