Wholesale Trade within All industries

Wholesale Trade has 111,101 employees within 225 organisations.
Change year 2016

Wholesale Trade summary for 2016

Wholesale Trade has 111,101 employees within 225 organisations of any size.
36.8% of employees are female.

Employee type breakdown
Casual
12.5%
Casual - 12.531840397476172%
Part-time
8.5%
Part-time - 8.451769110989101%
Full-time
79.0%
Full-time - 79.01639049153472%
Organisation size breakdown
<250
55.6%
<250 - 55.55555555555556%
250-499
21.8%
250-499 - 21.777777777777775%
500-999
10.2%
500-999 - 10.222222222222223%
1000-4999
12.0%
1000-4999 - 12.0%
5000+
0.4%
5000+ - 0.4444444444444444%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 63.2% Female 36.8%)
male
female
All (Male 63.2% Female 36.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 93.5% Female 6.5%)
male
female
CEO (Male 93.5% Female 6.5%)
Key management personnel (Male 76.9% Female 23.1%)
male
female
Key management personnel (Male 76.9% Female 23.1%)
Other executives/general managers (Male 84.0% Female 16.0%)
male
female
Other executives/general managers (Male 84.0% Female 16.0%)
Senior managers (Male 75.6% Female 24.4%)
male
female
Senior managers (Male 75.6% Female 24.4%)
Other managers (Male 69.9% Female 30.1%)
male
female
Other managers (Male 69.9% Female 30.1%)
Non-managers (all)
Clerical and administrative (Male 32.9% Female 67.1%)
male
female
Clerical and administrative (Male 32.9% Female 67.1%)
Community and personal service (Male 36.8% Female 63.2%)
male
female
Community and personal service (Male 36.8% Female 63.2%)
Machinery operators and drivers (Male 83.3% Female 16.7%)
male
female
Machinery operators and drivers (Male 83.3% Female 16.7%)
Sales (Male 55.5% Female 44.5%)
male
female
Sales (Male 55.5% Female 44.5%)
Professionals (Male 55.9% Female 44.1%)
male
female
Professionals (Male 55.9% Female 44.1%)
Technicians and trade (Male 93.8% Female 6.2%)
male
female
Technicians and trade (Male 93.8% Female 6.2%)
Labourers (Male 71.7% Female 28.3%)
male
female
Labourers (Male 71.7% Female 28.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.97%
no change
2016 M:63.25% F:36.75%
2015 M:64.22% F:35.78%
The proportion of males has increased by 0.97 p.p..
The proportion of females has decreased by 0.97 p.p..
Managers
CEO
2.64%
no change
2016 M:93.55% F:6.45%
2015 M:96.19% F:3.81%
The proportion of males has increased by 2.64 p.p..
The proportion of females has decreased by 2.64 p.p..
Key management personnel
1.12%
no change
2016 M:76.87% F:23.13%
2015 M:77.99% F:22.01%
The proportion of males has increased by 1.12 p.p..
The proportion of females has decreased by 1.12 p.p..
Other executives/general managers
-1.38%
no change
2016 M:83.97% F:16.03%
2015 M:82.60% F:17.40%
The proportion of males has decreased by 1.38 p.p..
The proportion of females has increased by 1.38 p.p..
Senior managers
1.27%
no change
2016 M:75.59% F:24.41%
2015 M:76.86% F:23.14%
The proportion of males has increased by 1.27 p.p..
The proportion of females has decreased by 1.27 p.p..
Other managers
4.46%
no change
2016 M:69.94% F:30.06%
2015 M:74.40% F:25.60%
The proportion of males has increased by 4.46 p.p..
The proportion of females has decreased by 4.46 p.p..
Non-managers
Clerical and administrative
0.89%
no change
2016 M:32.91% F:67.09%
2015 M:32.01% F:67.99%
The proportion of males has increased by 0.89 p.p..
The proportion of females has decreased by 0.89 p.p..
Community and personal service
-12.21%
no change
2016 M:36.84% F:63.16%
2015 M:49.06% F:50.94%
The proportion of males has decreased by 12.21 p.p..
The proportion of females has increased by 12.21 p.p..
Machinery operators and drivers
-1.55%
no change
2016 M:83.34% F:16.66%
2015 M:81.79% F:18.21%
The proportion of males has decreased by 1.55 p.p..
The proportion of females has increased by 1.55 p.p..
Sales
0.66%
no change
2016 M:55.50% F:44.50%
2015 M:56.17% F:43.83%
The proportion of males has increased by 0.66 p.p..
The proportion of females has decreased by 0.66 p.p..
Professionals
2.43%
no change
2016 M:55.92% F:44.08%
2015 M:58.36% F:41.64%
The proportion of males has increased by 2.43 p.p..
The proportion of females has decreased by 2.43 p.p..
Technicians and trade
-2.08%
no change
2016 M:93.82% F:6.18%
2015 M:91.74% F:8.26%
The proportion of males has decreased by 2.08 p.p..
The proportion of females has increased by 2.08 p.p..
Labourers
-2.72%
no change
2016 M:71.68% F:28.32%
2015 M:68.95% F:31.05%
The proportion of males has decreased by 2.72 p.p..
The proportion of females has increased by 2.72 p.p..
Results for 2016 View yearly change
Full-time (Male 70.1% Female 29.9%)
male
female
Full-time (Male 70.1% Female 29.9%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 93.5% Female 6.5%)
male
female
CEO (Male 93.5% Female 6.5%)
Key management personnel (Male 77.7% Female 22.3%)
male
female
Key management personnel (Male 77.7% Female 22.3%)
Other executives/general managers (Male 84.9% Female 15.1%)
male
female
Other executives/general managers (Male 84.9% Female 15.1%)
Senior managers (Male 77.6% Female 22.4%)
male
female
Senior managers (Male 77.6% Female 22.4%)
Other managers (Male 71.3% Female 28.7%)
male
female
Other managers (Male 71.3% Female 28.7%)
Non-managers (full-time)
Clerical and administrative (Male 34.4% Female 65.6%)
male
female
Clerical and administrative (Male 34.4% Female 65.6%)
Community and personal service (Male 40.0% Female 60.0%)
male
female
Community and personal service (Male 40.0% Female 60.0%)
Machinery operators and drivers (Male 85.7% Female 14.3%)
male
female
Machinery operators and drivers (Male 85.7% Female 14.3%)
Sales (Male 71.5% Female 28.5%)
male
female
Sales (Male 71.5% Female 28.5%)
Professionals (Male 60.4% Female 39.6%)
male
female
Professionals (Male 60.4% Female 39.6%)
Technicians and trade (Male 95.0% Female 5.0%)
male
female
Technicians and trade (Male 95.0% Female 5.0%)
Labourers (Male 76.6% Female 23.4%)
male
female
Labourers (Male 76.6% Female 23.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
0.85%
no change
2016 M:70.15% F:29.85%
2015 M:71.00% F:29.00%
The proportion of males has increased by 0.85 p.p..
The proportion of females has decreased by 0.85 p.p..
Managers
CEO
2.62%
no change
2016 M:93.55% F:6.45%
2015 M:96.17% F:3.83%
The proportion of males has increased by 2.62 p.p..
The proportion of females has decreased by 2.62 p.p..
Key management personnel
1.11%
no change
2016 M:77.69% F:22.31%
2015 M:78.80% F:21.20%
The proportion of males has increased by 1.11 p.p..
The proportion of females has decreased by 1.11 p.p..
Other executives/general managers
-1.25%
no change
2016 M:84.86% F:15.14%
2015 M:83.61% F:16.39%
The proportion of males has decreased by 1.25 p.p..
The proportion of females has increased by 1.25 p.p..
Senior managers
1.12%
no change
2016 M:77.57% F:22.43%
2015 M:78.68% F:21.32%
The proportion of males has increased by 1.12 p.p..
The proportion of females has decreased by 1.12 p.p..
Other managers
4.58%
no change
2016 M:71.34% F:28.66%
2015 M:75.92% F:24.08%
The proportion of males has increased by 4.58 p.p..
The proportion of females has decreased by 4.58 p.p..
Non-managers
Clerical and administrative
0.91%
no change
2016 M:34.44% F:65.56%
2015 M:33.52% F:66.48%
The proportion of males has increased by 0.91 p.p..
The proportion of females has decreased by 0.91 p.p..
Community and personal service
3.64%
no change
2016 M:40.00% F:60.00%
2015 M:63.64% F:36.36%
The proportion of males has increased by 3.64 p.p..
The proportion of females has decreased by 3.64 p.p..
Machinery operators and drivers
0.29%
no change
2016 M:85.70% F:14.30%
2015 M:85.99% F:14.01%
The proportion of males has increased by 0.29 p.p..
The proportion of females has decreased by 0.29 p.p..
Sales
-0.30%
no change
2016 M:71.53% F:28.47%
2015 M:71.23% F:28.77%
The proportion of males has decreased by 0.30 p.p..
The proportion of females has increased by 0.30 p.p..
Professionals
1.99%
no change
2016 M:60.43% F:39.57%
2015 M:62.43% F:37.57%
The proportion of males has increased by 1.99 p.p..
The proportion of females has decreased by 1.99 p.p..
Technicians and trade
-1.40%
no change
2016 M:94.97% F:5.03%
2015 M:93.57% F:6.43%
The proportion of males has decreased by 1.40 p.p..
The proportion of females has increased by 1.40 p.p..
Labourers
-2.66%
no change
2016 M:76.65% F:23.35%
2015 M:73.98% F:26.02%
The proportion of males has decreased by 2.66 p.p..
The proportion of females has increased by 2.66 p.p..
Results for 2016 View yearly change
Part-time (Male 28.6% Female 71.4%)
male
female
Part-time (Male 28.6% Female 71.4%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (part-time)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 31.6% Female 68.4%)
male
female
Key management personnel (Male 31.6% Female 68.4%)
Other executives/general managers (Male 38.1% Female 61.9%)
male
female
Other executives/general managers (Male 38.1% Female 61.9%)
Senior managers (Male 10.2% Female 89.8%)
male
female
Senior managers (Male 10.2% Female 89.8%)
Other managers (Male 14.1% Female 85.9%)
male
female
Other managers (Male 14.1% Female 85.9%)
Non-managers (part-time)
Clerical and administrative (Male 5.4% Female 94.6%)
male
female
Clerical and administrative (Male 5.4% Female 94.6%)
Community and personal service (Male 0.0% Female 100.0%)
male
female
Community and personal service (Male 0.0% Female 100.0%)
Machinery operators and drivers (Male 44.6% Female 55.4%)
male
female
Machinery operators and drivers (Male 44.6% Female 55.4%)
Sales (Male 34.2% Female 65.8%)
male
female
Sales (Male 34.2% Female 65.8%)
Professionals (Male 10.1% Female 89.9%)
male
female
Professionals (Male 10.1% Female 89.9%)
Technicians and trade (Male 66.3% Female 33.7%)
male
female
Technicians and trade (Male 66.3% Female 33.7%)
Labourers (Male 39.6% Female 60.4%)
male
female
Labourers (Male 39.6% Female 60.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
1.38%
no change
2016 M:28.59% F:71.41%
2015 M:27.21% F:72.79%
The proportion of males has increased by 1.38 p.p..
The proportion of females has decreased by 1.38 p.p..
Managers
CEO
no change
2016 M:% F:%
2015 M:100.00% F:0.00%
There is no data for determining the change.
Key management personnel
-5.26%
no change
2016 M:31.58% F:68.42%
2015 M:36.84% F:63.16%
The proportion of males has decreased by 5.26 p.p..
The proportion of females has increased by 5.26 p.p..
Other executives/general managers
2.10%
no change
2016 M:38.10% F:61.90%
2015 M:36.00% F:64.00%
The proportion of males has increased by 2.10 p.p..
The proportion of females has decreased by 2.10 p.p..
Senior managers
-2.43%
no change
2016 M:10.20% F:89.80%
2015 M:12.63% F:87.37%
The proportion of males has decreased by 2.43 p.p..
The proportion of females has increased by 2.43 p.p..
Other managers
3.88%
no change
2016 M:14.11% F:85.89%
2015 M:10.23% F:89.77%
The proportion of males has increased by 3.88 p.p..
The proportion of females has decreased by 3.88 p.p..
Non-managers
Clerical and administrative
-0.48%
no change
2016 M:5.41% F:94.59%
2015 M:5.89% F:94.11%
The proportion of males has decreased by 0.48 p.p..
The proportion of females has increased by 0.48 p.p..
Community and personal service
-40.48%
no change
2016 M:0.00% F:100.00%
2015 M:40.48% F:59.52%
The proportion of males has decreased by 40.48 p.p..
The proportion of females has increased by 40.48 p.p..
Machinery operators and drivers
-2.73%
no change
2016 M:44.65% F:55.35%
2015 M:47.38% F:52.62%
The proportion of males has decreased by 2.73 p.p..
The proportion of females has increased by 2.73 p.p..
Sales
3.16%
no change
2016 M:34.15% F:65.85%
2015 M:30.99% F:69.01%
The proportion of males has increased by 3.16 p.p..
The proportion of females has decreased by 3.16 p.p..
Professionals
-0.42%
no change
2016 M:10.13% F:89.87%
2015 M:10.55% F:89.45%
The proportion of males has decreased by 0.42 p.p..
The proportion of females has increased by 0.42 p.p..
Technicians and trade
-3.16%
no change
2016 M:66.29% F:33.71%
2015 M:63.12% F:36.88%
The proportion of males has decreased by 3.16 p.p..
The proportion of females has increased by 3.16 p.p..
Labourers
2.62%
no change
2016 M:39.57% F:60.43%
2015 M:36.96% F:63.04%
The proportion of males has increased by 2.62 p.p..
The proportion of females has decreased by 2.62 p.p..
Results for 2016 View yearly change
Casual (Male 43.1% Female 56.9%)
male
female
Casual (Male 43.1% Female 56.9%)
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 50.0% Female 50.0%)
male
female
Key management personnel (Male 50.0% Female 50.0%)
Other executives/general managers (Male 100.0% Female 0.0%)
male
female
Other executives/general managers (Male 100.0% Female 0.0%)
Senior managers (Male 100.0% Female 0.0%)
male
female
Senior managers (Male 100.0% Female 0.0%)
Other managers (Male 60.0% Female 40.0%)
male
female
Other managers (Male 60.0% Female 40.0%)
Non-managers (casual)
Clerical and administrative (Male 52.9% Female 47.1%)
male
female
Clerical and administrative (Male 52.9% Female 47.1%)
Community and personal service (Male 50.0% Female 50.0%)
male
female
Community and personal service (Male 50.0% Female 50.0%)
Machinery operators and drivers (Male 78.1% Female 21.9%)
male
female
Machinery operators and drivers (Male 78.1% Female 21.9%)
Sales (Male 22.3% Female 77.7%)
male
female
Sales (Male 22.3% Female 77.7%)
Professionals (Male 20.0% Female 80.0%)
male
female
Professionals (Male 20.0% Female 80.0%)
Technicians and trade (Male 90.8% Female 9.2%)
male
female
Technicians and trade (Male 90.8% Female 9.2%)
Labourers (Male 69.0% Female 31.0%)
male
female
Labourers (Male 69.0% Female 31.0%)
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
-0.39%
no change
2016 M:43.12% F:56.88%
2015 M:43.52% F:56.48%
The proportion of males has decreased by 0.39 p.p..
The proportion of females has increased by 0.39 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
no change
2016 M:50.00% F:50.00%
2015 M:50.00% F:50.00%
There has been no change in the workforce composition.
Other executives/general managers
No comparison data available
Senior managers
0.00%
no change
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other managers
11.43%
no change
2016 M:60.00% F:40.00%
2015 M:28.57% F:71.43%
The proportion of males has increased by 11.43 p.p..
The proportion of females has decreased by 11.43 p.p..
Non-managers
Clerical and administrative
-1.35%
no change
2016 M:52.90% F:47.10%
2015 M:51.55% F:48.45%
The proportion of males has decreased by 1.35 p.p..
The proportion of females has increased by 1.35 p.p..
Community and personal service
4.84%
no change
2016 M:50.00% F:50.00%
2015 M:45.16% F:54.84%
The proportion of males has increased by 4.84 p.p..
The proportion of females has decreased by 4.84 p.p..
Machinery operators and drivers
-10.90%
no change
2016 M:78.12% F:21.88%
2015 M:67.21% F:32.79%
The proportion of males has decreased by 10.90 p.p..
The proportion of females has increased by 10.90 p.p..
Sales
0.83%
no change
2016 M:22.29% F:77.71%
2015 M:21.45% F:78.55%
The proportion of males has increased by 0.83 p.p..
The proportion of females has decreased by 0.83 p.p..
Professionals
-0.96%
no change
2016 M:20.00% F:80.00%
2015 M:20.96% F:79.04%
The proportion of males has decreased by 0.96 p.p..
The proportion of females has increased by 0.96 p.p..
Technicians and trade
-13.99%
no change
2016 M:90.83% F:9.17%
2015 M:76.85% F:23.15%
The proportion of males has decreased by 13.99 p.p..
The proportion of females has increased by 13.99 p.p..
Labourers
-1.98%
no change
2016 M:68.99% F:31.01%
2015 M:67.01% F:32.99%
The proportion of males has decreased by 1.98 p.p..
The proportion of females has increased by 1.98 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 57.0% Female 43.0%)
male
female
Overall (Male 57.0% Female 43.0%)
Managers (Male 66.4% Female 33.6%)
male
female
Managers (Male 66.4% Female 33.6%)
Non-managers (Male 56.1% Female 43.9%)
male
female
Non-managers (Male 56.1% Female 43.9%)
Promotions by role
Overall (Male 64.4% Female 35.6%)
male
female
Overall (Male 64.4% Female 35.6%)
Managers (Male 68.3% Female 31.7%)
male
female
Managers (Male 68.3% Female 31.7%)
Non-managers (Male 62.6% Female 37.4%)
male
female
Non-managers (Male 62.6% Female 37.4%)
Promotions by employment type
Full-time
93.8%
Full-time - 93.76867264191208%
Part-time
4.8%
Part-time - 4.758856167306871%
Casual
1.5%
Casual - 1.47247119078105%
Resignations by role
Overall (Male 58.6% Female 41.4%)
male
female
Overall (Male 58.6% Female 41.4%)
Managers (Male 69.1% Female 30.9%)
male
female
Managers (Male 69.1% Female 30.9%)
Non-managers (Male 57.7% Female 42.3%)
male
female
Non-managers (Male 57.7% Female 42.3%)
Resignations by employment type
Full-time
64.7%
Full-time - 64.69560005993108%
Part-time
9.8%
Part-time - 9.783748689007641%
Casual
25.5%
Casual - 25.520651251061278%

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
15.8% pay gap
All industries 26.3%
2016 15.8%
2015 16.4%
Base remuneration (all)
male
female
11.7% pay gap
All industries 21.4%
2016 11.7%
2015 13.6%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
15.2% pay gap
All industries 27.7%
2016 15.2%
2015 11.2%
Other executives/general managers
male
female
5.1% pay gap
All industries 25.9%
2016 5.1%
2015 5.6%
Senior managers
male
female
1.9% pay gap
All industries 21.6%
2016 1.9%
2015 0.1%
Other managers
male
female
4.7% pay gap
All industries 22.8%
2016 4.7%
2015 4.8%
Non-managers (all total remuneration)
Clerical and administrative
male
female
8.7% pay gap
All industries 7.1%
2016 8.7%
2015 7.9%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
18.5% pay gap
All industries 17.9%
2016 18.5%
2015 3.6%
Sales
male
female
19.7% pay gap
All industries 15.8%
2016 19.7%
2015 19.1%
Professionals
male
female
8.5% pay gap
All industries 19.5%
2016 8.5%
2015 10.6%
Technicians and trade
male
female
13.4% pay gap
All industries 30.8%
2016 13.4%
2015 18.5%
Labourers
male
female
7.6% pay gap
All industries 17.8%
2016 7.6%
2015 7.9%
Change from 2015 to 2016 View 2016
Total remuneration (all)
-0.63 p.p.
no change
2016 15.77%
2015 16.39%
The gender pay gap
decreased by 0.63 p.p.
Base remuneration (all)
-1.85 p.p.
no change
2016 11.73%
2015 13.58%
The gender pay gap
decreased by 1.85 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
3.98 p.p.
no change
2016 15.20%
2015 11.22%
The gender pay gap
increased by 3.98 p.p.
Other executives/general managers
-0.46 p.p.
no change
2016 5.14%
2015 5.60%
The gender pay gap
decreased by 0.46 p.p.
Senior managers
1.82 p.p.
no change
2016 1.91%
2015 0.09%
The gender pay gap
increased by 1.82 p.p.
Other managers
-0.19 p.p.
no change
2016 4.65%
2015 4.84%
The gender pay gap
decreased by 0.19 p.p.
Non-managers (all total remuneration)
Clerical and administrative
0.71 p.p.
no change
2016 8.66%
2015 7.95%
The gender pay gap
increased by 0.71 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
14.93 p.p.
no change
2016 18.48%
2015 3.55%
The gender pay gap
increased by 14.93 p.p.
Sales
0.64 p.p.
no change
2016 19.74%
2015 19.10%
The gender pay gap
increased by 0.64 p.p.
Professionals
-2.07 p.p.
no change
2016 8.51%
2015 10.58%
The gender pay gap
decreased by 2.07 p.p.
Technicians and trade
-5.08 p.p.
no change
2016 13.42%
2015 18.49%
The gender pay gap
decreased by 5.08 p.p.
Labourers
-0.28 p.p.
no change
2016 7.63%
2015 7.90%
The gender pay gap
decreased by 0.28 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
10.0% pay gap
All industries 23.1%
2016 10.0%
2015 10.5%
Base remuneration (full-time)
male
female
6.3% pay gap
All industries 17.7%
2016 6.3%
2015 8.3%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
14.2% pay gap
All industries 26.6%
2016 14.2%
2015 10.7%
Other executives/general managers
male
female
5.9% pay gap
All industries 24.6%
2016 5.9%
2015 4.0%
Senior managers
male
female
0.8% pay gap
All industries 21.7%
2016 0.8%
2015 0.8%
Other managers
male
female
5.2% pay gap
All industries 23.8%
2016 5.2%
2015 5.0%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
11.8% pay gap
All industries 8.8%
2016 11.8%
2015 11.3%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
19.9% pay gap
All industries 16.1%
2016 19.9%
2015 3.3%
Sales
male
female
5.4% pay gap
All industries 23.5%
2016 5.4%
2015 4.8%
Professionals
male
female
8.6% pay gap
All industries 19.7%
2016 8.6%
2015 11.5%
Technicians and trade
male
female
13.2% pay gap
All industries 27.1%
2016 13.2%
2015 13.9%
Labourers
male
female
6.8% pay gap
All industries 17.2%
2016 6.8%
2015 8.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
-0.49 p.p.
no change
2016 9.97%
2015 10.47%
The gender pay gap
decreased by 0.49 p.p.
Base remuneration (full-time)
-1.96 p.p.
no change
2016 6.35%
2015 8.31%
The gender pay gap
decreased by 1.96 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
3.49 p.p.
no change
2016 14.15%
2015 10.66%
The gender pay gap
increased by 3.49 p.p.
Other executives/general managers
1.94 p.p.
no change
2016 5.90%
2015 3.96%
The gender pay gap
increased by 1.94 p.p.
Senior managers
-0.07 p.p.
no change
2016 0.76%
2015 0.83%
The gender pay gap
decreased by 0.07 p.p.
Other managers
0.15 p.p.
no change
2016 5.20%
2015 5.05%
The gender pay gap
increased by 0.15 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
0.44 p.p.
no change
2016 11.76%
2015 11.31%
The gender pay gap
increased by 0.44 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
16.66 p.p.
no change
2016 19.94%
2015 3.28%
The gender pay gap
increased by 16.66 p.p.
Sales
0.66 p.p.
no change
2016 5.44%
2015 4.79%
The gender pay gap
increased by 0.66 p.p.
Professionals
-2.82 p.p.
no change
2016 8.64%
2015 11.46%
The gender pay gap
decreased by 2.82 p.p.
Technicians and trade
-0.66 p.p.
no change
2016 13.20%
2015 13.86%
The gender pay gap
decreased by 0.66 p.p.
Labourers
-1.16 p.p.
no change
2016 6.85%
2015 8.01%
The gender pay gap
decreased by 1.16 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
13.4% pay gap
All industries 6.6%
2016 13.4%
2015 16.9%
Base remuneration (part-time)
male
female
14.1% pay gap
All industries 7.8%
2016 14.1%
2015 13.4%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
male
female
3.3% pay gap
All industries 21.3%
2016 3.3%
2015 17.6%
Other managers
male
female
1.7% pay gap
All industries 15.0%
2016 1.7%
2015 1.0%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
0.1% pay gap
All industries 4.9%
2016 0.1%
2015 5.7%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
1.5% pay gap
All industries 7.3%
2016 1.5%
2015 0.5%
Sales
male
female
1.3% pay gap
All industries 0.6%
2016 1.3%
2015 4.8%
Professionals
male
female
2.8% pay gap
All industries 18.7%
2016 2.8%
2015 3.0%
Technicians and trade
male
female
7.8% pay gap
All industries 8.6%
2016 7.8%
2015 0.1%
Labourers
male
female
4.7% pay gap
All industries 4.4%
2016 4.7%
2015 0.5%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
-3.52 p.p.
no change
2016 13.41%
2015 16.93%
The gender pay gap
decreased by 3.52 p.p.
Base remuneration (part-time)
0.62 p.p.
no change
2016 14.05%
2015 13.44%
The gender pay gap
increased by 0.62 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
-14.23 p.p.
no change
2016 3.34%
2015 17.57%
The gender pay gap
decreased by 14.23 p.p.
Other managers
0.73 p.p.
no change
2016 1.72%
2015 0.99%
The gender pay gap
increased by 0.73 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
-5.57 p.p.
no change
2016 0.15%
2015 5.72%
The gender pay gap
decreased by 5.57 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
1.02 p.p.
no change
2016 1.51%
2015 0.49%
The gender pay gap
increased by 1.02 p.p.
Sales
-3.59 p.p.
no change
2016 1.25%
2015 4.84%
The gender pay gap
decreased by 3.59 p.p.
Professionals
-0.23 p.p.
no change
2016 2.82%
2015 3.05%
The gender pay gap
decreased by 0.23 p.p.
Technicians and trade
7.68 p.p.
no change
2016 7.81%
2015 0.13%
The gender pay gap
increased by 7.68 p.p.
Labourers
4.20 p.p.
no change
2016 4.73%
2015 0.53%
The gender pay gap
increased by 4.20 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
6.4% pay gap
All industries 9.1%
2016 6.4%
2015 7.9%
Base remuneration (casual)
male
female
5.1% pay gap
All industries 8.6%
2016 5.1%
2015 6.4%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
7.4% pay gap
All industries 1.8%
2016 7.4%
2015 9.9%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
5.0% pay gap
All industries 11.0%
2016 5.0%
2015 2.0%
Sales
male
female
1.7% pay gap
All industries 3.4%
2016 1.7%
2015 0.9%
Professionals
male
female
25.8% pay gap
All industries 15.3%
2016 25.8%
2015 24.6%
Technicians and trade
male
female
29.9% pay gap
All industries 30.5%
2016 29.9%
2015 37.3%
Labourers
male
female
5.0% pay gap
All industries 14.0%
2016 5.0%
2015 2.6%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
-1.48 p.p.
no change
2016 6.37%
2015 7.85%
The gender pay gap
decreased by 1.48 p.p.
Base remuneration (casual)
-1.34 p.p.
no change
2016 5.08%
2015 6.42%
The gender pay gap
decreased by 1.34 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
-2.48 p.p.
no change
2016 7.45%
2015 9.93%
The gender pay gap
decreased by 2.48 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
3.00 p.p.
no change
2016 5.04%
2015 2.04%
The gender pay gap
increased by 3.00 p.p.
Sales
0.80 p.p.
no change
2016 1.72%
2015 0.92%
The gender pay gap
increased by 0.80 p.p.
Professionals
1.20 p.p.
no change
2016 25.85%
2015 24.64%
The gender pay gap
increased by 1.20 p.p.
Technicians and trade
-7.42 p.p.
no change
2016 29.85%
2015 37.27%
The gender pay gap
decreased by 7.42 p.p.
Labourers
2.42 p.p.
no change
2016 5.04%
2015 2.62%
The gender pay gap
increased by 2.42 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
57.3%
0%
100%
All industries 53.1%
2016 57.3%
2015 54.1%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
28.7%
0%
100%
All industries 26.4%
2016 28.7%
2015 28.3%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
21.8%
0%
100%
All industries 20.0%
2016 21.8%
2015 22.5%
Within last 1-2 years
6.2%
0%
100%
All industries 4.7%
2016 6.2%
2015 5.4%
More than 2 years ago but less than 4 years ago
2.7%
0%
100%
All industries 1.3%
2016 2.7%
2015 2.7%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
16.9%
0%
100%
All industries 13.5%
2016 16.9%
2015 14.5%
Identified cause/s of the gaps
35.2%
0%
100%
All industries 31.2%
2016 35.2%
2015 30.4%
Reviewed remuneration decision-making processes
22.5%
0%
100%
All industries 22.4%
2016 22.5%
2015 23.2%
Analysed commencement salaries by gender to ensure there are no pay gaps
15.5%
0%
100%
All industries 16.0%
2016 15.5%
2015 11.6%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
23.9%
0%
100%
All industries 22.3%
2016 23.9%
2015 10.1%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
23.9%
0%
100%
All industries 21.6%
2016 23.9%
2015 13.0%
Trained people-managers in addressing gender bias (including unconscious bias)
8.5%
0%
100%
All industries 11.1%
2016 8.5%
2015 1.4%
Set targets to reduce any like-for-like gaps
5.6%
0%
100%
All industries 6.1%
2016 5.6%
2015 5.8%
Set targets to reduce any organisation-wide gaps
5.6%
0%
100%
All industries 4.4%
2016 5.6%
2015 7.2%
Reported pay equity metrics to the board
9.9%
0%
100%
All industries 14.4%
2016 9.9%
2015 5.8%
Reported pay equity metrics to the executive
21.1%
0%
100%
All industries 25.4%
2016 21.1%
2015 17.4%
Corrected like-for-like gaps
15.5%
0%
100%
All industries 16.9%
2016 15.5%
2015 8.7%
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
6.7%
0%
100%
All industries 5.8%
2016 6.7%
2015 5.4%
No, don't have expertise
0.4%
0%
100%
All industries 0.7%
2016 0.4%
2015 1.8%
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)
1.8%
0%
100%
All industries 6.2%
2016 1.8%
2015 0.5%
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)
14.7%
0%
100%
All industries 21.2%
2016 14.7%
2015 15.8%
No, non-award employees are paid market rate
12.4%
0%
100%
All industries 13.2%
2016 12.4%
2015 12.2%
No, not a priority
3.1%
0%
100%
All industries 2.4%
2016 3.1%
2015 0.9%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
3.28 p.p.
no change
2016 57.33%
2015 54.05%
Change of 3.28 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
0.35 p.p.
no change
2016 28.68%
2015 28.33%
Change of 0.35 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-0.74 p.p.
no change
2016 21.78%
2015 22.52%
Change of -0.74 p.p.
Within last 1-2 years
0.82 p.p.
no change
2016 6.22%
2015 5.41%
Change of 0.82 p.p.
More than 2 years ago but less than 4 years ago
-0.04 p.p.
no change
2016 2.67%
2015 2.70%
Change of -0.04 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
2.41 p.p.
no change
2016 16.90%
2015 14.49%
Change of 2.41 p.p.
Identified cause/s of the gaps
4.78 p.p.
no change
2016 35.21%
2015 30.43%
Change of 4.78 p.p.
Reviewed remuneration decision-making processes
-0.65 p.p.
no change
2016 22.54%
2015 23.19%
Change of -0.65 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
3.90 p.p.
no change
2016 15.49%
2015 11.59%
Change of 3.90 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
13.80 p.p.
no change
2016 23.94%
2015 10.14%
Change of 13.80 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
10.90 p.p.
no change
2016 23.94%
2015 13.04%
Change of 10.90 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
7.00 p.p.
no change
2016 8.45%
2015 1.45%
Change of 7.00 p.p.
Set targets to reduce any like-for-like gaps
-0.16 p.p.
no change
2016 5.63%
2015 5.80%
Change of -0.16 p.p.
Set targets to reduce any organisation-wide gaps
-1.61 p.p.
no change
2016 5.63%
2015 7.25%
Change of -1.61 p.p.
Reported pay equity metrics to the board
4.06 p.p.
no change
2016 9.86%
2015 5.80%
Change of 4.06 p.p.
Reported pay equity metrics to the executive
3.74 p.p.
no change
2016 21.13%
2015 17.39%
Change of 3.74 p.p.
Corrected like-for-like gaps
6.80 p.p.
no change
2016 15.49%
2015 8.70%
Change of 6.80 p.p.
Conducted a gender-based job evaluation process
-1.45 p.p.
no change
2016 0.00%
2015 1.45%
Change of -1.45 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
1.26 p.p.
no change
2016 6.67%
2015 5.41%
Change of 1.26 p.p.
No, don't have expertise
-1.36 p.p.
no change
2016 0.44%
2015 1.80%
Change of -1.36 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)
1.33 p.p.
no change
2016 1.78%
2015 0.45%
Change of 1.33 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)
-1.10 p.p.
no change
2016 14.67%
2015 15.77%
Change of -1.10 p.p.
No, non-award employees are paid market rate
0.28 p.p.
no change
2016 12.44%
2015 12.16%
Change of 0.28 p.p.
No, not a priority
2.21 p.p.
no change
2016 3.11%
2015 0.90%
Change of 2.21 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
50.7%
0%
100%
All industries 57.7%
2016 50.7%
2015 50.0%
Employers that have an overall gender equality strategy
21.3%
0%
100%
All industries 22.2%
2016 21.3%
2015 18.5%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
7.9%
0%
100%
All industries 12.7%
2016 7.9%
2015 10.7%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
0.67 p.p.
no change
2016 50.67%
2015 50.00%
Change of 0.67 p.p.
Employers that have an overall gender equality strategy
2.86 p.p.
no change
2016 21.33%
2015 18.47%
Change of 2.86 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-2.79 p.p.
0%
100%
no change
2016 7.89%
2015 10.68%
Change of -2.79 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
52.0%
0%
100%
All industries 52.3%
2016 52.0%
2015 45.9%
Employers that have a flexible working arrangements strategy
12.9%
0%
100%
All industries 16.1%
2016 12.9%
2015 13.1%
Types of flexible work offered
Carer's leave
92.9%
0%
100%
All industries 92.9%
2016 92.9%
2015 90.5%
Compressed working week
18.7%
0%
100%
All industries 26.1%
2016 18.7%
2015 16.2%
Flexible hours of work
52.9%
0%
100%
All industries 58.5%
2016 52.9%
2015 48.2%
Job sharing
33.3%
0%
100%
All industries 39.9%
2016 33.3%
2015 31.1%
Part-time work
76.0%
0%
100%
All industries 83.9%
2016 76.0%
2015 71.6%
Purchased leave
17.3%
0%
100%
All industries 28.4%
2016 17.3%
2015 14.9%
Telecommuting
26.2%
0%
100%
All industries 27.5%
2016 26.2%
2015 28.4%
Time-in-lieu
43.6%
0%
100%
All industries 50.9%
2016 43.6%
2015 37.4%
Unpaid leave
74.7%
0%
100%
All industries 79.4%
2016 74.7%
2015 70.3%

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
6.05 p.p.
no change
2016 52.00%
2015 45.95%
Change of 6.05 p.p.
Employers that have a flexible working arrangements strategy
-0.17 p.p.
no change
2016 12.89%
2015 13.06%
Change of -0.17 p.p.
Types of flexible work offered
Carer's leave
2.35 p.p.
no change
2016 92.89%
2015 90.54%
Change of 2.35 p.p.
Compressed working week
2.45 p.p.
no change
2016 18.67%
2015 16.22%
Change of 2.45 p.p.
Flexible hours of work
4.69 p.p.
no change
2016 52.89%
2015 48.20%
Change of 4.69 p.p.
Job sharing
2.25 p.p.
no change
2016 33.33%
2015 31.08%
Change of 2.25 p.p.
Part-time work
4.38 p.p.
no change
2016 76.00%
2015 71.62%
Change of 4.38 p.p.
Purchased leave
2.47 p.p.
no change
2016 17.33%
2015 14.86%
Change of 2.47 p.p.
Telecommuting
-2.16 p.p.
no change
2016 26.22%
2015 28.38%
Change of -2.16 p.p.
Time-in-lieu
6.17 p.p.
no change
2016 43.56%
2015 37.39%
Change of 6.17 p.p.
Unpaid leave
4.40 p.p.
no change
2016 74.67%
2015 70.27%
Change of 4.40 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
44.4%
0%
100%
All industries 47.6%
2016 44.4%
2015 44.1%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
8.9%
0%
100%
All industries 12.9%
2016 8.9%
2015 12.6%
Paid parental leave
Employers that offer primary carer leave
34.2%
0%
100%
All industries 48.0%
2016 34.2%
2015 32.4%
Average primary carer leave offered
9.6 weeks
All industries 9.7 weeks
2016 9.6 weeks
2015 9.5 weeks
Employers that top up government scheme to full pay
7.8%
0%
100%
All industries 9.0%
2016 7.8%
2015 11.1%
Employers that offer full pay in addition to government scheme
70.1%
0%
100%
All industries 79.2%
2016 70.1%
2015 73.6%
Employers that offer a lump sum payment
24.7%
0%
100%
All industries 16.8%
2016 24.7%
2015 18.1%
Employers that offer secondary carer leave
26.7%
0%
100%
All industries 39.0%
2016 26.7%
2015 25.7%
Average secondary carer leave offered
1.3 weeks
All industries 1.5 weeks
2016 1.3 weeks
2015 1.2 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
8.5%
0%
100%
All industries 7.6%
2016 8.5%
Proportion of women (out of all employees on parental leave)
8.1%
0%
100%
All industries 7.0%
2016 8.1%
Proportion of men (out of all employees on parental leave)
0.5%
0%
100%
All industries 0.6%
2016 0.5%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
0.9%
0%
100%
All industries 5.8%
2016 0.9%
2015 2.7%
On-site childcare
3.6%
0%
100%
All industries 9.5%
2016 3.6%
2015 1.8%
Breastfeeding facilities
57.3%
0%
100%
All industries 53.6%
2016 57.3%
2015 48.2%
Childcare referral services
9.1%
0%
100%
All industries 10.4%
2016 9.1%
2015 10.7%
Internal support network for parents
15.5%
0%
100%
All industries 16.7%
2016 15.5%
2015 8.9%
Return-to-work bonus
4.5%
0%
100%
All industries 7.4%
2016 4.5%
2015 7.1%
Information packs to support new parents and/or those with elder care responsibilities
13.6%
0%
100%
All industries 17.1%
2016 13.6%
2015 17.9%
Referral services to support employees with family and/or caring responsibilities
36.4%
0%
100%
All industries 47.3%
2016 36.4%
2015 40.2%
Targeted communication mechanisms, for example intranet/forums
24.5%
0%
100%
All industries 26.9%
2016 24.5%
2015 26.8%
Support in securing school holiday care
8.2%
0%
100%
All industries 6.5%
2016 8.2%
Coaching for employees on returning to work from parental leave
21.8%
0%
100%
All industries 15.5%
2016 21.8%
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
0.30 p.p.
no change
2016 44.44%
2015 44.14%
Change of 0.30 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-3.72 p.p.
no change
2016 8.89%
2015 12.61%
Change of -3.72 p.p.
Paid parental leave
Employers that offer primary carer leave
1.79 p.p.
no change
2016 34.22%
2015 32.43%
Change of 1.79 p.p.
Average primary carer leave offered
0.18 weeks
no change
2016 9.65weeks
2015 9.47weeks
Change of 0.18 weeks
Employers that top up government scheme to full pay
-3.32 p.p.
no change
2016 7.79%
2015 11.11%
Change of -3.32 p.p.
Employers that offer full pay in addition to government scheme
-3.48 p.p.
no change
2016 70.13%
2015 73.61%
Change of -3.48 p.p.
Employers that offer a lump sum payment
6.62 p.p.
no change
2016 24.68%
2015 18.06%
Change of 6.62 p.p.
Employers that offer secondary carer leave
0.99 p.p.
no change
2016 26.67%
2015 25.68%
Change of 0.99 p.p.
Average secondary carer leave offered
0.14 weeks
no change
2016 1.28weeks
2015 1.14weeks
Change of 0.14 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
1.85 p.p.
no change
2016 3.64%
2015 1.79%
Change of 1.85 p.p.
Breastfeeding facilities
9.06 p.p.
no change
2016 57.27%
2015 48.21%
Change of 9.06 p.p.
Childcare referral services
-1.62 p.p.
no change
2016 9.09%
2015 10.71%
Change of -1.62 p.p.
Internal support network for parents
6.53 p.p.
no change
2016 15.45%
2015 8.93%
Change of 6.53 p.p.
Return-to-work bonus
-2.60 p.p.
no change
2016 4.55%
2015 7.14%
Change of -2.60 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-4.22 p.p.
no change
2016 13.64%
2015 17.86%
Change of -4.22 p.p.
Referral services to support employees with family and/or caring responsibilities
-3.81 p.p.
no change
2016 36.36%
2015 40.18%
Change of -3.81 p.p.
Targeted communication mechanisms, for example intranet/forums
-2.24 p.p.
no change
2016 24.55%
2015 26.79%
Change of -2.24 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
31.1%
0%
100%
All industries 39.3%
2016 31.1%
2015 27.9%
Has some measure in place to support employees who are experiencing family or domestic violence
69.3%
0%
100%
All industries 74.8%
2016 69.3%
2015 71.6%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
60.4%
0%
100%
All industries 66.4%
2016 60.4%
2015 62.6%
HR or other staff training
5.3%
0%
100%
All industries 11.0%
2016 5.3%
2015 7.2%
Referral to support services
16.4%
0%
100%
All industries 26.9%
2016 16.4%
2015 22.1%
Access to any leave (overall measure)
42.7%
0%
100%
All industries 52.6%
2016 42.7%
2015 46.4%
Paid domestic violence leave
4.0%
0%
100%
All industries 12.1%
2016 4.0%
Unpaid domestic violence leave
0.4%
0%
100%
All industries 3.8%
2016 0.4%
Unpaid leave
42.2%
0%
100%
All industries 49.3%
2016 42.2%
Domestic violence clause in an enterprise or workplace agreement
0.4%
0%
100%
All industries 6.9%
2016 0.4%
Workplace safety planning
8.0%
0%
100%
All industries 8.3%
2016 8.0%
Confidentiality of disclosure
30.2%
0%
100%
All industries 41.2%
2016 30.2%
Protection from adverse action or discrimination
16.4%
0%
100%
All industries 21.3%
2016 16.4%
Flexible working arrangements
43.6%
0%
100%
All industries 48.6%
2016 43.6%
Financial support
11.1%
0%
100%
All industries 11.2%
2016 11.1%
Change of office location
9.8%
0%
100%
All industries 13.7%
2016 9.8%
Emergency accommodation assistance
4.0%
0%
100%
All industries 4.0%
2016 4.0%
Medical services
6.7%
0%
100%
All industries 10.0%
2016 6.7%

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
3.18 p.p.
no change
2016 31.11%
2015 27.93%
Change of 3.18 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-2.29 p.p.
no change
2016 69.33%
2015 71.62%
Change of -2.29 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-2.17 p.p.
no change
2016 60.44%
2015 62.61%
Change of -2.17 p.p.
HR or other staff training
-1.87 p.p.
no change
2016 5.33%
2015 7.21%
Change of -1.87 p.p.
Referral to support services
-5.63 p.p.
no change
2016 16.44%
2015 22.07%
Change of -5.63 p.p.
Access to any leave (overall measure)
-3.73 p.p.
no change
2016 42.67%
2015 46.40%
Change of -3.73 p.p.
Paid domestic violence leave
4.00 p.p.
no change
2016 4.00%
2015 0.00%
Change of 4.00 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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