Textile, Leather, Clothing and Footwear Manufacturing within Manufacturing Division

Textile, Leather, Clothing and Footwear Manufacturing has 7,371 employees within 17 organisations
Change year 2016

Textile, Leather, Clothing and Footwear Manufacturing summary for 2016

Textile, Leather, Clothing and Footwear Manufacturing has 7,371 employees within 17 organisations of any size.
63.4% of employees are female.

Employee type breakdown
Casual
32.4%
Casual - 32.3700990367657%
Part-time
8.5%
Part-time - 8.519875186541853%
Full-time
59.1%
Full-time - 59.110025776692446%
Organisation size breakdown
<250
64.7%
<250 - 64.70588235294117%
250-499
0.0%
250-499 - 0.0%
500-999
23.5%
500-999 - 23.52941176470588%
1000-4999
11.8%
1000-4999 - 11.76470588235294%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 36.6% Female 63.4%)
male
female
All (Male 36.6% Female 63.4%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 94.7% Female 5.3%)
male
female
CEO (Male 94.7% Female 5.3%)
Key management personnel (Male 80.5% Female 19.5%)
male
female
Key management personnel (Male 80.5% Female 19.5%)
Other executives/general managers (Male 70.0% Female 30.0%)
male
female
Other executives/general managers (Male 70.0% Female 30.0%)
Senior managers (Male 62.4% Female 37.6%)
male
female
Senior managers (Male 62.4% Female 37.6%)
Other managers (Male 44.9% Female 55.1%)
male
female
Other managers (Male 44.9% Female 55.1%)
Non-managers (all)
Clerical and administrative (Male 21.5% Female 78.5%)
male
female
Clerical and administrative (Male 21.5% Female 78.5%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 67.2% Female 32.8%)
male
female
Machinery operators and drivers (Male 67.2% Female 32.8%)
Sales (Male 17.2% Female 82.8%)
male
female
Sales (Male 17.2% Female 82.8%)
Professionals (Male 38.9% Female 61.1%)
male
female
Professionals (Male 38.9% Female 61.1%)
Technicians and trade (Male 69.6% Female 30.4%)
male
female
Technicians and trade (Male 69.6% Female 30.4%)
Labourers (Male 57.4% Female 42.6%)
male
female
Labourers (Male 57.4% Female 42.6%)
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
0.44%
2015 baseline
2016 M:36.64% F:63.36%
2015 M:36.21% F:63.79%
The proportion of males has increased by 0.44 p.p..
The proportion of females has decreased by 0.44 p.p..
Managers
CEO
-0.99%
2015 baseline
2016 M:94.74% F:5.26%
2015 M:93.75% F:6.25%
The proportion of males has decreased by 0.99 p.p..
The proportion of females has increased by 0.99 p.p..
Key management personnel
-0.91%
2015 baseline
2016 M:80.46% F:19.54%
2015 M:79.55% F:20.45%
The proportion of males has decreased by 0.91 p.p..
The proportion of females has increased by 0.91 p.p..
Other executives/general managers
-4.31%
2015 baseline
2016 M:70.00% F:30.00%
2015 M:65.69% F:34.31%
The proportion of males has decreased by 4.31 p.p..
The proportion of females has increased by 4.31 p.p..
Senior managers
-2.78%
2015 baseline
2016 M:62.43% F:37.57%
2015 M:59.65% F:40.35%
The proportion of males has decreased by 2.78 p.p..
The proportion of females has increased by 2.78 p.p..
Other managers
2.32%
2015 baseline
2016 M:44.86% F:55.14%
2015 M:42.53% F:57.47%
The proportion of males has increased by 2.32 p.p..
The proportion of females has decreased by 2.32 p.p..
Non-managers
Clerical and administrative
1.05%
2015 baseline
2016 M:21.45% F:78.55%
2015 M:20.40% F:79.60%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-4.86%
2015 baseline
2016 M:67.20% F:32.80%
2015 M:62.34% F:37.66%
The proportion of males has decreased by 4.86 p.p..
The proportion of females has increased by 4.86 p.p..
Sales
-1.02%
2015 baseline
2016 M:17.23% F:82.77%
2015 M:18.26% F:81.74%
The proportion of males has decreased by 1.02 p.p..
The proportion of females has increased by 1.02 p.p..
Professionals
2.32%
2015 baseline
2016 M:38.92% F:61.08%
2015 M:36.60% F:63.40%
The proportion of males has increased by 2.32 p.p..
The proportion of females has decreased by 2.32 p.p..
Technicians and trade
6.42%
2015 baseline
2016 M:69.63% F:30.37%
2015 M:76.05% F:23.95%
The proportion of males has increased by 6.42 p.p..
The proportion of females has decreased by 6.42 p.p..
Labourers
1.94%
2015 baseline
2016 M:57.39% F:42.61%
2015 M:59.33% F:40.67%
The proportion of males has increased by 1.94 p.p..
The proportion of females has decreased by 1.94 p.p..
Results for 2016 View yearly change
Full-time (Male 50.1% Female 49.9%)
male
female
Full-time (Male 50.1% Female 49.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 94.7% Female 5.3%)
male
female
CEO (Male 94.7% Female 5.3%)
Key management personnel (Male 81.4% Female 18.6%)
male
female
Key management personnel (Male 81.4% Female 18.6%)
Other executives/general managers (Male 70.8% Female 29.2%)
male
female
Other executives/general managers (Male 70.8% Female 29.2%)
Senior managers (Male 63.6% Female 36.4%)
male
female
Senior managers (Male 63.6% Female 36.4%)
Other managers (Male 46.3% Female 53.7%)
male
female
Other managers (Male 46.3% Female 53.7%)
Non-managers (full-time)
Clerical and administrative (Male 24.6% Female 75.4%)
male
female
Clerical and administrative (Male 24.6% Female 75.4%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 66.9% Female 33.1%)
male
female
Machinery operators and drivers (Male 66.9% Female 33.1%)
Sales (Male 28.7% Female 71.3%)
male
female
Sales (Male 28.7% Female 71.3%)
Professionals (Male 42.4% Female 57.6%)
male
female
Professionals (Male 42.4% Female 57.6%)
Technicians and trade (Male 73.4% Female 26.6%)
male
female
Technicians and trade (Male 73.4% Female 26.6%)
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
1.73%
2015 baseline
2016 M:50.13% F:49.87%
2015 M:48.15% F:51.85%
The proportion of males has increased by 1.73 p.p..
The proportion of females has decreased by 1.73 p.p..
Managers
CEO
-0.99%
2015 baseline
2016 M:94.74% F:5.26%
2015 M:93.75% F:6.25%
The proportion of males has decreased by 0.99 p.p..
The proportion of females has increased by 0.99 p.p..
Key management personnel
-0.94%
2015 baseline
2016 M:81.40% F:18.60%
2015 M:80.46% F:19.54%
The proportion of males has decreased by 0.94 p.p..
The proportion of females has increased by 0.94 p.p..
Other executives/general managers
-5.10%
2015 baseline
2016 M:70.79% F:29.21%
2015 M:65.69% F:34.31%
The proportion of males has decreased by 5.10 p.p..
The proportion of females has increased by 5.10 p.p..
Senior managers
-2.42%
2015 baseline
2016 M:63.64% F:36.36%
2015 M:61.21% F:38.79%
The proportion of males has decreased by 2.42 p.p..
The proportion of females has increased by 2.42 p.p..
Other managers
2.40%
2015 baseline
2016 M:46.35% F:53.65%
2015 M:43.94% F:56.06%
The proportion of males has increased by 2.40 p.p..
The proportion of females has decreased by 2.40 p.p..
Non-managers
Clerical and administrative
0.35%
2015 baseline
2016 M:24.64% F:75.36%
2015 M:24.29% F:75.71%
The proportion of males has increased by 0.35 p.p..
The proportion of females has decreased by 0.35 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-4.95%
2015 baseline
2016 M:66.94% F:33.06%
2015 M:62.00% F:38.00%
The proportion of males has decreased by 4.95 p.p..
The proportion of females has increased by 4.95 p.p..
Sales
-0.47%
2015 baseline
2016 M:28.66% F:71.34%
2015 M:29.13% F:70.87%
The proportion of males has decreased by 0.47 p.p..
The proportion of females has increased by 0.47 p.p..
Professionals
2.33%
2015 baseline
2016 M:42.37% F:57.63%
2015 M:40.04% F:59.96%
The proportion of males has increased by 2.33 p.p..
The proportion of females has decreased by 2.33 p.p..
Technicians and trade
5.12%
2015 baseline
2016 M:73.40% F:26.60%
2015 M:78.52% F:21.48%
The proportion of males has increased by 5.12 p.p..
The proportion of females has decreased by 5.12 p.p..
Labourers
3.45%
2015 baseline
2016 M:58.84% F:41.16%
2015 M:62.29% F:37.71%
The proportion of males has increased by 3.45 p.p..
The proportion of females has decreased by 3.45 p.p..
Results for 2016 View yearly change
Part-time (Male 8.3% Female 91.7%)
male
female
Part-time (Male 8.3% Female 91.7%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 0.0% Female 100.0%)
male
female
Key management personnel (Male 0.0% Female 100.0%)
Other executives/general managers (Male 0.0% Female 100.0%)
male
female
Other executives/general managers (Male 0.0% Female 100.0%)
Senior managers (Male 20.0% Female 80.0%)
male
female
Senior managers (Male 20.0% Female 80.0%)
Other managers (Male 10.5% Female 89.5%)
male
female
Other managers (Male 10.5% Female 89.5%)
Non-managers (part-time)
Clerical and administrative (Male 3.1% Female 96.9%)
male
female
Clerical and administrative (Male 3.1% Female 96.9%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 25.0% Female 75.0%)
male
female
Machinery operators and drivers (Male 25.0% Female 75.0%)
Sales (Male 6.8% Female 93.2%)
male
female
Sales (Male 6.8% Female 93.2%)
Professionals (Male 10.2% Female 89.8%)
male
female
Professionals (Male 10.2% Female 89.8%)
Technicians and trade (Male 28.6% Female 71.4%)
male
female
Technicians and trade (Male 28.6% Female 71.4%)
Labourers (Male 11.6% Female 88.4%)
male
female
Labourers (Male 11.6% Female 88.4%)
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
0.11%
2015 baseline
2016 M:8.28% F:91.72%
2015 M:8.17% F:91.83%
The proportion of males has increased by 0.11 p.p..
The proportion of females has decreased by 0.11 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:0.00% F:100.00%
There has been no change in the workforce composition.
Other executives/general managers
No comparison data available
Senior managers
3.33%
2015 baseline
2016 M:20.00% F:80.00%
2015 M:16.67% F:83.33%
The proportion of males has increased by 3.33 p.p..
The proportion of females has decreased by 3.33 p.p..
Other managers
-3.76%
2015 baseline
2016 M:10.53% F:89.47%
2015 M:14.29% F:85.71%
The proportion of males has decreased by 3.76 p.p..
The proportion of females has increased by 3.76 p.p..
Non-managers
Clerical and administrative
0.74%
2015 baseline
2016 M:3.13% F:96.88%
2015 M:2.38% F:97.62%
The proportion of males has increased by 0.74 p.p..
The proportion of females has decreased by 0.74 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-17.86%
2015 baseline
2016 M:25.00% F:75.00%
2015 M:57.14% F:42.86%
The proportion of males has decreased by 17.86 p.p..
The proportion of females has increased by 17.86 p.p..
Sales
0.34%
2015 baseline
2016 M:6.80% F:93.20%
2015 M:6.45% F:93.55%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Professionals
3.72%
2015 baseline
2016 M:10.17% F:89.83%
2015 M:6.45% F:93.55%
The proportion of males has increased by 3.72 p.p..
The proportion of females has decreased by 3.72 p.p..
Technicians and trade
-21.43%
2015 baseline
2016 M:28.57% F:71.43%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 21.43 p.p..
The proportion of females has increased by 21.43 p.p..
Labourers
-3.59%
2015 baseline
2016 M:11.63% F:88.37%
2015 M:15.22% F:84.78%
The proportion of males has decreased by 3.59 p.p..
The proportion of females has increased by 3.59 p.p..
Results for 2016 View yearly change
Casual (Male 19.5% Female 80.5%)
male
female
Casual (Male 19.5% Female 80.5%)
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 0.0% Female 0.0%)
Insufficient data available
Key management personnel (Male 0.0% 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 0.0% Female 0.0%)
Insufficient data available
Other managers (Male 0.0% Female 0.0%)
Non-managers (casual)
Clerical and administrative (Male 13.3% Female 86.7%)
male
female
Clerical and administrative (Male 13.3% Female 86.7%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 86.7% Female 13.3%)
male
female
Machinery operators and drivers (Male 86.7% Female 13.3%)
Sales (Male 15.1% Female 84.9%)
male
female
Sales (Male 15.1% Female 84.9%)
Professionals (Male 50.0% Female 50.0%)
male
female
Professionals (Male 50.0% Female 50.0%)
Technicians and trade (Male 58.3% Female 41.7%)
male
female
Technicians and trade (Male 58.3% Female 41.7%)
Labourers (Male 63.7% Female 36.3%)
male
female
Labourers (Male 63.7% Female 36.3%)
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
-1.45%
2015 baseline
2016 M:19.49% F:80.51%
2015 M:20.93% F:79.07%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Managers
CEO
No comparison data available
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers
Clerical and administrative
7.78%
2015 baseline
2016 M:13.33% F:86.67%
2015 M:5.56% F:94.44%
The proportion of males has increased by 7.78 p.p..
The proportion of females has decreased by 7.78 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-5.42%
2015 baseline
2016 M:86.67% F:13.33%
2015 M:81.25% F:18.75%
The proportion of males has decreased by 5.42 p.p..
The proportion of females has increased by 5.42 p.p..
Sales
-1.50%
2015 baseline
2016 M:15.12% F:84.88%
2015 M:16.62% F:83.38%
The proportion of males has decreased by 1.50 p.p..
The proportion of females has increased by 1.50 p.p..
Professionals
7.14%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:57.14% F:42.86%
The proportion of males has increased by 7.14 p.p..
The proportion of females has decreased by 7.14 p.p..
Technicians and trade
1.67%
2015 baseline
2016 M:58.33% F:41.67%
2015 M:60.00% F:40.00%
The proportion of males has increased by 1.67 p.p..
The proportion of females has decreased by 1.67 p.p..
Labourers
-3.82%
2015 baseline
2016 M:63.69% F:36.31%
2015 M:59.88% F:40.12%
The proportion of males has decreased by 3.82 p.p..
The proportion of females has increased by 3.82 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 21.5% Female 78.5%)
male
female
Overall (Male 21.5% Female 78.5%)
Managers (Male 37.4% Female 62.6%)
male
female
Managers (Male 37.4% Female 62.6%)
Non-managers (Male 20.2% Female 79.8%)
male
female
Non-managers (Male 20.2% Female 79.8%)
Promotions by role
Overall (Male 21.4% Female 78.6%)
male
female
Overall (Male 21.4% Female 78.6%)
Managers (Male 20.8% Female 79.2%)
male
female
Managers (Male 20.8% Female 79.2%)
Non-managers (Male 21.9% Female 78.1%)
male
female
Non-managers (Male 21.9% Female 78.1%)
Promotions by employment type
Full-time
91.1%
Full-time - 91.11111111111111%
Part-time
1.7%
Part-time - 1.6666666666666667%
Casual
7.2%
Casual - 7.222222222222221%
Resignations by role
Overall (Male 18.4% Female 81.6%)
male
female
Overall (Male 18.4% Female 81.6%)
Managers (Male 36.7% Female 63.3%)
male
female
Managers (Male 36.7% Female 63.3%)
Non-managers (Male 17.4% Female 82.6%)
male
female
Non-managers (Male 17.4% Female 82.6%)
Resignations by employment type
Full-time
28.9%
Full-time - 28.86638098948189%
Part-time
6.4%
Part-time - 6.427736657576938%
Casual
64.7%
Casual - 64.70588235294117%

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
26.7% pay gap
All industries 26.3%
2016 26.7%
2015 25.0%
Base salary (all)
male
female
23.5% pay gap
All industries 21.4%
2016 23.5%
2015 20.8%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
9.6% pay gap
All industries 27.7%
2016 9.6%
2015 21.7%
Other executives/general managers
male
female
-6.2% pay gap
All industries 25.9%
2016 -6.2%
2015 -6.8%
Senior managers
male
female
10.1% pay gap
All industries 21.6%
2016 10.1%
2015 2.1%
Other managers
male
female
11.7% pay gap
All industries 22.8%
2016 11.7%
2015 16.4%
Non-managers (all total remuneration)
Clerical and administrative
male
female
14.9% pay gap
All industries 7.1%
2016 14.9%
2015 19.2%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
16.3% pay gap
All industries 17.9%
2016 16.3%
2015 18.8%
Sales
male
female
26.2% pay gap
All industries 15.8%
2016 26.2%
2015 20.5%
Professionals
male
female
13.7% pay gap
All industries 19.5%
2016 13.7%
2015 9.5%
Technicians and trade
male
female
11.2% pay gap
All industries 30.8%
2016 11.2%
2015 17.3%
Labourers
male
female
0.4% pay gap
All industries 17.8%
2016 0.4%
2015 2.5%
Change from 2015 to 2016 View 2016
Total remuneration (all)
1.70 p.p.
2015 baseline
2016 26.68%
2015 24.98%
The gender pay gap
increased by 1.70 p.p.
Base salary (all)
2.78 p.p.
2015 baseline
2016 23.55%
2015 20.77%
The gender pay gap
increased by 2.78 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
12.12 p.p.
2015 baseline
2016 9.62%
2015 21.74%
The gender pay gap
decreased by 12.12 p.p.
Other executives/general managers
0.52 p.p.
2015 baseline
2016 -6.23%
2015 -6.75%
The gender pay gap
decreased by 0.52 p.p.
Senior managers
7.99 p.p.
2015 baseline
2016 10.11%
2015 2.12%
The gender pay gap
increased by 7.99 p.p.
Other managers
4.73 p.p.
2015 baseline
2016 11.69%
2015 16.42%
The gender pay gap
decreased by 4.73 p.p.
Non-managers (all total remuneration)
Clerical and administrative
4.33 p.p.
2015 baseline
2016 14.85%
2015 19.18%
The gender pay gap
decreased by 4.33 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
2.47 p.p.
2015 baseline
2016 16.28%
2015 18.75%
The gender pay gap
decreased by 2.47 p.p.
Sales
5.75 p.p.
2015 baseline
2016 26.20%
2015 20.45%
The gender pay gap
increased by 5.75 p.p.
Professionals
4.19 p.p.
2015 baseline
2016 13.66%
2015 9.47%
The gender pay gap
increased by 4.19 p.p.
Technicians and trade
6.17 p.p.
2015 baseline
2016 11.18%
2015 17.35%
The gender pay gap
decreased by 6.17 p.p.
Labourers
2.09 p.p.
2015 baseline
2016 0.41%
2015 2.49%
The gender pay gap
decreased by 2.09 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
19.3% pay gap
All industries 23.1%
2016 19.3%
2015 20.3%
Base salary (full-time)
male
female
16.2% pay gap
All industries 17.7%
2016 16.2%
2015 16.0%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
10.0% pay gap
All industries 26.6%
2016 10.0%
2015 22.6%
Other executives/general managers
male
female
-8.2% pay gap
All industries 24.6%
2016 -8.2%
2015 -6.8%
Senior managers
male
female
9.3% pay gap
All industries 21.7%
2016 9.3%
2015 0.6%
Other managers
male
female
13.9% pay gap
All industries 23.8%
2016 13.9%
2015 19.1%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
13.4% pay gap
All industries 8.8%
2016 13.4%
2015 18.8%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
16.8% pay gap
All industries 16.1%
2016 16.8%
2015 19.4%
Sales
male
female
34.7% pay gap
All industries 23.5%
2016 34.7%
2015 32.1%
Professionals
male
female
16.6% pay gap
All industries 19.7%
2016 16.6%
2015 11.8%
Technicians and trade
male
female
8.0% pay gap
All industries 27.1%
2016 8.0%
2015 15.7%
Labourers
male
female
-0.3% pay gap
All industries 17.2%
2016 -0.3%
2015 2.7%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.97 p.p.
2015 baseline
2016 19.29%
2015 20.26%
The gender pay gap
decreased by 0.97 p.p.
Base salary (full-time)
0.17 p.p.
2015 baseline
2016 16.19%
2015 16.02%
The gender pay gap
increased by 0.17 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
12.59 p.p.
2015 baseline
2016 10.03%
2015 22.62%
The gender pay gap
decreased by 12.59 p.p.
Other executives/general managers
1.47 p.p.
2015 baseline
2016 -8.23%
2015 -6.75%
The gender pay gap
increased by 1.47 p.p.
Senior managers
8.68 p.p.
2015 baseline
2016 9.33%
2015 0.65%
The gender pay gap
increased by 8.68 p.p.
Other managers
5.20 p.p.
2015 baseline
2016 13.85%
2015 19.05%
The gender pay gap
decreased by 5.20 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
5.40 p.p.
2015 baseline
2016 13.45%
2015 18.84%
The gender pay gap
decreased by 5.40 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
2.60 p.p.
2015 baseline
2016 16.78%
2015 19.38%
The gender pay gap
decreased by 2.60 p.p.
Sales
2.62 p.p.
2015 baseline
2016 34.70%
2015 32.09%
The gender pay gap
increased by 2.62 p.p.
Professionals
4.79 p.p.
2015 baseline
2016 16.55%
2015 11.76%
The gender pay gap
increased by 4.79 p.p.
Technicians and trade
7.69 p.p.
2015 baseline
2016 8.04%
2015 15.73%
The gender pay gap
decreased by 7.69 p.p.
Labourers
3.01 p.p.
2015 baseline
2016 -0.33%
2015 2.68%
The gender pay gap
decreased by 3.01 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
8.8% pay gap
All industries -6.6%
2016 8.8%
2015 3.9%
Base salary (part-time)
male
female
8.4% pay gap
All industries -7.8%
2016 8.4%
2015 3.8%
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
Insufficient data available
Non-managers (part-time total remuneration)
Clerical and administrative
Insufficient data available
Community and personal service
Insufficient data available
Machinery operators and drivers
Insufficient data available
Sales
male
female
4.9% pay gap
All industries -0.6%
2016 4.9%
2015 -3.7%
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
4.96 p.p.
2015 baseline
2016 8.82%
2015 3.86%
The gender pay gap
increased by 4.96 p.p.
Base salary (part-time)
4.56 p.p.
2015 baseline
2016 8.36%
2015 3.80%
The gender pay gap
increased by 4.56 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
No comparison data available
Non-managers (part-time total remuneration)
Clerical and administrative
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
8.62 p.p.
2015 baseline
2016 4.88%
2015 -3.74%
The gender pay gap
increased by 8.62 p.p.
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
11.5% pay gap
All industries 9.1%
2016 11.5%
2015 1.6%
Base salary (casual)
male
female
11.6% pay gap
All industries 8.6%
2016 11.6%
2015 1.3%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
Insufficient data available
Community and personal service
Insufficient data available
Machinery operators and drivers
Insufficient data available
Sales
male
female
11.6% pay gap
All industries -3.4%
2016 11.6%
2015 1.7%
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
male
female
2.0% pay gap
All industries 14.0%
2016 2.0%
2015 -1.3%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
9.86 p.p.
2015 baseline
2016 11.46%
2015 1.61%
The gender pay gap
increased by 9.86 p.p.
Base salary (casual)
10.31 p.p.
2015 baseline
2016 11.58%
2015 1.27%
The gender pay gap
increased by 10.31 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
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
9.93 p.p.
2015 baseline
2016 11.62%
2015 1.69%
The gender pay gap
increased by 9.93 p.p.
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
3.30 p.p.
2015 baseline
2016 1.96%
2015 -1.34%
The gender pay gap
increased by 3.30 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
35.3%
0%
100%
All industries 53.1%
2016 35.3%
2015 25.0%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
16.7%
0%
100%
All industries 26.4%
2016 16.7%
2015 0.0%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
11.8%
0%
100%
All industries 20.0%
2016 11.8%
2015 6.3%
Within last 1-2 years
0.0%
0%
100%
All industries 4.7%
2016 0.0%
2015 0.0%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 6.3%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
0.0%
0%
100%
All industries 13.5%
2016 0.0%
2015 0.0%
Identified cause/s of the gaps
33.3%
0%
100%
All industries 31.2%
2016 33.3%
2015 33.3%
Reviewed remuneration decision-making processes
33.3%
0%
100%
All industries 22.4%
2016 33.3%
2015 0.0%
Analysed commencement salaries by gender to ensure there are no pay gaps
33.3%
0%
100%
All industries 16.0%
2016 33.3%
2015 33.3%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
0.0%
0%
100%
All industries 22.3%
2016 0.0%
2015 0.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
33.3%
0%
100%
All industries 21.6%
2016 33.3%
2015 33.3%
Trained people-managers in addressing gender bias (including unconscious bias)
0.0%
0%
100%
All industries 11.1%
2016 0.0%
2015 0.0%
Set targets to reduce any like-for-like gaps
33.3%
0%
100%
All industries 6.1%
2016 33.3%
2015 0.0%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 4.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the board
0.0%
0%
100%
All industries 14.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the executive
33.3%
0%
100%
All industries 25.4%
2016 33.3%
2015 0.0%
Corrected like-for-like gaps
0.0%
0%
100%
All industries 16.9%
2016 0.0%
2015 0.0%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 2.1%
2016 0.0%
2015 0.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.0%
0%
100%
All industries 5.8%
2016 0.0%
2015 0.0%
No, don't have expertise
0.0%
0%
100%
All industries 0.7%
2016 0.0%
2015 0.0%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
5.9%
0%
100%
All industries 6.2%
2016 5.9%
2015 6.3%
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)
17.6%
0%
100%
All industries 21.2%
2016 17.6%
2015 31.3%
No, non-award employees are paid market rate
17.6%
0%
100%
All industries 13.2%
2016 17.6%
2015 0.0%
No, not a priority
0.0%
0%
100%
All industries 2.4%
2016 0.0%
2015 0.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
10.29 p.p.
2015 baseline
2016 35.29%
2015 25.00%
Change of 10.29 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
No comparison data available
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
5.51 p.p.
2015 baseline
2016 11.76%
2015 6.25%
Change of 5.51 p.p.
Within last 1-2 years
No comparison data available
More than 2 years ago but less than 4 years ago
-6.25 p.p.
2015 baseline
2016 0.00%
2015 6.25%
Change of -6.25 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
0.00 p.p.
2015 baseline
2016 33.33%
2015 33.33%
Change of 0.00 p.p.
Reviewed remuneration decision-making processes
No comparison data available
Analysed commencement salaries by gender to ensure there are no pay gaps
0.00 p.p.
2015 baseline
2016 33.33%
2015 33.33%
Change of 0.00 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
No comparison data available
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
0.00 p.p.
2015 baseline
2016 33.33%
2015 33.33%
Change of 0.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
No comparison data available
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
No comparison data available
Reported pay equity metrics to the executive
No comparison data available
Corrected like-for-like gaps
No comparison data available
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
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)
-0.37 p.p.
2015 baseline
2016 5.88%
2015 6.25%
Change of -0.37 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)
-13.60 p.p.
2015 baseline
2016 17.65%
2015 31.25%
Change of -13.60 p.p.
No, non-award employees are paid market rate
No comparison data available
No, not a priority
No comparison data available

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
52.9%
0%
100%
All industries 57.7%
2016 52.9%
2015 50.0%
Employers that have an overall gender equality strategy
5.9%
0%
100%
All industries 22.2%
2016 5.9%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
11.1%
0%
100%
All industries 12.7%
2016 11.1%
2015 10.5%

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
2.94 p.p.
2015 baseline
2016 52.94%
2015 50.00%
Change of 2.94 p.p.
Employers that have an overall gender equality strategy
5.88 p.p.
2015 baseline
2016 5.88%
2015 0.00%
Change of 5.88 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
0.58 p.p.
0%
100%
2015 baseline
2016 11.11%
2015 10.53%
Change of 0.58 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
41.2%
0%
100%
All industries 52.3%
2016 41.2%
2015 37.5%
Employers that have a flexible working arrangements strategy
17.6%
0%
100%
All industries 16.1%
2016 17.6%
2015 18.8%
Types of flexible work offered
Carer's leave
82.4%
0%
100%
All industries 92.9%
2016 82.4%
2015 75.0%
Compressed working week
41.2%
0%
100%
All industries 26.1%
2016 41.2%
2015 43.8%
Flexible hours of work
47.1%
0%
100%
All industries 58.5%
2016 47.1%
2015 50.0%
Job sharing
52.9%
0%
100%
All industries 39.9%
2016 52.9%
2015 50.0%
Part-time work
76.5%
0%
100%
All industries 83.9%
2016 76.5%
2015 68.8%
Purchased leave
17.6%
0%
100%
All industries 28.4%
2016 17.6%
2015 12.5%
Telecommuting
5.9%
0%
100%
All industries 27.5%
2016 5.9%
2015 18.8%
Time-in-lieu
52.9%
0%
100%
All industries 50.9%
2016 52.9%
2015 43.8%
Unpaid leave
52.9%
0%
100%
All industries 79.4%
2016 52.9%
2015 68.8%

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
3.68 p.p.
2015 baseline
2016 41.18%
2015 37.50%
Change of 3.68 p.p.
Employers that have a flexible working arrangements strategy
-1.10 p.p.
2015 baseline
2016 17.65%
2015 18.75%
Change of -1.10 p.p.
Types of flexible work offered
Carer's leave
7.35 p.p.
2015 baseline
2016 82.35%
2015 75.00%
Change of 7.35 p.p.
Compressed working week
-2.57 p.p.
2015 baseline
2016 41.18%
2015 43.75%
Change of -2.57 p.p.
Flexible hours of work
-2.94 p.p.
2015 baseline
2016 47.06%
2015 50.00%
Change of -2.94 p.p.
Job sharing
2.94 p.p.
2015 baseline
2016 52.94%
2015 50.00%
Change of 2.94 p.p.
Part-time work
7.72 p.p.
2015 baseline
2016 76.47%
2015 68.75%
Change of 7.72 p.p.
Purchased leave
5.15 p.p.
2015 baseline
2016 17.65%
2015 12.50%
Change of 5.15 p.p.
Telecommuting
-12.87 p.p.
2015 baseline
2016 5.88%
2015 18.75%
Change of -12.87 p.p.
Time-in-lieu
9.19 p.p.
2015 baseline
2016 52.94%
2015 43.75%
Change of 9.19 p.p.
Unpaid leave
-15.81 p.p.
2015 baseline
2016 52.94%
2015 68.75%
Change of -15.81 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
35.3%
0%
100%
All industries 47.6%
2016 35.3%
2015 37.5%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
0.0%
0%
100%
All industries 12.9%
2016 0.0%
2015 12.5%
Paid parental leave
Employers that offer primary carer leave
23.5%
0%
100%
All industries 48.0%
2016 23.5%
2015 31.3%
Average primary carer's leave offered (minimum number of weeks)
6.3 weeks
All industries 9.7 weeks
2016 6.3 weeks
2015 8.0 weeks
Employers that top up government scheme to full pay
0.0%
0%
100%
All industries 9.0%
2016 0.0%
2015 20.0%
Employers that offer full pay in addition to government scheme
75.0%
0%
100%
All industries 79.2%
2016 75.0%
2015 80.0%
Employers that offer a lump sum payment
25.0%
0%
100%
All industries 16.8%
2016 25.0%
2015 0.0%
Employers that offer secondary carer leave
11.8%
0%
100%
All industries 39.0%
2016 11.8%
2015 12.5%
Average secondary carer's leave offered (minimum number of weeks)
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
18.5%
0%
100%
All industries 7.6%
2016 18.5%
Proportion of women (out of all employees on parental leave)
18.5%
0%
100%
All industries 7.0%
2016 18.5%
Proportion of men (out of all employees on parental leave)
0.0%
0%
100%
All industries 0.6%
2016 0.0%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
12.5%
0%
100%
All industries 5.8%
2016 12.5%
2015 14.3%
On-site childcare
0.0%
0%
100%
All industries 9.5%
2016 0.0%
2015 0.0%
Breastfeeding facilities
75.0%
0%
100%
All industries 53.6%
2016 75.0%
2015 42.9%
Childcare referral services
12.5%
0%
100%
All industries 10.4%
2016 12.5%
2015 14.3%
Internal support network for parents
12.5%
0%
100%
All industries 16.7%
2016 12.5%
2015 14.3%
Return-to-work bonus
12.5%
0%
100%
All industries 7.4%
2016 12.5%
2015 28.6%
Information packs to support new parents and/or those with elder care responsibilities
25.0%
0%
100%
All industries 17.1%
2016 25.0%
2015 28.6%
Referral services to support employees with family and/or caring responsibilities
75.0%
0%
100%
All industries 47.3%
2016 75.0%
2015 57.1%
Targeted communication mechanisms, for example intranet/forums
12.5%
0%
100%
All industries 26.9%
2016 12.5%
2015 0.0%
Support in securing school holiday care
0.0%
0%
100%
All industries 6.5%
2016 0.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
0.0%
0%
100%
All industries 15.5%
2016 0.0%
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
-2.21 p.p.
2015 baseline
2016 35.29%
2015 37.50%
Change of -2.21 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-12.50 p.p.
2015 baseline
2016 0.00%
2015 12.50%
Change of -12.50 p.p.
Paid parental leave
Employers that offer primary carer leave
-7.72 p.p.
2015 baseline
2016 23.53%
2015 31.25%
Change of -7.72 p.p.
Average primary carer leave offered (minimum number of weeks)
-1.75 weeks
2015 baseline
2016 6.25weeks
2015 8.00weeks
Change of -1.75 weeks
Employers that top up government scheme to full pay
-20.00 p.p.
2015 baseline
2016 0.00%
2015 20.00%
Change of -20.00 p.p.
Employers that offer full pay in addition to government scheme
-5.00 p.p.
2015 baseline
2016 75.00%
2015 80.00%
Change of -5.00 p.p.
Employers that offer a lump sum payment
No comparison data available
Employers that offer secondary carer leave
-0.74 p.p.
2015 baseline
2016 11.76%
2015 12.50%
Change of -0.74 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.50 weeks
2015 baseline
2016 1.50weeks
2015 1.00weeks
Change of 0.50 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
32.14 p.p.
2015 baseline
2016 75.00%
2015 42.86%
Change of 32.14 p.p.
Childcare referral services
-1.79 p.p.
2015 baseline
2016 12.50%
2015 14.29%
Change of -1.79 p.p.
Internal support network for parents
-1.79 p.p.
2015 baseline
2016 12.50%
2015 14.29%
Change of -1.79 p.p.
Return-to-work bonus
-16.07 p.p.
2015 baseline
2016 12.50%
2015 28.57%
Change of -16.07 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-3.57 p.p.
2015 baseline
2016 25.00%
2015 28.57%
Change of -3.57 p.p.
Referral services to support employees with family and/or caring responsibilities
17.86 p.p.
2015 baseline
2016 75.00%
2015 57.14%
Change of 17.86 p.p.
Targeted communication mechanisms, for example intranet/forums
No comparison data available
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
29.4%
0%
100%
All industries 39.3%
2016 29.4%
2015 18.8%
Has some measure in place to support employees who are experiencing family or domestic violence
52.9%
0%
100%
All industries 74.8%
2016 52.9%
2015 56.3%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
52.9%
0%
100%
All industries 66.4%
2016 52.9%
2015 37.5%
HR or other staff training
11.8%
0%
100%
All industries 11.0%
2016 11.8%
2015 25.0%
Referral to support services
35.3%
0%
100%
All industries 26.9%
2016 35.3%
2015 31.3%
Access to any leave (overall measure)
47.1%
0%
100%
All industries 52.6%
2016 47.1%
2015 37.5%
Paid domestic violence leave
11.8%
0%
100%
All industries 12.1%
2016 11.8%
Unpaid domestic violence leave
0.0%
0%
100%
All industries 3.8%
2016 0.0%
2015 0.0%
Unpaid leave
41.2%
0%
100%
All industries 49.3%
2016 41.2%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
11.8%
0%
100%
All industries 6.9%
2016 11.8%
2015 0.0%
Workplace safety planning
5.9%
0%
100%
All industries 8.3%
2016 5.9%
2015 0.0%
Confidentiality of disclosure
47.1%
0%
100%
All industries 41.2%
2016 47.1%
2015 0.0%
Protection from adverse action or discrimination
11.8%
0%
100%
All industries 21.3%
2016 11.8%
2015 0.0%
Flexible working arrangements
35.3%
0%
100%
All industries 48.6%
2016 35.3%
2015 0.0%
Financial support
11.8%
0%
100%
All industries 11.2%
2016 11.8%
2015 0.0%
Change of office location
5.9%
0%
100%
All industries 13.7%
2016 5.9%
2015 0.0%
Emergency accommodation assistance
0.0%
0%
100%
All industries 4.0%
2016 0.0%
2015 0.0%
Medical services
5.9%
0%
100%
All industries 10.0%
2016 5.9%
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
10.66 p.p.
2015 baseline
2016 29.41%
2015 18.75%
Change of 10.66 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-3.31 p.p.
2015 baseline
2016 52.94%
2015 56.25%
Change of -3.31 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
15.44 p.p.
2015 baseline
2016 52.94%
2015 37.50%
Change of 15.44 p.p.
HR or other staff training
-13.24 p.p.
2015 baseline
2016 11.76%
2015 25.00%
Change of -13.24 p.p.
Referral to support services
4.04 p.p.
2015 baseline
2016 35.29%
2015 31.25%
Change of 4.04 p.p.
Access to any leave (overall measure)
9.56 p.p.
2015 baseline
2016 47.06%
2015 37.50%
Change of 9.56 p.p.
Paid domestic violence leave
11.76 p.p.
2015 baseline
2016 11.76%
2015 0.00%
Change of 11.76 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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