Furniture and Other Manufacturing within Manufacturing Division

Furniture and Other Manufacturing has 4,033 employees within 15 organisations
Change year 2016

Furniture and Other Manufacturing summary for 2016

Furniture and Other Manufacturing has 4,033 employees within 15 organisations of any size.
31.0% of employees are female.

Employee type breakdown
Casual
16.0%
Casual - 16.01785271510042%
Part-time
2.5%
Part-time - 2.5291346392263825%
Full-time
81.5%
Full-time - 81.4530126456732%
Organisation size breakdown
<250
66.7%
<250 - 66.66666666666666%
250-499
13.3%
250-499 - 13.333333333333334%
500-999
20.0%
500-999 - 20.0%
1000-4999
0.0%
1000-4999 - 0.0%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 69.0% Female 31.0%)
male
female
All (Male 69.0% Female 31.0%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 93.8% Female 6.3%)
male
female
CEO (Male 93.8% Female 6.3%)
Key management personnel (Male 79.6% Female 20.4%)
male
female
Key management personnel (Male 79.6% Female 20.4%)
Other executives/general managers (Male 90.0% Female 10.0%)
male
female
Other executives/general managers (Male 90.0% Female 10.0%)
Senior managers (Male 80.3% Female 19.7%)
male
female
Senior managers (Male 80.3% Female 19.7%)
Other managers (Male 66.5% Female 33.5%)
male
female
Other managers (Male 66.5% Female 33.5%)
Non-managers (all)
Clerical and administrative (Male 25.6% Female 74.4%)
male
female
Clerical and administrative (Male 25.6% Female 74.4%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 90.1% Female 9.9%)
male
female
Machinery operators and drivers (Male 90.1% Female 9.9%)
Sales (Male 39.9% Female 60.1%)
male
female
Sales (Male 39.9% Female 60.1%)
Professionals (Male 63.6% Female 36.4%)
male
female
Professionals (Male 63.6% Female 36.4%)
Technicians and trade (Male 97.0% Female 3.0%)
male
female
Technicians and trade (Male 97.0% Female 3.0%)
Labourers (Male 77.4% Female 22.6%)
male
female
Labourers (Male 77.4% Female 22.6%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-7.77%
2015 baseline
2016 M:69.03% F:30.97%
2015 M:61.26% F:38.74%
The proportion of males has decreased by 7.77 p.p..
The proportion of females has increased by 7.77 p.p..
Managers
CEO
-4.86%
2015 baseline
2016 M:93.75% F:6.25%
2015 M:88.89% F:11.11%
The proportion of males has decreased by 4.86 p.p..
The proportion of females has increased by 4.86 p.p..
Key management personnel
7.14%
2015 baseline
2016 M:79.63% F:20.37%
2015 M:86.76% F:13.24%
The proportion of males has increased by 7.14 p.p..
The proportion of females has decreased by 7.14 p.p..
Other executives/general managers
-16.76%
2015 baseline
2016 M:90.00% F:10.00%
2015 M:73.24% F:26.76%
The proportion of males has decreased by 16.76 p.p..
The proportion of females has increased by 16.76 p.p..
Senior managers
-7.16%
2015 baseline
2016 M:80.33% F:19.67%
2015 M:73.17% F:26.83%
The proportion of males has decreased by 7.16 p.p..
The proportion of females has increased by 7.16 p.p..
Other managers
4.30%
2015 baseline
2016 M:66.54% F:33.46%
2015 M:70.83% F:29.17%
The proportion of males has increased by 4.30 p.p..
The proportion of females has decreased by 4.30 p.p..
Non-managers
Clerical and administrative
-1.49%
2015 baseline
2016 M:25.60% F:74.40%
2015 M:27.08% F:72.92%
The proportion of males has decreased by 1.49 p.p..
The proportion of females has increased by 1.49 p.p..
Community and personal service
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Machinery operators and drivers
-1.70%
2015 baseline
2016 M:90.06% F:9.94%
2015 M:88.36% F:11.64%
The proportion of males has decreased by 1.70 p.p..
The proportion of females has increased by 1.70 p.p..
Sales
-0.14%
2015 baseline
2016 M:39.94% F:60.06%
2015 M:40.08% F:59.92%
The proportion of males has decreased by 0.14 p.p..
The proportion of females has increased by 0.14 p.p..
Professionals
-6.60%
2015 baseline
2016 M:63.56% F:36.44%
2015 M:56.97% F:43.03%
The proportion of males has decreased by 6.60 p.p..
The proportion of females has increased by 6.60 p.p..
Technicians and trade
-2.04%
2015 baseline
2016 M:97.03% F:2.97%
2015 M:94.98% F:5.02%
The proportion of males has decreased by 2.04 p.p..
The proportion of females has increased by 2.04 p.p..
Labourers
-17.79%
2015 baseline
2016 M:77.38% F:22.62%
2015 M:59.58% F:40.42%
The proportion of males has decreased by 17.79 p.p..
The proportion of females has increased by 17.79 p.p..
Results for 2016 View yearly change
Full-time (Male 74.5% Female 25.5%)
male
female
Full-time (Male 74.5% Female 25.5%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 93.8% Female 6.3%)
male
female
CEO (Male 93.8% Female 6.3%)
Key management personnel (Male 81.1% Female 18.9%)
male
female
Key management personnel (Male 81.1% Female 18.9%)
Other executives/general managers (Male 92.3% Female 7.7%)
male
female
Other executives/general managers (Male 92.3% Female 7.7%)
Senior managers (Male 80.8% Female 19.2%)
male
female
Senior managers (Male 80.8% Female 19.2%)
Other managers (Male 66.8% Female 33.2%)
male
female
Other managers (Male 66.8% Female 33.2%)
Non-managers (full-time)
Clerical and administrative (Male 26.4% Female 73.6%)
male
female
Clerical and administrative (Male 26.4% Female 73.6%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 90.4% Female 9.6%)
male
female
Machinery operators and drivers (Male 90.4% Female 9.6%)
Sales (Male 68.6% Female 31.4%)
male
female
Sales (Male 68.6% Female 31.4%)
Professionals (Male 64.4% Female 35.6%)
male
female
Professionals (Male 64.4% Female 35.6%)
Technicians and trade (Male 97.1% Female 2.9%)
male
female
Technicians and trade (Male 97.1% Female 2.9%)
Labourers (Male 75.9% Female 24.1%)
male
female
Labourers (Male 75.9% Female 24.1%)
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
-7.27%
2015 baseline
2016 M:74.52% F:25.48%
2015 M:67.25% F:32.75%
The proportion of males has decreased by 7.27 p.p..
The proportion of females has increased by 7.27 p.p..
Managers
CEO
-4.86%
2015 baseline
2016 M:93.75% F:6.25%
2015 M:88.89% F:11.11%
The proportion of males has decreased by 4.86 p.p..
The proportion of females has increased by 4.86 p.p..
Key management personnel
6.93%
2015 baseline
2016 M:81.13% F:18.87%
2015 M:88.06% F:11.94%
The proportion of males has increased by 6.93 p.p..
The proportion of females has decreased by 6.93 p.p..
Other executives/general managers
-13.52%
2015 baseline
2016 M:92.31% F:7.69%
2015 M:78.79% F:21.21%
The proportion of males has decreased by 13.52 p.p..
The proportion of females has increased by 13.52 p.p..
Senior managers
-6.04%
2015 baseline
2016 M:80.83% F:19.17%
2015 M:74.79% F:25.21%
The proportion of males has decreased by 6.04 p.p..
The proportion of females has increased by 6.04 p.p..
Other managers
5.36%
2015 baseline
2016 M:66.80% F:33.20%
2015 M:72.16% F:27.84%
The proportion of males has increased by 5.36 p.p..
The proportion of females has decreased by 5.36 p.p..
Non-managers
Clerical and administrative
-3.00%
2015 baseline
2016 M:26.42% F:73.58%
2015 M:29.43% F:70.57%
The proportion of males has decreased by 3.00 p.p..
The proportion of females has increased by 3.00 p.p..
Community and personal service
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Machinery operators and drivers
-2.02%
2015 baseline
2016 M:90.37% F:9.63%
2015 M:88.34% F:11.66%
The proportion of males has decreased by 2.02 p.p..
The proportion of females has increased by 2.02 p.p..
Sales
-8.12%
2015 baseline
2016 M:68.56% F:31.44%
2015 M:60.43% F:39.57%
The proportion of males has decreased by 8.12 p.p..
The proportion of females has increased by 8.12 p.p..
Professionals
-5.51%
2015 baseline
2016 M:64.41% F:35.59%
2015 M:58.90% F:41.10%
The proportion of males has decreased by 5.51 p.p..
The proportion of females has increased by 5.51 p.p..
Technicians and trade
-2.41%
2015 baseline
2016 M:97.12% F:2.88%
2015 M:94.71% F:5.29%
The proportion of males has decreased by 2.41 p.p..
The proportion of females has increased by 2.41 p.p..
Labourers
-8.30%
2015 baseline
2016 M:75.93% F:24.07%
2015 M:67.63% F:32.37%
The proportion of males has decreased by 8.30 p.p..
The proportion of females has increased by 8.30 p.p..
Results for 2016 View yearly change
Part-time (Male 23.5% Female 76.5%)
male
female
Part-time (Male 23.5% Female 76.5%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 0.0% Female 100.0%)
male
female
Key management personnel (Male 0.0% Female 100.0%)
Other executives/general managers (Male 0.0% Female 100.0%)
male
female
Other executives/general managers (Male 0.0% Female 100.0%)
Senior managers (Male 0.0% Female 100.0%)
male
female
Senior managers (Male 0.0% Female 100.0%)
Other managers (Male 66.7% Female 33.3%)
male
female
Other managers (Male 66.7% Female 33.3%)
Non-managers (part-time)
Clerical and administrative (Male 13.3% Female 86.7%)
male
female
Clerical and administrative (Male 13.3% Female 86.7%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 80.0% Female 20.0%)
male
female
Machinery operators and drivers (Male 80.0% Female 20.0%)
Sales (Male 8.3% Female 91.7%)
male
female
Sales (Male 8.3% Female 91.7%)
Professionals (Male 25.0% Female 75.0%)
male
female
Professionals (Male 25.0% Female 75.0%)
Technicians and trade (Male 100.0% Female 0.0%)
male
female
Technicians and trade (Male 100.0% Female 0.0%)
Labourers (Male 35.7% Female 64.3%)
male
female
Labourers (Male 35.7% Female 64.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
3.42%
2015 baseline
2016 M:23.53% F:76.47%
2015 M:20.11% F:79.89%
The proportion of males has increased by 3.42 p.p..
The proportion of females has decreased by 3.42 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:0.00% F:100.00%
There has been no change in the workforce composition.
Other executives/general managers
0.00%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:0.00% F:100.00%
There has been no change in the workforce composition.
Senior managers
-25.00%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:25.00% F:75.00%
The proportion of males has decreased by 25.00 p.p..
The proportion of females has increased by 25.00 p.p..
Other managers
0.00%
2015 baseline
2016 M:66.67% F:33.33%
2015 M:33.33% F:66.67%
The proportion of males has increased by 0.00 p.p..
The proportion of females has decreased by 0.00 p.p..
Non-managers
Clerical and administrative
-0.75%
2015 baseline
2016 M:13.33% F:86.67%
2015 M:14.08% F:85.92%
The proportion of males has decreased by 0.75 p.p..
The proportion of females has increased by 0.75 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-13.33%
2015 baseline
2016 M:80.00% F:20.00%
2015 M:33.33% F:66.67%
The proportion of males has decreased by 13.33 p.p..
The proportion of females has increased by 13.33 p.p..
Sales
-10.71%
2015 baseline
2016 M:8.33% F:91.67%
2015 M:19.05% F:80.95%
The proportion of males has decreased by 10.71 p.p..
The proportion of females has increased by 10.71 p.p..
Professionals
12.50%
2015 baseline
2016 M:25.00% F:75.00%
2015 M:12.50% F:87.50%
The proportion of males has increased by 12.50 p.p..
The proportion of females has decreased by 12.50 p.p..
Technicians and trade
-20.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:80.00% F:20.00%
The proportion of males has decreased by 20.00 p.p..
The proportion of females has increased by 20.00 p.p..
Labourers
-10.44%
2015 baseline
2016 M:35.71% F:64.29%
2015 M:46.15% F:53.85%
The proportion of males has decreased by 10.44 p.p..
The proportion of females has increased by 10.44 p.p..
Results for 2016 View yearly change
Casual (Male 48.3% Female 51.7%)
male
female
Casual (Male 48.3% Female 51.7%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 0.0% Female 0.0%)
Insufficient data available
Key management personnel (Male 0.0% Female 0.0%)
Other executives/general managers (Male 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 100.0% Female 0.0%)
male
female
Senior managers (Male 100.0% Female 0.0%)
Other managers (Male 0.0% Female 100.0%)
male
female
Other managers (Male 0.0% Female 100.0%)
Non-managers (casual)
Clerical and administrative (Male 38.1% Female 61.9%)
male
female
Clerical and administrative (Male 38.1% Female 61.9%)
Community and personal service (Male 0.0% Female 0.0%)
Insufficient data available
Community and personal service (Male 0.0% Female 0.0%)
Machinery operators and drivers (Male 87.5% Female 12.5%)
male
female
Machinery operators and drivers (Male 87.5% Female 12.5%)
Sales (Male 24.5% Female 75.5%)
male
female
Sales (Male 24.5% Female 75.5%)
Professionals (Male 84.6% Female 15.4%)
male
female
Professionals (Male 84.6% Female 15.4%)
Technicians and trade (Male 95.8% Female 4.2%)
male
female
Technicians and trade (Male 95.8% Female 4.2%)
Labourers (Male 93.0% Female 7.0%)
male
female
Labourers (Male 93.0% Female 7.0%)
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
5.23%
2015 baseline
2016 M:48.30% F:51.70%
2015 M:43.07% F:56.93%
The proportion of males has increased by 5.23 p.p..
The proportion of females has decreased by 5.23 p.p..
Managers
CEO
No comparison data available
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers
Clerical and administrative
15.37%
2015 baseline
2016 M:38.10% F:61.90%
2015 M:22.73% F:77.27%
The proportion of males has increased by 15.37 p.p..
The proportion of females has decreased by 15.37 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
3.88%
2015 baseline
2016 M:87.50% F:12.50%
2015 M:91.38% F:8.62%
The proportion of males has increased by 3.88 p.p..
The proportion of females has decreased by 3.88 p.p..
Sales
0.25%
2015 baseline
2016 M:24.50% F:75.50%
2015 M:24.25% F:75.75%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Professionals
0.00%
2015 baseline
2016 M:84.62% F:15.38%
2015 M:84.62% F:15.38%
There has been no change in the workforce composition.
Technicians and trade
4.17%
2015 baseline
2016 M:95.83% F:4.17%
2015 M:100.00% F:0.00%
The proportion of males has increased by 4.17 p.p..
The proportion of females has decreased by 4.17 p.p..
Labourers
-33.55%
2015 baseline
2016 M:93.02% F:6.98%
2015 M:40.52% F:59.48%
The proportion of males has decreased by 33.55 p.p..
The proportion of females has increased by 33.55 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 73.7% Female 26.3%)
male
female
Overall (Male 73.7% Female 26.3%)
Managers (Male 61.5% Female 38.5%)
male
female
Managers (Male 61.5% Female 38.5%)
Non-managers (Male 74.5% Female 25.5%)
male
female
Non-managers (Male 74.5% Female 25.5%)
Promotions by role
Overall (Male 44.9% Female 55.1%)
male
female
Overall (Male 44.9% Female 55.1%)
Managers (Male 56.0% Female 44.0%)
male
female
Managers (Male 56.0% Female 44.0%)
Non-managers (Male 38.6% Female 61.4%)
male
female
Non-managers (Male 38.6% Female 61.4%)
Promotions by employment type
Full-time
94.2%
Full-time - 94.20289855072464%
Part-time
1.4%
Part-time - 1.4492753623188406%
Casual
4.3%
Casual - 4.3478260869565215%
Resignations by role
Overall (Male 71.7% Female 28.3%)
male
female
Overall (Male 71.7% Female 28.3%)
Managers (Male 78.6% Female 21.4%)
male
female
Managers (Male 78.6% Female 21.4%)
Non-managers (Male 71.3% Female 28.7%)
male
female
Non-managers (Male 71.3% Female 28.7%)
Resignations by employment type
Full-time
57.3%
Full-time - 57.29537366548043%
Part-time
3.0%
Part-time - 3.0249110320284696%
Casual
39.7%
Casual - 39.679715302491104%

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
10.7% pay gap
All industries 26.3%
2016 10.7%
2015 15.8%
Base salary (all)
male
female
8.1% pay gap
All industries 21.4%
2016 8.1%
2015 12.8%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
34.5% pay gap
All industries 27.7%
2016 34.5%
Other executives/general managers
Insufficient data available
Senior managers
male
female
3.5% pay gap
All industries 21.6%
2016 3.5%
2015 8.7%
Other managers
male
female
7.7% pay gap
All industries 22.8%
2016 7.7%
2015 5.0%
Non-managers (all total remuneration)
Clerical and administrative
male
female
6.5% pay gap
All industries 7.1%
2016 6.5%
2015 7.5%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
8.6% pay gap
All industries 17.9%
2016 8.6%
2015 6.5%
Sales
male
female
21.2% pay gap
All industries 15.8%
2016 21.2%
2015 32.2%
Professionals
male
female
12.9% pay gap
All industries 19.5%
2016 12.9%
2015 7.4%
Technicians and trade
male
female
10.8% pay gap
All industries 30.8%
2016 10.8%
2015 -0.7%
Labourers
male
female
3.3% pay gap
All industries 17.8%
2016 3.3%
2015 7.6%
Change from 2015 to 2016 View 2016
Total remuneration (all)
5.07 p.p.
2015 baseline
2016 10.69%
2015 15.76%
The gender pay gap
decreased by 5.07 p.p.
Base salary (all)
4.66 p.p.
2015 baseline
2016 8.09%
2015 12.75%
The gender pay gap
decreased by 4.66 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
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
5.21 p.p.
2015 baseline
2016 3.54%
2015 8.75%
The gender pay gap
decreased by 5.21 p.p.
Other managers
2.67 p.p.
2015 baseline
2016 7.65%
2015 4.98%
The gender pay gap
increased by 2.67 p.p.
Non-managers (all total remuneration)
Clerical and administrative
1.06 p.p.
2015 baseline
2016 6.48%
2015 7.54%
The gender pay gap
decreased by 1.06 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
2.09 p.p.
2015 baseline
2016 8.57%
2015 6.48%
The gender pay gap
increased by 2.09 p.p.
Sales
11.00 p.p.
2015 baseline
2016 21.18%
2015 32.18%
The gender pay gap
decreased by 11.00 p.p.
Professionals
5.58 p.p.
2015 baseline
2016 12.94%
2015 7.36%
The gender pay gap
increased by 5.58 p.p.
Technicians and trade
11.52 p.p.
2015 baseline
2016 10.79%
2015 -0.73%
The gender pay gap
increased by 11.52 p.p.
Labourers
4.33 p.p.
2015 baseline
2016 3.31%
2015 7.64%
The gender pay gap
decreased by 4.33 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
9.1% pay gap
All industries 23.1%
2016 9.1%
2015 13.6%
Base salary (full-time)
male
female
7.1% pay gap
All industries 17.7%
2016 7.1%
2015 11.2%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
34.1% pay gap
All industries 26.6%
2016 34.1%
Other executives/general managers
Insufficient data available
Senior managers
male
female
2.5% pay gap
All industries 21.7%
2016 2.5%
2015 6.3%
Other managers
male
female
9.0% pay gap
All industries 23.8%
2016 9.0%
2015 6.1%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
7.0% pay gap
All industries 8.8%
2016 7.0%
2015 8.3%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
8.1% pay gap
All industries 16.1%
2016 8.1%
2015 7.2%
Sales
male
female
16.7% pay gap
All industries 23.5%
2016 16.7%
2015 32.1%
Professionals
male
female
13.9% pay gap
All industries 19.7%
2016 13.9%
2015 4.2%
Technicians and trade
male
female
9.3% pay gap
All industries 27.1%
2016 9.3%
2015 0.6%
Labourers
male
female
4.3% pay gap
All industries 17.2%
2016 4.3%
2015 11.2%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
4.54 p.p.
2015 baseline
2016 9.10%
2015 13.65%
The gender pay gap
decreased by 4.54 p.p.
Base salary (full-time)
4.10 p.p.
2015 baseline
2016 7.09%
2015 11.19%
The gender pay gap
decreased by 4.10 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
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
3.85 p.p.
2015 baseline
2016 2.47%
2015 6.32%
The gender pay gap
decreased by 3.85 p.p.
Other managers
2.97 p.p.
2015 baseline
2016 9.03%
2015 6.06%
The gender pay gap
increased by 2.97 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
1.35 p.p.
2015 baseline
2016 6.98%
2015 8.33%
The gender pay gap
decreased by 1.35 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
0.90 p.p.
2015 baseline
2016 8.06%
2015 7.16%
The gender pay gap
increased by 0.90 p.p.
Sales
15.46 p.p.
2015 baseline
2016 16.66%
2015 32.12%
The gender pay gap
decreased by 15.46 p.p.
Professionals
9.72 p.p.
2015 baseline
2016 13.93%
2015 4.21%
The gender pay gap
increased by 9.72 p.p.
Technicians and trade
8.73 p.p.
2015 baseline
2016 9.32%
2015 0.59%
The gender pay gap
increased by 8.73 p.p.
Labourers
6.90 p.p.
2015 baseline
2016 4.28%
2015 11.18%
The gender pay gap
decreased by 6.90 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-1.1% pay gap
All industries -6.6%
2016 -1.1%
2015 -1.0%
Base salary (part-time)
male
female
-0.8% pay gap
All industries -7.8%
2016 -0.8%
2015 -2.1%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
Insufficient data available
Non-managers (part-time total remuneration)
Clerical and administrative
Insufficient data available
Community and personal service
Insufficient data available
Machinery operators and drivers
Insufficient data available
Sales
Insufficient data available
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
0.07 p.p.
2015 baseline
2016 -1.11%
2015 -1.04%
The gender pay gap
increased by 0.07 p.p.
Base salary (part-time)
1.26 p.p.
2015 baseline
2016 -0.80%
2015 -2.06%
The gender pay gap
decreased by 1.26 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (part-time total remuneration)
Clerical and administrative
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
No comparison data available
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
0.5% pay gap
All industries 9.1%
2016 0.5%
2015 3.9%
Base salary (casual)
male
female
-0.6% pay gap
All industries 8.6%
2016 -0.6%
2015 3.4%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
Insufficient data available
Community and personal service
Insufficient data available
Machinery operators and drivers
Insufficient data available
Sales
male
female
-1.6% pay gap
All industries -3.4%
2016 -1.6%
2015 -1.4%
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
Insufficient data available
Change from 2015 to 2016 View 2016
Total remuneration (casual)
3.38 p.p.
2015 baseline
2016 0.50%
2015 3.88%
The gender pay gap
decreased by 3.38 p.p.
Base salary (casual)
4.03 p.p.
2015 baseline
2016 -0.63%
2015 3.41%
The gender pay gap
decreased by 4.03 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
No comparison data available
Community and personal service
No comparison data available
Machinery operators and drivers
No comparison data available
Sales
0.13 p.p.
2015 baseline
2016 -1.56%
2015 -1.43%
The gender pay gap
increased by 0.13 p.p.
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
No comparison data available

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Employers with a formal policy or formal strategy on remuneration generally
46.7%
0%
100%
All industries 53.1%
2016 46.7%
2015 50.0%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
14.3%
0%
100%
All industries 26.4%
2016 14.3%
2015 11.1%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
13.3%
0%
100%
All industries 20.0%
2016 13.3%
2015 22.2%
Within last 1-2 years
6.7%
0%
100%
All industries 4.7%
2016 6.7%
2015 5.6%
More than 2 years ago but less than 4 years ago
0.0%
0%
100%
All industries 1.3%
2016 0.0%
2015 0.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
0.0%
0%
100%
All industries 13.5%
2016 0.0%
2015 0.0%
Identified cause/s of the gaps
0.0%
0%
100%
All industries 31.2%
2016 0.0%
2015 0.0%
Reviewed remuneration decision-making processes
0.0%
0%
100%
All industries 22.4%
2016 0.0%
2015 0.0%
Analysed commencement salaries by gender to ensure there are no pay gaps
0.0%
0%
100%
All industries 16.0%
2016 0.0%
2015 0.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
0.0%
0%
100%
All industries 22.3%
2016 0.0%
2015 0.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
0.0%
0%
100%
All industries 21.6%
2016 0.0%
2015 0.0%
Trained people-managers in addressing gender bias (including unconscious bias)
0.0%
0%
100%
All industries 11.1%
2016 0.0%
2015 0.0%
Set targets to reduce any like-for-like gaps
0.0%
0%
100%
All industries 6.1%
2016 0.0%
2015 0.0%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 4.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the board
33.3%
0%
100%
All industries 14.4%
2016 33.3%
2015 0.0%
Reported pay equity metrics to the executive
0.0%
0%
100%
All industries 25.4%
2016 0.0%
2015 0.0%
Corrected like-for-like gaps
0.0%
0%
100%
All industries 16.9%
2016 0.0%
2015 0.0%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 2.1%
2016 0.0%
2015 0.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
13.3%
0%
100%
All industries 5.8%
2016 13.3%
2015 5.6%
No, don't have expertise
0.0%
0%
100%
All industries 0.7%
2016 0.0%
2015 0.0%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
0.0%
0%
100%
All industries 6.2%
2016 0.0%
2015 0.0%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
13.3%
0%
100%
All industries 21.2%
2016 13.3%
2015 5.6%
No, non-award employees are paid market rate
20.0%
0%
100%
All industries 13.2%
2016 20.0%
2015 5.6%
No, not a priority
0.0%
0%
100%
All industries 2.4%
2016 0.0%
2015 0.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
-3.33 p.p.
2015 baseline
2016 46.67%
2015 50.00%
Change of -3.33 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
3.17 p.p.
2015 baseline
2016 14.29%
2015 11.11%
Change of 3.17 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-8.89 p.p.
2015 baseline
2016 13.33%
2015 22.22%
Change of -8.89 p.p.
Within last 1-2 years
1.11 p.p.
2015 baseline
2016 6.67%
2015 5.56%
Change of 1.11 p.p.
More than 2 years ago but less than 4 years ago
No comparison data available
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
No comparison data available
Reviewed remuneration decision-making processes
No comparison data available
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)
No comparison data available
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
No comparison data available
Trained people-managers in addressing gender bias (including unconscious bias)
No comparison data available
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
No comparison data available
Reported pay equity metrics to the executive
No comparison data available
Corrected like-for-like gaps
No comparison data available
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
7.78 p.p.
2015 baseline
2016 13.33%
2015 5.56%
Change of 7.78 p.p.
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)
No comparison data available
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)
7.78 p.p.
2015 baseline
2016 13.33%
2015 5.56%
Change of 7.78 p.p.
No, non-award employees are paid market rate
14.44 p.p.
2015 baseline
2016 20.00%
2015 5.56%
Change of 14.44 p.p.
No, not a priority
No comparison data available

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
53.3%
0%
100%
All industries 57.7%
2016 53.3%
2015 55.6%
Employers that have an overall gender equality strategy
20.0%
0%
100%
All industries 22.2%
2016 20.0%
2015 22.2%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
5.6%
0%
100%
All industries 12.7%
2016 5.6%

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
-2.22 p.p.
2015 baseline
2016 53.33%
2015 55.56%
Change of -2.22 p.p.
Employers that have an overall gender equality strategy
-2.22 p.p.
2015 baseline
2016 20.00%
2015 22.22%
Change of -2.22 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
No comparison data available

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
26.7%
0%
100%
All industries 52.3%
2016 26.7%
2015 44.4%
Employers that have a flexible working arrangements strategy
20.0%
0%
100%
All industries 16.1%
2016 20.0%
2015 11.1%
Types of flexible work offered
Carer's leave
93.3%
0%
100%
All industries 92.9%
2016 93.3%
2015 94.4%
Compressed working week
13.3%
0%
100%
All industries 26.1%
2016 13.3%
2015 27.8%
Flexible hours of work
33.3%
0%
100%
All industries 58.5%
2016 33.3%
2015 44.4%
Job sharing
20.0%
0%
100%
All industries 39.9%
2016 20.0%
2015 33.3%
Part-time work
60.0%
0%
100%
All industries 83.9%
2016 60.0%
2015 66.7%
Purchased leave
Insufficient data available
Telecommuting
6.7%
0%
100%
All industries 27.5%
2016 6.7%
2015 11.1%
Time-in-lieu
33.3%
0%
100%
All industries 50.9%
2016 33.3%
2015 44.4%
Unpaid leave
86.7%
0%
100%
All industries 79.4%
2016 86.7%
2015 83.3%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
-17.78 p.p.
2015 baseline
2016 26.67%
2015 44.44%
Change of -17.78 p.p.
Employers that have a flexible working arrangements strategy
8.89 p.p.
2015 baseline
2016 20.00%
2015 11.11%
Change of 8.89 p.p.
Types of flexible work offered
Carer's leave
-1.11 p.p.
2015 baseline
2016 93.33%
2015 94.44%
Change of -1.11 p.p.
Compressed working week
-14.44 p.p.
2015 baseline
2016 13.33%
2015 27.78%
Change of -14.44 p.p.
Flexible hours of work
-11.11 p.p.
2015 baseline
2016 33.33%
2015 44.44%
Change of -11.11 p.p.
Job sharing
-13.33 p.p.
2015 baseline
2016 20.00%
2015 33.33%
Change of -13.33 p.p.
Part-time work
-6.67 p.p.
2015 baseline
2016 60.00%
2015 66.67%
Change of -6.67 p.p.
Purchased leave
No comparison data available
Telecommuting
-4.44 p.p.
2015 baseline
2016 6.67%
2015 11.11%
Change of -4.44 p.p.
Time-in-lieu
-11.11 p.p.
2015 baseline
2016 33.33%
2015 44.44%
Change of -11.11 p.p.
Unpaid leave
3.33 p.p.
2015 baseline
2016 86.67%
2015 83.33%
Change of 3.33 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
26.7%
0%
100%
All industries 47.6%
2016 26.7%
2015 33.3%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
6.7%
0%
100%
All industries 12.9%
2016 6.7%
2015 11.1%
Paid parental leave
Employers that offer primary carer leave
13.3%
0%
100%
All industries 48.0%
2016 13.3%
2015 11.1%
Average primary carer's leave offered (minimum number of weeks)
4.0 weeks
All industries 9.7 weeks
2016 4.0 weeks
2015 4.0 weeks
Employers that top up government scheme to full pay
0.0%
0%
100%
All industries 9.0%
2016 0.0%
2015 0.0%
Employers that offer full pay in addition to government scheme
100.0%
0%
100%
All industries 79.2%
2016 100.0%
2015 100.0%
Employers that offer a lump sum payment
0.0%
0%
100%
All industries 16.8%
2016 0.0%
2015 0.0%
Employers that offer secondary carer leave
13.3%
0%
100%
All industries 39.0%
2016 13.3%
2015 5.6%
Average secondary carer's leave offered (minimum number of weeks)
2.5 weeks
All industries 1.5 weeks
2016 2.5 weeks
2015 1.0 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)
6.1%
0%
100%
All industries 7.0%
2016 6.1%
Proportion of men (out of all employees on parental leave)
0.0%
0%
100%
All industries 0.6%
2016 0.0%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
0.0%
0%
100%
All industries 5.8%
2016 0.0%
2015 0.0%
On-site childcare
0.0%
0%
100%
All industries 9.5%
2016 0.0%
2015 0.0%
Breastfeeding facilities
50.0%
0%
100%
All industries 53.6%
2016 50.0%
2015 33.3%
Childcare referral services
0.0%
0%
100%
All industries 10.4%
2016 0.0%
2015 0.0%
Internal support network for parents
0.0%
0%
100%
All industries 16.7%
2016 0.0%
2015 0.0%
Return-to-work bonus
25.0%
0%
100%
All industries 7.4%
2016 25.0%
2015 16.7%
Information packs to support new parents and/or those with elder care responsibilities
0.0%
0%
100%
All industries 17.1%
2016 0.0%
2015 33.3%
Referral services to support employees with family and/or caring responsibilities
25.0%
0%
100%
All industries 47.3%
2016 25.0%
2015 33.3%
Targeted communication mechanisms, for example intranet/forums
0.0%
0%
100%
All industries 26.9%
2016 0.0%
2015 50.0%
Support in securing school holiday care
0.0%
0%
100%
All industries 6.5%
2016 0.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
25.0%
0%
100%
All industries 15.5%
2016 25.0%
2015 0.0%
Parenting workshops targeting mothers
0.0%
0%
100%
All industries 3.9%
2016 0.0%
2015 0.0%
Parenting workshops targeting fathers
0.0%
0%
100%
All industries 3.3%
2016 0.0%
2015 0.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-6.67 p.p.
2015 baseline
2016 26.67%
2015 33.33%
Change of -6.67 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-4.44 p.p.
2015 baseline
2016 6.67%
2015 11.11%
Change of -4.44 p.p.
Paid parental leave
Employers that offer primary carer leave
2.22 p.p.
2015 baseline
2016 13.33%
2015 11.11%
Change of 2.22 p.p.
Average primary carer leave offered (minimum number of weeks)
0.00 weeks
2015 baseline
2016 4.00weeks
2015 4.00weeks
Change of 0.00 weeks
Employers that top up government scheme to full pay
No comparison data available
Employers that offer full pay in addition to government scheme
0.00 p.p.
2015 baseline
2016 100.00%
2015 100.00%
Change of 0.00 p.p.
Employers that offer a lump sum payment
No comparison data available
Employers that offer secondary carer leave
7.78 p.p.
2015 baseline
2016 13.33%
2015 5.56%
Change of 7.78 p.p.
Average secondary carer leave offered (minimum number of weeks)
1.50 weeks
2015 baseline
2016 2.50weeks
2015 1.00weeks
Change of 1.50 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
No comparison data available
Breastfeeding facilities
16.67 p.p.
2015 baseline
2016 50.00%
2015 33.33%
Change of 16.67 p.p.
Childcare referral services
No comparison data available
Internal support network for parents
No comparison data available
Return-to-work bonus
8.33 p.p.
2015 baseline
2016 25.00%
2015 16.67%
Change of 8.33 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-33.33 p.p.
2015 baseline
2016 0.00%
2015 33.33%
Change of -33.33 p.p.
Referral services to support employees with family and/or caring responsibilities
-8.33 p.p.
2015 baseline
2016 25.00%
2015 33.33%
Change of -8.33 p.p.
Targeted communication mechanisms, for example intranet/forums
-50.00 p.p.
2015 baseline
2016 0.00%
2015 50.00%
Change of -50.00 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
26.7%
0%
100%
All industries 39.3%
2016 26.7%
2015 38.9%
Has some measure in place to support employees who are experiencing family or domestic violence
40.0%
0%
100%
All industries 74.8%
2016 40.0%
2015 44.4%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
20.0%
0%
100%
All industries 66.4%
2016 20.0%
2015 33.3%
HR or other staff training
0.0%
0%
100%
All industries 11.0%
2016 0.0%
Referral to support services
13.3%
0%
100%
All industries 26.9%
2016 13.3%
Access to any leave (overall measure)
20.0%
0%
100%
All industries 52.6%
2016 20.0%
2015 27.8%
Paid domestic violence leave
6.7%
0%
100%
All industries 12.1%
2016 6.7%
Unpaid domestic violence leave
6.7%
0%
100%
All industries 3.8%
2016 6.7%
2015 0.0%
Unpaid leave
20.0%
0%
100%
All industries 49.3%
2016 20.0%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
6.7%
0%
100%
All industries 6.9%
2016 6.7%
2015 0.0%
Workplace safety planning
0.0%
0%
100%
All industries 8.3%
2016 0.0%
2015 0.0%
Confidentiality of disclosure
26.7%
0%
100%
All industries 41.2%
2016 26.7%
2015 0.0%
Protection from adverse action or discrimination
6.7%
0%
100%
All industries 21.3%
2016 6.7%
2015 0.0%
Flexible working arrangements
13.3%
0%
100%
All industries 48.6%
2016 13.3%
2015 0.0%
Financial support
6.7%
0%
100%
All industries 11.2%
2016 6.7%
2015 0.0%
Change of office location
0.0%
0%
100%
All industries 13.7%
2016 0.0%
2015 0.0%
Emergency accommodation assistance
0.0%
0%
100%
All industries 4.0%
2016 0.0%
2015 0.0%
Medical services
6.7%
0%
100%
All industries 10.0%
2016 6.7%
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
-12.22 p.p.
2015 baseline
2016 26.67%
2015 38.89%
Change of -12.22 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-4.44 p.p.
2015 baseline
2016 40.00%
2015 44.44%
Change of -4.44 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-13.33 p.p.
2015 baseline
2016 20.00%
2015 33.33%
Change of -13.33 p.p.
HR or other staff training
0.00 p.p.
2015 baseline
2016 0.00%
2015 0.00%
Change of 0.00 p.p.
Referral to support services
13.33 p.p.
2015 baseline
2016 13.33%
2015 0.00%
Change of 13.33 p.p.
Access to any leave (overall measure)
-7.78 p.p.
2015 baseline
2016 20.00%
2015 27.78%
Change of -7.78 p.p.
Paid domestic violence leave
6.67 p.p.
2015 baseline
2016 6.67%
2015 0.00%
Change of 6.67 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

Loading...