Electricity, Gas, Water and Waste Services within All industries

Electricity, Gas, Water and Waste Services has 44,226 employees within 52 organisations.
Change year 2016

Electricity, Gas, Water and Waste Services summary for 2016

Electricity, Gas, Water and Waste Services has 44,226 employees within 52 organisations of any size.
25.1% of employees are female.

Employee type breakdown
Casual
4.0%
Casual - 4.0247818025595805%
Part-time
5.1%
Part-time - 5.1440329218107%
Full-time
90.8%
Full-time - 90.83118527562972%
Organisation size breakdown
<250
36.5%
<250 - 36.53846153846153%
250-499
30.8%
250-499 - 30.76923076923077%
500-999
7.7%
500-999 - 7.6923076923076925%
1000-4999
23.1%
1000-4999 - 23.076923076923077%
5000+
1.9%
5000+ - 1.9230769230769231%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 74.9% Female 25.1%)
male
female
All (Male 74.9% Female 25.1%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 91.8% Female 8.2%)
male
female
CEO (Male 91.8% Female 8.2%)
Key management personnel (Male 81.3% Female 18.7%)
male
female
Key management personnel (Male 81.3% Female 18.7%)
Other executives/general managers (Male 77.3% Female 22.7%)
male
female
Other executives/general managers (Male 77.3% Female 22.7%)
Senior managers (Male 77.9% Female 22.1%)
male
female
Senior managers (Male 77.9% Female 22.1%)
Other managers (Male 77.5% Female 22.5%)
male
female
Other managers (Male 77.5% Female 22.5%)
Non-managers (all)
Clerical and administrative (Male 28.3% Female 71.7%)
male
female
Clerical and administrative (Male 28.3% Female 71.7%)
Community and personal service (Male 36.8% Female 63.2%)
male
female
Community and personal service (Male 36.8% Female 63.2%)
Machinery operators and drivers (Male 96.7% Female 3.3%)
male
female
Machinery operators and drivers (Male 96.7% Female 3.3%)
Sales (Male 50.4% Female 49.6%)
male
female
Sales (Male 50.4% Female 49.6%)
Professionals (Male 67.1% Female 32.9%)
male
female
Professionals (Male 67.1% Female 32.9%)
Technicians and trade (Male 96.1% Female 3.9%)
male
female
Technicians and trade (Male 96.1% Female 3.9%)
Labourers (Male 91.7% Female 8.3%)
male
female
Labourers (Male 91.7% Female 8.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.34%
no change
2016 M:74.87% F:25.13%
2015 M:74.54% F:25.46%
The proportion of males has decreased by 0.34 p.p..
The proportion of females has increased by 0.34 p.p..
Managers
CEO
4.16%
no change
2016 M:91.84% F:8.16%
2015 M:96.00% F:4.00%
The proportion of males has increased by 4.16 p.p..
The proportion of females has decreased by 4.16 p.p..
Key management personnel
0.80%
no change
2016 M:81.30% F:18.70%
2015 M:82.10% F:17.90%
The proportion of males has increased by 0.80 p.p..
The proportion of females has decreased by 0.80 p.p..
Other executives/general managers
1.53%
no change
2016 M:77.30% F:22.70%
2015 M:78.83% F:21.17%
The proportion of males has increased by 1.53 p.p..
The proportion of females has decreased by 1.53 p.p..
Senior managers
2.32%
no change
2016 M:77.89% F:22.11%
2015 M:80.21% F:19.79%
The proportion of males has increased by 2.32 p.p..
The proportion of females has decreased by 2.32 p.p..
Other managers
-0.13%
no change
2016 M:77.49% F:22.51%
2015 M:77.37% F:22.63%
The proportion of males has decreased by 0.13 p.p..
The proportion of females has increased by 0.13 p.p..
Non-managers
Clerical and administrative
-0.21%
no change
2016 M:28.30% F:71.70%
2015 M:28.51% F:71.49%
The proportion of males has decreased by 0.21 p.p..
The proportion of females has increased by 0.21 p.p..
Community and personal service
3.51%
no change
2016 M:36.84% F:63.16%
2015 M:33.33% F:66.67%
The proportion of males has increased by 3.51 p.p..
The proportion of females has decreased by 3.51 p.p..
Machinery operators and drivers
0.08%
no change
2016 M:96.65% F:3.35%
2015 M:96.73% F:3.27%
The proportion of males has increased by 0.08 p.p..
The proportion of females has decreased by 0.08 p.p..
Sales
1.89%
no change
2016 M:50.44% F:49.56%
2015 M:47.67% F:52.33%
The proportion of males has increased by 1.89 p.p..
The proportion of females has decreased by 1.89 p.p..
Professionals
-0.79%
no change
2016 M:67.06% F:32.94%
2015 M:66.27% F:33.73%
The proportion of males has decreased by 0.79 p.p..
The proportion of females has increased by 0.79 p.p..
Technicians and trade
-0.07%
no change
2016 M:96.14% F:3.86%
2015 M:96.07% F:3.93%
The proportion of males has decreased by 0.07 p.p..
The proportion of females has increased by 0.07 p.p..
Labourers
0.35%
no change
2016 M:91.67% F:8.33%
2015 M:92.03% F:7.97%
The proportion of males has increased by 0.35 p.p..
The proportion of females has decreased by 0.35 p.p..
Results for 2016 View yearly change
Full-time (Male 77.4% Female 22.6%)
male
female
Full-time (Male 77.4% Female 22.6%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 91.8% Female 8.2%)
male
female
CEO (Male 91.8% Female 8.2%)
Key management personnel (Male 82.8% Female 17.2%)
male
female
Key management personnel (Male 82.8% Female 17.2%)
Other executives/general managers (Male 80.0% Female 20.0%)
male
female
Other executives/general managers (Male 80.0% Female 20.0%)
Senior managers (Male 81.1% Female 18.9%)
male
female
Senior managers (Male 81.1% Female 18.9%)
Other managers (Male 79.6% Female 20.4%)
male
female
Other managers (Male 79.6% Female 20.4%)
Non-managers (full-time)
Clerical and administrative (Male 31.5% Female 68.5%)
male
female
Clerical and administrative (Male 31.5% Female 68.5%)
Community and personal service (Male 44.4% Female 55.6%)
male
female
Community and personal service (Male 44.4% Female 55.6%)
Machinery operators and drivers (Male 97.3% Female 2.7%)
male
female
Machinery operators and drivers (Male 97.3% Female 2.7%)
Sales (Male 54.8% Female 45.2%)
male
female
Sales (Male 54.8% Female 45.2%)
Professionals (Male 70.7% Female 29.3%)
male
female
Professionals (Male 70.7% Female 29.3%)
Technicians and trade (Male 96.3% Female 3.7%)
male
female
Technicians and trade (Male 96.3% Female 3.7%)
Labourers (Male 95.1% Female 4.9%)
male
female
Labourers (Male 95.1% Female 4.9%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.58%
no change
2016 M:77.43% F:22.57%
2015 M:76.86% F:23.14%
The proportion of males has decreased by 0.58 p.p..
The proportion of females has increased by 0.58 p.p..
Managers
CEO
4.08%
no change
2016 M:91.84% F:8.16%
2015 M:95.92% F:4.08%
The proportion of males has increased by 4.08 p.p..
The proportion of females has decreased by 4.08 p.p..
Key management personnel
1.46%
no change
2016 M:82.83% F:17.17%
2015 M:84.30% F:15.70%
The proportion of males has increased by 1.46 p.p..
The proportion of females has decreased by 1.46 p.p..
Other executives/general managers
0.85%
no change
2016 M:80.00% F:20.00%
2015 M:80.85% F:19.15%
The proportion of males has increased by 0.85 p.p..
The proportion of females has decreased by 0.85 p.p..
Senior managers
1.85%
no change
2016 M:81.08% F:18.92%
2015 M:82.93% F:17.07%
The proportion of males has increased by 1.85 p.p..
The proportion of females has decreased by 1.85 p.p..
Other managers
0.41%
no change
2016 M:79.56% F:20.44%
2015 M:79.98% F:20.02%
The proportion of males has increased by 0.41 p.p..
The proportion of females has decreased by 0.41 p.p..
Non-managers
Clerical and administrative
-0.07%
no change
2016 M:31.53% F:68.47%
2015 M:31.60% F:68.40%
The proportion of males has decreased by 0.07 p.p..
The proportion of females has increased by 0.07 p.p..
Community and personal service
5.98%
no change
2016 M:44.44% F:55.56%
2015 M:38.46% F:61.54%
The proportion of males has increased by 5.98 p.p..
The proportion of females has decreased by 5.98 p.p..
Machinery operators and drivers
-0.11%
no change
2016 M:97.26% F:2.74%
2015 M:97.15% F:2.85%
The proportion of males has decreased by 0.11 p.p..
The proportion of females has increased by 0.11 p.p..
Sales
-3.70%
no change
2016 M:54.82% F:45.18%
2015 M:51.13% F:48.87%
The proportion of males has decreased by 3.70 p.p..
The proportion of females has increased by 3.70 p.p..
Professionals
-0.97%
no change
2016 M:70.69% F:29.31%
2015 M:69.72% F:30.28%
The proportion of males has decreased by 0.97 p.p..
The proportion of females has increased by 0.97 p.p..
Technicians and trade
0.01%
no change
2016 M:96.27% F:3.73%
2015 M:96.28% F:3.72%
The proportion of males has increased by 0.01 p.p..
The proportion of females has decreased by 0.01 p.p..
Labourers
-1.18%
no change
2016 M:95.13% F:4.87%
2015 M:93.94% F:6.06%
The proportion of males has decreased by 1.18 p.p..
The proportion of females has increased by 1.18 p.p..
Results for 2016 View yearly change
Part-time (Male 18.9% Female 81.1%)
male
female
Part-time (Male 18.9% Female 81.1%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca 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 50.0% Female 50.0%)
male
female
Key management personnel (Male 50.0% Female 50.0%)
Other executives/general managers (Male 17.4% Female 82.6%)
male
female
Other executives/general managers (Male 17.4% Female 82.6%)
Senior managers (Male 5.9% Female 94.1%)
male
female
Senior managers (Male 5.9% Female 94.1%)
Other managers (Male 13.2% Female 86.8%)
male
female
Other managers (Male 13.2% Female 86.8%)
Non-managers (part-time)
Clerical and administrative (Male 7.8% Female 92.2%)
male
female
Clerical and administrative (Male 7.8% Female 92.2%)
Community and personal service (Male 0.0% Female 100.0%)
male
female
Community and personal service (Male 0.0% Female 100.0%)
Machinery operators and drivers (Male 69.1% Female 30.9%)
male
female
Machinery operators and drivers (Male 69.1% Female 30.9%)
Sales (Male 18.1% Female 81.9%)
male
female
Sales (Male 18.1% Female 81.9%)
Professionals (Male 15.5% Female 84.5%)
male
female
Professionals (Male 15.5% Female 84.5%)
Technicians and trade (Male 58.8% Female 41.2%)
male
female
Technicians and trade (Male 58.8% Female 41.2%)
Labourers (Male 75.8% Female 24.2%)
male
female
Labourers (Male 75.8% Female 24.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-1.23%
no change
2016 M:18.90% F:81.10%
2015 M:20.14% F:79.86%
The proportion of males has decreased by 1.23 p.p..
The proportion of females has increased by 1.23 p.p..
Managers
CEO
no change
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
7.14%
no change
2016 M:50.00% F:50.00%
2015 M:42.86% F:57.14%
The proportion of males has increased by 7.14 p.p..
The proportion of females has decreased by 7.14 p.p..
Other executives/general managers
-3.66%
no change
2016 M:17.39% F:82.61%
2015 M:21.05% F:78.95%
The proportion of males has decreased by 3.66 p.p..
The proportion of females has increased by 3.66 p.p..
Senior managers
-16.34%
no change
2016 M:5.88% F:94.12%
2015 M:22.22% F:77.78%
The proportion of males has decreased by 16.34 p.p..
The proportion of females has increased by 16.34 p.p..
Other managers
-16.78%
no change
2016 M:13.18% F:86.82%
2015 M:29.95% F:70.05%
The proportion of males has decreased by 16.78 p.p..
The proportion of females has increased by 16.78 p.p..
Non-managers
Clerical and administrative
-0.95%
no change
2016 M:7.80% F:92.20%
2015 M:8.75% F:91.25%
The proportion of males has decreased by 0.95 p.p..
The proportion of females has increased by 0.95 p.p..
Community and personal service
0.00%
no change
2016 M:0.00% F:100.00%
2015 M:0.00% F:100.00%
There has been no change in the workforce composition.
Machinery operators and drivers
5.59%
no change
2016 M:69.15% F:30.85%
2015 M:74.74% F:25.26%
The proportion of males has increased by 5.59 p.p..
The proportion of females has decreased by 5.59 p.p..
Sales
4.43%
no change
2016 M:18.06% F:81.94%
2015 M:13.62% F:86.38%
The proportion of males has increased by 4.43 p.p..
The proportion of females has decreased by 4.43 p.p..
Professionals
0.30%
no change
2016 M:15.47% F:84.53%
2015 M:15.17% F:84.83%
The proportion of males has increased by 0.30 p.p..
The proportion of females has decreased by 0.30 p.p..
Technicians and trade
-8.16%
no change
2016 M:58.82% F:41.18%
2015 M:49.33% F:50.67%
The proportion of males has decreased by 8.16 p.p..
The proportion of females has increased by 8.16 p.p..
Labourers
-0.82%
no change
2016 M:75.82% F:24.18%
2015 M:75.00% F:25.00%
The proportion of males has decreased by 0.82 p.p..
The proportion of females has increased by 0.82 p.p..
Results for 2016 View yearly change
Casual (Male 88.7% Female 11.3%)
male
female
Casual (Male 88.7% Female 11.3%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 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 0.0% Female 0.0%)
Insufficient data available
Senior managers (Male 0.0% Female 0.0%)
Other managers (Male 94.3% Female 5.7%)
male
female
Other managers (Male 94.3% Female 5.7%)
Non-managers (casual)
Clerical and administrative (Male 27.6% Female 72.4%)
male
female
Clerical and administrative (Male 27.6% Female 72.4%)
Community and personal service (Male 54.5% Female 45.5%)
male
female
Community and personal service (Male 54.5% Female 45.5%)
Machinery operators and drivers (Male 95.2% Female 4.8%)
male
female
Machinery operators and drivers (Male 95.2% Female 4.8%)
Sales (Male 0.0% Female 100.0%)
male
female
Sales (Male 0.0% Female 100.0%)
Professionals (Male 80.6% Female 19.4%)
male
female
Professionals (Male 80.6% Female 19.4%)
Technicians and trade (Male 99.3% Female 0.7%)
male
female
Technicians and trade (Male 99.3% Female 0.7%)
Labourers (Male 81.8% Female 18.2%)
male
female
Labourers (Male 81.8% Female 18.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.14%
no change
2016 M:88.65% F:11.35%
2015 M:88.79% F:11.21%
The proportion of males has increased by 0.14 p.p..
The proportion of females has decreased by 0.14 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
no change
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
5.71%
no change
2016 M:94.29% F:5.71%
2015 M:100.00% F:0.00%
The proportion of males has increased by 5.71 p.p..
The proportion of females has decreased by 5.71 p.p..
Non-managers
Clerical and administrative
4.10%
no change
2016 M:27.59% F:72.41%
2015 M:23.48% F:76.52%
The proportion of males has increased by 4.10 p.p..
The proportion of females has decreased by 4.10 p.p..
Community and personal service
6.32%
no change
2016 M:54.55% F:45.45%
2015 M:39.13% F:60.87%
The proportion of males has increased by 6.32 p.p..
The proportion of females has decreased by 6.32 p.p..
Machinery operators and drivers
0.68%
no change
2016 M:95.20% F:4.80%
2015 M:95.88% F:4.12%
The proportion of males has increased by 0.68 p.p..
The proportion of females has decreased by 0.68 p.p..
Sales
-23.08%
no change
2016 M:0.00% F:100.00%
2015 M:23.08% F:76.92%
The proportion of males has decreased by 23.08 p.p..
The proportion of females has increased by 23.08 p.p..
Professionals
-8.26%
no change
2016 M:80.60% F:19.40%
2015 M:72.34% F:27.66%
The proportion of males has decreased by 8.26 p.p..
The proportion of females has increased by 8.26 p.p..
Technicians and trade
-0.33%
no change
2016 M:99.25% F:0.75%
2015 M:98.92% F:1.08%
The proportion of males has decreased by 0.33 p.p..
The proportion of females has increased by 0.33 p.p..
Labourers
7.07%
no change
2016 M:81.82% F:18.18%
2015 M:88.89% F:11.11%
The proportion of males has increased by 7.07 p.p..
The proportion of females has decreased by 7.07 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 67.5% Female 32.5%)
male
female
Overall (Male 67.5% Female 32.5%)
Managers (Male 72.4% Female 27.6%)
male
female
Managers (Male 72.4% Female 27.6%)
Non-managers (Male 66.8% Female 33.2%)
male
female
Non-managers (Male 66.8% Female 33.2%)
Promotions by role
Overall (Male 66.0% Female 34.0%)
male
female
Overall (Male 66.0% Female 34.0%)
Managers (Male 69.7% Female 30.3%)
male
female
Managers (Male 69.7% Female 30.3%)
Non-managers (Male 65.1% Female 34.9%)
male
female
Non-managers (Male 65.1% Female 34.9%)
Promotions by employment type
Full-time
92.4%
Full-time - 92.35733695652173%
Part-time
2.4%
Part-time - 2.377717391304348%
Casual
5.3%
Casual - 5.264945652173913%
Resignations by role
Overall (Male 65.9% Female 34.1%)
male
female
Overall (Male 65.9% Female 34.1%)
Managers (Male 77.0% Female 23.0%)
male
female
Managers (Male 77.0% Female 23.0%)
Non-managers (Male 64.8% Female 35.2%)
male
female
Non-managers (Male 64.8% Female 35.2%)
Resignations by employment type
Full-time
86.1%
Full-time - 86.13823473099751%
Part-time
6.3%
Part-time - 6.279915757227647%
Casual
7.6%
Casual - 7.581849511774842%

Employee movements

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Appointments
Female appointments
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male appointments
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Promotions
Female promotions
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male promotions
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Promotions by employee type
Full-time
No comparison data available
Part-time
No comparison data available
Casual
No comparison data available
Resignations
Female resignations
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Male resignations
Overall
No comparison data available
Managers
No comparison data available
Non-managers
No comparison data available
Resignations by employee type
Full-time
No comparison data available
Part-time
No comparison data available
Casual
No comparison data available

Gender pay gaps
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
20.0% pay gap
All industries 26.3%
2016 20.0%
2015 20.7%
Base remuneration (all)
male
female
13.1% pay gap
All industries 21.4%
2016 13.1%
2015 14.1%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
-1.7% pay gap
All industries 27.7%
2016 -1.7%
2015 16.1%
Other executives/general managers
male
female
11.8% pay gap
All industries 25.9%
2016 11.8%
2015 13.4%
Senior managers
male
female
5.7% pay gap
All industries 21.6%
2016 5.7%
2015 7.8%
Other managers
male
female
7.4% pay gap
All industries 22.8%
2016 7.4%
2015 9.7%
Non-managers (all total remuneration)
Clerical and administrative
male
female
15.8% pay gap
All industries 7.1%
2016 15.8%
2015 16.2%
Community and personal service
male
female
-14.0% pay gap
All industries 5.5%
2016 -14.0%
2015 -13.4%
Machinery operators and drivers
male
female
23.4% pay gap
All industries 17.9%
2016 23.4%
2015 17.1%
Sales
male
female
13.1% pay gap
All industries 15.8%
2016 13.1%
2015 17.2%
Professionals
male
female
14.1% pay gap
All industries 19.5%
2016 14.1%
2015 14.2%
Technicians and trade
male
female
17.8% pay gap
All industries 30.8%
2016 17.8%
2015 16.3%
Labourers
male
female
24.3% pay gap
All industries 17.8%
2016 24.3%
2015 21.2%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.67 p.p.
no change
2016 20.04%
2015 20.71%
The gender pay gap
decreased by 0.67 p.p.
Base remuneration (all)
1.02 p.p.
no change
2016 13.11%
2015 14.14%
The gender pay gap
decreased by 1.02 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
17.75 p.p.
no change
2016 -1.69%
2015 16.06%
The gender pay gap
decreased by 17.75 p.p.
Other executives/general managers
1.63 p.p.
no change
2016 11.80%
2015 13.43%
The gender pay gap
decreased by 1.63 p.p.
Senior managers
2.19 p.p.
no change
2016 5.66%
2015 7.85%
The gender pay gap
decreased by 2.19 p.p.
Other managers
2.21 p.p.
no change
2016 7.45%
2015 9.66%
The gender pay gap
decreased by 2.21 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.34 p.p.
no change
2016 15.83%
2015 16.18%
The gender pay gap
decreased by 0.34 p.p.
Community and personal service
0.55 p.p.
no change
2016 -13.96%
2015 -13.41%
The gender pay gap
increased by 0.55 p.p.
Machinery operators and drivers
6.32 p.p.
no change
2016 23.43%
2015 17.11%
The gender pay gap
increased by 6.32 p.p.
Sales
4.10 p.p.
no change
2016 13.11%
2015 17.21%
The gender pay gap
decreased by 4.10 p.p.
Professionals
0.00 p.p.
no change
2016 14.15%
2015 14.15%
The gender pay gap
decreased by 0.00 p.p.
Technicians and trade
1.47 p.p.
no change
2016 17.75%
2015 16.28%
The gender pay gap
increased by 1.47 p.p.
Labourers
3.18 p.p.
no change
2016 24.34%
2015 21.16%
The gender pay gap
increased by 3.18 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
20.0% pay gap
All industries 23.1%
2016 20.0%
2015 21.5%
Base remuneration (full-time)
male
female
13.4% pay gap
All industries 17.7%
2016 13.4%
2015 15.2%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
-5.2% pay gap
All industries 26.6%
2016 -5.2%
2015 10.6%
Other executives/general managers
male
female
8.0% pay gap
All industries 24.6%
2016 8.0%
2015 10.9%
Senior managers
male
female
5.3% pay gap
All industries 21.7%
2016 5.3%
2015 8.4%
Other managers
male
female
7.8% pay gap
All industries 23.8%
2016 7.8%
2015 10.2%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
15.6% pay gap
All industries 8.8%
2016 15.6%
2015 17.0%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
20.1% pay gap
All industries 16.1%
2016 20.1%
2015 15.9%
Sales
male
female
12.6% pay gap
All industries 23.5%
2016 12.6%
2015 17.2%
Professionals
male
female
15.2% pay gap
All industries 19.7%
2016 15.2%
2015 15.5%
Technicians and trade
male
female
18.4% pay gap
All industries 27.1%
2016 18.4%
2015 17.3%
Labourers
male
female
14.7% pay gap
All industries 17.2%
2016 14.7%
2015 12.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
1.48 p.p.
no change
2016 20.00%
2015 21.48%
The gender pay gap
decreased by 1.48 p.p.
Base remuneration (full-time)
1.76 p.p.
no change
2016 13.41%
2015 15.17%
The gender pay gap
decreased by 1.76 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
15.76 p.p.
no change
2016 -5.17%
2015 10.59%
The gender pay gap
decreased by 15.76 p.p.
Other executives/general managers
2.91 p.p.
no change
2016 7.99%
2015 10.90%
The gender pay gap
decreased by 2.91 p.p.
Senior managers
3.08 p.p.
no change
2016 5.32%
2015 8.40%
The gender pay gap
decreased by 3.08 p.p.
Other managers
2.47 p.p.
no change
2016 7.78%
2015 10.25%
The gender pay gap
decreased by 2.47 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
1.41 p.p.
no change
2016 15.61%
2015 17.02%
The gender pay gap
decreased by 1.41 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
4.17 p.p.
no change
2016 20.11%
2015 15.95%
The gender pay gap
increased by 4.17 p.p.
Sales
4.64 p.p.
no change
2016 12.59%
2015 17.24%
The gender pay gap
decreased by 4.64 p.p.
Professionals
0.28 p.p.
no change
2016 15.23%
2015 15.50%
The gender pay gap
decreased by 0.28 p.p.
Technicians and trade
1.10 p.p.
no change
2016 18.40%
2015 17.30%
The gender pay gap
increased by 1.10 p.p.
Labourers
2.75 p.p.
no change
2016 14.72%
2015 11.97%
The gender pay gap
increased by 2.75 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-6.3% pay gap
All industries -6.6%
2016 -6.3%
2015 3.6%
Base remuneration (part-time)
male
female
-11.2% pay gap
All industries -7.8%
2016 -11.2%
2015 1.2%
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
17.9% pay gap
All industries 15.0%
2016 17.9%
2015 -7.4%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-0.5% pay gap
All industries -4.9%
2016 -0.5%
2015 -23.4%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
25.5% pay gap
All industries 7.3%
2016 25.5%
2015 17.2%
Sales
male
female
-2.5% pay gap
All industries -0.6%
2016 -2.5%
2015 5.8%
Professionals
male
female
12.9% pay gap
All industries 18.7%
2016 12.9%
2015 15.3%
Technicians and trade
male
female
-5.9% pay gap
All industries 8.6%
2016 -5.9%
2015 1.1%
Labourers
male
female
-7.9% pay gap
All industries -4.4%
2016 -7.9%
2015 -36.6%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
9.91 p.p.
no change
2016 -6.29%
2015 3.61%
The gender pay gap
increased by 9.91 p.p.
Base remuneration (part-time)
12.40 p.p.
no change
2016 -11.17%
2015 1.23%
The gender pay gap
increased by 12.40 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
25.34 p.p.
no change
2016 17.92%
2015 -7.42%
The gender pay gap
increased by 25.34 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
22.89 p.p.
no change
2016 -0.51%
2015 -23.40%
The gender pay gap
decreased by 22.89 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
8.31 p.p.
no change
2016 25.48%
2015 17.17%
The gender pay gap
increased by 8.31 p.p.
Sales
8.21 p.p.
no change
2016 -2.46%
2015 5.75%
The gender pay gap
decreased by 8.21 p.p.
Professionals
2.44 p.p.
no change
2016 12.88%
2015 15.32%
The gender pay gap
decreased by 2.44 p.p.
Technicians and trade
6.94 p.p.
no change
2016 -5.88%
2015 1.06%
The gender pay gap
increased by 6.94 p.p.
Labourers
28.74 p.p.
no change
2016 -7.86%
2015 -36.59%
The gender pay gap
decreased by 28.74 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
32.9% pay gap
All industries 9.1%
2016 32.9%
2015 31.4%
Base remuneration (casual)
male
female
25.0% pay gap
All industries 8.6%
2016 25.0%
2015 22.0%
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
8.8% pay gap
All industries 1.8%
2016 8.8%
2015 14.8%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
27.5% pay gap
All industries 11.0%
2016 27.5%
2015 18.3%
Sales
Insufficient data available
Professionals
male
female
39.4% pay gap
All industries 15.3%
2016 39.4%
2015 39.7%
Technicians and trade
Insufficient data available
Labourers
male
female
5.2% pay gap
All industries 14.0%
2016 5.2%
2015 35.1%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
1.57 p.p.
no change
2016 32.94%
2015 31.37%
The gender pay gap
increased by 1.57 p.p.
Base remuneration (casual)
3.09 p.p.
no change
2016 25.05%
2015 21.95%
The gender pay gap
increased by 3.09 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
6.09 p.p.
no change
2016 8.75%
2015 14.85%
The gender pay gap
decreased by 6.09 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
9.20 p.p.
no change
2016 27.52%
2015 18.32%
The gender pay gap
increased by 9.20 p.p.
Sales
No comparison data available
Professionals
0.27 p.p.
no change
2016 39.39%
2015 39.66%
The gender pay gap
decreased by 0.27 p.p.
Technicians and trade
No comparison data available
Labourers
29.88 p.p.
no change
2016 5.18%
2015 35.06%
The gender pay gap
decreased by 29.88 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Employers with a formal policy or formal strategy on remuneration generally
73.1%
0%
100%
All industries 53.1%
2016 73.1%
2015 67.9%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
23.7%
0%
100%
All industries 26.4%
2016 23.7%
2015 19.4%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
36.5%
0%
100%
All industries 20.0%
2016 36.5%
2015 26.4%
Within last 1-2 years
1.9%
0%
100%
All industries 4.7%
2016 1.9%
2015 11.3%
More than 2 years ago but less than 4 years ago
1.9%
0%
100%
All industries 1.3%
2016 1.9%
2015 1.9%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
14.3%
0%
100%
All industries 13.5%
2016 14.3%
2015 4.8%
Identified cause/s of the gaps
42.9%
0%
100%
All industries 31.2%
2016 42.9%
2015 28.6%
Reviewed remuneration decision-making processes
19.0%
0%
100%
All industries 22.4%
2016 19.0%
2015 33.3%
Analysed commencement salaries by gender to ensure there are no pay gaps
4.8%
0%
100%
All industries 16.0%
2016 4.8%
2015 9.5%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
47.6%
0%
100%
All industries 22.3%
2016 47.6%
2015 38.1%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
42.9%
0%
100%
All industries 21.6%
2016 42.9%
2015 42.9%
Trained people-managers in addressing gender bias (including unconscious bias)
9.5%
0%
100%
All industries 11.1%
2016 9.5%
2015 9.5%
Set targets to reduce any like-for-like gaps
9.5%
0%
100%
All industries 6.1%
2016 9.5%
2015 9.5%
Set targets to reduce any organisation-wide gaps
9.5%
0%
100%
All industries 4.4%
2016 9.5%
2015 4.8%
Reported pay equity metrics to the board
33.3%
0%
100%
All industries 14.4%
2016 33.3%
2015 19.0%
Reported pay equity metrics to the executive
33.3%
0%
100%
All industries 25.4%
2016 33.3%
2015 38.1%
Corrected like-for-like gaps
23.8%
0%
100%
All industries 16.9%
2016 23.8%
2015 23.8%
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
5.8%
0%
100%
All industries 5.8%
2016 5.8%
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)
3.8%
0%
100%
All industries 6.2%
2016 3.8%
2015 1.9%
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)
25.0%
0%
100%
All industries 21.2%
2016 25.0%
2015 22.6%
No, non-award employees are paid market rate
9.6%
0%
100%
All industries 13.2%
2016 9.6%
2015 13.2%
No, not a priority
No comparison data available

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
5.15 p.p.
no change
2016 73.08%
2015 67.92%
Change of 5.15 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
4.24 p.p.
no change
2016 23.68%
2015 19.44%
Change of 4.24 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
10.12 p.p.
no change
2016 36.54%
2015 26.42%
Change of 10.12 p.p.
Within last 1-2 years
-9.40 p.p.
no change
2016 1.92%
2015 11.32%
Change of -9.40 p.p.
More than 2 years ago but less than 4 years ago
0.04 p.p.
no change
2016 1.92%
2015 1.89%
Change of 0.04 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
9.52 p.p.
no change
2016 14.29%
2015 4.76%
Change of 9.52 p.p.
Identified cause/s of the gaps
14.29 p.p.
no change
2016 42.86%
2015 28.57%
Change of 14.29 p.p.
Reviewed remuneration decision-making processes
-14.29 p.p.
no change
2016 19.05%
2015 33.33%
Change of -14.29 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-4.76 p.p.
no change
2016 4.76%
2015 9.52%
Change of -4.76 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
9.52 p.p.
no change
2016 47.62%
2015 38.10%
Change of 9.52 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
0.00 p.p.
no change
2016 42.86%
2015 42.86%
Change of 0.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
0.00 p.p.
no change
2016 9.52%
2015 9.52%
Change of 0.00 p.p.
Set targets to reduce any like-for-like gaps
0.00 p.p.
no change
2016 9.52%
2015 9.52%
Change of 0.00 p.p.
Set targets to reduce any organisation-wide gaps
4.76 p.p.
no change
2016 9.52%
2015 4.76%
Change of 4.76 p.p.
Reported pay equity metrics to the board
14.29 p.p.
no change
2016 33.33%
2015 19.05%
Change of 14.29 p.p.
Reported pay equity metrics to the executive
-4.76 p.p.
no change
2016 33.33%
2015 38.10%
Change of -4.76 p.p.
Corrected like-for-like gaps
0.00 p.p.
no change
2016 23.81%
2015 23.81%
Change of 0.00 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
No comparison data available
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)
1.96 p.p.
no change
2016 3.85%
2015 1.89%
Change of 1.96 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)
2.36 p.p.
no change
2016 25.00%
2015 22.64%
Change of 2.36 p.p.
No, non-award employees are paid market rate
-3.59 p.p.
no change
2016 9.62%
2015 13.21%
Change of -3.59 p.p.
No, not a priority
No comparison data available

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
67.3%
0%
100%
All industries 57.7%
2016 67.3%
2015 64.2%
Employers that have an overall gender equality strategy
28.8%
0%
100%
All industries 22.2%
2016 28.8%
2015 30.2%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
7.4%
0%
100%
All industries 12.7%
2016 7.4%
2015 19.4%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
3.16 p.p.
no change
2016 67.31%
2015 64.15%
Change of 3.16 p.p.
Employers that have an overall gender equality strategy
-1.34 p.p.
no change
2016 28.85%
2015 30.19%
Change of -1.34 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-12.05 p.p.
0%
100%
no change
2016 7.35%
2015 19.40%
Change of -12.05 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Flexible working
Employers that have a flexible working arrangements policy
69.2%
0%
100%
All industries 52.3%
2016 69.2%
2015 64.2%
Employers that have a flexible working arrangements strategy
17.3%
0%
100%
All industries 16.1%
2016 17.3%
2015 13.2%
Types of flexible work offered
Carer's leave
96.2%
0%
100%
All industries 92.9%
2016 96.2%
2015 98.1%
Compressed working week
30.8%
0%
100%
All industries 26.1%
2016 30.8%
2015 30.2%
Flexible hours of work
65.4%
0%
100%
All industries 58.5%
2016 65.4%
2015 71.7%
Job sharing
57.7%
0%
100%
All industries 39.9%
2016 57.7%
2015 60.4%
Part-time work
86.5%
0%
100%
All industries 83.9%
2016 86.5%
2015 86.8%
Purchased leave
53.8%
0%
100%
All industries 28.4%
2016 53.8%
2015 50.9%
Telecommuting
30.8%
0%
100%
All industries 27.5%
2016 30.8%
2015 34.0%
Time-in-lieu
55.8%
0%
100%
All industries 50.9%
2016 55.8%
2015 50.9%
Unpaid leave
88.5%
0%
100%
All industries 79.4%
2016 88.5%
2015 90.6%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
5.08 p.p.
no change
2016 69.23%
2015 64.15%
Change of 5.08 p.p.
Employers that have a flexible working arrangements strategy
4.10 p.p.
no change
2016 17.31%
2015 13.21%
Change of 4.10 p.p.
Types of flexible work offered
Carer's leave
-1.96 p.p.
no change
2016 96.15%
2015 98.11%
Change of -1.96 p.p.
Compressed working week
0.58 p.p.
no change
2016 30.77%
2015 30.19%
Change of 0.58 p.p.
Flexible hours of work
-6.31 p.p.
no change
2016 65.38%
2015 71.70%
Change of -6.31 p.p.
Job sharing
-2.69 p.p.
no change
2016 57.69%
2015 60.38%
Change of -2.69 p.p.
Part-time work
-0.25 p.p.
no change
2016 86.54%
2015 86.79%
Change of -0.25 p.p.
Purchased leave
2.90 p.p.
no change
2016 53.85%
2015 50.94%
Change of 2.90 p.p.
Telecommuting
-3.19 p.p.
no change
2016 30.77%
2015 33.96%
Change of -3.19 p.p.
Time-in-lieu
4.83 p.p.
no change
2016 55.77%
2015 50.94%
Change of 4.83 p.p.
Unpaid leave
-2.10 p.p.
no change
2016 88.46%
2015 90.57%
Change of -2.10 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
65.4%
0%
100%
All industries 47.6%
2016 65.4%
2015 56.6%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
17.3%
0%
100%
All industries 12.9%
2016 17.3%
2015 20.8%
Paid parental leave
Employers that offer primary carer leave
88.5%
0%
100%
All industries 48.0%
2016 88.5%
2015 88.7%
Average primary carer leave offered
10.7 weeks
All industries 9.7 weeks
2016 10.7 weeks
2015 11.2 weeks
Employers that top up government scheme to full pay
10.9%
0%
100%
All industries 9.0%
2016 10.9%
2015 6.4%
Employers that offer full pay in addition to government scheme
84.8%
0%
100%
All industries 79.2%
2016 84.8%
2015 85.1%
Employers that offer a lump sum payment
8.7%
0%
100%
All industries 16.8%
2016 8.7%
2015 12.8%
Employers that offer secondary carer leave
78.8%
0%
100%
All industries 39.0%
2016 78.8%
2015 83.0%
Average secondary carer leave offered
1.6 weeks
All industries 1.5 weeks
2016 1.6 weeks
2015 1.6 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
5.9%
0%
100%
All industries 7.6%
2016 5.9%
Proportion of women (out of all employees on parental leave)
5.7%
0%
100%
All industries 7.0%
2016 5.7%
Proportion of men (out of all employees on parental leave)
0.1%
0%
100%
All industries 0.6%
2016 0.1%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
No comparison data available
On-site childcare
No comparison data available
Breastfeeding facilities
44.7%
0%
100%
All industries 53.6%
2016 44.7%
2015 45.0%
Childcare referral services
18.4%
0%
100%
All industries 10.4%
2016 18.4%
2015 17.5%
Internal support network for parents
13.2%
0%
100%
All industries 16.7%
2016 13.2%
2015 10.0%
Return-to-work bonus
21.1%
0%
100%
All industries 7.4%
2016 21.1%
2015 17.5%
Information packs to support new parents and/or those with elder care responsibilities
21.1%
0%
100%
All industries 17.1%
2016 21.1%
2015 22.5%
Referral services to support employees with family and/or caring responsibilities
60.5%
0%
100%
All industries 47.3%
2016 60.5%
2015 52.5%
Targeted communication mechanisms, for example intranet/forums
39.5%
0%
100%
All industries 26.9%
2016 39.5%
2015 45.0%
Support in securing school holiday care
5.3%
0%
100%
All industries 6.5%
2016 5.3%
Coaching for employees on returning to work from parental leave
5.3%
0%
100%
All industries 15.5%
2016 5.3%
Parenting workshops targeting mothers
7.9%
0%
100%
All industries 3.9%
2016 7.9%
Parenting workshops targeting fathers
5.3%
0%
100%
All industries 3.3%
2016 5.3%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
8.78 p.p.
no change
2016 65.38%
2015 56.60%
Change of 8.78 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-3.45 p.p.
no change
2016 17.31%
2015 20.75%
Change of -3.45 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.22 p.p.
no change
2016 88.46%
2015 88.68%
Change of -0.22 p.p.
Average primary carer leave offered
-0.43 weeks
no change
2016 10.74weeks
2015 11.17weeks
Change of -0.43 weeks
Employers that top up government scheme to full pay
4.49 p.p.
no change
2016 10.87%
2015 6.38%
Change of 4.49 p.p.
Employers that offer full pay in addition to government scheme
-0.32 p.p.
no change
2016 84.78%
2015 85.11%
Change of -0.32 p.p.
Employers that offer a lump sum payment
-4.07 p.p.
no change
2016 8.70%
2015 12.77%
Change of -4.07 p.p.
Employers that offer secondary carer leave
-4.17 p.p.
no change
2016 78.85%
2015 83.02%
Change of -4.17 p.p.
Average secondary carer leave offered
0.00 weeks
no change
2016 1.63weeks
2015 1.64weeks
Change of 0.00 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
-0.26 p.p.
no change
2016 44.74%
2015 45.00%
Change of -0.26 p.p.
Childcare referral services
0.92 p.p.
no change
2016 18.42%
2015 17.50%
Change of 0.92 p.p.
Internal support network for parents
3.16 p.p.
no change
2016 13.16%
2015 10.00%
Change of 3.16 p.p.
Return-to-work bonus
3.55 p.p.
no change
2016 21.05%
2015 17.50%
Change of 3.55 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-1.45 p.p.
no change
2016 21.05%
2015 22.50%
Change of -1.45 p.p.
Referral services to support employees with family and/or caring responsibilities
8.03 p.p.
no change
2016 60.53%
2015 52.50%
Change of 8.03 p.p.
Targeted communication mechanisms, for example intranet/forums
-5.53 p.p.
no change
2016 39.47%
2015 45.00%
Change of -5.53 p.p.
Support in securing school holiday care
No comparison data available
Coaching for employees on returning to work from parental leave
No comparison data available
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Family or domestic violence support

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
44.2%
0%
100%
All industries 39.3%
2016 44.2%
2015 37.7%
Has some measure in place to support employees who are experiencing family or domestic violence
88.5%
0%
100%
All industries 74.8%
2016 88.5%
2015 92.5%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
88.5%
0%
100%
All industries 66.4%
2016 88.5%
2015 92.5%
HR or other staff training
5.8%
0%
100%
All industries 11.0%
2016 5.8%
2015 11.3%
Referral to support services
28.8%
0%
100%
All industries 26.9%
2016 28.8%
2015 28.3%
Access to any leave (overall measure)
71.2%
0%
100%
All industries 52.6%
2016 71.2%
2015 67.9%
Paid domestic violence leave
19.2%
0%
100%
All industries 12.1%
2016 19.2%
Unpaid domestic violence leave
No comparison data available
Unpaid leave
67.3%
0%
100%
All industries 49.3%
2016 67.3%
Domestic violence clause in an enterprise or workplace agreement
5.8%
0%
100%
All industries 6.9%
2016 5.8%
Workplace safety planning
9.6%
0%
100%
All industries 8.3%
2016 9.6%
Confidentiality of disclosure
48.1%
0%
100%
All industries 41.2%
2016 48.1%
Protection from adverse action or discrimination
19.2%
0%
100%
All industries 21.3%
2016 19.2%
Flexible working arrangements
63.5%
0%
100%
All industries 48.6%
2016 63.5%
Financial support
7.7%
0%
100%
All industries 11.2%
2016 7.7%
Change of office location
26.9%
0%
100%
All industries 13.7%
2016 26.9%
Emergency accommodation assistance
5.8%
0%
100%
All industries 4.0%
2016 5.8%
Medical services
15.4%
0%
100%
All industries 10.0%
2016 15.4%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
6.49 p.p.
no change
2016 44.23%
2015 37.74%
Change of 6.49 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-3.99 p.p.
no change
2016 88.46%
2015 92.45%
Change of -3.99 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-3.99 p.p.
no change
2016 88.46%
2015 92.45%
Change of -3.99 p.p.
HR or other staff training
-5.55 p.p.
no change
2016 5.77%
2015 11.32%
Change of -5.55 p.p.
Referral to support services
0.54 p.p.
no change
2016 28.85%
2015 28.30%
Change of 0.54 p.p.
Access to any leave (overall measure)
3.23 p.p.
no change
2016 71.15%
2015 67.92%
Change of 3.23 p.p.
Paid domestic violence leave
19.23 p.p.
no change
2016 19.23%
2015 0.00%
Change of 19.23 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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