Wood Product Manufacturing within Manufacturing Division

Wood Product Manufacturing has 7,549 employees within 15 organisations
Change year 2016

Wood Product Manufacturing summary for 2016

Wood Product Manufacturing has 7,549 employees within 15 organisations of any size.
14.1% of employees are female.

Employee type breakdown
Casual
5.7%
Casual - 5.722612266525368%
Part-time
2.1%
Part-time - 2.092992449331037%
Full-time
92.2%
Full-time - 92.18439528414359%
Organisation size breakdown
<250
40.0%
<250 - 40.0%
250-499
26.7%
250-499 - 26.666666666666668%
500-999
20.0%
500-999 - 20.0%
1000-4999
13.3%
1000-4999 - 13.333333333333334%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 85.9% Female 14.1%)
male
female
All (Male 85.9% Female 14.1%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 85.7% Female 14.3%)
male
female
CEO (Male 85.7% Female 14.3%)
Key management personnel (Male 84.6% Female 15.4%)
male
female
Key management personnel (Male 84.6% Female 15.4%)
Other executives/general managers (Male 91.2% Female 8.8%)
male
female
Other executives/general managers (Male 91.2% Female 8.8%)
Senior managers (Male 86.0% Female 14.0%)
male
female
Senior managers (Male 86.0% Female 14.0%)
Other managers (Male 87.9% Female 12.1%)
male
female
Other managers (Male 87.9% Female 12.1%)
Non-managers (all)
Clerical and administrative (Male 36.9% Female 63.1%)
male
female
Clerical and administrative (Male 36.9% Female 63.1%)
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 94.3% Female 5.7%)
male
female
Machinery operators and drivers (Male 94.3% Female 5.7%)
Sales (Male 72.3% Female 27.7%)
male
female
Sales (Male 72.3% Female 27.7%)
Professionals (Male 73.3% Female 26.7%)
male
female
Professionals (Male 73.3% Female 26.7%)
Technicians and trade (Male 97.6% Female 2.4%)
male
female
Technicians and trade (Male 97.6% Female 2.4%)
Labourers (Male 90.5% Female 9.5%)
male
female
Labourers (Male 90.5% Female 9.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.28%
2015 baseline
2016 M:85.91% F:14.09%
2015 M:86.18% F:13.82%
The proportion of males has increased by 0.28 p.p..
The proportion of females has decreased by 0.28 p.p..
Managers
CEO
0.00%
2015 baseline
2016 M:85.71% F:14.29%
2015 M:85.71% F:14.29%
There has been no change in the workforce composition.
Key management personnel
5.38%
2015 baseline
2016 M:84.62% F:15.38%
2015 M:90.00% F:10.00%
The proportion of males has increased by 5.38 p.p..
The proportion of females has decreased by 5.38 p.p..
Other executives/general managers
2.94%
2015 baseline
2016 M:91.18% F:8.82%
2015 M:94.12% F:5.88%
The proportion of males has increased by 2.94 p.p..
The proportion of females has decreased by 2.94 p.p..
Senior managers
-1.93%
2015 baseline
2016 M:85.96% F:14.04%
2015 M:84.03% F:15.97%
The proportion of males has decreased by 1.93 p.p..
The proportion of females has increased by 1.93 p.p..
Other managers
3.41%
2015 baseline
2016 M:87.94% F:12.06%
2015 M:91.35% F:8.65%
The proportion of males has increased by 3.41 p.p..
The proportion of females has decreased by 3.41 p.p..
Non-managers
Clerical and administrative
2.65%
2015 baseline
2016 M:36.95% F:63.05%
2015 M:34.30% F:65.70%
The proportion of males has increased by 2.65 p.p..
The proportion of females has decreased by 2.65 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
0.86%
2015 baseline
2016 M:94.31% F:5.69%
2015 M:95.17% F:4.83%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Sales
1.06%
2015 baseline
2016 M:72.33% F:27.67%
2015 M:73.39% F:26.61%
The proportion of males has increased by 1.06 p.p..
The proportion of females has decreased by 1.06 p.p..
Professionals
0.00%
2015 baseline
2016 M:73.31% F:26.69%
2015 M:73.31% F:26.69%
There has been no change in the workforce composition.
Technicians and trade
-0.17%
2015 baseline
2016 M:97.56% F:2.44%
2015 M:97.39% F:2.61%
The proportion of males has decreased by 0.17 p.p..
The proportion of females has increased by 0.17 p.p..
Labourers
-0.66%
2015 baseline
2016 M:90.54% F:9.46%
2015 M:89.89% F:10.11%
The proportion of males has decreased by 0.66 p.p..
The proportion of females has increased by 0.66 p.p..
Results for 2016 View yearly change
Full-time (Male 87.4% Female 12.6%)
male
female
Full-time (Male 87.4% Female 12.6%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 85.7% Female 14.3%)
male
female
CEO (Male 85.7% Female 14.3%)
Key management personnel (Male 84.6% Female 15.4%)
male
female
Key management personnel (Male 84.6% Female 15.4%)
Other executives/general managers (Male 93.9% Female 6.1%)
male
female
Other executives/general managers (Male 93.9% Female 6.1%)
Senior managers (Male 86.0% Female 14.0%)
male
female
Senior managers (Male 86.0% Female 14.0%)
Other managers (Male 88.2% Female 11.8%)
male
female
Other managers (Male 88.2% Female 11.8%)
Non-managers (full-time)
Clerical and administrative (Male 41.5% Female 58.5%)
male
female
Clerical and administrative (Male 41.5% Female 58.5%)
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 94.6% Female 5.4%)
male
female
Machinery operators and drivers (Male 94.6% Female 5.4%)
Sales (Male 75.6% Female 24.4%)
male
female
Sales (Male 75.6% Female 24.4%)
Professionals (Male 76.7% Female 23.3%)
male
female
Professionals (Male 76.7% Female 23.3%)
Technicians and trade (Male 97.8% Female 2.2%)
male
female
Technicians and trade (Male 97.8% Female 2.2%)
Labourers (Male 90.9% Female 9.1%)
male
female
Labourers (Male 90.9% Female 9.1%)
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
0.04%
2015 baseline
2016 M:87.41% F:12.59%
2015 M:87.45% F:12.55%
The proportion of males has increased by 0.04 p.p..
The proportion of females has decreased by 0.04 p.p..
Managers
CEO
-0.71%
2015 baseline
2016 M:85.71% F:14.29%
2015 M:85.00% F:15.00%
The proportion of males has decreased by 0.71 p.p..
The proportion of females has increased by 0.71 p.p..
Key management personnel
5.38%
2015 baseline
2016 M:84.62% F:15.38%
2015 M:90.00% F:10.00%
The proportion of males has increased by 5.38 p.p..
The proportion of females has decreased by 5.38 p.p..
Other executives/general managers
0.18%
2015 baseline
2016 M:93.94% F:6.06%
2015 M:94.12% F:5.88%
The proportion of males has increased by 0.18 p.p..
The proportion of females has decreased by 0.18 p.p..
Senior managers
-1.93%
2015 baseline
2016 M:85.96% F:14.04%
2015 M:84.03% F:15.97%
The proportion of males has decreased by 1.93 p.p..
The proportion of females has increased by 1.93 p.p..
Other managers
3.11%
2015 baseline
2016 M:88.18% F:11.82%
2015 M:91.29% F:8.71%
The proportion of males has increased by 3.11 p.p..
The proportion of females has decreased by 3.11 p.p..
Non-managers
Clerical and administrative
3.39%
2015 baseline
2016 M:41.52% F:58.48%
2015 M:38.13% F:61.87%
The proportion of males has increased by 3.39 p.p..
The proportion of females has decreased by 3.39 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
0.63%
2015 baseline
2016 M:94.60% F:5.40%
2015 M:95.23% F:4.77%
The proportion of males has increased by 0.63 p.p..
The proportion of females has decreased by 0.63 p.p..
Sales
1.30%
2015 baseline
2016 M:75.58% F:24.42%
2015 M:76.87% F:23.13%
The proportion of males has increased by 1.30 p.p..
The proportion of females has decreased by 1.30 p.p..
Professionals
0.00%
2015 baseline
2016 M:76.67% F:23.33%
2015 M:76.67% F:23.33%
There has been no change in the workforce composition.
Technicians and trade
-0.16%
2015 baseline
2016 M:97.79% F:2.21%
2015 M:97.62% F:2.38%
The proportion of males has decreased by 0.16 p.p..
The proportion of females has increased by 0.16 p.p..
Labourers
-0.57%
2015 baseline
2016 M:90.92% F:9.08%
2015 M:90.35% F:9.65%
The proportion of males has decreased by 0.57 p.p..
The proportion of females has increased by 0.57 p.p..
Results for 2016 View yearly change
Part-time (Male 24.7% Female 75.3%)
male
female
Part-time (Male 24.7% Female 75.3%)
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 0.0%)
Insufficient data available
Key management personnel (Male 0.0% Female 0.0%)
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 0.0%)
Insufficient data available
Senior managers (Male 0.0% Female 0.0%)
Other managers (Male 50.0% Female 50.0%)
male
female
Other managers (Male 50.0% Female 50.0%)
Non-managers (part-time)
Clerical and administrative (Male 3.5% Female 96.5%)
male
female
Clerical and administrative (Male 3.5% Female 96.5%)
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 88.5% Female 11.5%)
male
female
Machinery operators and drivers (Male 88.5% Female 11.5%)
Sales (Male 5.9% Female 94.1%)
male
female
Sales (Male 5.9% Female 94.1%)
Professionals (Male 13.3% Female 86.7%)
male
female
Professionals (Male 13.3% Female 86.7%)
Technicians and trade (Male 83.3% Female 16.7%)
male
female
Technicians and trade (Male 83.3% Female 16.7%)
Labourers (Male 80.0% Female 20.0%)
male
female
Labourers (Male 80.0% Female 20.0%)
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
5.01%
2015 baseline
2016 M:24.68% F:75.32%
2015 M:19.67% F:80.33%
The proportion of males has increased by 5.01 p.p..
The proportion of females has decreased by 5.01 p.p..
Managers
CEO
2015 baseline
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
50.00%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:100.00% F:0.00%
The proportion of males has increased by 50.00 p.p..
The proportion of females has decreased by 50.00 p.p..
Non-managers
Clerical and administrative
1.85%
2015 baseline
2016 M:3.49% F:96.51%
2015 M:1.64% F:98.36%
The proportion of males has increased by 1.85 p.p..
The proportion of females has decreased by 1.85 p.p..
Community and personal service
No comparison data available
Machinery operators and drivers
-10.68%
2015 baseline
2016 M:88.46% F:11.54%
2015 M:77.78% F:22.22%
The proportion of males has decreased by 10.68 p.p..
The proportion of females has increased by 10.68 p.p..
Sales
5.88%
2015 baseline
2016 M:5.88% F:94.12%
2015 M:0.00% F:100.00%
The proportion of males has increased by 5.88 p.p..
The proportion of females has decreased by 5.88 p.p..
Professionals
-4.31%
2015 baseline
2016 M:13.33% F:86.67%
2015 M:17.65% F:82.35%
The proportion of males has decreased by 4.31 p.p..
The proportion of females has increased by 4.31 p.p..
Technicians and trade
16.67%
2015 baseline
2016 M:83.33% F:16.67%
2015 M:100.00% F:0.00%
The proportion of males has increased by 16.67 p.p..
The proportion of females has decreased by 16.67 p.p..
Labourers
-20.00%
2015 baseline
2016 M:80.00% F:20.00%
2015 M:40.00% F:60.00%
The proportion of males has decreased by 20.00 p.p..
The proportion of females has increased by 20.00 p.p..
Results for 2016 View yearly change
Casual (Male 84.0% Female 16.0%)
male
female
Casual (Male 84.0% Female 16.0%)
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 0.0% Female 0.0%)
Insufficient data available
Senior managers (Male 0.0% Female 0.0%)
Other managers (Male 0.0% Female 0.0%)
Insufficient data available
Other managers (Male 0.0% Female 0.0%)
Non-managers (casual)
Clerical and administrative (Male 36.7% Female 63.3%)
male
female
Clerical and administrative (Male 36.7% Female 63.3%)
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 88.7% Female 11.3%)
male
female
Machinery operators and drivers (Male 88.7% Female 11.3%)
Sales (Male 37.5% Female 62.5%)
male
female
Sales (Male 37.5% Female 62.5%)
Professionals (Male 63.6% Female 36.4%)
male
female
Professionals (Male 63.6% Female 36.4%)
Technicians and trade (Male 90.9% Female 9.1%)
male
female
Technicians and trade (Male 90.9% Female 9.1%)
Labourers (Male 89.5% Female 10.5%)
male
female
Labourers (Male 89.5% Female 10.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.83%
2015 baseline
2016 M:84.03% F:15.97%
2015 M:84.86% F:15.14%
The proportion of males has increased by 0.83 p.p..
The proportion of females has decreased by 0.83 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
11.67%
2015 baseline
2016 M:36.67% F:63.33%
2015 M:25.00% F:75.00%
The proportion of males has increased by 11.67 p.p..
The proportion of females has decreased by 11.67 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
7.42%
2015 baseline
2016 M:88.73% F:11.27%
2015 M:96.15% F:3.85%
The proportion of males has increased by 7.42 p.p..
The proportion of females has decreased by 7.42 p.p..
Sales
-4.17%
2015 baseline
2016 M:37.50% F:62.50%
2015 M:41.67% F:58.33%
The proportion of males has decreased by 4.17 p.p..
The proportion of females has increased by 4.17 p.p..
Professionals
3.03%
2015 baseline
2016 M:63.64% F:36.36%
2015 M:66.67% F:33.33%
The proportion of males has increased by 3.03 p.p..
The proportion of females has decreased by 3.03 p.p..
Technicians and trade
-3.41%
2015 baseline
2016 M:90.91% F:9.09%
2015 M:87.50% F:12.50%
The proportion of males has decreased by 3.41 p.p..
The proportion of females has increased by 3.41 p.p..
Labourers
-0.33%
2015 baseline
2016 M:89.50% F:10.50%
2015 M:89.17% F:10.83%
The proportion of males has decreased by 0.33 p.p..
The proportion of females has increased by 0.33 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 84.1% Female 15.9%)
male
female
Overall (Male 84.1% Female 15.9%)
Managers (Male 78.5% Female 21.5%)
male
female
Managers (Male 78.5% Female 21.5%)
Non-managers (Male 84.4% Female 15.6%)
male
female
Non-managers (Male 84.4% Female 15.6%)
Promotions by role
Overall (Male 76.2% Female 23.8%)
male
female
Overall (Male 76.2% Female 23.8%)
Managers (Male 74.1% Female 25.9%)
male
female
Managers (Male 74.1% Female 25.9%)
Non-managers (Male 76.8% Female 23.2%)
male
female
Non-managers (Male 76.8% Female 23.2%)
Promotions by employment type
Full-time
97.5%
Full-time - 97.54098360655738%
Part-time
1.6%
Part-time - 1.639344262295082%
Casual
0.8%
Casual - 0.819672131147541%
Resignations by role
Overall (Male 81.3% Female 18.7%)
male
female
Overall (Male 81.3% Female 18.7%)
Managers (Male 94.5% Female 5.5%)
male
female
Managers (Male 94.5% Female 5.5%)
Non-managers (Male 80.3% Female 19.7%)
male
female
Non-managers (Male 80.3% Female 19.7%)
Resignations by employment type
Full-time
80.0%
Full-time - 80.04895960832313%
Part-time
2.8%
Part-time - 2.8151774785801713%
Casual
17.1%
Casual - 17.135862913096695%

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
8.8% pay gap
All industries 26.3%
2016 8.8%
2015 8.7%
Base salary (all)
male
female
1.5% pay gap
All industries 21.4%
2016 1.5%
2015 2.0%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
male
female
17.1% pay gap
All industries 21.6%
2016 17.1%
2015 12.4%
Other managers
male
female
9.6% pay gap
All industries 22.8%
2016 9.6%
2015 10.3%
Non-managers (all total remuneration)
Clerical and administrative
male
female
17.2% pay gap
All industries 7.1%
2016 17.2%
2015 9.3%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
3.5% pay gap
All industries 17.9%
2016 3.5%
2015 4.0%
Sales
male
female
17.0% pay gap
All industries 15.8%
2016 17.0%
2015 19.6%
Professionals
male
female
6.4% pay gap
All industries 19.5%
2016 6.4%
2015 12.9%
Technicians and trade
male
female
23.6% pay gap
All industries 30.8%
2016 23.6%
2015 21.6%
Labourers
male
female
10.4% pay gap
All industries 17.8%
2016 10.4%
2015 6.8%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.14 p.p.
2015 baseline
2016 8.81%
2015 8.67%
The gender pay gap
increased by 0.14 p.p.
Base salary (all)
0.47 p.p.
2015 baseline
2016 1.55%
2015 2.02%
The gender pay gap
decreased by 0.47 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
4.70 p.p.
2015 baseline
2016 17.08%
2015 12.38%
The gender pay gap
increased by 4.70 p.p.
Other managers
0.66 p.p.
2015 baseline
2016 9.60%
2015 10.26%
The gender pay gap
decreased by 0.66 p.p.
Non-managers (all total remuneration)
Clerical and administrative
7.90 p.p.
2015 baseline
2016 17.20%
2015 9.30%
The gender pay gap
increased by 7.90 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
0.42 p.p.
2015 baseline
2016 3.54%
2015 3.96%
The gender pay gap
decreased by 0.42 p.p.
Sales
2.56 p.p.
2015 baseline
2016 16.99%
2015 19.55%
The gender pay gap
decreased by 2.56 p.p.
Professionals
6.51 p.p.
2015 baseline
2016 6.37%
2015 12.88%
The gender pay gap
decreased by 6.51 p.p.
Technicians and trade
2.00 p.p.
2015 baseline
2016 23.59%
2015 21.58%
The gender pay gap
increased by 2.00 p.p.
Labourers
3.60 p.p.
2015 baseline
2016 10.36%
2015 6.76%
The gender pay gap
increased by 3.60 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
8.5% pay gap
All industries 23.1%
2016 8.5%
2015 8.2%
Base salary (full-time)
male
female
1.5% pay gap
All industries 17.7%
2016 1.5%
2015 1.7%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
male
female
17.1% pay gap
All industries 21.7%
2016 17.1%
2015 12.4%
Other managers
male
female
9.1% pay gap
All industries 23.8%
2016 9.1%
2015 10.4%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
17.1% pay gap
All industries 8.8%
2016 17.1%
2015 9.0%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
3.5% pay gap
All industries 16.1%
2016 3.5%
2015 3.7%
Sales
male
female
15.0% pay gap
All industries 23.5%
2016 15.0%
2015 17.1%
Professionals
male
female
8.0% pay gap
All industries 19.7%
2016 8.0%
2015 13.5%
Technicians and trade
male
female
23.5% pay gap
All industries 27.1%
2016 23.5%
2015 24.3%
Labourers
male
female
12.7% pay gap
All industries 17.2%
2016 12.7%
2015 8.3%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.33 p.p.
2015 baseline
2016 8.53%
2015 8.21%
The gender pay gap
increased by 0.33 p.p.
Base salary (full-time)
0.24 p.p.
2015 baseline
2016 1.48%
2015 1.72%
The gender pay gap
decreased by 0.24 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
4.70 p.p.
2015 baseline
2016 17.08%
2015 12.38%
The gender pay gap
increased by 4.70 p.p.
Other managers
1.34 p.p.
2015 baseline
2016 9.10%
2015 10.44%
The gender pay gap
decreased by 1.34 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
8.13 p.p.
2015 baseline
2016 17.08%
2015 8.95%
The gender pay gap
increased by 8.13 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
0.27 p.p.
2015 baseline
2016 3.47%
2015 3.75%
The gender pay gap
decreased by 0.27 p.p.
Sales
2.08 p.p.
2015 baseline
2016 15.00%
2015 17.08%
The gender pay gap
decreased by 2.08 p.p.
Professionals
5.50 p.p.
2015 baseline
2016 8.04%
2015 13.53%
The gender pay gap
decreased by 5.50 p.p.
Technicians and trade
0.79 p.p.
2015 baseline
2016 23.50%
2015 24.29%
The gender pay gap
decreased by 0.79 p.p.
Labourers
4.44 p.p.
2015 baseline
2016 12.74%
2015 8.30%
The gender pay gap
increased by 4.44 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
0.9% pay gap
All industries -6.6%
2016 0.9%
2015 10.5%
Base salary (part-time)
male
female
-4.5% pay gap
All industries -7.8%
2016 -4.5%
2015 -0.7%
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)
9.57 p.p.
2015 baseline
2016 0.91%
2015 10.48%
The gender pay gap
decreased by 9.57 p.p.
Base salary (part-time)
3.80 p.p.
2015 baseline
2016 -4.47%
2015 -0.67%
The gender pay gap
increased by 3.80 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
-4.5% pay gap
All industries 9.1%
2016 -4.5%
2015 -4.3%
Base salary (casual)
male
female
-7.0% pay gap
All industries 8.6%
2016 -7.0%
2015 -5.6%
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%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
-3.2% pay gap
All industries 11.0%
2016 -3.2%
Sales
Insufficient data available
Professionals
Insufficient data available
Technicians and trade
Insufficient data available
Labourers
male
female
1.5% pay gap
All industries 14.0%
2016 1.5%
2015 1.6%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.29 p.p.
2015 baseline
2016 -4.54%
2015 -4.25%
The gender pay gap
increased by 0.29 p.p.
Base salary (casual)
1.33 p.p.
2015 baseline
2016 -6.96%
2015 -5.62%
The gender pay gap
increased by 1.33 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
No comparison data available
Professionals
No comparison data available
Technicians and trade
No comparison data available
Labourers
0.07 p.p.
2015 baseline
2016 1.54%
2015 1.61%
The gender pay gap
decreased by 0.07 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Employers with a formal policy or formal strategy on remuneration generally
33.3%
0%
100%
All industries 53.1%
2016 33.3%
2015 37.5%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
20.0%
0%
100%
All industries 26.4%
2016 20.0%
2015 16.7%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
0.0%
0%
100%
All industries 20.0%
2016 0.0%
2015 6.3%
Within last 1-2 years
6.7%
0%
100%
All industries 4.7%
2016 6.7%
2015 6.3%
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
100.0%
0%
100%
All industries 13.5%
2016 100.0%
2015 50.0%
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 50.0%
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
100.0%
0%
100%
All industries 6.1%
2016 100.0%
2015 50.0%
Set targets to reduce any organisation-wide gaps
100.0%
0%
100%
All industries 4.4%
2016 100.0%
2015 50.0%
Reported pay equity metrics to the board
0.0%
0%
100%
All industries 14.4%
2016 0.0%
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 50.0%
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 0.0%
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)
6.7%
0%
100%
All industries 6.2%
2016 6.7%
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 12.5%
No, non-award employees are paid market rate
6.7%
0%
100%
All industries 13.2%
2016 6.7%
2015 25.0%
No, not a priority
6.7%
0%
100%
All industries 2.4%
2016 6.7%
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
-4.17 p.p.
2015 baseline
2016 33.33%
2015 37.50%
Change of -4.17 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
3.33 p.p.
2015 baseline
2016 20.00%
2015 16.67%
Change of 3.33 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-6.25 p.p.
2015 baseline
2016 0.00%
2015 6.25%
Change of -6.25 p.p.
Within last 1-2 years
0.42 p.p.
2015 baseline
2016 6.67%
2015 6.25%
Change of 0.42 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
50.00 p.p.
2015 baseline
2016 100.00%
2015 50.00%
Change of 50.00 p.p.
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)
-50.00 p.p.
2015 baseline
2016 0.00%
2015 50.00%
Change of -50.00 p.p.
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
50.00 p.p.
2015 baseline
2016 100.00%
2015 50.00%
Change of 50.00 p.p.
Set targets to reduce any organisation-wide gaps
50.00 p.p.
2015 baseline
2016 100.00%
2015 50.00%
Change of 50.00 p.p.
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
-50.00 p.p.
2015 baseline
2016 0.00%
2015 50.00%
Change of -50.00 p.p.
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
No comparison data available
No, don't have expertise
No comparison data available
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
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)
0.83 p.p.
2015 baseline
2016 13.33%
2015 12.50%
Change of 0.83 p.p.
No, non-award employees are paid market rate
-18.33 p.p.
2015 baseline
2016 6.67%
2015 25.00%
Change of -18.33 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
60.0%
0%
100%
All industries 57.7%
2016 60.0%
2015 56.3%
Employers that have an overall gender equality strategy
6.7%
0%
100%
All industries 22.2%
2016 6.7%
2015 12.5%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
3.3%
0%
100%
All industries 12.7%
2016 3.3%
2015 25.0%

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
3.75 p.p.
2015 baseline
2016 60.00%
2015 56.25%
Change of 3.75 p.p.
Employers that have an overall gender equality strategy
-5.83 p.p.
2015 baseline
2016 6.67%
2015 12.50%
Change of -5.83 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-21.67 p.p.
0%
100%
2015 baseline
2016 3.33%
2015 25.00%
Change of -21.67 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Flexible working
Employers that have a flexible working arrangements policy
33.3%
0%
100%
All industries 52.3%
2016 33.3%
2015 31.3%
Employers that have a flexible working arrangements strategy
6.7%
0%
100%
All industries 16.1%
2016 6.7%
2015 6.3%
Types of flexible work offered
Carer's leave
93.3%
0%
100%
All industries 92.9%
2016 93.3%
2015 87.5%
Compressed working week
40.0%
0%
100%
All industries 26.1%
2016 40.0%
2015 31.3%
Flexible hours of work
33.3%
0%
100%
All industries 58.5%
2016 33.3%
2015 43.8%
Job sharing
20.0%
0%
100%
All industries 39.9%
2016 20.0%
2015 12.5%
Part-time work
66.7%
0%
100%
All industries 83.9%
2016 66.7%
2015 62.5%
Purchased leave
Insufficient data available
Telecommuting
6.7%
0%
100%
All industries 27.5%
2016 6.7%
2015 6.3%
Time-in-lieu
20.0%
0%
100%
All industries 50.9%
2016 20.0%
2015 18.8%
Unpaid leave
66.7%
0%
100%
All industries 79.4%
2016 66.7%
2015 75.0%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
2.08 p.p.
2015 baseline
2016 33.33%
2015 31.25%
Change of 2.08 p.p.
Employers that have a flexible working arrangements strategy
0.42 p.p.
2015 baseline
2016 6.67%
2015 6.25%
Change of 0.42 p.p.
Types of flexible work offered
Carer's leave
5.83 p.p.
2015 baseline
2016 93.33%
2015 87.50%
Change of 5.83 p.p.
Compressed working week
8.75 p.p.
2015 baseline
2016 40.00%
2015 31.25%
Change of 8.75 p.p.
Flexible hours of work
-10.42 p.p.
2015 baseline
2016 33.33%
2015 43.75%
Change of -10.42 p.p.
Job sharing
7.50 p.p.
2015 baseline
2016 20.00%
2015 12.50%
Change of 7.50 p.p.
Part-time work
4.17 p.p.
2015 baseline
2016 66.67%
2015 62.50%
Change of 4.17 p.p.
Purchased leave
No comparison data available
Telecommuting
0.42 p.p.
2015 baseline
2016 6.67%
2015 6.25%
Change of 0.42 p.p.
Time-in-lieu
1.25 p.p.
2015 baseline
2016 20.00%
2015 18.75%
Change of 1.25 p.p.
Unpaid leave
-8.33 p.p.
2015 baseline
2016 66.67%
2015 75.00%
Change of -8.33 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
40.0%
0%
100%
All industries 47.6%
2016 40.0%
2015 37.5%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
0.0%
0%
100%
All industries 12.9%
2016 0.0%
2015 6.3%
Paid parental leave
Employers that offer primary carer leave
6.7%
0%
100%
All industries 48.0%
2016 6.7%
2015 6.3%
Average primary carer's leave offered (minimum number of weeks)
12.0 weeks
All industries 9.7 weeks
2016 12.0 weeks
2015 12.0 weeks
Employers that top up government scheme to full pay
100.0%
0%
100%
All industries 9.0%
2016 100.0%
2015 100.0%
Employers that offer full pay in addition to government scheme
0.0%
0%
100%
All industries 79.2%
2016 0.0%
2015 0.0%
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
0.0%
0%
100%
All industries 39.0%
2016 0.0%
2015 0.0%
Average secondary carer's leave offered (minimum number of weeks)
All industries 1.5 weeks
2016 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
8.8%
0%
100%
All industries 7.6%
2016 8.8%
Proportion of women (out of all employees on parental leave)
8.8%
0%
100%
All industries 7.0%
2016 8.8%
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
40.0%
0%
100%
All industries 53.6%
2016 40.0%
2015 0.0%
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
0.0%
0%
100%
All industries 7.4%
2016 0.0%
2015 0.0%
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 16.7%
Referral services to support employees with family and/or caring responsibilities
40.0%
0%
100%
All industries 47.3%
2016 40.0%
2015 66.7%
Targeted communication mechanisms, for example intranet/forums
0.0%
0%
100%
All industries 26.9%
2016 0.0%
2015 16.7%
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
20.0%
0%
100%
All industries 15.5%
2016 20.0%
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
2.50 p.p.
2015 baseline
2016 40.00%
2015 37.50%
Change of 2.50 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-6.25 p.p.
2015 baseline
2016 0.00%
2015 6.25%
Change of -6.25 p.p.
Paid parental leave
Employers that offer primary carer leave
0.42 p.p.
2015 baseline
2016 6.67%
2015 6.25%
Change of 0.42 p.p.
Average primary carer leave offered (minimum number of weeks)
0.00 weeks
2015 baseline
2016 12.00weeks
2015 12.00weeks
Change of 0.00 weeks
Employers that top up government scheme to full pay
0.00 p.p.
2015 baseline
2016 100.00%
2015 100.00%
Change of 0.00 p.p.
Employers that offer full pay in addition to government scheme
No comparison data available
Employers that offer a lump sum payment
No comparison data available
Employers that offer secondary carer leave
0.00 p.p.
2015 baseline
2016 0.00%
2015 0.00%
Change of 0.00 p.p.
Average secondary carer leave offered (minimum number of weeks)
No comparison data available
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
No comparison data available
Childcare referral services
No comparison data available
Internal support network for parents
No comparison data available
Return-to-work bonus
No comparison data available
Information packs to support new parents and/or those with elder care responsibilities
-16.67 p.p.
2015 baseline
2016 0.00%
2015 16.67%
Change of -16.67 p.p.
Referral services to support employees with family and/or caring responsibilities
-26.67 p.p.
2015 baseline
2016 40.00%
2015 66.67%
Change of -26.67 p.p.
Targeted communication mechanisms, for example intranet/forums
-16.67 p.p.
2015 baseline
2016 0.00%
2015 16.67%
Change of -16.67 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 12.5%
Has some measure in place to support employees who are experiencing family or domestic violence
60.0%
0%
100%
All industries 74.8%
2016 60.0%
2015 68.8%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
46.7%
0%
100%
All industries 66.4%
2016 46.7%
2015 56.3%
HR or other staff training
6.7%
0%
100%
All industries 11.0%
2016 6.7%
2015 6.3%
Referral to support services
6.7%
0%
100%
All industries 26.9%
2016 6.7%
2015 18.8%
Access to any leave (overall measure)
33.3%
0%
100%
All industries 52.6%
2016 33.3%
2015 37.5%
Paid domestic violence leave
0.0%
0%
100%
All industries 12.1%
2016 0.0%
Unpaid domestic violence leave
6.7%
0%
100%
All industries 3.8%
2016 6.7%
2015 0.0%
Unpaid leave
33.3%
0%
100%
All industries 49.3%
2016 33.3%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
0.0%
0%
100%
All industries 6.9%
2016 0.0%
2015 0.0%
Workplace safety planning
0.0%
0%
100%
All industries 8.3%
2016 0.0%
2015 0.0%
Confidentiality of disclosure
33.3%
0%
100%
All industries 41.2%
2016 33.3%
2015 0.0%
Protection from adverse action or discrimination
13.3%
0%
100%
All industries 21.3%
2016 13.3%
2015 0.0%
Flexible working arrangements
26.7%
0%
100%
All industries 48.6%
2016 26.7%
2015 0.0%
Financial support
6.7%
0%
100%
All industries 11.2%
2016 6.7%
2015 0.0%
Change of office location
6.7%
0%
100%
All industries 13.7%
2016 6.7%
2015 0.0%
Emergency accommodation assistance
0.0%
0%
100%
All industries 4.0%
2016 0.0%
2015 0.0%
Medical services
0.0%
0%
100%
All industries 10.0%
2016 0.0%
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
14.17 p.p.
2015 baseline
2016 26.67%
2015 12.50%
Change of 14.17 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-8.75 p.p.
2015 baseline
2016 60.00%
2015 68.75%
Change of -8.75 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-9.58 p.p.
2015 baseline
2016 46.67%
2015 56.25%
Change of -9.58 p.p.
HR or other staff training
0.42 p.p.
2015 baseline
2016 6.67%
2015 6.25%
Change of 0.42 p.p.
Referral to support services
-12.08 p.p.
2015 baseline
2016 6.67%
2015 18.75%
Change of -12.08 p.p.
Access to any leave (overall measure)
-4.17 p.p.
2015 baseline
2016 33.33%
2015 37.50%
Change of -4.17 p.p.
Paid domestic violence leave
0.00 p.p.
2015 baseline
2016 0.00%
2015 0.00%
Change of 0.00 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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