Professional, Scientific and Technical Services within All industries

Professional, Scientific and Technical Services has 289,332 employees within 488 organisations.
Change year 2016

Professional, Scientific and Technical Services summary for 2016

Professional, Scientific and Technical Services has 289,332 employees within 488 organisations of any size.
39.4% of employees are female.

Employee type breakdown
Casual
14.6%
Casual - 14.556979525251268%
Part-time
8.5%
Part-time - 8.509601426734685%
Full-time
76.9%
Full-time - 76.93341904801404%
Organisation size breakdown
<250
54.7%
<250 - 54.713114754098356%
250-499
19.9%
250-499 - 19.87704918032787%
500-999
12.1%
500-999 - 12.09016393442623%
1000-4999
11.5%
1000-4999 - 11.475409836065573%
5000+
1.8%
5000+ - 1.8442622950819672%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 60.6% Female 39.4%)
male
female
All (Male 60.6% Female 39.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 88.0% Female 12.0%)
male
female
CEO (Male 88.0% Female 12.0%)
Key management personnel (Male 77.0% Female 23.0%)
male
female
Key management personnel (Male 77.0% Female 23.0%)
Other executives/general managers (Male 71.8% Female 28.2%)
male
female
Other executives/general managers (Male 71.8% Female 28.2%)
Senior managers (Male 67.8% Female 32.2%)
male
female
Senior managers (Male 67.8% Female 32.2%)
Other managers (Male 64.4% Female 35.6%)
male
female
Other managers (Male 64.4% Female 35.6%)
Non-managers (all)
Clerical and administrative (Male 22.8% Female 77.2%)
male
female
Clerical and administrative (Male 22.8% Female 77.2%)
Community and personal service (Male 44.7% Female 55.3%)
male
female
Community and personal service (Male 44.7% Female 55.3%)
Machinery operators and drivers (Male 91.5% Female 8.5%)
male
female
Machinery operators and drivers (Male 91.5% Female 8.5%)
Sales (Male 53.1% Female 46.9%)
male
female
Sales (Male 53.1% Female 46.9%)
Professionals (Male 62.0% Female 38.0%)
male
female
Professionals (Male 62.0% Female 38.0%)
Technicians and trade (Male 88.0% Female 12.0%)
male
female
Technicians and trade (Male 88.0% Female 12.0%)
Labourers (Male 63.5% Female 36.5%)
male
female
Labourers (Male 63.5% Female 36.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.34%
no change
2016 M:60.63% F:39.37%
2015 M:60.97% F:39.03%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Managers
CEO
2.07%
no change
2016 M:88.03% F:11.97%
2015 M:90.10% F:9.90%
The proportion of males has increased by 2.07 p.p..
The proportion of females has decreased by 2.07 p.p..
Key management personnel
1.43%
no change
2016 M:77.03% F:22.97%
2015 M:78.46% F:21.54%
The proportion of males has increased by 1.43 p.p..
The proportion of females has decreased by 1.43 p.p..
Other executives/general managers
1.15%
no change
2016 M:71.85% F:28.15%
2015 M:72.99% F:27.01%
The proportion of males has increased by 1.15 p.p..
The proportion of females has decreased by 1.15 p.p..
Senior managers
0.80%
no change
2016 M:67.79% F:32.21%
2015 M:68.58% F:31.42%
The proportion of males has increased by 0.80 p.p..
The proportion of females has decreased by 0.80 p.p..
Other managers
0.86%
no change
2016 M:64.41% F:35.59%
2015 M:65.27% F:34.73%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Non-managers
Clerical and administrative
1.91%
no change
2016 M:22.76% F:77.24%
2015 M:20.86% F:79.14%
The proportion of males has increased by 1.91 p.p..
The proportion of females has decreased by 1.91 p.p..
Community and personal service
-1.56%
no change
2016 M:44.69% F:55.31%
2015 M:46.25% F:53.75%
The proportion of males has decreased by 1.56 p.p..
The proportion of females has increased by 1.56 p.p..
Machinery operators and drivers
1.21%
no change
2016 M:91.47% F:8.53%
2015 M:92.68% F:7.32%
The proportion of males has increased by 1.21 p.p..
The proportion of females has decreased by 1.21 p.p..
Sales
-0.29%
no change
2016 M:53.11% F:46.89%
2015 M:52.81% F:47.19%
The proportion of males has decreased by 0.29 p.p..
The proportion of females has increased by 0.29 p.p..
Professionals
0.26%
no change
2016 M:62.01% F:37.99%
2015 M:62.28% F:37.72%
The proportion of males has increased by 0.26 p.p..
The proportion of females has decreased by 0.26 p.p..
Technicians and trade
-2.39%
no change
2016 M:87.99% F:12.01%
2015 M:85.61% F:14.39%
The proportion of males has decreased by 2.39 p.p..
The proportion of females has increased by 2.39 p.p..
Labourers
9.29%
no change
2016 M:63.47% F:36.53%
2015 M:72.76% F:27.24%
The proportion of males has increased by 9.29 p.p..
The proportion of females has decreased by 9.29 p.p..
Results for 2016 View yearly change
Full-time (Male 66.2% Female 33.8%)
male
female
Full-time (Male 66.2% Female 33.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 88.3% Female 11.7%)
male
female
CEO (Male 88.3% Female 11.7%)
Key management personnel (Male 79.5% Female 20.5%)
male
female
Key management personnel (Male 79.5% Female 20.5%)
Other executives/general managers (Male 76.5% Female 23.5%)
male
female
Other executives/general managers (Male 76.5% Female 23.5%)
Senior managers (Male 73.2% Female 26.8%)
male
female
Senior managers (Male 73.2% Female 26.8%)
Other managers (Male 69.4% Female 30.6%)
male
female
Other managers (Male 69.4% Female 30.6%)
Non-managers (full-time)
Clerical and administrative (Male 20.6% Female 79.4%)
male
female
Clerical and administrative (Male 20.6% Female 79.4%)
Community and personal service (Male 51.6% Female 48.4%)
male
female
Community and personal service (Male 51.6% Female 48.4%)
Machinery operators and drivers (Male 93.2% Female 6.8%)
male
female
Machinery operators and drivers (Male 93.2% Female 6.8%)
Sales (Male 71.4% Female 28.6%)
male
female
Sales (Male 71.4% Female 28.6%)
Professionals (Male 65.6% Female 34.4%)
male
female
Professionals (Male 65.6% Female 34.4%)
Technicians and trade (Male 89.6% Female 10.4%)
male
female
Technicians and trade (Male 89.6% Female 10.4%)
Labourers (Male 69.8% Female 30.2%)
male
female
Labourers (Male 69.8% Female 30.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.74%
no change
2016 M:66.24% F:33.76%
2015 M:66.98% F:33.02%
The proportion of males has increased by 0.74 p.p..
The proportion of females has decreased by 0.74 p.p..
Managers
CEO
2.17%
no change
2016 M:88.35% F:11.65%
2015 M:90.52% F:9.48%
The proportion of males has increased by 2.17 p.p..
The proportion of females has decreased by 2.17 p.p..
Key management personnel
1.60%
no change
2016 M:79.47% F:20.53%
2015 M:81.07% F:18.93%
The proportion of males has increased by 1.60 p.p..
The proportion of females has decreased by 1.60 p.p..
Other executives/general managers
1.38%
no change
2016 M:76.49% F:23.51%
2015 M:77.88% F:22.12%
The proportion of males has increased by 1.38 p.p..
The proportion of females has decreased by 1.38 p.p..
Senior managers
1.20%
no change
2016 M:73.21% F:26.79%
2015 M:74.41% F:25.59%
The proportion of males has increased by 1.20 p.p..
The proportion of females has decreased by 1.20 p.p..
Other managers
0.93%
no change
2016 M:69.37% F:30.63%
2015 M:70.30% F:29.70%
The proportion of males has increased by 0.93 p.p..
The proportion of females has decreased by 0.93 p.p..
Non-managers
Clerical and administrative
0.34%
no change
2016 M:20.57% F:79.43%
2015 M:20.23% F:79.77%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Community and personal service
1.97%
no change
2016 M:51.56% F:48.44%
2015 M:53.53% F:46.47%
The proportion of males has increased by 1.97 p.p..
The proportion of females has decreased by 1.97 p.p..
Machinery operators and drivers
0.86%
no change
2016 M:93.16% F:6.84%
2015 M:94.02% F:5.98%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Sales
-0.23%
no change
2016 M:71.40% F:28.60%
2015 M:71.17% F:28.83%
The proportion of males has decreased by 0.23 p.p..
The proportion of females has increased by 0.23 p.p..
Professionals
0.49%
no change
2016 M:65.65% F:34.35%
2015 M:66.14% F:33.86%
The proportion of males has increased by 0.49 p.p..
The proportion of females has decreased by 0.49 p.p..
Technicians and trade
-0.61%
no change
2016 M:89.61% F:10.39%
2015 M:88.99% F:11.01%
The proportion of males has decreased by 0.61 p.p..
The proportion of females has increased by 0.61 p.p..
Labourers
10.29%
no change
2016 M:69.75% F:30.25%
2015 M:80.04% F:19.96%
The proportion of males has increased by 10.29 p.p..
The proportion of females has decreased by 10.29 p.p..
Results for 2016 View yearly change
Part-time (Male 18.7% Female 81.3%)
male
female
Part-time (Male 18.7% Female 81.3%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 70.0% Female 30.0%)
male
female
CEO (Male 70.0% Female 30.0%)
Key management personnel (Male 33.0% Female 67.0%)
male
female
Key management personnel (Male 33.0% Female 67.0%)
Other executives/general managers (Male 25.8% Female 74.2%)
male
female
Other executives/general managers (Male 25.8% Female 74.2%)
Senior managers (Male 17.4% Female 82.6%)
male
female
Senior managers (Male 17.4% Female 82.6%)
Other managers (Male 13.2% Female 86.8%)
male
female
Other managers (Male 13.2% Female 86.8%)
Non-managers (part-time)
Clerical and administrative (Male 5.8% Female 94.2%)
male
female
Clerical and administrative (Male 5.8% Female 94.2%)
Community and personal service (Male 21.0% Female 79.0%)
male
female
Community and personal service (Male 21.0% Female 79.0%)
Machinery operators and drivers (Male 73.9% Female 26.1%)
male
female
Machinery operators and drivers (Male 73.9% Female 26.1%)
Sales (Male 22.5% Female 77.5%)
male
female
Sales (Male 22.5% Female 77.5%)
Professionals (Male 18.6% Female 81.4%)
male
female
Professionals (Male 18.6% Female 81.4%)
Technicians and trade (Male 38.3% Female 61.7%)
male
female
Technicians and trade (Male 38.3% Female 61.7%)
Labourers (Male 38.3% Female 61.7%)
male
female
Labourers (Male 38.3% Female 61.7%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.72%
no change
2016 M:18.75% F:81.25%
2015 M:19.47% F:80.53%
The proportion of males has decreased by 0.72 p.p..
The proportion of females has increased by 0.72 p.p..
Managers
CEO
5.00%
no change
2016 M:70.00% F:30.00%
2015 M:75.00% F:25.00%
The proportion of males has increased by 5.00 p.p..
The proportion of females has decreased by 5.00 p.p..
Key management personnel
-0.01%
no change
2016 M:32.95% F:67.05%
2015 M:32.97% F:67.03%
The proportion of males has decreased by 0.01 p.p..
The proportion of females has increased by 0.01 p.p..
Other executives/general managers
0.57%
no change
2016 M:25.77% F:74.23%
2015 M:25.20% F:74.80%
The proportion of males has increased by 0.57 p.p..
The proportion of females has decreased by 0.57 p.p..
Senior managers
2.17%
no change
2016 M:17.37% F:82.63%
2015 M:15.20% F:84.80%
The proportion of males has increased by 2.17 p.p..
The proportion of females has decreased by 2.17 p.p..
Other managers
-0.06%
no change
2016 M:13.23% F:86.77%
2015 M:13.28% F:86.72%
The proportion of males has decreased by 0.06 p.p..
The proportion of females has increased by 0.06 p.p..
Non-managers
Clerical and administrative
-1.87%
no change
2016 M:5.77% F:94.23%
2015 M:7.64% F:92.36%
The proportion of males has decreased by 1.87 p.p..
The proportion of females has increased by 1.87 p.p..
Community and personal service
-10.03%
no change
2016 M:20.98% F:79.02%
2015 M:31.01% F:68.99%
The proportion of males has decreased by 10.03 p.p..
The proportion of females has increased by 10.03 p.p..
Machinery operators and drivers
-6.70%
no change
2016 M:73.91% F:26.09%
2015 M:67.21% F:32.79%
The proportion of males has decreased by 6.70 p.p..
The proportion of females has increased by 6.70 p.p..
Sales
7.39%
no change
2016 M:22.46% F:77.54%
2015 M:15.07% F:84.93%
The proportion of males has increased by 7.39 p.p..
The proportion of females has decreased by 7.39 p.p..
Professionals
-1.18%
no change
2016 M:18.56% F:81.44%
2015 M:19.74% F:80.26%
The proportion of males has decreased by 1.18 p.p..
The proportion of females has increased by 1.18 p.p..
Technicians and trade
13.10%
no change
2016 M:38.33% F:61.67%
2015 M:25.24% F:74.76%
The proportion of males has increased by 13.10 p.p..
The proportion of females has decreased by 13.10 p.p..
Labourers
-2.70%
no change
2016 M:38.33% F:61.67%
2015 M:41.02% F:58.98%
The proportion of males has decreased by 2.70 p.p..
The proportion of females has increased by 2.70 p.p..
Results for 2016 View yearly change
Casual (Male 55.4% Female 44.6%)
male
female
Casual (Male 55.4% Female 44.6%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca 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 91.7% Female 8.3%)
male
female
Key management personnel (Male 91.7% Female 8.3%)
Other executives/general managers (Male 72.5% Female 27.5%)
male
female
Other executives/general managers (Male 72.5% Female 27.5%)
Senior managers (Male 68.0% Female 32.0%)
male
female
Senior managers (Male 68.0% Female 32.0%)
Other managers (Male 53.1% Female 46.9%)
male
female
Other managers (Male 53.1% Female 46.9%)
Non-managers (casual)
Clerical and administrative (Male 42.1% Female 57.9%)
male
female
Clerical and administrative (Male 42.1% Female 57.9%)
Community and personal service (Male 46.1% Female 53.9%)
male
female
Community and personal service (Male 46.1% Female 53.9%)
Machinery operators and drivers (Male 88.2% Female 11.8%)
male
female
Machinery operators and drivers (Male 88.2% Female 11.8%)
Sales (Male 25.3% Female 74.7%)
male
female
Sales (Male 25.3% Female 74.7%)
Professionals (Male 61.6% Female 38.4%)
male
female
Professionals (Male 61.6% Female 38.4%)
Technicians and trade (Male 88.1% Female 11.9%)
male
female
Technicians and trade (Male 88.1% Female 11.9%)
Labourers (Male 66.8% Female 33.2%)
male
female
Labourers (Male 66.8% Female 33.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-1.89%
no change
2016 M:55.43% F:44.57%
2015 M:53.54% F:46.46%
The proportion of males has decreased by 1.89 p.p..
The proportion of females has increased by 1.89 p.p..
Managers
CEO
No comparison data available
Key management personnel
8.33%
no change
2016 M:91.67% F:8.33%
2015 M:100.00% F:0.00%
The proportion of males has increased by 8.33 p.p..
The proportion of females has decreased by 8.33 p.p..
Other executives/general managers
2.54%
no change
2016 M:72.46% F:27.54%
2015 M:75.00% F:25.00%
The proportion of males has increased by 2.54 p.p..
The proportion of females has decreased by 2.54 p.p..
Senior managers
-0.55%
no change
2016 M:68.05% F:31.95%
2015 M:67.50% F:32.50%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Other managers
0.62%
no change
2016 M:53.05% F:46.95%
2015 M:46.33% F:53.67%
The proportion of males has increased by 0.62 p.p..
The proportion of females has decreased by 0.62 p.p..
Non-managers
Clerical and administrative
6.01%
no change
2016 M:42.07% F:57.93%
2015 M:36.06% F:63.94%
The proportion of males has increased by 6.01 p.p..
The proportion of females has decreased by 6.01 p.p..
Community and personal service
-0.55%
no change
2016 M:46.06% F:53.94%
2015 M:46.61% F:53.39%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Machinery operators and drivers
1.84%
no change
2016 M:88.18% F:11.82%
2015 M:90.02% F:9.98%
The proportion of males has increased by 1.84 p.p..
The proportion of females has decreased by 1.84 p.p..
Sales
-0.13%
no change
2016 M:25.33% F:74.67%
2015 M:25.46% F:74.54%
The proportion of males has decreased by 0.13 p.p..
The proportion of females has increased by 0.13 p.p..
Professionals
-3.22%
no change
2016 M:61.62% F:38.38%
2015 M:58.39% F:41.61%
The proportion of males has decreased by 3.22 p.p..
The proportion of females has increased by 3.22 p.p..
Technicians and trade
-5.53%
no change
2016 M:88.09% F:11.91%
2015 M:82.56% F:17.44%
The proportion of males has decreased by 5.53 p.p..
The proportion of females has increased by 5.53 p.p..
Labourers
2.65%
no change
2016 M:66.77% F:33.23%
2015 M:69.42% F:30.58%
The proportion of males has increased by 2.65 p.p..
The proportion of females has decreased by 2.65 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 63.1% Female 36.9%)
male
female
Overall (Male 63.1% Female 36.9%)
Managers (Male 65.6% Female 34.4%)
male
female
Managers (Male 65.6% Female 34.4%)
Non-managers (Male 62.8% Female 37.2%)
male
female
Non-managers (Male 62.8% Female 37.2%)
Promotions by role
Overall (Male 60.3% Female 39.7%)
male
female
Overall (Male 60.3% Female 39.7%)
Managers (Male 64.9% Female 35.1%)
male
female
Managers (Male 64.9% Female 35.1%)
Non-managers (Male 58.9% Female 41.1%)
male
female
Non-managers (Male 58.9% Female 41.1%)
Promotions by employment type
Full-time
84.3%
Full-time - 84.304915804576%
Part-time
4.5%
Part-time - 4.492939666238768%
Casual
11.2%
Casual - 11.20214452918523%
Resignations by role
Overall (Male 57.9% Female 42.1%)
male
female
Overall (Male 57.9% Female 42.1%)
Managers (Male 63.4% Female 36.6%)
male
female
Managers (Male 63.4% Female 36.6%)
Non-managers (Male 57.0% Female 43.0%)
male
female
Non-managers (Male 57.0% Female 43.0%)
Resignations by employment type
Full-time
78.9%
Full-time - 78.85231743594665%
Part-time
7.7%
Part-time - 7.6614528356203815%
Casual
13.5%
Casual - 13.486229728432972%

Employee movements

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

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

Results for 2016 View yearly change
Total remuneration (all)
male
female
28.4% pay gap
All industries 26.3%
2016 28.4%
2015 28.7%
Base remuneration (all)
male
female
23.0% pay gap
All industries 21.4%
2016 23.0%
2015 24.1%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
19.6% pay gap
All industries 27.7%
2016 19.6%
2015 17.4%
Other executives/general managers
male
female
14.8% pay gap
All industries 25.9%
2016 14.8%
2015 15.2%
Senior managers
male
female
13.5% pay gap
All industries 21.6%
2016 13.5%
2015 15.1%
Other managers
male
female
15.5% pay gap
All industries 22.8%
2016 15.5%
2015 15.4%
Non-managers (all total remuneration)
Clerical and administrative
male
female
7.0% pay gap
All industries 7.1%
2016 7.0%
2015 4.0%
Community and personal service
male
female
9.4% pay gap
All industries 5.5%
2016 9.4%
2015 7.4%
Machinery operators and drivers
male
female
25.4% pay gap
All industries 17.9%
2016 25.4%
2015 23.5%
Sales
male
female
51.8% pay gap
All industries 15.8%
2016 51.8%
2015 46.7%
Professionals
male
female
17.6% pay gap
All industries 19.5%
2016 17.6%
2015 19.6%
Technicians and trade
male
female
40.2% pay gap
All industries 30.8%
2016 40.2%
2015 34.6%
Labourers
male
female
29.9% pay gap
All industries 17.8%
2016 29.9%
2015 43.2%
Change from 2015 to 2016 View 2016
Total remuneration (all)
-0.28 p.p.
no change
2016 28.40%
2015 28.68%
The gender pay gap
decreased by 0.28 p.p.
Base remuneration (all)
-1.08 p.p.
no change
2016 23.03%
2015 24.11%
The gender pay gap
decreased by 1.08 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
2.26 p.p.
no change
2016 19.62%
2015 17.36%
The gender pay gap
increased by 2.26 p.p.
Other executives/general managers
-0.34 p.p.
no change
2016 14.82%
2015 15.16%
The gender pay gap
decreased by 0.34 p.p.
Senior managers
-1.60 p.p.
no change
2016 13.52%
2015 15.13%
The gender pay gap
decreased by 1.60 p.p.
Other managers
0.10 p.p.
no change
2016 15.51%
2015 15.40%
The gender pay gap
increased by 0.10 p.p.
Non-managers (all total remuneration)
Clerical and administrative
3.02 p.p.
no change
2016 7.00%
2015 3.98%
The gender pay gap
increased by 3.02 p.p.
Community and personal service
2.07 p.p.
no change
2016 9.44%
2015 7.37%
The gender pay gap
increased by 2.07 p.p.
Machinery operators and drivers
1.84 p.p.
no change
2016 25.37%
2015 23.53%
The gender pay gap
increased by 1.84 p.p.
Sales
5.03 p.p.
no change
2016 51.76%
2015 46.72%
The gender pay gap
increased by 5.03 p.p.
Professionals
-2.04 p.p.
no change
2016 17.58%
2015 19.62%
The gender pay gap
decreased by 2.04 p.p.
Technicians and trade
5.61 p.p.
no change
2016 40.24%
2015 34.63%
The gender pay gap
increased by 5.61 p.p.
Labourers
-13.24 p.p.
no change
2016 29.95%
2015 43.18%
The gender pay gap
decreased by 13.24 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
27.5% pay gap
All industries 23.1%
2016 27.5%
2015 27.3%
Base remuneration (full-time)
male
female
22.0% pay gap
All industries 17.7%
2016 22.0%
2015 22.5%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
18.4% pay gap
All industries 26.6%
2016 18.4%
2015 15.5%
Other executives/general managers
male
female
13.6% pay gap
All industries 24.6%
2016 13.6%
2015 14.2%
Senior managers
male
female
13.3% pay gap
All industries 21.7%
2016 13.3%
2015 14.9%
Other managers
male
female
17.5% pay gap
All industries 23.8%
2016 17.5%
2015 16.9%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
4.6% pay gap
All industries 8.8%
2016 4.6%
2015 2.1%
Community and personal service
male
female
22.0% pay gap
All industries 10.9%
2016 22.0%
2015 12.0%
Machinery operators and drivers
male
female
17.4% pay gap
All industries 16.1%
2016 17.4%
2015 16.4%
Sales
male
female
32.2% pay gap
All industries 23.5%
2016 32.2%
2015 27.6%
Professionals
male
female
18.4% pay gap
All industries 19.7%
2016 18.4%
2015 20.1%
Technicians and trade
male
female
39.6% pay gap
All industries 27.1%
2016 39.6%
2015 30.7%
Labourers
male
female
29.9% pay gap
All industries 17.2%
2016 29.9%
2015 42.2%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.19 p.p.
no change
2016 27.52%
2015 27.34%
The gender pay gap
increased by 0.19 p.p.
Base remuneration (full-time)
-0.52 p.p.
no change
2016 21.97%
2015 22.49%
The gender pay gap
decreased by 0.52 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
2.94 p.p.
no change
2016 18.39%
2015 15.45%
The gender pay gap
increased by 2.94 p.p.
Other executives/general managers
-0.59 p.p.
no change
2016 13.64%
2015 14.22%
The gender pay gap
decreased by 0.59 p.p.
Senior managers
-1.59 p.p.
no change
2016 13.30%
2015 14.89%
The gender pay gap
decreased by 1.59 p.p.
Other managers
0.59 p.p.
no change
2016 17.50%
2015 16.90%
The gender pay gap
increased by 0.59 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
2.53 p.p.
no change
2016 4.63%
2015 2.10%
The gender pay gap
increased by 2.53 p.p.
Community and personal service
10.09 p.p.
no change
2016 22.04%
2015 11.96%
The gender pay gap
increased by 10.09 p.p.
Machinery operators and drivers
1.04 p.p.
no change
2016 17.42%
2015 16.38%
The gender pay gap
increased by 1.04 p.p.
Sales
4.60 p.p.
no change
2016 32.15%
2015 27.56%
The gender pay gap
increased by 4.60 p.p.
Professionals
-1.66 p.p.
no change
2016 18.44%
2015 20.10%
The gender pay gap
decreased by 1.66 p.p.
Technicians and trade
8.90 p.p.
no change
2016 39.55%
2015 30.65%
The gender pay gap
increased by 8.90 p.p.
Labourers
-12.30 p.p.
no change
2016 29.92%
2015 42.22%
The gender pay gap
decreased by 12.30 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
6.9% pay gap
All industries 6.6%
2016 6.9%
2015 7.9%
Base remuneration (part-time)
male
female
6.4% pay gap
All industries 7.8%
2016 6.4%
2015 8.2%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
18.7% pay gap
All industries 28.0%
2016 18.7%
2015 13.4%
Other executives/general managers
male
female
15.2% pay gap
All industries 35.3%
2016 15.2%
2015 12.9%
Senior managers
male
female
14.4% pay gap
All industries 21.3%
2016 14.4%
2015 14.6%
Other managers
male
female
22.0% pay gap
All industries 15.0%
2016 22.0%
2015 15.6%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
17.5% pay gap
All industries 4.9%
2016 17.5%
2015 17.3%
Community and personal service
male
female
7.1% pay gap
All industries 0.3%
2016 7.1%
2015 0.7%
Machinery operators and drivers
male
female
0.4% pay gap
All industries 7.3%
2016 0.4%
2015 0.7%
Sales
male
female
18.9% pay gap
All industries 0.6%
2016 18.9%
2015 3.5%
Professionals
male
female
9.4% pay gap
All industries 18.7%
2016 9.4%
2015 18.9%
Technicians and trade
male
female
5.1% pay gap
All industries 8.6%
2016 5.1%
2015 22.1%
Labourers
male
female
1.6% pay gap
All industries 4.4%
2016 1.6%
2015 5.1%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
-1.03 p.p.
no change
2016 6.87%
2015 7.90%
The gender pay gap
decreased by 1.03 p.p.
Base remuneration (part-time)
-1.83 p.p.
no change
2016 6.39%
2015 8.22%
The gender pay gap
decreased by 1.83 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
5.31 p.p.
no change
2016 18.68%
2015 13.37%
The gender pay gap
increased by 5.31 p.p.
Other executives/general managers
2.29 p.p.
no change
2016 15.21%
2015 12.93%
The gender pay gap
increased by 2.29 p.p.
Senior managers
-0.12 p.p.
no change
2016 14.43%
2015 14.55%
The gender pay gap
decreased by 0.12 p.p.
Other managers
6.40 p.p.
no change
2016 21.96%
2015 15.56%
The gender pay gap
increased by 6.40 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
0.20 p.p.
no change
2016 17.49%
2015 17.29%
The gender pay gap
increased by 0.20 p.p.
Community and personal service
6.41 p.p.
no change
2016 7.14%
2015 0.72%
The gender pay gap
increased by 6.41 p.p.
Machinery operators and drivers
-0.22 p.p.
no change
2016 0.43%
2015 0.66%
The gender pay gap
decreased by 0.22 p.p.
Sales
15.42 p.p.
no change
2016 18.91%
2015 3.49%
The gender pay gap
increased by 15.42 p.p.
Professionals
-9.44 p.p.
no change
2016 9.42%
2015 18.86%
The gender pay gap
decreased by 9.44 p.p.
Technicians and trade
-16.99 p.p.
no change
2016 5.11%
2015 22.11%
The gender pay gap
decreased by 16.99 p.p.
Labourers
-3.55 p.p.
no change
2016 1.60%
2015 5.15%
The gender pay gap
decreased by 3.55 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
32.1% pay gap
All industries 9.1%
2016 32.1%
2015 32.0%
Base remuneration (casual)
male
female
30.5% pay gap
All industries 8.6%
2016 30.5%
2015 30.6%
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
10.2% pay gap
All industries 1.8%
2016 10.2%
2015 0.2%
Community and personal service
male
female
3.4% pay gap
All industries 0.2%
2016 3.4%
2015 5.3%
Machinery operators and drivers
male
female
33.0% pay gap
All industries 11.0%
2016 33.0%
2015 28.1%
Sales
male
female
5.1% pay gap
All industries 3.4%
2016 5.1%
2015 3.0%
Professionals
male
female
31.9% pay gap
All industries 15.3%
2016 31.9%
2015 36.8%
Technicians and trade
male
female
44.0% pay gap
All industries 30.5%
2016 44.0%
2015 40.4%
Labourers
male
female
28.3% pay gap
All industries 14.0%
2016 28.3%
2015 26.5%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.18 p.p.
no change
2016 32.14%
2015 31.96%
The gender pay gap
increased by 0.18 p.p.
Base remuneration (casual)
-0.09 p.p.
no change
2016 30.54%
2015 30.62%
The gender pay gap
decreased by 0.09 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
10.00 p.p.
no change
2016 10.23%
2015 0.23%
The gender pay gap
increased by 10.00 p.p.
Community and personal service
-1.87 p.p.
no change
2016 3.39%
2015 5.27%
The gender pay gap
decreased by 1.87 p.p.
Machinery operators and drivers
4.86 p.p.
no change
2016 32.96%
2015 28.09%
The gender pay gap
increased by 4.86 p.p.
Sales
2.02 p.p.
no change
2016 5.06%
2015 3.04%
The gender pay gap
increased by 2.02 p.p.
Professionals
-4.88 p.p.
no change
2016 31.89%
2015 36.77%
The gender pay gap
decreased by 4.88 p.p.
Technicians and trade
3.63 p.p.
no change
2016 44.00%
2015 40.38%
The gender pay gap
increased by 3.63 p.p.
Labourers
1.83 p.p.
no change
2016 28.32%
2015 26.49%
The gender pay gap
increased by 1.83 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Employers with a formal policy or formal strategy on remuneration generally
69.1%
0%
100%
All industries 53.1%
2016 69.1%
2015 67.2%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
36.8%
0%
100%
All industries 26.4%
2016 36.8%
2015 34.1%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
35.7%
0%
100%
All industries 20.0%
2016 35.7%
2015 33.9%
Within last 1-2 years
10.9%
0%
100%
All industries 4.7%
2016 10.9%
2015 7.0%
More than 2 years ago but less than 4 years ago
1.8%
0%
100%
All industries 1.3%
2016 1.8%
2015 1.5%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
19.2%
0%
100%
All industries 13.5%
2016 19.2%
2015 12.5%
Identified cause/s of the gaps
38.3%
0%
100%
All industries 31.2%
2016 38.3%
2015 36.5%
Reviewed remuneration decision-making processes
28.7%
0%
100%
All industries 22.4%
2016 28.7%
2015 24.5%
Analysed commencement salaries by gender to ensure there are no pay gaps
23.8%
0%
100%
All industries 16.0%
2016 23.8%
2015 17.3%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
27.1%
0%
100%
All industries 22.3%
2016 27.1%
2015 19.7%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
22.9%
0%
100%
All industries 21.6%
2016 22.9%
2015 17.3%
Trained people-managers in addressing gender bias (including unconscious bias)
17.5%
0%
100%
All industries 11.1%
2016 17.5%
2015 9.6%
Set targets to reduce any like-for-like gaps
7.9%
0%
100%
All industries 6.1%
2016 7.9%
2015 4.8%
Set targets to reduce any organisation-wide gaps
5.0%
0%
100%
All industries 4.4%
2016 5.0%
2015 4.3%
Reported pay equity metrics to the board
17.1%
0%
100%
All industries 14.4%
2016 17.1%
2015 12.0%
Reported pay equity metrics to the executive
25.8%
0%
100%
All industries 25.4%
2016 25.8%
2015 24.0%
Corrected like-for-like gaps
22.5%
0%
100%
All industries 16.9%
2016 22.5%
2015 15.4%
Conducted a gender-based job evaluation process
2.1%
0%
100%
All industries 2.1%
2016 2.1%
2015 1.9%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
6.4%
0%
100%
All industries 5.8%
2016 6.4%
2015 8.5%
No, don't have expertise
0.6%
0%
100%
All industries 0.7%
2016 0.6%
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)
0.6%
0%
100%
All industries 6.2%
2016 0.6%
2015 0.6%
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)
7.2%
0%
100%
All industries 21.2%
2016 7.2%
2015 5.1%
No, non-award employees are paid market rate
15.4%
0%
100%
All industries 13.2%
2016 15.4%
2015 14.8%
No, not a priority
0.8%
0%
100%
All industries 2.4%
2016 0.8%
2015 1.1%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
1.90 p.p.
no change
2016 69.06%
2015 67.16%
Change of 1.90 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
2.73 p.p.
no change
2016 36.80%
2015 34.07%
Change of 2.73 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
1.76 p.p.
no change
2016 35.66%
2015 33.90%
Change of 1.76 p.p.
Within last 1-2 years
3.87 p.p.
no change
2016 10.86%
2015 6.99%
Change of 3.87 p.p.
More than 2 years ago but less than 4 years ago
0.36 p.p.
no change
2016 1.84%
2015 1.48%
Change of 0.36 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
6.67 p.p.
no change
2016 19.17%
2015 12.50%
Change of 6.67 p.p.
Identified cause/s of the gaps
1.79 p.p.
no change
2016 38.33%
2015 36.54%
Change of 1.79 p.p.
Reviewed remuneration decision-making processes
4.23 p.p.
no change
2016 28.75%
2015 24.52%
Change of 4.23 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
6.44 p.p.
no change
2016 23.75%
2015 17.31%
Change of 6.44 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
7.37 p.p.
no change
2016 27.08%
2015 19.71%
Change of 7.37 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
5.61 p.p.
no change
2016 22.92%
2015 17.31%
Change of 5.61 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
7.88 p.p.
no change
2016 17.50%
2015 9.62%
Change of 7.88 p.p.
Set targets to reduce any like-for-like gaps
3.11 p.p.
no change
2016 7.92%
2015 4.81%
Change of 3.11 p.p.
Set targets to reduce any organisation-wide gaps
0.67 p.p.
no change
2016 5.00%
2015 4.33%
Change of 0.67 p.p.
Reported pay equity metrics to the board
5.06 p.p.
no change
2016 17.08%
2015 12.02%
Change of 5.06 p.p.
Reported pay equity metrics to the executive
1.79 p.p.
no change
2016 25.83%
2015 24.04%
Change of 1.79 p.p.
Corrected like-for-like gaps
7.12 p.p.
no change
2016 22.50%
2015 15.38%
Change of 7.12 p.p.
Conducted a gender-based job evaluation process
0.16 p.p.
no change
2016 2.08%
2015 1.92%
Change of 0.16 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-2.12 p.p.
no change
2016 6.35%
2015 8.47%
Change of -2.12 p.p.
No, don't have expertise
0.19 p.p.
no change
2016 0.61%
2015 0.42%
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)
-0.02 p.p.
no change
2016 0.61%
2015 0.64%
Change of -0.02 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
2.09 p.p.
no change
2016 7.17%
2015 5.08%
Change of 2.09 p.p.
No, non-award employees are paid market rate
0.54 p.p.
no change
2016 15.37%
2015 14.83%
Change of 0.54 p.p.
No, not a priority
-0.24 p.p.
no change
2016 0.82%
2015 1.06%
Change of -0.24 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
60.2%
0%
100%
All industries 57.7%
2016 60.2%
2015 51.5%
Employers that have an overall gender equality strategy
32.0%
0%
100%
All industries 22.2%
2016 32.0%
2015 27.8%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
14.5%
0%
100%
All industries 12.7%
2016 14.5%
2015 13.3%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
8.76 p.p.
no change
2016 60.25%
2015 51.48%
Change of 8.76 p.p.
Employers that have an overall gender equality strategy
4.21 p.p.
no change
2016 31.97%
2015 27.75%
Change of 4.21 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
1.24 p.p.
0%
100%
no change
2016 14.51%
2015 13.27%
Change of 1.24 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Flexible working
Employers that have a flexible working arrangements policy
71.3%
0%
100%
All industries 52.3%
2016 71.3%
2015 69.5%
Employers that have a flexible working arrangements strategy
18.6%
0%
100%
All industries 16.1%
2016 18.6%
2015 14.8%
Types of flexible work offered
Carer's leave
96.3%
0%
100%
All industries 92.9%
2016 96.3%
2015 97.0%
Compressed working week
31.1%
0%
100%
All industries 26.1%
2016 31.1%
2015 30.7%
Flexible hours of work
72.3%
0%
100%
All industries 58.5%
2016 72.3%
2015 69.5%
Job sharing
44.3%
0%
100%
All industries 39.9%
2016 44.3%
2015 47.2%
Part-time work
90.2%
0%
100%
All industries 83.9%
2016 90.2%
2015 89.0%
Purchased leave
37.7%
0%
100%
All industries 28.4%
2016 37.7%
2015 37.7%
Telecommuting
50.2%
0%
100%
All industries 27.5%
2016 50.2%
2015 53.4%
Time-in-lieu
50.6%
0%
100%
All industries 50.9%
2016 50.6%
2015 51.5%
Unpaid leave
84.6%
0%
100%
All industries 79.4%
2016 84.6%
2015 85.6%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
1.82 p.p.
no change
2016 71.31%
2015 69.49%
Change of 1.82 p.p.
Employers that have a flexible working arrangements strategy
3.82 p.p.
no change
2016 18.65%
2015 14.83%
Change of 3.82 p.p.
Types of flexible work offered
Carer's leave
-0.72 p.p.
no change
2016 96.31%
2015 97.03%
Change of -0.72 p.p.
Compressed working week
0.43 p.p.
no change
2016 31.15%
2015 30.72%
Change of 0.43 p.p.
Flexible hours of work
2.84 p.p.
no change
2016 72.34%
2015 69.49%
Change of 2.84 p.p.
Job sharing
-2.98 p.p.
no change
2016 44.26%
2015 47.25%
Change of -2.98 p.p.
Part-time work
1.18 p.p.
no change
2016 90.16%
2015 88.98%
Change of 1.18 p.p.
Purchased leave
-0.01 p.p.
no change
2016 37.70%
2015 37.71%
Change of -0.01 p.p.
Telecommuting
-3.18 p.p.
no change
2016 50.20%
2015 53.39%
Change of -3.18 p.p.
Time-in-lieu
-0.87 p.p.
no change
2016 50.61%
2015 51.48%
Change of -0.87 p.p.
Unpaid leave
-0.96 p.p.
no change
2016 84.63%
2015 85.59%
Change of -0.96 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
61.9%
0%
100%
All industries 47.6%
2016 61.9%
2015 62.1%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
16.0%
0%
100%
All industries 12.9%
2016 16.0%
2015 17.4%
Paid parental leave
Employers that offer primary carer leave
61.7%
0%
100%
All industries 48.0%
2016 61.7%
2015 62.3%
Average primary carer leave offered
9.1 weeks
All industries 9.7 weeks
2016 9.1 weeks
2015 9.8 weeks
Employers that top up government scheme to full pay
11.6%
0%
100%
All industries 9.0%
2016 11.6%
2015 9.2%
Employers that offer full pay in addition to government scheme
68.8%
0%
100%
All industries 79.2%
2016 68.8%
2015 71.1%
Employers that offer a lump sum payment
26.6%
0%
100%
All industries 16.8%
2016 26.6%
2015 29.3%
Employers that offer secondary carer leave
52.3%
0%
100%
All industries 39.0%
2016 52.3%
2015 51.3%
Average secondary carer leave offered
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.4 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.6%
0%
100%
All industries 7.6%
2016 7.6%
Proportion of women (out of all employees on parental leave)
6.7%
0%
100%
All industries 7.0%
2016 6.7%
Proportion of men (out of all employees on parental leave)
0.9%
0%
100%
All industries 0.6%
2016 0.9%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
2.5%
0%
100%
All industries 5.8%
2016 2.5%
2015 2.4%
On-site childcare
1.9%
0%
100%
All industries 9.5%
2016 1.9%
2015 2.4%
Breastfeeding facilities
65.8%
0%
100%
All industries 53.6%
2016 65.8%
2015 58.4%
Childcare referral services
13.8%
0%
100%
All industries 10.4%
2016 13.8%
2015 13.8%
Internal support network for parents
22.3%
0%
100%
All industries 16.7%
2016 22.3%
2015 20.2%
Return-to-work bonus
12.2%
0%
100%
All industries 7.4%
2016 12.2%
2015 15.3%
Information packs to support new parents and/or those with elder care responsibilities
22.3%
0%
100%
All industries 17.1%
2016 22.3%
2015 24.8%
Referral services to support employees with family and/or caring responsibilities
48.3%
0%
100%
All industries 47.3%
2016 48.3%
2015 46.8%
Targeted communication mechanisms, for example intranet/forums
36.7%
0%
100%
All industries 26.9%
2016 36.7%
2015 37.9%
Support in securing school holiday care
2.8%
0%
100%
All industries 6.5%
2016 2.8%
Coaching for employees on returning to work from parental leave
20.1%
0%
100%
All industries 15.5%
2016 20.1%
Parenting workshops targeting mothers
5.6%
0%
100%
All industries 3.9%
2016 5.6%
Parenting workshops targeting fathers
4.1%
0%
100%
All industries 3.3%
2016 4.1%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-0.19 p.p.
no change
2016 61.89%
2015 62.08%
Change of -0.19 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.39 p.p.
no change
2016 15.98%
2015 17.37%
Change of -1.39 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.61 p.p.
no change
2016 61.68%
2015 62.29%
Change of -0.61 p.p.
Average primary carer leave offered
-0.75 weeks
no change
2016 9.05weeks
2015 9.81weeks
Change of -0.75 weeks
Employers that top up government scheme to full pay
2.44 p.p.
no change
2016 11.63%
2015 9.18%
Change of 2.44 p.p.
Employers that offer full pay in addition to government scheme
-2.32 p.p.
no change
2016 68.77%
2015 71.09%
Change of -2.32 p.p.
Employers that offer a lump sum payment
-2.67 p.p.
no change
2016 26.58%
2015 29.25%
Change of -2.67 p.p.
Employers that offer secondary carer leave
0.98 p.p.
no change
2016 52.25%
2015 51.27%
Change of 0.98 p.p.
Average secondary carer leave offered
0.17 weeks
no change
2016 1.53weeks
2015 1.36weeks
Change of 0.17 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
-0.57 p.p.
no change
2016 1.88%
2015 2.45%
Change of -0.57 p.p.
Breastfeeding facilities
7.42 p.p.
no change
2016 65.83%
2015 58.41%
Change of 7.42 p.p.
Childcare referral services
0.03 p.p.
no change
2016 13.79%
2015 13.76%
Change of 0.03 p.p.
Internal support network for parents
2.07 p.p.
no change
2016 22.26%
2015 20.18%
Change of 2.07 p.p.
Return-to-work bonus
-3.06 p.p.
no change
2016 12.23%
2015 15.29%
Change of -3.06 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-2.51 p.p.
no change
2016 22.26%
2015 24.77%
Change of -2.51 p.p.
Referral services to support employees with family and/or caring responsibilities
1.49 p.p.
no change
2016 48.28%
2015 46.79%
Change of 1.49 p.p.
Targeted communication mechanisms, for example intranet/forums
-1.24 p.p.
no change
2016 36.68%
2015 37.92%
Change of -1.24 p.p.
Support in securing school holiday care
No comparison data available
Coaching for employees on returning to work from parental leave
No comparison data available
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Family or domestic violence support

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
41.6%
0%
100%
All industries 39.3%
2016 41.6%
2015 38.6%
Has some measure in place to support employees who are experiencing family or domestic violence
79.7%
0%
100%
All industries 74.8%
2016 79.7%
2015 76.3%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
71.5%
0%
100%
All industries 66.4%
2016 71.5%
2015 68.0%
HR or other staff training
12.1%
0%
100%
All industries 11.0%
2016 12.1%
2015 12.7%
Referral to support services
26.0%
0%
100%
All industries 26.9%
2016 26.0%
2015 24.8%
Access to any leave (overall measure)
60.5%
0%
100%
All industries 52.6%
2016 60.5%
2015 52.3%
Paid domestic violence leave
11.9%
0%
100%
All industries 12.1%
2016 11.9%
Unpaid domestic violence leave
1.4%
0%
100%
All industries 3.8%
2016 1.4%
Unpaid leave
58.4%
0%
100%
All industries 49.3%
2016 58.4%
Domestic violence clause in an enterprise or workplace agreement
1.6%
0%
100%
All industries 6.9%
2016 1.6%
Workplace safety planning
8.2%
0%
100%
All industries 8.3%
2016 8.2%
Confidentiality of disclosure
49.8%
0%
100%
All industries 41.2%
2016 49.8%
Protection from adverse action or discrimination
28.1%
0%
100%
All industries 21.3%
2016 28.1%
Flexible working arrangements
62.3%
0%
100%
All industries 48.6%
2016 62.3%
Financial support
13.9%
0%
100%
All industries 11.2%
2016 13.9%
Change of office location
15.8%
0%
100%
All industries 13.7%
2016 15.8%
Emergency accommodation assistance
3.7%
0%
100%
All industries 4.0%
2016 3.7%
Medical services
6.8%
0%
100%
All industries 10.0%
2016 6.8%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
3.04 p.p.
no change
2016 41.60%
2015 38.56%
Change of 3.04 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
3.44 p.p.
no change
2016 79.71%
2015 76.27%
Change of 3.44 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
3.51 p.p.
no change
2016 71.52%
2015 68.01%
Change of 3.51 p.p.
HR or other staff training
-0.62 p.p.
no change
2016 12.09%
2015 12.71%
Change of -0.62 p.p.
Referral to support services
1.24 p.p.
no change
2016 26.02%
2015 24.79%
Change of 1.24 p.p.
Access to any leave (overall measure)
8.12 p.p.
no change
2016 60.45%
2015 52.33%
Change of 8.12 p.p.
Paid domestic violence leave
11.89 p.p.
no change
2016 11.89%
2015 0.00%
Change of 11.89 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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