Education and Training within All industries

Education and Training has 413,532 employees within 526 organisations
Change year 2016

Education and Training summary for 2016

Education and Training has 413,532 employees within 526 organisations of any size.
63.4% of employees are female.

Employee type breakdown
Casual
31.9%
Casual - 31.893541491347705%
Part-time
20.4%
Part-time - 20.43372701507985%
Full-time
47.7%
Full-time - 47.67273149357244%
Organisation size breakdown
<250
53.6%
<250 - 53.61216730038023%
250-499
26.2%
250-499 - 26.23574144486692%
500-999
6.7%
500-999 - 6.653992395437262%
1000-4999
9.9%
1000-4999 - 9.885931558935361%
5000+
3.6%
5000+ - 3.6121673003802277%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 36.6% Female 63.4%)
male
female
All (Male 36.6% Female 63.4%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 65.0% Female 35.0%)
male
female
CEO (Male 65.0% Female 35.0%)
Key management personnel (Male 58.9% Female 41.1%)
male
female
Key management personnel (Male 58.9% Female 41.1%)
Other executives/general managers (Male 52.2% Female 47.8%)
male
female
Other executives/general managers (Male 52.2% Female 47.8%)
Senior managers (Male 52.6% Female 47.4%)
male
female
Senior managers (Male 52.6% Female 47.4%)
Other managers (Male 46.6% Female 53.4%)
male
female
Other managers (Male 46.6% Female 53.4%)
Non-managers (all)
Clerical and administrative (Male 23.5% Female 76.5%)
male
female
Clerical and administrative (Male 23.5% Female 76.5%)
Community and personal service (Male 24.8% Female 75.2%)
male
female
Community and personal service (Male 24.8% Female 75.2%)
Machinery operators and drivers (Male 90.2% Female 9.8%)
male
female
Machinery operators and drivers (Male 90.2% Female 9.8%)
Sales (Male 25.4% Female 74.6%)
male
female
Sales (Male 25.4% Female 74.6%)
Professionals (Male 37.2% Female 62.8%)
male
female
Professionals (Male 37.2% Female 62.8%)
Technicians and trade (Male 73.0% Female 27.0%)
male
female
Technicians and trade (Male 73.0% Female 27.0%)
Labourers (Male 69.1% Female 30.9%)
male
female
Labourers (Male 69.1% Female 30.9%)
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
-0.88%
2015 baseline
2016 M:36.55% F:63.45%
2015 M:37.43% F:62.57%
The proportion of males has decreased by 0.88 p.p..
The proportion of females has increased by 0.88 p.p..
Managers
CEO
0.75%
2015 baseline
2016 M:65.01% F:34.99%
2015 M:65.76% F:34.24%
The proportion of males has increased by 0.75 p.p..
The proportion of females has decreased by 0.75 p.p..
Key management personnel
-0.98%
2015 baseline
2016 M:58.87% F:41.13%
2015 M:57.89% F:42.11%
The proportion of males has decreased by 0.98 p.p..
The proportion of females has increased by 0.98 p.p..
Other executives/general managers
2.30%
2015 baseline
2016 M:52.16% F:47.84%
2015 M:54.47% F:45.53%
The proportion of males has increased by 2.30 p.p..
The proportion of females has decreased by 2.30 p.p..
Senior managers
1.18%
2015 baseline
2016 M:52.59% F:47.41%
2015 M:53.77% F:46.23%
The proportion of males has increased by 1.18 p.p..
The proportion of females has decreased by 1.18 p.p..
Other managers
0.10%
2015 baseline
2016 M:46.57% F:53.43%
2015 M:46.46% F:53.54%
The proportion of males has increased by 0.10 p.p..
The proportion of females has decreased by 0.10 p.p..
Non-managers
Clerical and administrative
-0.46%
2015 baseline
2016 M:23.49% F:76.51%
2015 M:23.95% F:76.05%
The proportion of males has decreased by 0.46 p.p..
The proportion of females has increased by 0.46 p.p..
Community and personal service
-1.43%
2015 baseline
2016 M:24.79% F:75.21%
2015 M:26.22% F:73.78%
The proportion of males has decreased by 1.43 p.p..
The proportion of females has increased by 1.43 p.p..
Machinery operators and drivers
-5.41%
2015 baseline
2016 M:90.22% F:9.78%
2015 M:84.82% F:15.18%
The proportion of males has decreased by 5.41 p.p..
The proportion of females has increased by 5.41 p.p..
Sales
3.55%
2015 baseline
2016 M:25.40% F:74.60%
2015 M:21.85% F:78.15%
The proportion of males has increased by 3.55 p.p..
The proportion of females has decreased by 3.55 p.p..
Professionals
-0.76%
2015 baseline
2016 M:37.23% F:62.77%
2015 M:38.00% F:62.00%
The proportion of males has decreased by 0.76 p.p..
The proportion of females has increased by 0.76 p.p..
Technicians and trade
-0.09%
2015 baseline
2016 M:73.01% F:26.99%
2015 M:72.92% F:27.08%
The proportion of males has decreased by 0.09 p.p..
The proportion of females has increased by 0.09 p.p..
Labourers
4.86%
2015 baseline
2016 M:69.08% F:30.92%
2015 M:73.94% F:26.06%
The proportion of males has increased by 4.86 p.p..
The proportion of females has decreased by 4.86 p.p..
Results for 2016 View yearly change
Full-time (Male 44.4% Female 55.6%)
male
female
Full-time (Male 44.4% Female 55.6%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 64.8% Female 35.2%)
male
female
CEO (Male 64.8% Female 35.2%)
Key management personnel (Male 59.2% Female 40.8%)
male
female
Key management personnel (Male 59.2% Female 40.8%)
Other executives/general managers (Male 53.7% Female 46.3%)
male
female
Other executives/general managers (Male 53.7% Female 46.3%)
Senior managers (Male 53.6% Female 46.4%)
male
female
Senior managers (Male 53.6% Female 46.4%)
Other managers (Male 49.4% Female 50.6%)
male
female
Other managers (Male 49.4% Female 50.6%)
Non-managers (full-time)
Clerical and administrative (Male 24.2% Female 75.8%)
male
female
Clerical and administrative (Male 24.2% Female 75.8%)
Community and personal service (Male 25.9% Female 74.1%)
male
female
Community and personal service (Male 25.9% Female 74.1%)
Machinery operators and drivers (Male 94.1% Female 5.9%)
male
female
Machinery operators and drivers (Male 94.1% Female 5.9%)
Sales (Male 41.8% Female 58.2%)
male
female
Sales (Male 41.8% Female 58.2%)
Professionals (Male 42.7% Female 57.3%)
male
female
Professionals (Male 42.7% Female 57.3%)
Technicians and trade (Male 84.3% Female 15.7%)
male
female
Technicians and trade (Male 84.3% Female 15.7%)
Labourers (Male 86.5% Female 13.5%)
male
female
Labourers (Male 86.5% Female 13.5%)
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
-0.99%
2015 baseline
2016 M:44.37% F:55.63%
2015 M:45.36% F:54.64%
The proportion of males has decreased by 0.99 p.p..
The proportion of females has increased by 0.99 p.p..
Managers
CEO
1.12%
2015 baseline
2016 M:64.82% F:35.18%
2015 M:65.94% F:34.06%
The proportion of males has increased by 1.12 p.p..
The proportion of females has decreased by 1.12 p.p..
Key management personnel
-0.90%
2015 baseline
2016 M:59.24% F:40.76%
2015 M:58.34% F:41.66%
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
1.62%
2015 baseline
2016 M:53.70% F:46.30%
2015 M:55.32% F:44.68%
The proportion of males has increased by 1.62 p.p..
The proportion of females has decreased by 1.62 p.p..
Senior managers
1.15%
2015 baseline
2016 M:53.56% F:46.44%
2015 M:54.70% F:45.30%
The proportion of males has increased by 1.15 p.p..
The proportion of females has decreased by 1.15 p.p..
Other managers
-0.12%
2015 baseline
2016 M:49.38% F:50.62%
2015 M:49.50% F:50.50%
The proportion of males has decreased by 0.12 p.p..
The proportion of females has increased by 0.12 p.p..
Non-managers
Clerical and administrative
-0.53%
2015 baseline
2016 M:24.22% F:75.78%
2015 M:24.75% F:75.25%
The proportion of males has decreased by 0.53 p.p..
The proportion of females has increased by 0.53 p.p..
Community and personal service
-2.26%
2015 baseline
2016 M:25.87% F:74.13%
2015 M:28.13% F:71.87%
The proportion of males has decreased by 2.26 p.p..
The proportion of females has increased by 2.26 p.p..
Machinery operators and drivers
0.09%
2015 baseline
2016 M:94.06% F:5.94%
2015 M:94.14% F:5.86%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Sales
2.82%
2015 baseline
2016 M:41.83% F:58.17%
2015 M:39.00% F:61.00%
The proportion of males has increased by 2.82 p.p..
The proportion of females has decreased by 2.82 p.p..
Professionals
-0.91%
2015 baseline
2016 M:42.71% F:57.29%
2015 M:43.62% F:56.38%
The proportion of males has decreased by 0.91 p.p..
The proportion of females has increased by 0.91 p.p..
Technicians and trade
1.31%
2015 baseline
2016 M:84.34% F:15.66%
2015 M:85.65% F:14.35%
The proportion of males has increased by 1.31 p.p..
The proportion of females has decreased by 1.31 p.p..
Labourers
3.41%
2015 baseline
2016 M:86.49% F:13.51%
2015 M:89.91% F:10.09%
The proportion of males has increased by 3.41 p.p..
The proportion of females has decreased by 3.41 p.p..
Results for 2016 View yearly change
Part-time (Male 16.8% Female 83.2%)
male
female
Part-time (Male 16.8% Female 83.2%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 49.5% Female 50.5%)
male
female
Key management personnel (Male 49.5% Female 50.5%)
Other executives/general managers (Male 31.1% Female 68.9%)
male
female
Other executives/general managers (Male 31.1% Female 68.9%)
Senior managers (Male 43.5% Female 56.5%)
male
female
Senior managers (Male 43.5% Female 56.5%)
Other managers (Male 24.7% Female 75.3%)
male
female
Other managers (Male 24.7% Female 75.3%)
Non-managers (part-time)
Clerical and administrative (Male 7.1% Female 92.9%)
male
female
Clerical and administrative (Male 7.1% Female 92.9%)
Community and personal service (Male 13.0% Female 87.0%)
male
female
Community and personal service (Male 13.0% Female 87.0%)
Machinery operators and drivers (Male 81.6% Female 18.4%)
male
female
Machinery operators and drivers (Male 81.6% Female 18.4%)
Sales (Male 4.3% Female 95.7%)
male
female
Sales (Male 4.3% Female 95.7%)
Professionals (Male 18.6% Female 81.4%)
male
female
Professionals (Male 18.6% Female 81.4%)
Technicians and trade (Male 35.0% Female 65.0%)
male
female
Technicians and trade (Male 35.0% Female 65.0%)
Labourers (Male 51.0% Female 49.0%)
male
female
Labourers (Male 51.0% Female 49.0%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.41%
2015 baseline
2016 M:16.79% F:83.21%
2015 M:17.19% F:82.81%
The proportion of males has decreased by 0.41 p.p..
The proportion of females has increased by 0.41 p.p..
Managers
CEO
-40.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:40.00% F:60.00%
The proportion of males has decreased by 40.00 p.p..
The proportion of females has increased by 40.00 p.p..
Key management personnel
8.49%
2015 baseline
2016 M:49.54% F:50.46%
2015 M:41.05% F:58.95%
The proportion of males has increased by 8.49 p.p..
The proportion of females has decreased by 8.49 p.p..
Other executives/general managers
-9.20%
2015 baseline
2016 M:31.06% F:68.94%
2015 M:40.25% F:59.75%
The proportion of males has decreased by 9.20 p.p..
The proportion of females has increased by 9.20 p.p..
Senior managers
-0.68%
2015 baseline
2016 M:43.54% F:56.46%
2015 M:44.21% F:55.79%
The proportion of males has decreased by 0.68 p.p..
The proportion of females has increased by 0.68 p.p..
Other managers
-0.27%
2015 baseline
2016 M:24.74% F:75.26%
2015 M:25.01% F:74.99%
The proportion of males has decreased by 0.27 p.p..
The proportion of females has increased by 0.27 p.p..
Non-managers
Clerical and administrative
-0.26%
2015 baseline
2016 M:7.13% F:92.87%
2015 M:7.39% F:92.61%
The proportion of males has decreased by 0.26 p.p..
The proportion of females has increased by 0.26 p.p..
Community and personal service
-0.16%
2015 baseline
2016 M:12.98% F:87.02%
2015 M:13.13% F:86.87%
The proportion of males has decreased by 0.16 p.p..
The proportion of females has increased by 0.16 p.p..
Machinery operators and drivers
-6.77%
2015 baseline
2016 M:81.57% F:18.43%
2015 M:74.79% F:25.21%
The proportion of males has decreased by 6.77 p.p..
The proportion of females has increased by 6.77 p.p..
Sales
0.93%
2015 baseline
2016 M:4.28% F:95.72%
2015 M:3.35% F:96.65%
The proportion of males has increased by 0.93 p.p..
The proportion of females has decreased by 0.93 p.p..
Professionals
-0.63%
2015 baseline
2016 M:18.58% F:81.42%
2015 M:19.22% F:80.78%
The proportion of males has decreased by 0.63 p.p..
The proportion of females has increased by 0.63 p.p..
Technicians and trade
1.32%
2015 baseline
2016 M:35.03% F:64.97%
2015 M:33.71% F:66.29%
The proportion of males has increased by 1.32 p.p..
The proportion of females has decreased by 1.32 p.p..
Labourers
0.57%
2015 baseline
2016 M:51.02% F:48.98%
2015 M:51.59% F:48.41%
The proportion of males has increased by 0.57 p.p..
The proportion of females has decreased by 0.57 p.p..
Results for 2016 View yearly change
Casual (Male 37.5% Female 62.5%)
male
female
Casual (Male 37.5% Female 62.5%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 55.6% Female 44.4%)
male
female
Key management personnel (Male 55.6% Female 44.4%)
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 34.7% Female 65.3%)
male
female
Senior managers (Male 34.7% Female 65.3%)
Other managers (Male 30.6% Female 69.4%)
male
female
Other managers (Male 30.6% Female 69.4%)
Non-managers (casual)
Clerical and administrative (Male 33.3% Female 66.7%)
male
female
Clerical and administrative (Male 33.3% Female 66.7%)
Community and personal service (Male 34.3% Female 65.7%)
male
female
Community and personal service (Male 34.3% Female 65.7%)
Machinery operators and drivers (Male 90.6% Female 9.4%)
male
female
Machinery operators and drivers (Male 90.6% Female 9.4%)
Sales (Male 19.4% Female 80.6%)
male
female
Sales (Male 19.4% Female 80.6%)
Professionals (Male 39.3% Female 60.7%)
male
female
Professionals (Male 39.3% Female 60.7%)
Technicians and trade (Male 47.0% Female 53.0%)
male
female
Technicians and trade (Male 47.0% Female 53.0%)
Labourers (Male 66.5% Female 33.5%)
male
female
Labourers (Male 66.5% Female 33.5%)
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
-0.69%
2015 baseline
2016 M:37.53% F:62.47%
2015 M:38.22% F:61.78%
The proportion of males has decreased by 0.69 p.p..
The proportion of females has increased by 0.69 p.p..
Managers
CEO
No comparison data available
Key management personnel
35.35%
2015 baseline
2016 M:55.56% F:44.44%
2015 M:90.91% F:9.09%
The proportion of males has increased by 35.35 p.p..
The proportion of females has decreased by 35.35 p.p..
Other executives/general managers
-33.33%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:66.67% F:33.33%
The proportion of males has decreased by 33.33 p.p..
The proportion of females has increased by 33.33 p.p..
Senior managers
-2.81%
2015 baseline
2016 M:34.69% F:65.31%
2015 M:37.50% F:62.50%
The proportion of males has decreased by 2.81 p.p..
The proportion of females has increased by 2.81 p.p..
Other managers
-5.16%
2015 baseline
2016 M:30.56% F:69.44%
2015 M:35.71% F:64.29%
The proportion of males has decreased by 5.16 p.p..
The proportion of females has increased by 5.16 p.p..
Non-managers
Clerical and administrative
-0.76%
2015 baseline
2016 M:33.33% F:66.67%
2015 M:34.09% F:65.91%
The proportion of males has decreased by 0.76 p.p..
The proportion of females has increased by 0.76 p.p..
Community and personal service
-1.75%
2015 baseline
2016 M:34.30% F:65.70%
2015 M:36.05% F:63.95%
The proportion of males has decreased by 1.75 p.p..
The proportion of females has increased by 1.75 p.p..
Machinery operators and drivers
-13.46%
2015 baseline
2016 M:90.59% F:9.41%
2015 M:77.13% F:22.87%
The proportion of males has decreased by 13.46 p.p..
The proportion of females has increased by 13.46 p.p..
Sales
-0.93%
2015 baseline
2016 M:19.41% F:80.59%
2015 M:20.34% F:79.66%
The proportion of males has decreased by 0.93 p.p..
The proportion of females has increased by 0.93 p.p..
Professionals
-0.44%
2015 baseline
2016 M:39.25% F:60.75%
2015 M:39.70% F:60.30%
The proportion of males has decreased by 0.44 p.p..
The proportion of females has increased by 0.44 p.p..
Technicians and trade
1.44%
2015 baseline
2016 M:47.02% F:52.98%
2015 M:45.59% F:54.41%
The proportion of males has increased by 1.44 p.p..
The proportion of females has decreased by 1.44 p.p..
Labourers
-5.85%
2015 baseline
2016 M:66.49% F:33.51%
2015 M:60.64% F:39.36%
The proportion of males has decreased by 5.85 p.p..
The proportion of females has increased by 5.85 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 37.9% Female 62.1%)
male
female
Overall (Male 37.9% Female 62.1%)
Managers (Male 47.8% Female 52.2%)
male
female
Managers (Male 47.8% Female 52.2%)
Non-managers (Male 37.4% Female 62.6%)
male
female
Non-managers (Male 37.4% Female 62.6%)
Promotions by role
Overall (Male 37.9% Female 62.1%)
male
female
Overall (Male 37.9% Female 62.1%)
Managers (Male 43.2% Female 56.8%)
male
female
Managers (Male 43.2% Female 56.8%)
Non-managers (Male 36.4% Female 63.6%)
male
female
Non-managers (Male 36.4% Female 63.6%)
Promotions by employment type
Full-time
72.2%
Full-time - 72.2253162542764%
Part-time
12.2%
Part-time - 12.204630439971357%
Casual
15.6%
Casual - 15.570053305752248%
Resignations by role
Overall (Male 35.7% Female 64.3%)
male
female
Overall (Male 35.7% Female 64.3%)
Managers (Male 43.6% Female 56.4%)
male
female
Managers (Male 43.6% Female 56.4%)
Non-managers (Male 35.0% Female 65.0%)
male
female
Non-managers (Male 35.0% Female 65.0%)
Resignations by employment type
Full-time
45.2%
Full-time - 45.17514789994354%
Part-time
21.4%
Part-time - 21.39332793283747%
Casual
33.4%
Casual - 33.43152416721899%

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
12.1% pay gap
All industries 26.3%
2016 12.1%
2015 12.2%
Base salary (all)
male
female
10.5% pay gap
All industries 21.4%
2016 10.5%
2015 10.5%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
12.5% pay gap
All industries 27.7%
2016 12.5%
2015 11.5%
Other executives/general managers
male
female
17.0% pay gap
All industries 25.9%
2016 17.0%
2015 13.8%
Senior managers
male
female
14.0% pay gap
All industries 21.6%
2016 14.0%
2015 13.9%
Other managers
male
female
11.3% pay gap
All industries 22.8%
2016 11.3%
2015 10.8%
Non-managers (all total remuneration)
Clerical and administrative
male
female
5.2% pay gap
All industries 7.1%
2016 5.2%
2015 4.1%
Community and personal service
male
female
2.3% pay gap
All industries 5.5%
2016 2.3%
2015 5.1%
Machinery operators and drivers
male
female
0.3% pay gap
All industries 17.9%
2016 0.3%
2015 -21.9%
Sales
male
female
17.9% pay gap
All industries 15.8%
2016 17.9%
2015 18.0%
Professionals
male
female
9.5% pay gap
All industries 19.5%
2016 9.5%
2015 10.1%
Technicians and trade
male
female
-35.6% pay gap
All industries 30.8%
2016 -35.6%
2015 -17.6%
Labourers
male
female
5.8% pay gap
All industries 17.8%
2016 5.8%
2015 -2.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.07 p.p.
2015 baseline
2016 12.10%
2015 12.17%
The gender pay gap
decreased by 0.07 p.p.
Base salary (all)
0.05 p.p.
2015 baseline
2016 10.46%
2015 10.50%
The gender pay gap
decreased by 0.05 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
1.08 p.p.
2015 baseline
2016 12.54%
2015 11.46%
The gender pay gap
increased by 1.08 p.p.
Other executives/general managers
3.20 p.p.
2015 baseline
2016 17.03%
2015 13.83%
The gender pay gap
increased by 3.20 p.p.
Senior managers
0.17 p.p.
2015 baseline
2016 14.05%
2015 13.87%
The gender pay gap
increased by 0.17 p.p.
Other managers
0.46 p.p.
2015 baseline
2016 11.30%
2015 10.84%
The gender pay gap
increased by 0.46 p.p.
Non-managers (all total remuneration)
Clerical and administrative
1.03 p.p.
2015 baseline
2016 5.16%
2015 4.13%
The gender pay gap
increased by 1.03 p.p.
Community and personal service
2.82 p.p.
2015 baseline
2016 2.26%
2015 5.08%
The gender pay gap
decreased by 2.82 p.p.
Machinery operators and drivers
22.17 p.p.
2015 baseline
2016 0.28%
2015 -21.90%
The gender pay gap
decreased by 22.17 p.p.
Sales
0.06 p.p.
2015 baseline
2016 17.93%
2015 17.99%
The gender pay gap
decreased by 0.06 p.p.
Professionals
0.67 p.p.
2015 baseline
2016 9.48%
2015 10.15%
The gender pay gap
decreased by 0.67 p.p.
Technicians and trade
18.01 p.p.
2015 baseline
2016 -35.57%
2015 -17.56%
The gender pay gap
increased by 18.01 p.p.
Labourers
8.14 p.p.
2015 baseline
2016 5.78%
2015 -2.36%
The gender pay gap
increased by 8.14 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
9.4% pay gap
All industries 23.1%
2016 9.4%
2015 9.3%
Base salary (full-time)
male
female
7.4% pay gap
All industries 17.7%
2016 7.4%
2015 7.3%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
12.1% pay gap
All industries 26.6%
2016 12.1%
2015 11.8%
Other executives/general managers
male
female
15.0% pay gap
All industries 24.6%
2016 15.0%
2015 12.7%
Senior managers
male
female
12.6% pay gap
All industries 21.7%
2016 12.6%
2015 12.6%
Other managers
male
female
9.8% pay gap
All industries 23.8%
2016 9.8%
2015 9.4%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
8.6% pay gap
All industries 8.8%
2016 8.6%
2015 7.9%
Community and personal service
male
female
11.2% pay gap
All industries 10.9%
2016 11.2%
2015 11.8%
Machinery operators and drivers
male
female
13.0% pay gap
All industries 16.1%
2016 13.0%
2015 4.9%
Sales
male
female
6.6% pay gap
All industries 23.5%
2016 6.6%
2015 8.7%
Professionals
male
female
9.6% pay gap
All industries 19.7%
2016 9.6%
2015 9.9%
Technicians and trade
male
female
-42.7% pay gap
All industries 27.1%
2016 -42.7%
2015 -20.6%
Labourers
male
female
0.5% pay gap
All industries 17.2%
2016 0.5%
2015 -3.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.06 p.p.
2015 baseline
2016 9.37%
2015 9.31%
The gender pay gap
increased by 0.06 p.p.
Base salary (full-time)
0.06 p.p.
2015 baseline
2016 7.38%
2015 7.31%
The gender pay gap
increased by 0.06 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
0.30 p.p.
2015 baseline
2016 12.07%
2015 11.77%
The gender pay gap
increased by 0.30 p.p.
Other executives/general managers
2.32 p.p.
2015 baseline
2016 15.04%
2015 12.71%
The gender pay gap
increased by 2.32 p.p.
Senior managers
0.03 p.p.
2015 baseline
2016 12.60%
2015 12.62%
The gender pay gap
decreased by 0.03 p.p.
Other managers
0.44 p.p.
2015 baseline
2016 9.84%
2015 9.40%
The gender pay gap
increased by 0.44 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.67 p.p.
2015 baseline
2016 8.56%
2015 7.89%
The gender pay gap
increased by 0.67 p.p.
Community and personal service
0.56 p.p.
2015 baseline
2016 11.24%
2015 11.80%
The gender pay gap
decreased by 0.56 p.p.
Machinery operators and drivers
8.09 p.p.
2015 baseline
2016 13.02%
2015 4.92%
The gender pay gap
increased by 8.09 p.p.
Sales
2.08 p.p.
2015 baseline
2016 6.64%
2015 8.72%
The gender pay gap
decreased by 2.08 p.p.
Professionals
0.27 p.p.
2015 baseline
2016 9.62%
2015 9.88%
The gender pay gap
decreased by 0.27 p.p.
Technicians and trade
22.10 p.p.
2015 baseline
2016 -42.65%
2015 -20.55%
The gender pay gap
increased by 22.10 p.p.
Labourers
3.50 p.p.
2015 baseline
2016 0.51%
2015 -3.00%
The gender pay gap
decreased by 3.50 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
15.1% pay gap
All industries -6.6%
2016 15.1%
2015 15.4%
Base salary (part-time)
male
female
12.7% pay gap
All industries -7.8%
2016 12.7%
2015 12.9%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
13.1% pay gap
All industries 28.0%
2016 13.1%
2015 -8.0%
Other executives/general managers
male
female
41.0% pay gap
All industries 35.3%
2016 41.0%
2015 30.4%
Senior managers
male
female
28.3% pay gap
All industries 21.3%
2016 28.3%
2015 28.7%
Other managers
male
female
25.5% pay gap
All industries 15.0%
2016 25.5%
2015 24.7%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
4.5% pay gap
All industries -4.9%
2016 4.5%
2015 2.2%
Community and personal service
male
female
-5.5% pay gap
All industries -0.3%
2016 -5.5%
2015 1.2%
Machinery operators and drivers
male
female
-0.1% pay gap
All industries 7.3%
2016 -0.1%
2015 -6.1%
Sales
male
female
3.9% pay gap
All industries -0.6%
2016 3.9%
2015 7.5%
Professionals
male
female
11.6% pay gap
All industries 18.7%
2016 11.6%
2015 12.0%
Technicians and trade
male
female
-12.2% pay gap
All industries 8.6%
2016 -12.2%
2015 -9.4%
Labourers
male
female
-3.5% pay gap
All industries -4.4%
2016 -3.5%
2015 -3.1%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
0.35 p.p.
2015 baseline
2016 15.09%
2015 15.43%
The gender pay gap
decreased by 0.35 p.p.
Base salary (part-time)
0.17 p.p.
2015 baseline
2016 12.73%
2015 12.89%
The gender pay gap
decreased by 0.17 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
21.11 p.p.
2015 baseline
2016 13.11%
2015 -8.00%
The gender pay gap
increased by 21.11 p.p.
Other executives/general managers
10.66 p.p.
2015 baseline
2016 41.02%
2015 30.36%
The gender pay gap
increased by 10.66 p.p.
Senior managers
0.42 p.p.
2015 baseline
2016 28.26%
2015 28.68%
The gender pay gap
decreased by 0.42 p.p.
Other managers
0.77 p.p.
2015 baseline
2016 25.50%
2015 24.74%
The gender pay gap
increased by 0.77 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
2.38 p.p.
2015 baseline
2016 4.54%
2015 2.16%
The gender pay gap
increased by 2.38 p.p.
Community and personal service
6.78 p.p.
2015 baseline
2016 -5.53%
2015 1.24%
The gender pay gap
increased by 6.78 p.p.
Machinery operators and drivers
6.03 p.p.
2015 baseline
2016 -0.06%
2015 -6.09%
The gender pay gap
decreased by 6.03 p.p.
Sales
3.61 p.p.
2015 baseline
2016 3.88%
2015 7.49%
The gender pay gap
decreased by 3.61 p.p.
Professionals
0.47 p.p.
2015 baseline
2016 11.55%
2015 12.03%
The gender pay gap
decreased by 0.47 p.p.
Technicians and trade
2.77 p.p.
2015 baseline
2016 -12.19%
2015 -9.42%
The gender pay gap
increased by 2.77 p.p.
Labourers
0.40 p.p.
2015 baseline
2016 -3.54%
2015 -3.15%
The gender pay gap
increased by 0.40 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
7.1% pay gap
All industries 9.1%
2016 7.1%
2015 8.0%
Base salary (casual)
male
female
7.3% pay gap
All industries 8.6%
2016 7.3%
2015 7.9%
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
0.1% pay gap
All industries 1.8%
2016 0.1%
2015 -1.1%
Community and personal service
male
female
0.3% pay gap
All industries -0.2%
2016 0.3%
2015 4.3%
Machinery operators and drivers
male
female
-2.6% pay gap
All industries 11.0%
2016 -2.6%
2015 -24.7%
Sales
male
female
-0.7% pay gap
All industries -3.4%
2016 -0.7%
2015 16.9%
Professionals
male
female
7.3% pay gap
All industries 15.3%
2016 7.3%
2015 8.8%
Technicians and trade
male
female
-2.8% pay gap
All industries 30.5%
2016 -2.8%
2015 -1.8%
Labourers
male
female
2.2% pay gap
All industries 14.0%
2016 2.2%
2015 0.8%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.89 p.p.
2015 baseline
2016 7.12%
2015 8.01%
The gender pay gap
decreased by 0.89 p.p.
Base salary (casual)
0.63 p.p.
2015 baseline
2016 7.28%
2015 7.92%
The gender pay gap
decreased by 0.63 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
1.17 p.p.
2015 baseline
2016 0.05%
2015 -1.12%
The gender pay gap
decreased by 1.17 p.p.
Community and personal service
4.00 p.p.
2015 baseline
2016 0.30%
2015 4.30%
The gender pay gap
decreased by 4.00 p.p.
Machinery operators and drivers
22.08 p.p.
2015 baseline
2016 -2.63%
2015 -24.71%
The gender pay gap
decreased by 22.08 p.p.
Sales
17.69 p.p.
2015 baseline
2016 -0.74%
2015 16.95%
The gender pay gap
decreased by 17.69 p.p.
Professionals
1.51 p.p.
2015 baseline
2016 7.34%
2015 8.85%
The gender pay gap
decreased by 1.51 p.p.
Technicians and trade
0.96 p.p.
2015 baseline
2016 -2.75%
2015 -1.79%
The gender pay gap
increased by 0.96 p.p.
Labourers
1.33 p.p.
2015 baseline
2016 2.17%
2015 0.84%
The gender pay gap
increased by 1.33 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Employers with a formal policy or formal strategy on remuneration generally
31.0%
0%
100%
All industries 53.1%
2016 31.0%
2015 30.4%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
27.0%
0%
100%
All industries 26.4%
2016 27.0%
2015 30.4%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
10.3%
0%
100%
All industries 20.0%
2016 10.3%
2015 8.3%
Within last 1-2 years
2.3%
0%
100%
All industries 4.7%
2016 2.3%
2015 3.1%
More than 2 years ago but less than 4 years ago
0.6%
0%
100%
All industries 1.3%
2016 0.6%
2015 1.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
19.4%
0%
100%
All industries 13.5%
2016 19.4%
2015 10.4%
Identified cause/s of the gaps
37.5%
0%
100%
All industries 31.2%
2016 37.5%
2015 31.3%
Reviewed remuneration decision-making processes
20.8%
0%
100%
All industries 22.4%
2016 20.8%
2015 17.9%
Analysed commencement salaries by gender to ensure there are no pay gaps
19.4%
0%
100%
All industries 16.0%
2016 19.4%
2015 10.4%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
8.3%
0%
100%
All industries 22.3%
2016 8.3%
2015 1.5%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
19.4%
0%
100%
All industries 21.6%
2016 19.4%
2015 10.4%
Trained people-managers in addressing gender bias (including unconscious bias)
11.1%
0%
100%
All industries 11.1%
2016 11.1%
2015 6.0%
Set targets to reduce any like-for-like gaps
5.6%
0%
100%
All industries 6.1%
2016 5.6%
2015 4.5%
Set targets to reduce any organisation-wide gaps
5.6%
0%
100%
All industries 4.4%
2016 5.6%
2015 9.0%
Reported pay equity metrics to the board
12.5%
0%
100%
All industries 14.4%
2016 12.5%
2015 7.5%
Reported pay equity metrics to the executive
31.9%
0%
100%
All industries 25.4%
2016 31.9%
2015 23.9%
Corrected like-for-like gaps
5.6%
0%
100%
All industries 16.9%
2016 5.6%
2015 4.5%
Conducted a gender-based job evaluation process
4.2%
0%
100%
All industries 2.1%
2016 4.2%
2015 4.5%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
2.1%
0%
100%
All industries 5.8%
2016 2.1%
2015 2.5%
No, don't have expertise
0.2%
0%
100%
All industries 0.7%
2016 0.2%
2015 0.4%
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)
24.3%
0%
100%
All industries 6.2%
2016 24.3%
2015 27.1%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
30.2%
0%
100%
All industries 21.2%
2016 30.2%
2015 30.4%
No, non-award employees are paid market rate
6.7%
0%
100%
All industries 13.2%
2016 6.7%
2015 3.1%
No, not a priority
1.3%
0%
100%
All industries 2.4%
2016 1.3%
2015 1.2%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
0.60 p.p.
2015 baseline
2016 30.99%
2015 30.38%
Change of 0.60 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-3.39 p.p.
2015 baseline
2016 26.99%
2015 30.38%
Change of -3.39 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
2.00 p.p.
2015 baseline
2016 10.27%
2015 8.27%
Change of 2.00 p.p.
Within last 1-2 years
-0.80 p.p.
2015 baseline
2016 2.28%
2015 3.08%
Change of -0.80 p.p.
More than 2 years ago but less than 4 years ago
-0.39 p.p.
2015 baseline
2016 0.57%
2015 0.96%
Change of -0.39 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
9.00 p.p.
2015 baseline
2016 19.44%
2015 10.45%
Change of 9.00 p.p.
Identified cause/s of the gaps
6.16 p.p.
2015 baseline
2016 37.50%
2015 31.34%
Change of 6.16 p.p.
Reviewed remuneration decision-making processes
2.92 p.p.
2015 baseline
2016 20.83%
2015 17.91%
Change of 2.92 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
9.00 p.p.
2015 baseline
2016 19.44%
2015 10.45%
Change of 9.00 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
6.84 p.p.
2015 baseline
2016 8.33%
2015 1.49%
Change of 6.84 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
9.00 p.p.
2015 baseline
2016 19.44%
2015 10.45%
Change of 9.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
5.14 p.p.
2015 baseline
2016 11.11%
2015 5.97%
Change of 5.14 p.p.
Set targets to reduce any like-for-like gaps
1.08 p.p.
2015 baseline
2016 5.56%
2015 4.48%
Change of 1.08 p.p.
Set targets to reduce any organisation-wide gaps
-3.40 p.p.
2015 baseline
2016 5.56%
2015 8.96%
Change of -3.40 p.p.
Reported pay equity metrics to the board
5.04 p.p.
2015 baseline
2016 12.50%
2015 7.46%
Change of 5.04 p.p.
Reported pay equity metrics to the executive
8.06 p.p.
2015 baseline
2016 31.94%
2015 23.88%
Change of 8.06 p.p.
Corrected like-for-like gaps
1.08 p.p.
2015 baseline
2016 5.56%
2015 4.48%
Change of 1.08 p.p.
Conducted a gender-based job evaluation process
-0.31 p.p.
2015 baseline
2016 4.17%
2015 4.48%
Change of -0.31 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-0.41 p.p.
2015 baseline
2016 2.09%
2015 2.50%
Change of -0.41 p.p.
No, don't have expertise
-0.19 p.p.
2015 baseline
2016 0.19%
2015 0.38%
Change of -0.19 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)
-2.78 p.p.
2015 baseline
2016 24.33%
2015 27.12%
Change of -2.78 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)
-0.16 p.p.
2015 baseline
2016 30.23%
2015 30.38%
Change of -0.16 p.p.
No, non-award employees are paid market rate
3.58 p.p.
2015 baseline
2016 6.65%
2015 3.08%
Change of 3.58 p.p.
No, not a priority
0.18 p.p.
2015 baseline
2016 1.33%
2015 1.15%
Change of 0.18 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
47.9%
0%
100%
All industries 57.7%
2016 47.9%
2015 45.6%
Employers that have an overall gender equality strategy
23.0%
0%
100%
All industries 22.2%
2016 23.0%
2015 24.0%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
14.0%
0%
100%
All industries 12.7%
2016 14.0%
2015 23.9%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
2.33 p.p.
2015 baseline
2016 47.91%
2015 45.58%
Change of 2.33 p.p.
Employers that have an overall gender equality strategy
-1.03 p.p.
2015 baseline
2016 23.00%
2015 24.04%
Change of -1.03 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-9.92 p.p.
0%
100%
2015 baseline
2016 13.96%
2015 23.88%
Change of -9.92 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
35.2%
0%
100%
All industries 52.3%
2016 35.2%
2015 33.8%
Employers that have a flexible working arrangements strategy
15.0%
0%
100%
All industries 16.1%
2016 15.0%
2015 14.4%
Types of flexible work offered
Carer's leave
97.3%
0%
100%
All industries 92.9%
2016 97.3%
2015 96.9%
Compressed working week
19.8%
0%
100%
All industries 26.1%
2016 19.8%
2015 21.9%
Flexible hours of work
53.4%
0%
100%
All industries 58.5%
2016 53.4%
2015 53.1%
Job sharing
60.1%
0%
100%
All industries 39.9%
2016 60.1%
2015 58.7%
Part-time work
90.9%
0%
100%
All industries 83.9%
2016 90.9%
2015 89.2%
Purchased leave
30.4%
0%
100%
All industries 28.4%
2016 30.4%
2015 29.6%
Telecommuting
16.3%
0%
100%
All industries 27.5%
2016 16.3%
2015 17.3%
Time-in-lieu
58.9%
0%
100%
All industries 50.9%
2016 58.9%
2015 62.1%
Unpaid leave
89.9%
0%
100%
All industries 79.4%
2016 89.9%
2015 88.5%

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
1.32 p.p.
2015 baseline
2016 35.17%
2015 33.85%
Change of 1.32 p.p.
Employers that have a flexible working arrangements strategy
0.60 p.p.
2015 baseline
2016 15.02%
2015 14.42%
Change of 0.60 p.p.
Types of flexible work offered
Carer's leave
0.42 p.p.
2015 baseline
2016 97.34%
2015 96.92%
Change of 0.42 p.p.
Compressed working week
-2.15 p.p.
2015 baseline
2016 19.77%
2015 21.92%
Change of -2.15 p.p.
Flexible hours of work
0.35 p.p.
2015 baseline
2016 53.42%
2015 53.08%
Change of 0.35 p.p.
Job sharing
1.42 p.p.
2015 baseline
2016 60.08%
2015 58.65%
Change of 1.42 p.p.
Part-time work
1.64 p.p.
2015 baseline
2016 90.87%
2015 89.23%
Change of 1.64 p.p.
Purchased leave
0.80 p.p.
2015 baseline
2016 30.42%
2015 29.62%
Change of 0.80 p.p.
Telecommuting
-0.96 p.p.
2015 baseline
2016 16.35%
2015 17.31%
Change of -0.96 p.p.
Time-in-lieu
-3.18 p.p.
2015 baseline
2016 58.94%
2015 62.12%
Change of -3.18 p.p.
Unpaid leave
1.46 p.p.
2015 baseline
2016 89.92%
2015 88.46%
Change of 1.46 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
35.6%
0%
100%
All industries 47.6%
2016 35.6%
2015 35.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
13.7%
0%
100%
All industries 12.9%
2016 13.7%
2015 16.9%
Paid parental leave
Employers that offer primary carer leave
84.2%
0%
100%
All industries 48.0%
2016 84.2%
2015 86.7%
Average primary carer's leave offered (minimum number of weeks)
12.8 weeks
All industries 9.7 weeks
2016 12.8 weeks
2015 13.6 weeks
Employers that top up government scheme to full pay
3.6%
0%
100%
All industries 9.0%
2016 3.6%
2015 3.3%
Employers that offer full pay in addition to government scheme
90.5%
0%
100%
All industries 79.2%
2016 90.5%
2015 90.2%
Employers that offer a lump sum payment
9.3%
0%
100%
All industries 16.8%
2016 9.3%
2015 11.8%
Employers that offer secondary carer leave
78.1%
0%
100%
All industries 39.0%
2016 78.1%
2015 75.2%
Average secondary carer's leave offered (minimum number of weeks)
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.6 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
6.1%
0%
100%
All industries 7.6%
2016 6.1%
Proportion of women (out of all employees on parental leave)
5.8%
0%
100%
All industries 7.0%
2016 5.8%
Proportion of men (out of all employees on parental leave)
0.3%
0%
100%
All industries 0.6%
2016 0.3%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
18.6%
0%
100%
All industries 5.8%
2016 18.6%
2015 17.1%
On-site childcare
35.0%
0%
100%
All industries 9.5%
2016 35.0%
2015 36.4%
Breastfeeding facilities
51.8%
0%
100%
All industries 53.6%
2016 51.8%
2015 48.6%
Childcare referral services
7.8%
0%
100%
All industries 10.4%
2016 7.8%
2015 7.3%
Internal support network for parents
17.8%
0%
100%
All industries 16.7%
2016 17.8%
2015 20.4%
Return-to-work bonus
3.5%
0%
100%
All industries 7.4%
2016 3.5%
2015 5.4%
Information packs to support new parents and/or those with elder care responsibilities
9.7%
0%
100%
All industries 17.1%
2016 9.7%
2015 9.0%
Referral services to support employees with family and/or caring responsibilities
46.9%
0%
100%
All industries 47.3%
2016 46.9%
2015 46.2%
Targeted communication mechanisms, for example intranet/forums
24.8%
0%
100%
All industries 26.9%
2016 24.8%
2015 25.8%
Support in securing school holiday care
18.1%
0%
100%
All industries 6.5%
2016 18.1%
2015 0.0%
Coaching for employees on returning to work from parental leave
8.9%
0%
100%
All industries 15.5%
2016 8.9%
2015 0.0%
Parenting workshops targeting mothers
5.9%
0%
100%
All industries 3.9%
2016 5.9%
2015 0.0%
Parenting workshops targeting fathers
5.1%
0%
100%
All industries 3.3%
2016 5.1%
2015 0.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
0.36 p.p.
2015 baseline
2016 35.55%
2015 35.19%
Change of 0.36 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-3.23 p.p.
2015 baseline
2016 13.69%
2015 16.92%
Change of -3.23 p.p.
Paid parental leave
Employers that offer primary carer leave
-2.51 p.p.
2015 baseline
2016 84.22%
2015 86.73%
Change of -2.51 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.80 weeks
2015 baseline
2016 12.77weeks
2015 13.57weeks
Change of -0.80 weeks
Employers that top up government scheme to full pay
0.29 p.p.
2015 baseline
2016 3.61%
2015 3.33%
Change of 0.29 p.p.
Employers that offer full pay in addition to government scheme
0.28 p.p.
2015 baseline
2016 90.52%
2015 90.24%
Change of 0.28 p.p.
Employers that offer a lump sum payment
-2.50 p.p.
2015 baseline
2016 9.26%
2015 11.75%
Change of -2.50 p.p.
Employers that offer secondary carer leave
2.94 p.p.
2015 baseline
2016 78.14%
2015 75.19%
Change of 2.94 p.p.
Average secondary carer leave offered (minimum number of weeks)
-0.03 weeks
2015 baseline
2016 1.50weeks
2015 1.53weeks
Change of -0.03 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
-1.37 p.p.
2015 baseline
2016 35.04%
2015 36.41%
Change of -1.37 p.p.
Breastfeeding facilities
3.11 p.p.
2015 baseline
2016 51.75%
2015 48.64%
Change of 3.11 p.p.
Childcare referral services
0.48 p.p.
2015 baseline
2016 7.82%
2015 7.34%
Change of 0.48 p.p.
Internal support network for parents
-2.59 p.p.
2015 baseline
2016 17.79%
2015 20.38%
Change of -2.59 p.p.
Return-to-work bonus
-1.93 p.p.
2015 baseline
2016 3.50%
2015 5.43%
Change of -1.93 p.p.
Information packs to support new parents and/or those with elder care responsibilities
0.74 p.p.
2015 baseline
2016 9.70%
2015 8.97%
Change of 0.74 p.p.
Referral services to support employees with family and/or caring responsibilities
0.70 p.p.
2015 baseline
2016 46.90%
2015 46.20%
Change of 0.70 p.p.
Targeted communication mechanisms, for example intranet/forums
-1.02 p.p.
2015 baseline
2016 24.80%
2015 25.82%
Change of -1.02 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
38.8%
0%
100%
All industries 39.3%
2016 38.8%
2015 36.3%
Has some measure in place to support employees who are experiencing family or domestic violence
83.1%
0%
100%
All industries 74.8%
2016 83.1%
2015 83.1%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
73.4%
0%
100%
All industries 66.4%
2016 73.4%
2015 61.3%
HR or other staff training
14.4%
0%
100%
All industries 11.0%
2016 14.4%
2015 17.1%
Referral to support services
32.7%
0%
100%
All industries 26.9%
2016 32.7%
2015 33.7%
Access to any leave (overall measure)
58.7%
0%
100%
All industries 52.6%
2016 58.7%
2015 59.4%
Paid domestic violence leave
23.8%
0%
100%
All industries 12.1%
2016 23.8%
Unpaid domestic violence leave
9.9%
0%
100%
All industries 3.8%
2016 9.9%
2015 0.0%
Unpaid leave
50.4%
0%
100%
All industries 49.3%
2016 50.4%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
20.5%
0%
100%
All industries 6.9%
2016 20.5%
2015 0.0%
Workplace safety planning
9.9%
0%
100%
All industries 8.3%
2016 9.9%
2015 0.0%
Confidentiality of disclosure
45.4%
0%
100%
All industries 41.2%
2016 45.4%
2015 0.0%
Protection from adverse action or discrimination
21.9%
0%
100%
All industries 21.3%
2016 21.9%
2015 0.0%
Flexible working arrangements
44.3%
0%
100%
All industries 48.6%
2016 44.3%
2015 0.0%
Financial support
8.0%
0%
100%
All industries 11.2%
2016 8.0%
2015 0.0%
Change of office location
12.2%
0%
100%
All industries 13.7%
2016 12.2%
2015 0.0%
Emergency accommodation assistance
4.4%
0%
100%
All industries 4.0%
2016 4.4%
2015 0.0%
Medical services
19.4%
0%
100%
All industries 10.0%
2016 19.4%
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
2.44 p.p.
2015 baseline
2016 38.78%
2015 36.35%
Change of 2.44 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
0.00 p.p.
2015 baseline
2016 83.08%
2015 83.08%
Change of 0.00 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
12.04 p.p.
2015 baseline
2016 73.38%
2015 61.35%
Change of 12.04 p.p.
HR or other staff training
-2.67 p.p.
2015 baseline
2016 14.45%
2015 17.12%
Change of -2.67 p.p.
Referral to support services
-0.95 p.p.
2015 baseline
2016 32.70%
2015 33.65%
Change of -0.95 p.p.
Access to any leave (overall measure)
-0.68 p.p.
2015 baseline
2016 58.75%
2015 59.42%
Change of -0.68 p.p.
Paid domestic violence leave
23.76 p.p.
2015 baseline
2016 23.76%
2015 0.00%
Change of 23.76 p.p.
Unpaid domestic violence leave
No comparison data available
Unpaid leave
No comparison data available
Domestic violence clause in an enterprise or workplace agreement
No comparison data available
Workplace safety planning
No comparison data available
Confidentiality of disclosure
No comparison data available
Protection from adverse action or discrimination
No comparison data available
Flexible working arrangements
No comparison data available
Financial support
No comparison data available
Change of office location
No comparison data available
Emergency accommodation assistance
No comparison data available
Medical services
No comparison data available

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