Financial and Insurance Services within All industries

Financial and Insurance Services has 273,307 employees within 232 organisations
Change year 2016

Financial and Insurance Services summary for 2016

Financial and Insurance Services has 273,307 employees within 232 organisations of any size.
55.7% of employees are female.

Employee type breakdown
Casual
1.9%
Casual - 1.9348205497846744%
Part-time
16.7%
Part-time - 16.711975909874244%
Full-time
81.4%
Full-time - 81.35320354034108%
Organisation size breakdown
<250
45.3%
<250 - 45.258620689655174%
250-499
22.4%
250-499 - 22.413793103448278%
500-999
16.4%
500-999 - 16.379310344827587%
1000-4999
12.5%
1000-4999 - 12.5%
5000+
3.4%
5000+ - 3.4482758620689653%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 44.3% Female 55.7%)
male
female
All (Male 44.3% Female 55.7%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 94.3% Female 5.7%)
male
female
CEO (Male 94.3% Female 5.7%)
Key management personnel (Male 73.0% Female 27.0%)
male
female
Key management personnel (Male 73.0% Female 27.0%)
Other executives/general managers (Male 73.9% Female 26.1%)
male
female
Other executives/general managers (Male 73.9% Female 26.1%)
Senior managers (Male 67.6% Female 32.4%)
male
female
Senior managers (Male 67.6% Female 32.4%)
Other managers (Male 58.4% Female 41.6%)
male
female
Other managers (Male 58.4% Female 41.6%)
Non-managers (all)
Clerical and administrative (Male 27.3% Female 72.7%)
male
female
Clerical and administrative (Male 27.3% Female 72.7%)
Community and personal service (Male 25.3% Female 74.7%)
male
female
Community and personal service (Male 25.3% Female 74.7%)
Machinery operators and drivers (Male 94.6% Female 5.4%)
male
female
Machinery operators and drivers (Male 94.6% Female 5.4%)
Sales (Male 34.3% Female 65.7%)
male
female
Sales (Male 34.3% Female 65.7%)
Professionals (Male 49.7% Female 50.3%)
male
female
Professionals (Male 49.7% Female 50.3%)
Technicians and trade (Male 72.6% Female 27.4%)
male
female
Technicians and trade (Male 72.6% Female 27.4%)
Labourers (Male 85.2% Female 14.8%)
male
female
Labourers (Male 85.2% Female 14.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.30%
2015 baseline
2016 M:44.26% F:55.74%
2015 M:43.97% F:56.03%
The proportion of males has increased by 0.30 p.p..
The proportion of females has decreased by 0.30 p.p..
Managers
CEO
-0.78%
2015 baseline
2016 M:94.25% F:5.75%
2015 M:93.47% F:6.53%
The proportion of males has decreased by 0.78 p.p..
The proportion of females has increased by 0.78 p.p..
Key management personnel
2.89%
2015 baseline
2016 M:72.99% F:27.01%
2015 M:75.88% F:24.12%
The proportion of males has increased by 2.89 p.p..
The proportion of females has decreased by 2.89 p.p..
Other executives/general managers
-2.49%
2015 baseline
2016 M:73.90% F:26.10%
2015 M:71.41% F:28.59%
The proportion of males has decreased by 2.49 p.p..
The proportion of females has increased by 2.49 p.p..
Senior managers
-1.10%
2015 baseline
2016 M:67.62% F:32.38%
2015 M:66.52% F:33.48%
The proportion of males has decreased by 1.10 p.p..
The proportion of females has increased by 1.10 p.p..
Other managers
0.03%
2015 baseline
2016 M:58.42% F:41.58%
2015 M:58.45% F:41.55%
The proportion of males has increased by 0.03 p.p..
The proportion of females has decreased by 0.03 p.p..
Non-managers
Clerical and administrative
0.62%
2015 baseline
2016 M:27.28% F:72.72%
2015 M:26.67% F:73.33%
The proportion of males has increased by 0.62 p.p..
The proportion of females has decreased by 0.62 p.p..
Community and personal service
1.16%
2015 baseline
2016 M:25.25% F:74.75%
2015 M:24.10% F:75.90%
The proportion of males has increased by 1.16 p.p..
The proportion of females has decreased by 1.16 p.p..
Machinery operators and drivers
2.88%
2015 baseline
2016 M:94.62% F:5.38%
2015 M:97.50% F:2.50%
The proportion of males has increased by 2.88 p.p..
The proportion of females has decreased by 2.88 p.p..
Sales
0.44%
2015 baseline
2016 M:34.26% F:65.74%
2015 M:33.82% F:66.18%
The proportion of males has increased by 0.44 p.p..
The proportion of females has decreased by 0.44 p.p..
Professionals
0.16%
2015 baseline
2016 M:49.68% F:50.32%
2015 M:49.52% F:50.48%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Technicians and trade
9.95%
2015 baseline
2016 M:72.56% F:27.44%
2015 M:82.51% F:17.49%
The proportion of males has increased by 9.95 p.p..
The proportion of females has decreased by 9.95 p.p..
Labourers
-4.93%
2015 baseline
2016 M:85.25% F:14.75%
2015 M:80.31% F:19.69%
The proportion of males has decreased by 4.93 p.p..
The proportion of females has increased by 4.93 p.p..
Results for 2016 View yearly change
Full-time (Male 51.5% Female 48.5%)
male
female
Full-time (Male 51.5% Female 48.5%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 94.3% Female 5.7%)
male
female
CEO (Male 94.3% Female 5.7%)
Key management personnel (Male 75.0% Female 25.0%)
male
female
Key management personnel (Male 75.0% Female 25.0%)
Other executives/general managers (Male 75.8% Female 24.2%)
male
female
Other executives/general managers (Male 75.8% Female 24.2%)
Senior managers (Male 70.6% Female 29.4%)
male
female
Senior managers (Male 70.6% Female 29.4%)
Other managers (Male 62.1% Female 37.9%)
male
female
Other managers (Male 62.1% Female 37.9%)
Non-managers (full-time)
Clerical and administrative (Male 35.0% Female 65.0%)
male
female
Clerical and administrative (Male 35.0% Female 65.0%)
Community and personal service (Male 32.1% Female 67.9%)
male
female
Community and personal service (Male 32.1% Female 67.9%)
Machinery operators and drivers (Male 100.0% Female 0.0%)
male
female
Machinery operators and drivers (Male 100.0% Female 0.0%)
Sales (Male 43.0% Female 57.0%)
male
female
Sales (Male 43.0% Female 57.0%)
Professionals (Male 54.9% Female 45.1%)
male
female
Professionals (Male 54.9% Female 45.1%)
Technicians and trade (Male 76.4% Female 23.6%)
male
female
Technicians and trade (Male 76.4% Female 23.6%)
Labourers (Male 89.4% Female 10.6%)
male
female
Labourers (Male 89.4% Female 10.6%)
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
-0.28%
2015 baseline
2016 M:51.51% F:48.49%
2015 M:51.23% F:48.77%
The proportion of males has decreased by 0.28 p.p..
The proportion of females has increased by 0.28 p.p..
Managers
CEO
-0.80%
2015 baseline
2016 M:94.25% F:5.75%
2015 M:93.45% F:6.55%
The proportion of males has decreased by 0.80 p.p..
The proportion of females has increased by 0.80 p.p..
Key management personnel
2.18%
2015 baseline
2016 M:74.97% F:25.03%
2015 M:77.15% F:22.85%
The proportion of males has increased by 2.18 p.p..
The proportion of females has decreased by 2.18 p.p..
Other executives/general managers
-1.39%
2015 baseline
2016 M:75.75% F:24.25%
2015 M:74.36% F:25.64%
The proportion of males has decreased by 1.39 p.p..
The proportion of females has increased by 1.39 p.p..
Senior managers
-0.59%
2015 baseline
2016 M:70.58% F:29.42%
2015 M:69.99% F:30.01%
The proportion of males has decreased by 0.59 p.p..
The proportion of females has increased by 0.59 p.p..
Other managers
-0.01%
2015 baseline
2016 M:62.12% F:37.88%
2015 M:62.11% F:37.89%
The proportion of males has decreased by 0.01 p.p..
The proportion of females has increased by 0.01 p.p..
Non-managers
Clerical and administrative
0.80%
2015 baseline
2016 M:34.96% F:65.04%
2015 M:34.16% F:65.84%
The proportion of males has increased by 0.80 p.p..
The proportion of females has decreased by 0.80 p.p..
Community and personal service
2.83%
2015 baseline
2016 M:32.07% F:67.93%
2015 M:29.24% F:70.76%
The proportion of males has increased by 2.83 p.p..
The proportion of females has decreased by 2.83 p.p..
Machinery operators and drivers
-0.88%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:99.12% F:0.88%
The proportion of males has decreased by 0.88 p.p..
The proportion of females has increased by 0.88 p.p..
Sales
0.81%
2015 baseline
2016 M:42.98% F:57.02%
2015 M:42.17% F:57.83%
The proportion of males has increased by 0.81 p.p..
The proportion of females has decreased by 0.81 p.p..
Professionals
-0.26%
2015 baseline
2016 M:54.89% F:45.11%
2015 M:54.63% F:45.37%
The proportion of males has decreased by 0.26 p.p..
The proportion of females has increased by 0.26 p.p..
Technicians and trade
7.63%
2015 baseline
2016 M:76.37% F:23.63%
2015 M:84.00% F:16.00%
The proportion of males has increased by 7.63 p.p..
The proportion of females has decreased by 7.63 p.p..
Labourers
-6.60%
2015 baseline
2016 M:89.41% F:10.59%
2015 M:82.81% F:17.19%
The proportion of males has decreased by 6.60 p.p..
The proportion of females has increased by 6.60 p.p..
Results for 2016 View yearly change
Part-time (Male 10.5% Female 89.5%)
male
female
Part-time (Male 10.5% Female 89.5%)
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 45.1% Female 54.9%)
male
female
Key management personnel (Male 45.1% Female 54.9%)
Other executives/general managers (Male 35.3% Female 64.7%)
male
female
Other executives/general managers (Male 35.3% Female 64.7%)
Senior managers (Male 17.5% Female 82.5%)
male
female
Senior managers (Male 17.5% Female 82.5%)
Other managers (Male 8.9% Female 91.1%)
male
female
Other managers (Male 8.9% Female 91.1%)
Non-managers (part-time)
Clerical and administrative (Male 9.7% Female 90.3%)
male
female
Clerical and administrative (Male 9.7% Female 90.3%)
Community and personal service (Male 19.3% Female 80.7%)
male
female
Community and personal service (Male 19.3% Female 80.7%)
Machinery operators and drivers (Male 0.0% Female 100.0%)
male
female
Machinery operators and drivers (Male 0.0% Female 100.0%)
Sales (Male 11.2% Female 88.8%)
male
female
Sales (Male 11.2% Female 88.8%)
Professionals (Male 10.4% Female 89.6%)
male
female
Professionals (Male 10.4% Female 89.6%)
Technicians and trade (Male 33.6% Female 66.4%)
male
female
Technicians and trade (Male 33.6% Female 66.4%)
Labourers (Male 83.3% Female 16.7%)
male
female
Labourers (Male 83.3% Female 16.7%)
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
-0.90%
2015 baseline
2016 M:10.55% F:89.45%
2015 M:11.44% F:88.56%
The proportion of males has decreased by 0.90 p.p..
The proportion of females has increased by 0.90 p.p..
Managers
CEO
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
2.58%
2015 baseline
2016 M:45.08% F:54.92%
2015 M:57.50% F:42.50%
The proportion of males has increased by 2.58 p.p..
The proportion of females has decreased by 2.58 p.p..
Other executives/general managers
11.90%
2015 baseline
2016 M:35.29% F:64.71%
2015 M:23.39% F:76.61%
The proportion of males has increased by 11.90 p.p..
The proportion of females has decreased by 11.90 p.p..
Senior managers
1.86%
2015 baseline
2016 M:17.46% F:82.54%
2015 M:15.60% F:84.40%
The proportion of males has increased by 1.86 p.p..
The proportion of females has decreased by 1.86 p.p..
Other managers
-10.05%
2015 baseline
2016 M:8.88% F:91.12%
2015 M:18.93% F:81.07%
The proportion of males has decreased by 10.05 p.p..
The proportion of females has increased by 10.05 p.p..
Non-managers
Clerical and administrative
-0.23%
2015 baseline
2016 M:9.66% F:90.34%
2015 M:9.89% F:90.11%
The proportion of males has decreased by 0.23 p.p..
The proportion of females has increased by 0.23 p.p..
Community and personal service
-1.41%
2015 baseline
2016 M:19.29% F:80.71%
2015 M:20.70% F:79.30%
The proportion of males has decreased by 1.41 p.p..
The proportion of females has increased by 1.41 p.p..
Machinery operators and drivers
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.
Sales
0.25%
2015 baseline
2016 M:11.16% F:88.84%
2015 M:10.91% F:89.09%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Professionals
-0.45%
2015 baseline
2016 M:10.41% F:89.59%
2015 M:10.86% F:89.14%
The proportion of males has decreased by 0.45 p.p..
The proportion of females has increased by 0.45 p.p..
Technicians and trade
-4.42%
2015 baseline
2016 M:33.58% F:66.42%
2015 M:38.00% F:62.00%
The proportion of males has decreased by 4.42 p.p..
The proportion of females has increased by 4.42 p.p..
Labourers
-11.90%
2015 baseline
2016 M:83.33% F:16.67%
2015 M:71.43% F:28.57%
The proportion of males has decreased by 11.90 p.p..
The proportion of females has increased by 11.90 p.p..
Results for 2016 View yearly change
Casual (Male 30.8% Female 69.2%)
male
female
Casual (Male 30.8% Female 69.2%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% Female 0.0%)
Other executives/general managers (Male 100.0% Female 0.0%)
male
female
Other executives/general managers (Male 100.0% Female 0.0%)
Senior managers (Male 72.4% Female 27.6%)
male
female
Senior managers (Male 72.4% Female 27.6%)
Other managers (Male 67.3% Female 32.7%)
male
female
Other managers (Male 67.3% Female 32.7%)
Non-managers (casual)
Clerical and administrative (Male 23.6% Female 76.4%)
male
female
Clerical and administrative (Male 23.6% Female 76.4%)
Community and personal service (Male 26.0% Female 74.0%)
male
female
Community and personal service (Male 26.0% Female 74.0%)
Machinery operators and drivers (Male 69.2% Female 30.8%)
male
female
Machinery operators and drivers (Male 69.2% Female 30.8%)
Sales (Male 29.6% Female 70.4%)
male
female
Sales (Male 29.6% Female 70.4%)
Professionals (Male 41.4% Female 58.6%)
male
female
Professionals (Male 41.4% Female 58.6%)
Technicians and trade (Male 53.4% Female 46.6%)
male
female
Technicians and trade (Male 53.4% Female 46.6%)
Labourers (Male 74.2% Female 25.8%)
male
female
Labourers (Male 74.2% Female 25.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.29%
2015 baseline
2016 M:30.82% F:69.18%
2015 M:31.12% F:68.88%
The proportion of males has decreased by 0.29 p.p..
The proportion of females has increased by 0.29 p.p..
Managers
CEO
No comparison data available
Key management personnel
-22.22%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:77.78% F:22.22%
The proportion of males has decreased by 22.22 p.p..
The proportion of females has increased by 22.22 p.p..
Other executives/general managers
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Senior managers
10.92%
2015 baseline
2016 M:72.41% F:27.59%
2015 M:83.33% F:16.67%
The proportion of males has increased by 10.92 p.p..
The proportion of females has decreased by 10.92 p.p..
Other managers
-11.39%
2015 baseline
2016 M:67.27% F:32.73%
2015 M:55.88% F:44.12%
The proportion of males has decreased by 11.39 p.p..
The proportion of females has increased by 11.39 p.p..
Non-managers
Clerical and administrative
0.07%
2015 baseline
2016 M:23.57% F:76.43%
2015 M:23.49% F:76.51%
The proportion of males has increased by 0.07 p.p..
The proportion of females has decreased by 0.07 p.p..
Community and personal service
2.26%
2015 baseline
2016 M:26.01% F:73.99%
2015 M:23.75% F:76.25%
The proportion of males has increased by 2.26 p.p..
The proportion of females has decreased by 2.26 p.p..
Machinery operators and drivers
14.10%
2015 baseline
2016 M:69.23% F:30.77%
2015 M:83.33% F:16.67%
The proportion of males has increased by 14.10 p.p..
The proportion of females has decreased by 14.10 p.p..
Sales
5.40%
2015 baseline
2016 M:29.59% F:70.41%
2015 M:24.19% F:75.81%
The proportion of males has increased by 5.40 p.p..
The proportion of females has decreased by 5.40 p.p..
Professionals
4.49%
2015 baseline
2016 M:41.39% F:58.61%
2015 M:36.90% F:63.10%
The proportion of males has increased by 4.49 p.p..
The proportion of females has decreased by 4.49 p.p..
Technicians and trade
35.78%
2015 baseline
2016 M:53.45% F:46.55%
2015 M:89.22% F:10.78%
The proportion of males has increased by 35.78 p.p..
The proportion of females has decreased by 35.78 p.p..
Labourers
4.38%
2015 baseline
2016 M:74.19% F:25.81%
2015 M:78.57% F:21.43%
The proportion of males has increased by 4.38 p.p..
The proportion of females has decreased by 4.38 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 45.6% Female 54.4%)
male
female
Overall (Male 45.6% Female 54.4%)
Managers (Male 56.1% Female 43.9%)
male
female
Managers (Male 56.1% Female 43.9%)
Non-managers (Male 44.2% Female 55.8%)
male
female
Non-managers (Male 44.2% Female 55.8%)
Promotions by role
Overall (Male 47.8% Female 52.2%)
male
female
Overall (Male 47.8% Female 52.2%)
Managers (Male 54.7% Female 45.3%)
male
female
Managers (Male 54.7% Female 45.3%)
Non-managers (Male 46.0% Female 54.0%)
male
female
Non-managers (Male 46.0% Female 54.0%)
Promotions by employment type
Full-time
92.4%
Full-time - 92.43330061568662%
Part-time
7.3%
Part-time - 7.285625055768715%
Casual
0.3%
Casual - 0.2810743285446596%
Resignations by role
Overall (Male 44.5% Female 55.5%)
male
female
Overall (Male 44.5% Female 55.5%)
Managers (Male 61.5% Female 38.5%)
male
female
Managers (Male 61.5% Female 38.5%)
Non-managers (Male 42.3% Female 57.7%)
male
female
Non-managers (Male 42.3% Female 57.7%)
Resignations by employment type
Full-time
77.3%
Full-time - 77.31632875517768%
Part-time
17.0%
Part-time - 17.040004360148245%
Casual
5.6%
Casual - 5.643666884674079%

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
36.1% pay gap
All industries 26.3%
2016 36.1%
2015 37.5%
Base salary (all)
male
female
28.6% pay gap
All industries 21.4%
2016 28.6%
2015 29.8%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
22.0% pay gap
All industries 27.7%
2016 22.0%
2015 24.3%
Other executives/general managers
male
female
32.8% pay gap
All industries 25.9%
2016 32.8%
2015 37.6%
Senior managers
male
female
22.7% pay gap
All industries 21.6%
2016 22.7%
2015 26.8%
Other managers
male
female
21.3% pay gap
All industries 22.8%
2016 21.3%
2015 19.3%
Non-managers (all total remuneration)
Clerical and administrative
male
female
3.9% pay gap
All industries 7.1%
2016 3.9%
2015 3.7%
Community and personal service
male
female
1.3% pay gap
All industries 5.5%
2016 1.3%
2015 2.2%
Machinery operators and drivers
Insufficient data available
Sales
male
female
28.9% pay gap
All industries 15.8%
2016 28.9%
2015 23.5%
Professionals
male
female
20.7% pay gap
All industries 19.5%
2016 20.7%
2015 22.0%
Technicians and trade
male
female
18.3% pay gap
All industries 30.8%
2016 18.3%
2015 6.5%
Labourers
male
female
9.5% pay gap
All industries 17.8%
2016 9.5%
2015 10.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
1.45 p.p.
2015 baseline
2016 36.09%
2015 37.54%
The gender pay gap
decreased by 1.45 p.p.
Base salary (all)
1.22 p.p.
2015 baseline
2016 28.56%
2015 29.78%
The gender pay gap
decreased by 1.22 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
2.29 p.p.
2015 baseline
2016 21.99%
2015 24.29%
The gender pay gap
decreased by 2.29 p.p.
Other executives/general managers
4.83 p.p.
2015 baseline
2016 32.79%
2015 37.62%
The gender pay gap
decreased by 4.83 p.p.
Senior managers
4.08 p.p.
2015 baseline
2016 22.68%
2015 26.75%
The gender pay gap
decreased by 4.08 p.p.
Other managers
2.00 p.p.
2015 baseline
2016 21.28%
2015 19.28%
The gender pay gap
increased by 2.00 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.22 p.p.
2015 baseline
2016 3.91%
2015 3.69%
The gender pay gap
increased by 0.22 p.p.
Community and personal service
0.87 p.p.
2015 baseline
2016 1.32%
2015 2.20%
The gender pay gap
decreased by 0.87 p.p.
Machinery operators and drivers
No comparison data available
Sales
5.39 p.p.
2015 baseline
2016 28.90%
2015 23.51%
The gender pay gap
increased by 5.39 p.p.
Professionals
1.35 p.p.
2015 baseline
2016 20.68%
2015 22.03%
The gender pay gap
decreased by 1.35 p.p.
Technicians and trade
11.83 p.p.
2015 baseline
2016 18.30%
2015 6.48%
The gender pay gap
increased by 11.83 p.p.
Labourers
0.95 p.p.
2015 baseline
2016 9.50%
2015 10.45%
The gender pay gap
decreased by 0.95 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
33.5% pay gap
All industries 23.1%
2016 33.5%
2015 35.0%
Base salary (full-time)
male
female
26.0% pay gap
All industries 17.7%
2016 26.0%
2015 27.3%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
19.1% pay gap
All industries 26.6%
2016 19.1%
2015 23.2%
Other executives/general managers
male
female
31.3% pay gap
All industries 24.6%
2016 31.3%
2015 34.1%
Senior managers
male
female
22.5% pay gap
All industries 21.7%
2016 22.5%
2015 26.9%
Other managers
male
female
22.5% pay gap
All industries 23.8%
2016 22.5%
2015 20.5%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
2.9% pay gap
All industries 8.8%
2016 2.9%
2015 2.3%
Community and personal service
male
female
3.3% pay gap
All industries 10.9%
2016 3.3%
2015 8.9%
Machinery operators and drivers
Insufficient data available
Sales
male
female
27.1% pay gap
All industries 23.5%
2016 27.1%
2015 22.1%
Professionals
male
female
20.3% pay gap
All industries 19.7%
2016 20.3%
2015 21.6%
Technicians and trade
male
female
18.4% pay gap
All industries 27.1%
2016 18.4%
2015 6.5%
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
1.59 p.p.
2015 baseline
2016 33.45%
2015 35.04%
The gender pay gap
decreased by 1.59 p.p.
Base salary (full-time)
1.30 p.p.
2015 baseline
2016 26.03%
2015 27.33%
The gender pay gap
decreased by 1.30 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
4.11 p.p.
2015 baseline
2016 19.12%
2015 23.23%
The gender pay gap
decreased by 4.11 p.p.
Other executives/general managers
2.81 p.p.
2015 baseline
2016 31.30%
2015 34.11%
The gender pay gap
decreased by 2.81 p.p.
Senior managers
4.41 p.p.
2015 baseline
2016 22.54%
2015 26.95%
The gender pay gap
decreased by 4.41 p.p.
Other managers
2.00 p.p.
2015 baseline
2016 22.50%
2015 20.50%
The gender pay gap
increased by 2.00 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.57 p.p.
2015 baseline
2016 2.87%
2015 2.30%
The gender pay gap
increased by 0.57 p.p.
Community and personal service
5.61 p.p.
2015 baseline
2016 3.27%
2015 8.88%
The gender pay gap
decreased by 5.61 p.p.
Machinery operators and drivers
No comparison data available
Sales
5.01 p.p.
2015 baseline
2016 27.14%
2015 22.12%
The gender pay gap
increased by 5.01 p.p.
Professionals
1.31 p.p.
2015 baseline
2016 20.26%
2015 21.57%
The gender pay gap
decreased by 1.31 p.p.
Technicians and trade
11.89 p.p.
2015 baseline
2016 18.41%
2015 6.52%
The gender pay gap
increased by 11.89 p.p.
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
12.8% pay gap
All industries -6.6%
2016 12.8%
2015 14.3%
Base salary (part-time)
male
female
8.1% pay gap
All industries -7.8%
2016 8.1%
2015 10.9%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
2.9% pay gap
All industries 28.0%
2016 2.9%
2015 -50.9%
Other executives/general managers
male
female
50.2% pay gap
All industries 35.3%
2016 50.2%
2015 65.2%
Senior managers
male
female
21.4% pay gap
All industries 21.3%
2016 21.4%
2015 13.0%
Other managers
male
female
16.0% pay gap
All industries 15.0%
2016 16.0%
2015 -0.6%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-3.1% pay gap
All industries -4.9%
2016 -3.1%
2015 -4.7%
Community and personal service
male
female
-0.8% pay gap
All industries -0.3%
2016 -0.8%
2015 -6.8%
Machinery operators and drivers
Insufficient data available
Sales
male
female
8.7% pay gap
All industries -0.6%
2016 8.7%
2015 1.2%
Professionals
male
female
7.6% pay gap
All industries 18.7%
2016 7.6%
2015 10.2%
Technicians and trade
male
female
6.3% pay gap
All industries 8.6%
2016 6.3%
2015 -6.8%
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
1.50 p.p.
2015 baseline
2016 12.79%
2015 14.30%
The gender pay gap
decreased by 1.50 p.p.
Base salary (part-time)
2.77 p.p.
2015 baseline
2016 8.11%
2015 10.88%
The gender pay gap
decreased by 2.77 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
53.80 p.p.
2015 baseline
2016 2.86%
2015 -50.94%
The gender pay gap
decreased by 53.80 p.p.
Other executives/general managers
14.98 p.p.
2015 baseline
2016 50.19%
2015 65.18%
The gender pay gap
decreased by 14.98 p.p.
Senior managers
8.38 p.p.
2015 baseline
2016 21.39%
2015 13.01%
The gender pay gap
increased by 8.38 p.p.
Other managers
16.63 p.p.
2015 baseline
2016 16.01%
2015 -0.62%
The gender pay gap
increased by 16.63 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
1.53 p.p.
2015 baseline
2016 -3.13%
2015 -4.65%
The gender pay gap
decreased by 1.53 p.p.
Community and personal service
5.99 p.p.
2015 baseline
2016 -0.78%
2015 -6.77%
The gender pay gap
decreased by 5.99 p.p.
Machinery operators and drivers
No comparison data available
Sales
7.52 p.p.
2015 baseline
2016 8.68%
2015 1.17%
The gender pay gap
increased by 7.52 p.p.
Professionals
2.68 p.p.
2015 baseline
2016 7.56%
2015 10.24%
The gender pay gap
decreased by 2.68 p.p.
Technicians and trade
13.17 p.p.
2015 baseline
2016 6.33%
2015 -6.83%
The gender pay gap
decreased by 13.17 p.p.
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
8.0% pay gap
All industries 9.1%
2016 8.0%
2015 20.8%
Base salary (casual)
male
female
8.5% pay gap
All industries 8.6%
2016 8.5%
2015 21.1%
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
1.9% pay gap
All industries 1.8%
2016 1.9%
2015 8.8%
Community and personal service
male
female
-10.0% pay gap
All industries -0.2%
2016 -10.0%
2015 -5.4%
Machinery operators and drivers
Insufficient data available
Sales
male
female
-0.4% pay gap
All industries -3.4%
2016 -0.4%
2015 6.7%
Professionals
male
female
3.2% pay gap
All industries 15.3%
2016 3.2%
2015 20.7%
Technicians and trade
male
female
-16.1% pay gap
All industries 30.5%
2016 -16.1%
2015 14.2%
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (casual)
12.77 p.p.
2015 baseline
2016 8.03%
2015 20.80%
The gender pay gap
decreased by 12.77 p.p.
Base salary (casual)
12.55 p.p.
2015 baseline
2016 8.54%
2015 21.09%
The gender pay gap
decreased by 12.55 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
6.96 p.p.
2015 baseline
2016 1.86%
2015 8.82%
The gender pay gap
decreased by 6.96 p.p.
Community and personal service
4.60 p.p.
2015 baseline
2016 -10.02%
2015 -5.42%
The gender pay gap
increased by 4.60 p.p.
Machinery operators and drivers
No comparison data available
Sales
7.07 p.p.
2015 baseline
2016 -0.35%
2015 6.72%
The gender pay gap
decreased by 7.07 p.p.
Professionals
17.55 p.p.
2015 baseline
2016 3.20%
2015 20.74%
The gender pay gap
decreased by 17.55 p.p.
Technicians and trade
30.28 p.p.
2015 baseline
2016 -16.08%
2015 14.20%
The gender pay gap
increased by 30.28 p.p.
Labourers
No comparison data available

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
84.9%
0%
100%
All industries 53.1%
2016 84.9%
2015 81.9%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
37.1%
0%
100%
All industries 26.4%
2016 37.1%
2015 30.8%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
46.1%
0%
100%
All industries 20.0%
2016 46.1%
2015 41.6%
Within last 1-2 years
8.6%
0%
100%
All industries 4.7%
2016 8.6%
2015 10.5%
More than 2 years ago but less than 4 years ago
2.6%
0%
100%
All industries 1.3%
2016 2.6%
2015 2.9%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
17.9%
0%
100%
All industries 13.5%
2016 17.9%
2015 16.5%
Identified cause/s of the gaps
44.8%
0%
100%
All industries 31.2%
2016 44.8%
2015 37.6%
Reviewed remuneration decision-making processes
29.9%
0%
100%
All industries 22.4%
2016 29.9%
2015 27.1%
Analysed commencement salaries by gender to ensure there are no pay gaps
29.1%
0%
100%
All industries 16.0%
2016 29.1%
2015 16.5%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
41.8%
0%
100%
All industries 22.3%
2016 41.8%
2015 32.3%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
38.8%
0%
100%
All industries 21.6%
2016 38.8%
2015 27.8%
Trained people-managers in addressing gender bias (including unconscious bias)
19.4%
0%
100%
All industries 11.1%
2016 19.4%
2015 15.8%
Set targets to reduce any like-for-like gaps
11.9%
0%
100%
All industries 6.1%
2016 11.9%
2015 7.5%
Set targets to reduce any organisation-wide gaps
7.5%
0%
100%
All industries 4.4%
2016 7.5%
2015 4.5%
Reported pay equity metrics to the board
31.3%
0%
100%
All industries 14.4%
2016 31.3%
2015 19.5%
Reported pay equity metrics to the executive
44.0%
0%
100%
All industries 25.4%
2016 44.0%
2015 29.3%
Corrected like-for-like gaps
23.9%
0%
100%
All industries 16.9%
2016 23.9%
2015 18.0%
Conducted a gender-based job evaluation process
4.5%
0%
100%
All industries 2.1%
2016 4.5%
2015 3.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
6.5%
0%
100%
All industries 5.8%
2016 6.5%
2015 4.2%
No, don't have expertise
0.4%
0%
100%
All industries 0.7%
2016 0.4%
2015 0.8%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
0.9%
0%
100%
All industries 6.2%
2016 0.9%
2015 0.8%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
8.2%
0%
100%
All industries 21.2%
2016 8.2%
2015 8.4%
No, non-award employees are paid market rate
10.3%
0%
100%
All industries 13.2%
2016 10.3%
2015 13.4%
No, not a priority
1.7%
0%
100%
All industries 2.4%
2016 1.7%
2015 1.3%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
2.98 p.p.
2015 baseline
2016 84.91%
2015 81.93%
Change of 2.98 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
6.29 p.p.
2015 baseline
2016 37.06%
2015 30.77%
Change of 6.29 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
4.52 p.p.
2015 baseline
2016 46.12%
2015 41.60%
Change of 4.52 p.p.
Within last 1-2 years
-1.88 p.p.
2015 baseline
2016 8.62%
2015 10.50%
Change of -1.88 p.p.
More than 2 years ago but less than 4 years ago
-0.35 p.p.
2015 baseline
2016 2.59%
2015 2.94%
Change of -0.35 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
1.37 p.p.
2015 baseline
2016 17.91%
2015 16.54%
Change of 1.37 p.p.
Identified cause/s of the gaps
7.18 p.p.
2015 baseline
2016 44.78%
2015 37.59%
Change of 7.18 p.p.
Reviewed remuneration decision-making processes
2.78 p.p.
2015 baseline
2016 29.85%
2015 27.07%
Change of 2.78 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
12.56 p.p.
2015 baseline
2016 29.10%
2015 16.54%
Change of 12.56 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
9.46 p.p.
2015 baseline
2016 41.79%
2015 32.33%
Change of 9.46 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
10.99 p.p.
2015 baseline
2016 38.81%
2015 27.82%
Change of 10.99 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
3.61 p.p.
2015 baseline
2016 19.40%
2015 15.79%
Change of 3.61 p.p.
Set targets to reduce any like-for-like gaps
4.42 p.p.
2015 baseline
2016 11.94%
2015 7.52%
Change of 4.42 p.p.
Set targets to reduce any organisation-wide gaps
2.95 p.p.
2015 baseline
2016 7.46%
2015 4.51%
Change of 2.95 p.p.
Reported pay equity metrics to the board
11.79 p.p.
2015 baseline
2016 31.34%
2015 19.55%
Change of 11.79 p.p.
Reported pay equity metrics to the executive
14.71 p.p.
2015 baseline
2016 44.03%
2015 29.32%
Change of 14.71 p.p.
Corrected like-for-like gaps
5.84 p.p.
2015 baseline
2016 23.88%
2015 18.05%
Change of 5.84 p.p.
Conducted a gender-based job evaluation process
1.47 p.p.
2015 baseline
2016 4.48%
2015 3.01%
Change of 1.47 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
2.26 p.p.
2015 baseline
2016 6.47%
2015 4.20%
Change of 2.26 p.p.
No, don't have expertise
-0.41 p.p.
2015 baseline
2016 0.43%
2015 0.84%
Change of -0.41 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
0.02 p.p.
2015 baseline
2016 0.86%
2015 0.84%
Change of 0.02 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)
-0.21 p.p.
2015 baseline
2016 8.19%
2015 8.40%
Change of -0.21 p.p.
No, non-award employees are paid market rate
-3.10 p.p.
2015 baseline
2016 10.34%
2015 13.45%
Change of -3.10 p.p.
No, not a priority
0.46 p.p.
2015 baseline
2016 1.72%
2015 1.26%
Change of 0.46 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
62.5%
0%
100%
All industries 57.7%
2016 62.5%
2015 52.9%
Employers that have an overall gender equality strategy
35.8%
0%
100%
All industries 22.2%
2016 35.8%
2015 29.0%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
23.2%
0%
100%
All industries 12.7%
2016 23.2%
2015 17.7%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
9.56 p.p.
2015 baseline
2016 62.50%
2015 52.94%
Change of 9.56 p.p.
Employers that have an overall gender equality strategy
6.78 p.p.
2015 baseline
2016 35.78%
2015 28.99%
Change of 6.78 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
5.52 p.p.
0%
100%
2015 baseline
2016 23.19%
2015 17.67%
Change of 5.52 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
75.4%
0%
100%
All industries 52.3%
2016 75.4%
2015 73.1%
Employers that have a flexible working arrangements strategy
23.3%
0%
100%
All industries 16.1%
2016 23.3%
2015 19.3%
Types of flexible work offered
Carer's leave
97.4%
0%
100%
All industries 92.9%
2016 97.4%
2015 96.6%
Compressed working week
44.8%
0%
100%
All industries 26.1%
2016 44.8%
2015 40.3%
Flexible hours of work
83.2%
0%
100%
All industries 58.5%
2016 83.2%
2015 80.3%
Job sharing
63.8%
0%
100%
All industries 39.9%
2016 63.8%
2015 61.8%
Part-time work
95.7%
0%
100%
All industries 83.9%
2016 95.7%
2015 91.6%
Purchased leave
48.7%
0%
100%
All industries 28.4%
2016 48.7%
2015 44.1%
Telecommuting
60.8%
0%
100%
All industries 27.5%
2016 60.8%
2015 60.9%
Time-in-lieu
64.2%
0%
100%
All industries 50.9%
2016 64.2%
2015 60.5%
Unpaid leave
92.7%
0%
100%
All industries 79.4%
2016 92.7%
2015 90.3%

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
2.32 p.p.
2015 baseline
2016 75.43%
2015 73.11%
Change of 2.32 p.p.
Employers that have a flexible working arrangements strategy
3.95 p.p.
2015 baseline
2016 23.28%
2015 19.33%
Change of 3.95 p.p.
Types of flexible work offered
Carer's leave
0.78 p.p.
2015 baseline
2016 97.41%
2015 96.64%
Change of 0.78 p.p.
Compressed working week
4.49 p.p.
2015 baseline
2016 44.83%
2015 40.34%
Change of 4.49 p.p.
Flexible hours of work
2.94 p.p.
2015 baseline
2016 83.19%
2015 80.25%
Change of 2.94 p.p.
Job sharing
2.03 p.p.
2015 baseline
2016 63.79%
2015 61.76%
Change of 2.03 p.p.
Part-time work
4.09 p.p.
2015 baseline
2016 95.69%
2015 91.60%
Change of 4.09 p.p.
Purchased leave
4.59 p.p.
2015 baseline
2016 48.71%
2015 44.12%
Change of 4.59 p.p.
Telecommuting
-0.15 p.p.
2015 baseline
2016 60.78%
2015 60.92%
Change of -0.15 p.p.
Time-in-lieu
3.72 p.p.
2015 baseline
2016 64.22%
2015 60.50%
Change of 3.72 p.p.
Unpaid leave
2.34 p.p.
2015 baseline
2016 92.67%
2015 90.34%
Change of 2.34 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
69.4%
0%
100%
All industries 47.6%
2016 69.4%
2015 64.7%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
16.4%
0%
100%
All industries 12.9%
2016 16.4%
2015 17.6%
Paid parental leave
Employers that offer primary carer leave
73.3%
0%
100%
All industries 48.0%
2016 73.3%
2015 72.3%
Average primary carer's leave offered (minimum number of weeks)
10.8 weeks
All industries 9.7 weeks
2016 10.8 weeks
2015 11.8 weeks
Employers that top up government scheme to full pay
8.2%
0%
100%
All industries 9.0%
2016 8.2%
2015 11.0%
Employers that offer full pay in addition to government scheme
80.6%
0%
100%
All industries 79.2%
2016 80.6%
2015 79.1%
Employers that offer a lump sum payment
19.4%
0%
100%
All industries 16.8%
2016 19.4%
2015 19.8%
Employers that offer secondary carer leave
65.1%
0%
100%
All industries 39.0%
2016 65.1%
2015 64.3%
Average secondary carer's leave offered (minimum number of weeks)
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)
5.2%
0%
100%
All industries 7.6%
2016 5.2%
Proportion of women (out of all employees on parental leave)
4.6%
0%
100%
All industries 7.0%
2016 4.6%
Proportion of men (out of all employees on parental leave)
0.6%
0%
100%
All industries 0.6%
2016 0.6%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
5.7%
0%
100%
All industries 5.8%
2016 5.7%
2015 3.9%
On-site childcare
5.7%
0%
100%
All industries 9.5%
2016 5.7%
2015 5.5%
Breastfeeding facilities
72.2%
0%
100%
All industries 53.6%
2016 72.2%
2015 66.3%
Childcare referral services
21.0%
0%
100%
All industries 10.4%
2016 21.0%
2015 22.1%
Internal support network for parents
25.0%
0%
100%
All industries 16.7%
2016 25.0%
2015 21.0%
Return-to-work bonus
12.5%
0%
100%
All industries 7.4%
2016 12.5%
2015 14.9%
Information packs to support new parents and/or those with elder care responsibilities
40.3%
0%
100%
All industries 17.1%
2016 40.3%
2015 34.3%
Referral services to support employees with family and/or caring responsibilities
52.3%
0%
100%
All industries 47.3%
2016 52.3%
2015 51.9%
Targeted communication mechanisms, for example intranet/forums
42.6%
0%
100%
All industries 26.9%
2016 42.6%
2015 41.4%
Support in securing school holiday care
10.2%
0%
100%
All industries 6.5%
2016 10.2%
2015 0.0%
Coaching for employees on returning to work from parental leave
31.8%
0%
100%
All industries 15.5%
2016 31.8%
2015 0.0%
Parenting workshops targeting mothers
9.1%
0%
100%
All industries 3.9%
2016 9.1%
2015 0.0%
Parenting workshops targeting fathers
9.7%
0%
100%
All industries 3.3%
2016 9.7%
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
4.69 p.p.
2015 baseline
2016 69.40%
2015 64.71%
Change of 4.69 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.27 p.p.
2015 baseline
2016 16.38%
2015 17.65%
Change of -1.27 p.p.
Paid parental leave
Employers that offer primary carer leave
1.01 p.p.
2015 baseline
2016 73.28%
2015 72.27%
Change of 1.01 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.95 weeks
2015 baseline
2016 10.81weeks
2015 11.76weeks
Change of -0.95 weeks
Employers that top up government scheme to full pay
-2.81 p.p.
2015 baseline
2016 8.24%
2015 11.05%
Change of -2.81 p.p.
Employers that offer full pay in addition to government scheme
1.52 p.p.
2015 baseline
2016 80.59%
2015 79.07%
Change of 1.52 p.p.
Employers that offer a lump sum payment
-0.36 p.p.
2015 baseline
2016 19.41%
2015 19.77%
Change of -0.36 p.p.
Employers that offer secondary carer leave
0.80 p.p.
2015 baseline
2016 65.09%
2015 64.29%
Change of 0.80 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.01 weeks
2015 baseline
2016 1.58weeks
2015 1.56weeks
Change of 0.01 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
0.16 p.p.
2015 baseline
2016 5.68%
2015 5.52%
Change of 0.16 p.p.
Breastfeeding facilities
5.86 p.p.
2015 baseline
2016 72.16%
2015 66.30%
Change of 5.86 p.p.
Childcare referral services
-1.08 p.p.
2015 baseline
2016 21.02%
2015 22.10%
Change of -1.08 p.p.
Internal support network for parents
4.01 p.p.
2015 baseline
2016 25.00%
2015 20.99%
Change of 4.01 p.p.
Return-to-work bonus
-2.42 p.p.
2015 baseline
2016 12.50%
2015 14.92%
Change of -2.42 p.p.
Information packs to support new parents and/or those with elder care responsibilities
6.09 p.p.
2015 baseline
2016 40.34%
2015 34.25%
Change of 6.09 p.p.
Referral services to support employees with family and/or caring responsibilities
0.34 p.p.
2015 baseline
2016 52.27%
2015 51.93%
Change of 0.34 p.p.
Targeted communication mechanisms, for example intranet/forums
1.18 p.p.
2015 baseline
2016 42.61%
2015 41.44%
Change of 1.18 p.p.
Support in securing school holiday care
No comparison data available
Coaching for employees on returning to work from parental leave
No comparison data available
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Family or domestic violence support

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
53.4%
0%
100%
All industries 39.3%
2016 53.4%
2015 49.2%
Has some measure in place to support employees who are experiencing family or domestic violence
87.5%
0%
100%
All industries 74.8%
2016 87.5%
2015 89.1%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
84.5%
0%
100%
All industries 66.4%
2016 84.5%
2015 86.1%
HR or other staff training
15.9%
0%
100%
All industries 11.0%
2016 15.9%
2015 13.9%
Referral to support services
31.5%
0%
100%
All industries 26.9%
2016 31.5%
2015 19.7%
Access to any leave (overall measure)
68.5%
0%
100%
All industries 52.6%
2016 68.5%
2015 67.2%
Paid domestic violence leave
24.6%
0%
100%
All industries 12.1%
2016 24.6%
Unpaid domestic violence leave
6.0%
0%
100%
All industries 3.8%
2016 6.0%
2015 0.0%
Unpaid leave
60.3%
0%
100%
All industries 49.3%
2016 60.3%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
10.8%
0%
100%
All industries 6.9%
2016 10.8%
2015 0.0%
Workplace safety planning
12.5%
0%
100%
All industries 8.3%
2016 12.5%
2015 0.0%
Confidentiality of disclosure
56.0%
0%
100%
All industries 41.2%
2016 56.0%
2015 0.0%
Protection from adverse action or discrimination
33.6%
0%
100%
All industries 21.3%
2016 33.6%
2015 0.0%
Flexible working arrangements
64.7%
0%
100%
All industries 48.6%
2016 64.7%
2015 0.0%
Financial support
19.4%
0%
100%
All industries 11.2%
2016 19.4%
2015 0.0%
Change of office location
18.1%
0%
100%
All industries 13.7%
2016 18.1%
2015 0.0%
Emergency accommodation assistance
5.6%
0%
100%
All industries 4.0%
2016 5.6%
2015 0.0%
Medical services
10.3%
0%
100%
All industries 10.0%
2016 10.3%
2015 0.0%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
4.29 p.p.
2015 baseline
2016 53.45%
2015 49.16%
Change of 4.29 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.58 p.p.
2015 baseline
2016 87.50%
2015 89.08%
Change of -1.58 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-1.65 p.p.
2015 baseline
2016 84.48%
2015 86.13%
Change of -1.65 p.p.
HR or other staff training
2.08 p.p.
2015 baseline
2016 15.95%
2015 13.87%
Change of 2.08 p.p.
Referral to support services
11.72 p.p.
2015 baseline
2016 31.47%
2015 19.75%
Change of 11.72 p.p.
Access to any leave (overall measure)
1.31 p.p.
2015 baseline
2016 68.53%
2015 67.23%
Change of 1.31 p.p.
Paid domestic violence leave
24.57 p.p.
2015 baseline
2016 24.57%
2015 0.00%
Change of 24.57 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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