Agriculture, Forestry and Fishing within All industries

Agriculture, Forestry and Fishing has 27,480 employees within 47 organisations.
Change year 2016

Agriculture, Forestry and Fishing summary for 2016

Agriculture, Forestry and Fishing has 27,480 employees within 47 organisations of any size.
35.5% of employees are female.

Employee type breakdown
Casual
44.5%
Casual - 44.45778748180495%
Part-time
3.5%
Part-time - 3.5371179039301306%
Full-time
52.0%
Full-time - 52.00509461426493%
Organisation size breakdown
<250
55.3%
<250 - 55.319148936170215%
250-499
21.3%
250-499 - 21.27659574468085%
500-999
10.6%
500-999 - 10.638297872340425%
1000-4999
10.6%
1000-4999 - 10.638297872340425%
5000+
2.1%
5000+ - 2.127659574468085%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 64.5% Female 35.5%)
male
female
All (Male 64.5% Female 35.5%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 95.7% Female 4.3%)
male
female
CEO (Male 95.7% Female 4.3%)
Key management personnel (Male 85.8% Female 14.2%)
male
female
Key management personnel (Male 85.8% Female 14.2%)
Other executives/general managers (Male 84.8% Female 15.2%)
male
female
Other executives/general managers (Male 84.8% Female 15.2%)
Senior managers (Male 84.1% Female 15.9%)
male
female
Senior managers (Male 84.1% Female 15.9%)
Other managers (Male 80.7% Female 19.3%)
male
female
Other managers (Male 80.7% Female 19.3%)
Non-managers (all)
Clerical and administrative (Male 24.4% Female 75.6%)
male
female
Clerical and administrative (Male 24.4% Female 75.6%)
Community and personal service (Male 12.5% Female 87.5%)
male
female
Community and personal service (Male 12.5% Female 87.5%)
Machinery operators and drivers (Male 80.9% Female 19.1%)
male
female
Machinery operators and drivers (Male 80.9% Female 19.1%)
Sales (Male 71.7% Female 28.3%)
male
female
Sales (Male 71.7% Female 28.3%)
Professionals (Male 62.9% Female 37.1%)
male
female
Professionals (Male 62.9% Female 37.1%)
Technicians and trade (Male 89.4% Female 10.6%)
male
female
Technicians and trade (Male 89.4% Female 10.6%)
Labourers (Male 60.4% Female 39.6%)
male
female
Labourers (Male 60.4% Female 39.6%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
1.13%
no change
2016 M:64.48% F:35.52%
2015 M:65.61% F:34.39%
The proportion of males has increased by 1.13 p.p..
The proportion of females has decreased by 1.13 p.p..
Managers
CEO
1.98%
no change
2016 M:95.74% F:4.26%
2015 M:97.73% F:2.27%
The proportion of males has increased by 1.98 p.p..
The proportion of females has decreased by 1.98 p.p..
Key management personnel
-0.73%
no change
2016 M:85.79% F:14.21%
2015 M:85.06% F:14.94%
The proportion of males has decreased by 0.73 p.p..
The proportion of females has increased by 0.73 p.p..
Other executives/general managers
3.71%
no change
2016 M:84.76% F:15.24%
2015 M:88.46% F:11.54%
The proportion of males has increased by 3.71 p.p..
The proportion of females has decreased by 3.71 p.p..
Senior managers
-2.03%
no change
2016 M:84.14% F:15.86%
2015 M:82.11% F:17.89%
The proportion of males has decreased by 2.03 p.p..
The proportion of females has increased by 2.03 p.p..
Other managers
1.58%
no change
2016 M:80.66% F:19.34%
2015 M:82.24% F:17.76%
The proportion of males has increased by 1.58 p.p..
The proportion of females has decreased by 1.58 p.p..
Non-managers
Clerical and administrative
9.72%
no change
2016 M:24.41% F:75.59%
2015 M:14.69% F:85.31%
The proportion of males has increased by 9.72 p.p..
The proportion of females has decreased by 9.72 p.p..
Community and personal service
4.17%
no change
2016 M:12.50% F:87.50%
2015 M:8.33% F:91.67%
The proportion of males has increased by 4.17 p.p..
The proportion of females has decreased by 4.17 p.p..
Machinery operators and drivers
3.63%
no change
2016 M:80.93% F:19.07%
2015 M:84.56% F:15.44%
The proportion of males has increased by 3.63 p.p..
The proportion of females has decreased by 3.63 p.p..
Sales
-0.60%
no change
2016 M:71.72% F:28.28%
2015 M:71.12% F:28.88%
The proportion of males has decreased by 0.60 p.p..
The proportion of females has increased by 0.60 p.p..
Professionals
-1.49%
no change
2016 M:62.85% F:37.15%
2015 M:61.36% F:38.64%
The proportion of males has decreased by 1.49 p.p..
The proportion of females has increased by 1.49 p.p..
Technicians and trade
-1.67%
no change
2016 M:89.38% F:10.62%
2015 M:87.70% F:12.30%
The proportion of males has decreased by 1.67 p.p..
The proportion of females has increased by 1.67 p.p..
Labourers
-0.73%
no change
2016 M:60.41% F:39.59%
2015 M:59.68% F:40.32%
The proportion of males has decreased by 0.73 p.p..
The proportion of females has increased by 0.73 p.p..
Results for 2016 View yearly change
Full-time (Male 73.2% Female 26.8%)
male
female
Full-time (Male 73.2% Female 26.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 95.7% Female 4.3%)
male
female
CEO (Male 95.7% Female 4.3%)
Key management personnel (Male 86.3% Female 13.7%)
male
female
Key management personnel (Male 86.3% Female 13.7%)
Other executives/general managers (Male 84.8% Female 15.2%)
male
female
Other executives/general managers (Male 84.8% Female 15.2%)
Senior managers (Male 85.9% Female 14.1%)
male
female
Senior managers (Male 85.9% Female 14.1%)
Other managers (Male 82.1% Female 17.9%)
male
female
Other managers (Male 82.1% Female 17.9%)
Non-managers (full-time)
Clerical and administrative (Male 23.1% Female 76.9%)
male
female
Clerical and administrative (Male 23.1% Female 76.9%)
Community and personal service (Male 4.5% Female 95.5%)
male
female
Community and personal service (Male 4.5% Female 95.5%)
Machinery operators and drivers (Male 84.8% Female 15.2%)
male
female
Machinery operators and drivers (Male 84.8% Female 15.2%)
Sales (Male 76.4% Female 23.6%)
male
female
Sales (Male 76.4% Female 23.6%)
Professionals (Male 65.1% Female 34.9%)
male
female
Professionals (Male 65.1% Female 34.9%)
Technicians and trade (Male 91.6% Female 8.4%)
male
female
Technicians and trade (Male 91.6% Female 8.4%)
Labourers (Male 73.7% Female 26.3%)
male
female
Labourers (Male 73.7% Female 26.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.72%
no change
2016 M:73.18% F:26.82%
2015 M:73.90% F:26.10%
The proportion of males has increased by 0.72 p.p..
The proportion of females has decreased by 0.72 p.p..
Managers
CEO
2.02%
no change
2016 M:95.65% F:4.35%
2015 M:97.67% F:2.33%
The proportion of males has increased by 2.02 p.p..
The proportion of females has decreased by 2.02 p.p..
Key management personnel
-0.90%
no change
2016 M:86.26% F:13.74%
2015 M:85.37% F:14.63%
The proportion of males has decreased by 0.90 p.p..
The proportion of females has increased by 0.90 p.p..
Other executives/general managers
5.09%
no change
2016 M:84.76% F:15.24%
2015 M:89.84% F:10.16%
The proportion of males has increased by 5.09 p.p..
The proportion of females has decreased by 5.09 p.p..
Senior managers
-2.26%
no change
2016 M:85.95% F:14.05%
2015 M:83.69% F:16.31%
The proportion of males has decreased by 2.26 p.p..
The proportion of females has increased by 2.26 p.p..
Other managers
1.06%
no change
2016 M:82.06% F:17.94%
2015 M:83.13% F:16.87%
The proportion of males has increased by 1.06 p.p..
The proportion of females has decreased by 1.06 p.p..
Non-managers
Clerical and administrative
5.46%
no change
2016 M:23.12% F:76.88%
2015 M:17.66% F:82.34%
The proportion of males has increased by 5.46 p.p..
The proportion of females has decreased by 5.46 p.p..
Community and personal service
-4.55%
no change
2016 M:4.55% F:95.45%
2015 M:9.09% F:90.91%
The proportion of males has decreased by 4.55 p.p..
The proportion of females has increased by 4.55 p.p..
Machinery operators and drivers
4.27%
no change
2016 M:84.76% F:15.24%
2015 M:89.03% F:10.97%
The proportion of males has increased by 4.27 p.p..
The proportion of females has decreased by 4.27 p.p..
Sales
0.25%
no change
2016 M:76.40% F:23.60%
2015 M:76.65% F:23.35%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Professionals
1.25%
no change
2016 M:65.12% F:34.88%
2015 M:66.37% F:33.63%
The proportion of males has increased by 1.25 p.p..
The proportion of females has decreased by 1.25 p.p..
Technicians and trade
-1.45%
no change
2016 M:91.65% F:8.35%
2015 M:90.20% F:9.80%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Labourers
0.27%
no change
2016 M:73.73% F:26.27%
2015 M:74.00% F:26.00%
The proportion of males has increased by 0.27 p.p..
The proportion of females has decreased by 0.27 p.p..
Results for 2016 View yearly change
Part-time (Male 29.2% Female 70.8%)
male
female
Part-time (Male 29.2% Female 70.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 66.7% Female 33.3%)
male
female
Key management personnel (Male 66.7% Female 33.3%)
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 7.7% Female 92.3%)
male
female
Senior managers (Male 7.7% Female 92.3%)
Other managers (Male 15.6% Female 84.4%)
male
female
Other managers (Male 15.6% Female 84.4%)
Non-managers (part-time)
Clerical and administrative (Male 2.7% Female 97.3%)
male
female
Clerical and administrative (Male 2.7% Female 97.3%)
Community and personal service (Male 0.0% Female 100.0%)
male
female
Community and personal service (Male 0.0% Female 100.0%)
Machinery operators and drivers (Male 60.3% Female 39.7%)
male
female
Machinery operators and drivers (Male 60.3% Female 39.7%)
Sales (Male 35.6% Female 64.4%)
male
female
Sales (Male 35.6% Female 64.4%)
Professionals (Male 16.9% Female 83.1%)
male
female
Professionals (Male 16.9% Female 83.1%)
Technicians and trade (Male 36.7% Female 63.3%)
male
female
Technicians and trade (Male 36.7% Female 63.3%)
Labourers (Male 49.5% Female 50.5%)
male
female
Labourers (Male 49.5% Female 50.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
2.43%
no change
2016 M:29.22% F:70.78%
2015 M:26.79% F:73.21%
The proportion of males has increased by 2.43 p.p..
The proportion of females has decreased by 2.43 p.p..
Managers
CEO
No comparison data available
Key management personnel
-16.67%
no change
2016 M:66.67% F:33.33%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 16.67 p.p..
The proportion of females has increased by 16.67 p.p..
Other executives/general managers
no change
2016 M:% F:%
2015 M:0.00% F:100.00%
There is no data for determining the change.
Senior managers
-25.64%
no change
2016 M:7.69% F:92.31%
2015 M:33.33% F:66.67%
The proportion of males has decreased by 25.64 p.p..
The proportion of females has increased by 25.64 p.p..
Other managers
5.10%
no change
2016 M:15.63% F:84.38%
2015 M:10.53% F:89.47%
The proportion of males has increased by 5.10 p.p..
The proportion of females has decreased by 5.10 p.p..
Non-managers
Clerical and administrative
0.13%
no change
2016 M:2.74% F:97.26%
2015 M:2.61% F:97.39%
The proportion of males has increased by 0.13 p.p..
The proportion of females has decreased by 0.13 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
8.16%
no change
2016 M:60.26% F:39.74%
2015 M:68.42% F:31.58%
The proportion of males has increased by 8.16 p.p..
The proportion of females has decreased by 8.16 p.p..
Sales
1.55%
no change
2016 M:35.61% F:64.39%
2015 M:34.06% F:65.94%
The proportion of males has increased by 1.55 p.p..
The proportion of females has decreased by 1.55 p.p..
Professionals
4.38%
no change
2016 M:16.88% F:83.12%
2015 M:12.50% F:87.50%
The proportion of males has increased by 4.38 p.p..
The proportion of females has decreased by 4.38 p.p..
Technicians and trade
-8.16%
no change
2016 M:36.67% F:63.33%
2015 M:44.83% F:55.17%
The proportion of males has decreased by 8.16 p.p..
The proportion of females has increased by 8.16 p.p..
Labourers
19.72%
no change
2016 M:49.45% F:50.55%
2015 M:29.74% F:70.26%
The proportion of males has increased by 19.72 p.p..
The proportion of females has decreased by 19.72 p.p..
Results for 2016 View yearly change
Casual (Male 57.1% Female 42.9%)
male
female
Casual (Male 57.1% Female 42.9%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% Female 0.0%)
Other executives/general managers (Male 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 0.0% Female 0.0%)
Insufficient data available
Senior managers (Male 0.0% Female 0.0%)
Other managers (Male 66.7% Female 33.3%)
male
female
Other managers (Male 66.7% Female 33.3%)
Non-managers (casual)
Clerical and administrative (Male 42.3% Female 57.7%)
male
female
Clerical and administrative (Male 42.3% Female 57.7%)
Community and personal service (Male 33.3% Female 66.7%)
male
female
Community and personal service (Male 33.3% Female 66.7%)
Machinery operators and drivers (Male 73.9% Female 26.1%)
male
female
Machinery operators and drivers (Male 73.9% Female 26.1%)
Sales (Male 38.5% Female 61.5%)
male
female
Sales (Male 38.5% Female 61.5%)
Professionals (Male 66.9% Female 33.1%)
male
female
Professionals (Male 66.9% Female 33.1%)
Technicians and trade (Male 71.1% Female 28.9%)
male
female
Technicians and trade (Male 71.1% Female 28.9%)
Labourers (Male 56.6% Female 43.4%)
male
female
Labourers (Male 56.6% Female 43.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
2.21%
no change
2016 M:57.12% F:42.88%
2015 M:59.33% F:40.67%
The proportion of males has increased by 2.21 p.p..
The proportion of females has decreased by 2.21 p.p..
Managers
CEO
0.00%
no change
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Key management personnel
0.00%
no change
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other executives/general managers
No comparison data available
Senior managers
no change
2016 M:% F:%
2015 M:0.00% F:100.00%
There is no data for determining the change.
Other managers
13.33%
no change
2016 M:66.67% F:33.33%
2015 M:80.00% F:20.00%
The proportion of males has increased by 13.33 p.p..
The proportion of females has decreased by 13.33 p.p..
Non-managers
Clerical and administrative
29.17%
no change
2016 M:42.27% F:57.73%
2015 M:13.11% F:86.89%
The proportion of males has increased by 29.17 p.p..
The proportion of females has decreased by 29.17 p.p..
Community and personal service
33.33%
no change
2016 M:33.33% F:66.67%
2015 M:0.00% F:100.00%
The proportion of males has increased by 33.33 p.p..
The proportion of females has decreased by 33.33 p.p..
Machinery operators and drivers
5.07%
no change
2016 M:73.90% F:26.10%
2015 M:78.97% F:21.03%
The proportion of males has increased by 5.07 p.p..
The proportion of females has decreased by 5.07 p.p..
Sales
1.12%
no change
2016 M:38.46% F:61.54%
2015 M:37.34% F:62.66%
The proportion of males has increased by 1.12 p.p..
The proportion of females has decreased by 1.12 p.p..
Professionals
9.58%
no change
2016 M:66.89% F:33.11%
2015 M:23.53% F:76.47%
The proportion of males has increased by 9.58 p.p..
The proportion of females has decreased by 9.58 p.p..
Technicians and trade
13.11%
no change
2016 M:71.11% F:28.89%
2015 M:84.22% F:15.78%
The proportion of males has increased by 13.11 p.p..
The proportion of females has decreased by 13.11 p.p..
Labourers
-0.44%
no change
2016 M:56.59% F:43.41%
2015 M:56.15% F:43.85%
The proportion of males has decreased by 0.44 p.p..
The proportion of females has increased by 0.44 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 57.7% Female 42.3%)
male
female
Overall (Male 57.7% Female 42.3%)
Managers (Male 70.5% Female 29.5%)
male
female
Managers (Male 70.5% Female 29.5%)
Non-managers (Male 57.3% Female 42.7%)
male
female
Non-managers (Male 57.3% Female 42.7%)
Promotions by role
Overall (Male 65.1% Female 34.9%)
male
female
Overall (Male 65.1% Female 34.9%)
Managers (Male 74.3% Female 25.7%)
male
female
Managers (Male 74.3% Female 25.7%)
Non-managers (Male 63.7% Female 36.3%)
male
female
Non-managers (Male 63.7% Female 36.3%)
Promotions by employment type
Full-time
39.1%
Full-time - 39.13253012048193%
Part-time
1.1%
Part-time - 1.108433734939759%
Casual
59.8%
Casual - 59.75903614457832%
Resignations by role
Overall (Male 58.2% Female 41.8%)
male
female
Overall (Male 58.2% Female 41.8%)
Managers (Male 67.3% Female 32.7%)
male
female
Managers (Male 67.3% Female 32.7%)
Non-managers (Male 57.7% Female 42.3%)
male
female
Non-managers (Male 57.7% Female 42.3%)
Resignations by employment type
Full-time
26.3%
Full-time - 26.341107871720116%
Part-time
2.9%
Part-time - 2.879008746355685%
Casual
70.8%
Casual - 70.77988338192421%

Employee movements

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

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

Results for 2016 View yearly change
Total remuneration (all)
male
female
20.0% pay gap
All industries 26.3%
2016 20.0%
2015 21.6%
Base remuneration (all)
male
female
18.5% pay gap
All industries 21.4%
2016 18.5%
2015 19.9%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
10.1% pay gap
All industries 27.7%
2016 10.1%
2015 4.1%
Other executives/general managers
male
female
20.2% pay gap
All industries 25.9%
2016 20.2%
2015 12.6%
Senior managers
male
female
15.0% pay gap
All industries 21.6%
2016 15.0%
2015 15.2%
Other managers
male
female
14.3% pay gap
All industries 22.8%
2016 14.3%
2015 11.5%
Non-managers (all total remuneration)
Clerical and administrative
male
female
3.0% pay gap
All industries 7.1%
2016 3.0%
2015 12.0%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
16.5% pay gap
All industries 17.9%
2016 16.5%
2015 12.7%
Sales
male
female
27.5% pay gap
All industries 15.8%
2016 27.5%
2015 26.8%
Professionals
male
female
8.5% pay gap
All industries 19.5%
2016 8.5%
2015 13.6%
Technicians and trade
male
female
15.9% pay gap
All industries 30.8%
2016 15.9%
2015 15.6%
Labourers
male
female
3.8% pay gap
All industries 17.8%
2016 3.8%
2015 9.1%
Change from 2015 to 2016 View 2016
Total remuneration (all)
-1.65 p.p.
no change
2016 19.99%
2015 21.64%
The gender pay gap
decreased by 1.65 p.p.
Base remuneration (all)
-1.49 p.p.
no change
2016 18.46%
2015 19.95%
The gender pay gap
decreased by 1.49 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
6.03 p.p.
no change
2016 10.10%
2015 4.07%
The gender pay gap
increased by 6.03 p.p.
Other executives/general managers
7.56 p.p.
no change
2016 20.18%
2015 12.61%
The gender pay gap
increased by 7.56 p.p.
Senior managers
-0.23 p.p.
no change
2016 15.02%
2015 15.25%
The gender pay gap
decreased by 0.23 p.p.
Other managers
2.73 p.p.
no change
2016 14.26%
2015 11.53%
The gender pay gap
increased by 2.73 p.p.
Non-managers (all total remuneration)
Clerical and administrative
-8.98 p.p.
no change
2016 2.97%
2015 11.95%
The gender pay gap
decreased by 8.98 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
3.75 p.p.
no change
2016 16.47%
2015 12.72%
The gender pay gap
increased by 3.75 p.p.
Sales
0.72 p.p.
no change
2016 27.48%
2015 26.76%
The gender pay gap
increased by 0.72 p.p.
Professionals
-5.16 p.p.
no change
2016 8.47%
2015 13.63%
The gender pay gap
decreased by 5.16 p.p.
Technicians and trade
0.31 p.p.
no change
2016 15.93%
2015 15.62%
The gender pay gap
increased by 0.31 p.p.
Labourers
-5.28 p.p.
no change
2016 3.79%
2015 9.06%
The gender pay gap
decreased by 5.28 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
21.8% pay gap
All industries 23.1%
2016 21.8%
2015 20.9%
Base remuneration (full-time)
male
female
18.9% pay gap
All industries 17.7%
2016 18.9%
2015 19.3%
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 3.9%
Other executives/general managers
male
female
20.2% pay gap
All industries 24.6%
2016 20.2%
2015 20.3%
Senior managers
male
female
14.6% pay gap
All industries 21.7%
2016 14.6%
2015 12.9%
Other managers
male
female
13.9% pay gap
All industries 23.8%
2016 13.9%
2015 12.2%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
9.4% pay gap
All industries 8.8%
2016 9.4%
2015 12.1%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
18.5% pay gap
All industries 16.1%
2016 18.5%
2015 13.4%
Sales
male
female
27.4% pay gap
All industries 23.5%
2016 27.4%
2015 25.5%
Professionals
male
female
8.6% pay gap
All industries 19.7%
2016 8.6%
2015 12.8%
Technicians and trade
male
female
11.2% pay gap
All industries 27.1%
2016 11.2%
2015 13.3%
Labourers
male
female
13.1% pay gap
All industries 17.2%
2016 13.1%
2015 15.3%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.87 p.p.
no change
2016 21.80%
2015 20.92%
The gender pay gap
increased by 0.87 p.p.
Base remuneration (full-time)
-0.46 p.p.
no change
2016 18.88%
2015 19.34%
The gender pay gap
decreased by 0.46 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
6.15 p.p.
no change
2016 10.01%
2015 3.86%
The gender pay gap
increased by 6.15 p.p.
Other executives/general managers
-0.11 p.p.
no change
2016 20.18%
2015 20.29%
The gender pay gap
decreased by 0.11 p.p.
Senior managers
1.74 p.p.
no change
2016 14.62%
2015 12.88%
The gender pay gap
increased by 1.74 p.p.
Other managers
1.73 p.p.
no change
2016 13.91%
2015 12.17%
The gender pay gap
increased by 1.73 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
-2.69 p.p.
no change
2016 9.41%
2015 12.11%
The gender pay gap
decreased by 2.69 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
5.13 p.p.
no change
2016 18.53%
2015 13.40%
The gender pay gap
increased by 5.13 p.p.
Sales
1.87 p.p.
no change
2016 27.37%
2015 25.51%
The gender pay gap
increased by 1.87 p.p.
Professionals
-4.19 p.p.
no change
2016 8.61%
2015 12.80%
The gender pay gap
decreased by 4.19 p.p.
Technicians and trade
-2.05 p.p.
no change
2016 11.23%
2015 13.28%
The gender pay gap
decreased by 2.05 p.p.
Labourers
-2.16 p.p.
no change
2016 13.09%
2015 15.26%
The gender pay gap
decreased by 2.16 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
3.3% pay gap
All industries 6.6%
2016 3.3%
2015 6.8%
Base remuneration (part-time)
male
female
3.7% pay gap
All industries 7.8%
2016 3.7%
2015 2.2%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
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
male
female
1.8% pay gap
All industries 7.3%
2016 1.8%
2015 19.0%
Sales
male
female
15.5% pay gap
All industries 0.6%
2016 15.5%
2015 19.7%
Professionals
male
female
34.8% pay gap
All industries 18.7%
2016 34.8%
2015 6.7%
Technicians and trade
male
female
15.0% pay gap
All industries 8.6%
2016 15.0%
2015 5.1%
Labourers
male
female
9.9% pay gap
All industries 4.4%
2016 9.9%
2015 12.9%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
-3.47 p.p.
no change
2016 3.33%
2015 6.80%
The gender pay gap
decreased by 3.47 p.p.
Base remuneration (part-time)
1.47 p.p.
no change
2016 3.70%
2015 2.23%
The gender pay gap
increased by 1.47 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
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
-17.16 p.p.
no change
2016 1.82%
2015 18.98%
The gender pay gap
decreased by 17.16 p.p.
Sales
-4.23 p.p.
no change
2016 15.49%
2015 19.73%
The gender pay gap
decreased by 4.23 p.p.
Professionals
28.17 p.p.
no change
2016 34.82%
2015 6.65%
The gender pay gap
increased by 28.17 p.p.
Technicians and trade
9.92 p.p.
no change
2016 15.03%
2015 5.11%
The gender pay gap
increased by 9.92 p.p.
Labourers
-3.04 p.p.
no change
2016 9.89%
2015 12.93%
The gender pay gap
decreased by 3.04 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
2.0% pay gap
All industries 9.1%
2016 2.0%
2015 7.6%
Base remuneration (casual)
male
female
3.3% pay gap
All industries 8.6%
2016 3.3%
2015 7.2%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
5.7% pay gap
All industries 1.8%
2016 5.7%
2015 3.4%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
9.4% pay gap
All industries 11.0%
2016 9.4%
2015 10.0%
Sales
male
female
9.7% pay gap
All industries 3.4%
2016 9.7%
2015 0.6%
Professionals
male
female
1.7% pay gap
All industries 15.3%
2016 1.7%
2015 19.4%
Technicians and trade
male
female
18.4% pay gap
All industries 30.5%
2016 18.4%
2015 7.2%
Labourers
male
female
0.9% pay gap
All industries 14.0%
2016 0.9%
2015 4.8%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
-5.54 p.p.
no change
2016 2.02%
2015 7.56%
The gender pay gap
decreased by 5.54 p.p.
Base remuneration (casual)
-3.86 p.p.
no change
2016 3.34%
2015 7.20%
The gender pay gap
decreased by 3.86 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
2.21 p.p.
no change
2016 5.66%
2015 3.45%
The gender pay gap
increased by 2.21 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
-0.60 p.p.
no change
2016 9.38%
2015 9.98%
The gender pay gap
decreased by 0.60 p.p.
Sales
9.14 p.p.
no change
2016 9.74%
2015 0.60%
The gender pay gap
increased by 9.14 p.p.
Professionals
-17.62 p.p.
no change
2016 1.75%
2015 19.37%
The gender pay gap
decreased by 17.62 p.p.
Technicians and trade
11.28 p.p.
no change
2016 18.44%
2015 7.16%
The gender pay gap
increased by 11.28 p.p.
Labourers
-3.95 p.p.
no change
2016 0.89%
2015 4.84%
The gender pay gap
decreased by 3.95 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Employers with a formal policy or formal strategy on remuneration generally
46.8%
0%
100%
All industries 53.1%
2016 46.8%
2015 37.0%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
18.2%
0%
100%
All industries 26.4%
2016 18.2%
2015 11.8%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
10.6%
0%
100%
All industries 20.0%
2016 10.6%
2015 19.6%
Within last 1-2 years
4.3%
0%
100%
All industries 4.7%
2016 4.3%
2015 2.2%
More than 2 years ago but less than 4 years ago
2.1%
0%
100%
All industries 1.3%
2016 2.1%
2015 2.2%
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
25.0%
0%
100%
All industries 31.2%
2016 25.0%
2015 36.4%
Reviewed remuneration decision-making processes
12.5%
0%
100%
All industries 22.4%
2016 12.5%
2015 27.3%
Analysed commencement salaries by gender to ensure there are no pay gaps
No comparison data available
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
25.0%
0%
100%
All industries 22.3%
2016 25.0%
2015 18.2%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
37.5%
0%
100%
All industries 21.6%
2016 37.5%
2015 18.2%
Trained people-managers in addressing gender bias (including unconscious bias)
12.5%
0%
100%
All industries 11.1%
2016 12.5%
2015 9.1%
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
37.5%
0%
100%
All industries 25.4%
2016 37.5%
2015 36.4%
Corrected like-for-like gaps
12.5%
0%
100%
All industries 16.9%
2016 12.5%
2015 9.1%
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
6.4%
0%
100%
All industries 5.8%
2016 6.4%
No, don't have expertise
2.1%
0%
100%
All industries 0.7%
2016 2.1%
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)
4.3%
0%
100%
All industries 6.2%
2016 4.3%
2015 4.3%
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)
25.5%
0%
100%
All industries 21.2%
2016 25.5%
2015 21.7%
No, non-award employees are paid market rate
8.5%
0%
100%
All industries 13.2%
2016 8.5%
2015 8.7%
No, not a priority
8.5%
0%
100%
All industries 2.4%
2016 8.5%
2015 2.2%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
9.85 p.p.
no change
2016 46.81%
2015 36.96%
Change of 9.85 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
6.42 p.p.
no change
2016 18.18%
2015 11.76%
Change of 6.42 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-8.93 p.p.
no change
2016 10.64%
2015 19.57%
Change of -8.93 p.p.
Within last 1-2 years
2.08 p.p.
no change
2016 4.26%
2015 2.17%
Change of 2.08 p.p.
More than 2 years ago but less than 4 years ago
-0.05 p.p.
no change
2016 2.13%
2015 2.17%
Change of -0.05 p.p.
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
-9.09 p.p.
no change
2016 0.00%
2015 9.09%
Change of -9.09 p.p.
Identified cause/s of the gaps
-11.36 p.p.
no change
2016 25.00%
2015 36.36%
Change of -11.36 p.p.
Reviewed remuneration decision-making processes
-14.77 p.p.
no change
2016 12.50%
2015 27.27%
Change of -14.77 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-9.09 p.p.
no change
2016 0.00%
2015 9.09%
Change of -9.09 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
6.82 p.p.
no change
2016 25.00%
2015 18.18%
Change of 6.82 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
19.32 p.p.
no change
2016 37.50%
2015 18.18%
Change of 19.32 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
3.41 p.p.
no change
2016 12.50%
2015 9.09%
Change of 3.41 p.p.
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
-18.18 p.p.
no change
2016 0.00%
2015 18.18%
Change of -18.18 p.p.
Reported pay equity metrics to the executive
1.14 p.p.
no change
2016 37.50%
2015 36.36%
Change of 1.14 p.p.
Corrected like-for-like gaps
3.41 p.p.
no change
2016 12.50%
2015 9.09%
Change of 3.41 p.p.
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
No comparison data available
No, don't have expertise
No comparison data available
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
-0.09 p.p.
no change
2016 4.26%
2015 4.35%
Change of -0.09 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)
3.79 p.p.
no change
2016 25.53%
2015 21.74%
Change of 3.79 p.p.
No, non-award employees are paid market rate
-0.19 p.p.
no change
2016 8.51%
2015 8.70%
Change of -0.19 p.p.
No, not a priority
6.34 p.p.
no change
2016 8.51%
2015 2.17%
Change of 6.34 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
66.0%
0%
100%
All industries 57.7%
2016 66.0%
2015 58.7%
Employers that have an overall gender equality strategy
17.0%
0%
100%
All industries 22.2%
2016 17.0%
2015 17.4%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
14.8%
0%
100%
All industries 12.7%
2016 14.8%
2015 12.7%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
7.26 p.p.
no change
2016 65.96%
2015 58.70%
Change of 7.26 p.p.
Employers that have an overall gender equality strategy
-0.37 p.p.
no change
2016 17.02%
2015 17.39%
Change of -0.37 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
2.08 p.p.
0%
100%
no change
2016 14.81%
2015 12.73%
Change of 2.08 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Flexible working
Employers that have a flexible working arrangements policy
44.7%
0%
100%
All industries 52.3%
2016 44.7%
2015 39.1%
Employers that have a flexible working arrangements strategy
8.5%
0%
100%
All industries 16.1%
2016 8.5%
2015 6.5%
Types of flexible work offered
Carer's leave
95.7%
0%
100%
All industries 92.9%
2016 95.7%
2015 91.3%
Compressed working week
19.1%
0%
100%
All industries 26.1%
2016 19.1%
2015 23.9%
Flexible hours of work
55.3%
0%
100%
All industries 58.5%
2016 55.3%
2015 47.8%
Job sharing
27.7%
0%
100%
All industries 39.9%
2016 27.7%
2015 26.1%
Part-time work
80.9%
0%
100%
All industries 83.9%
2016 80.9%
2015 78.3%
Purchased leave
21.3%
0%
100%
All industries 28.4%
2016 21.3%
2015 21.7%
Telecommuting
25.5%
0%
100%
All industries 27.5%
2016 25.5%
2015 23.9%
Time-in-lieu
57.4%
0%
100%
All industries 50.9%
2016 57.4%
2015 50.0%
Unpaid leave
68.1%
0%
100%
All industries 79.4%
2016 68.1%
2015 67.4%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
5.55 p.p.
no change
2016 44.68%
2015 39.13%
Change of 5.55 p.p.
Employers that have a flexible working arrangements strategy
1.99 p.p.
no change
2016 8.51%
2015 6.52%
Change of 1.99 p.p.
Types of flexible work offered
Carer's leave
4.44 p.p.
no change
2016 95.74%
2015 91.30%
Change of 4.44 p.p.
Compressed working week
-4.76 p.p.
no change
2016 19.15%
2015 23.91%
Change of -4.76 p.p.
Flexible hours of work
7.49 p.p.
no change
2016 55.32%
2015 47.83%
Change of 7.49 p.p.
Job sharing
1.57 p.p.
no change
2016 27.66%
2015 26.09%
Change of 1.57 p.p.
Part-time work
2.59 p.p.
no change
2016 80.85%
2015 78.26%
Change of 2.59 p.p.
Purchased leave
-0.46 p.p.
no change
2016 21.28%
2015 21.74%
Change of -0.46 p.p.
Telecommuting
1.62 p.p.
no change
2016 25.53%
2015 23.91%
Change of 1.62 p.p.
Time-in-lieu
7.45 p.p.
no change
2016 57.45%
2015 50.00%
Change of 7.45 p.p.
Unpaid leave
0.69 p.p.
no change
2016 68.09%
2015 67.39%
Change of 0.69 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
44.7%
0%
100%
All industries 47.6%
2016 44.7%
2015 43.5%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
6.4%
0%
100%
All industries 12.9%
2016 6.4%
2015 8.7%
Paid parental leave
Employers that offer primary carer leave
25.5%
0%
100%
All industries 48.0%
2016 25.5%
2015 28.3%
Average primary carer leave offered
10.7 weeks
All industries 9.7 weeks
2016 10.7 weeks
2015 10.4 weeks
Employers that top up government scheme to full pay
25.0%
0%
100%
All industries 9.0%
2016 25.0%
2015 23.1%
Employers that offer full pay in addition to government scheme
50.0%
0%
100%
All industries 79.2%
2016 50.0%
2015 61.5%
Employers that offer a lump sum payment
25.0%
0%
100%
All industries 16.8%
2016 25.0%
2015 15.4%
Employers that offer secondary carer leave
23.4%
0%
100%
All industries 39.0%
2016 23.4%
2015 26.1%
Average secondary carer leave offered
1.2 weeks
All industries 1.5 weeks
2016 1.2 weeks
2015 1.2 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
8.2%
0%
100%
All industries 7.6%
2016 8.2%
Proportion of women (out of all employees on parental leave)
7.5%
0%
100%
All industries 7.0%
2016 7.5%
Proportion of men (out of all employees on parental leave)
0.7%
0%
100%
All industries 0.6%
2016 0.7%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
5.6%
0%
100%
All industries 5.8%
2016 5.6%
2015 16.7%
On-site childcare
27.8%
0%
100%
All industries 9.5%
2016 27.8%
2015 22.2%
Breastfeeding facilities
66.7%
0%
100%
All industries 53.6%
2016 66.7%
2015 55.6%
Childcare referral services
11.1%
0%
100%
All industries 10.4%
2016 11.1%
2015 16.7%
Internal support network for parents
33.3%
0%
100%
All industries 16.7%
2016 33.3%
2015 33.3%
Return-to-work bonus
16.7%
0%
100%
All industries 7.4%
2016 16.7%
2015 16.7%
Information packs to support new parents and/or those with elder care responsibilities
22.2%
0%
100%
All industries 17.1%
2016 22.2%
2015 16.7%
Referral services to support employees with family and/or caring responsibilities
50.0%
0%
100%
All industries 47.3%
2016 50.0%
2015 55.6%
Targeted communication mechanisms, for example intranet/forums
22.2%
0%
100%
All industries 26.9%
2016 22.2%
2015 27.8%
Support in securing school holiday care
11.1%
0%
100%
All industries 6.5%
2016 11.1%
Coaching for employees on returning to work from parental leave
5.6%
0%
100%
All industries 15.5%
2016 5.6%
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
1.20 p.p.
no change
2016 44.68%
2015 43.48%
Change of 1.20 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-2.31 p.p.
no change
2016 6.38%
2015 8.70%
Change of -2.31 p.p.
Paid parental leave
Employers that offer primary carer leave
-2.73 p.p.
no change
2016 25.53%
2015 28.26%
Change of -2.73 p.p.
Average primary carer leave offered
0.28 weeks
no change
2016 10.67weeks
2015 10.38weeks
Change of 0.28 weeks
Employers that top up government scheme to full pay
1.92 p.p.
no change
2016 25.00%
2015 23.08%
Change of 1.92 p.p.
Employers that offer full pay in addition to government scheme
-11.54 p.p.
no change
2016 50.00%
2015 61.54%
Change of -11.54 p.p.
Employers that offer a lump sum payment
9.62 p.p.
no change
2016 25.00%
2015 15.38%
Change of 9.62 p.p.
Employers that offer secondary carer leave
-2.68 p.p.
no change
2016 23.40%
2015 26.09%
Change of -2.68 p.p.
Average secondary carer leave offered
0.02 weeks
no change
2016 1.18weeks
2015 1.17weeks
Change of 0.02 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
5.56 p.p.
no change
2016 27.78%
2015 22.22%
Change of 5.56 p.p.
Breastfeeding facilities
11.11 p.p.
no change
2016 66.67%
2015 55.56%
Change of 11.11 p.p.
Childcare referral services
-5.56 p.p.
no change
2016 11.11%
2015 16.67%
Change of -5.56 p.p.
Internal support network for parents
0.00 p.p.
no change
2016 33.33%
2015 33.33%
Change of 0.00 p.p.
Return-to-work bonus
0.00 p.p.
no change
2016 16.67%
2015 16.67%
Change of 0.00 p.p.
Information packs to support new parents and/or those with elder care responsibilities
5.56 p.p.
no change
2016 22.22%
2015 16.67%
Change of 5.56 p.p.
Referral services to support employees with family and/or caring responsibilities
-5.56 p.p.
no change
2016 50.00%
2015 55.56%
Change of -5.56 p.p.
Targeted communication mechanisms, for example intranet/forums
-5.56 p.p.
no change
2016 22.22%
2015 27.78%
Change of -5.56 p.p.
Support in securing school holiday care
No comparison data available
Coaching for employees on returning to work from parental leave
No comparison data available
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Family or domestic violence support

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
34.0%
0%
100%
All industries 39.3%
2016 34.0%
2015 39.1%
Has some measure in place to support employees who are experiencing family or domestic violence
74.5%
0%
100%
All industries 74.8%
2016 74.5%
2015 82.6%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
59.6%
0%
100%
All industries 66.4%
2016 59.6%
2015 63.0%
HR or other staff training
8.5%
0%
100%
All industries 11.0%
2016 8.5%
2015 10.9%
Referral to support services
36.2%
0%
100%
All industries 26.9%
2016 36.2%
2015 30.4%
Access to any leave (overall measure)
53.2%
0%
100%
All industries 52.6%
2016 53.2%
2015 60.9%
Paid domestic violence leave
6.4%
0%
100%
All industries 12.1%
2016 6.4%
Unpaid domestic violence leave
4.3%
0%
100%
All industries 3.8%
2016 4.3%
Unpaid leave
51.1%
0%
100%
All industries 49.3%
2016 51.1%
Domestic violence clause in an enterprise or workplace agreement
4.3%
0%
100%
All industries 6.9%
2016 4.3%
Workplace safety planning
10.6%
0%
100%
All industries 8.3%
2016 10.6%
Confidentiality of disclosure
42.6%
0%
100%
All industries 41.2%
2016 42.6%
Protection from adverse action or discrimination
17.0%
0%
100%
All industries 21.3%
2016 17.0%
Flexible working arrangements
51.1%
0%
100%
All industries 48.6%
2016 51.1%
Financial support
6.4%
0%
100%
All industries 11.2%
2016 6.4%
Change of office location
8.5%
0%
100%
All industries 13.7%
2016 8.5%
Emergency accommodation assistance
No comparison data available
Medical services
10.6%
0%
100%
All industries 10.0%
2016 10.6%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
-5.09 p.p.
no change
2016 34.04%
2015 39.13%
Change of -5.09 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-8.14 p.p.
no change
2016 74.47%
2015 82.61%
Change of -8.14 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-3.47 p.p.
no change
2016 59.57%
2015 63.04%
Change of -3.47 p.p.
HR or other staff training
-2.36 p.p.
no change
2016 8.51%
2015 10.87%
Change of -2.36 p.p.
Referral to support services
5.74 p.p.
no change
2016 36.17%
2015 30.43%
Change of 5.74 p.p.
Access to any leave (overall measure)
-7.68 p.p.
no change
2016 53.19%
2015 60.87%
Change of -7.68 p.p.
Paid domestic violence leave
6.38 p.p.
no change
2016 6.38%
2015 0.00%
Change of 6.38 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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