Transport, Postal and Warehousing within All industries

Transport, Postal and Warehousing has 199,019 employees within 190 organisations
Change year 2016

Transport, Postal and Warehousing summary for 2016

Transport, Postal and Warehousing has 199,019 employees within 190 organisations of any size.
26.0% of employees are female.

Employee type breakdown
Casual
14.6%
Casual - 14.579010044267129%
Part-time
9.8%
Part-time - 9.75384259794291%
Full-time
75.7%
Full-time - 75.66714735778996%
Organisation size breakdown
<250
31.6%
<250 - 31.57894736842105%
250-499
30.5%
250-499 - 30.526315789473685%
500-999
17.9%
500-999 - 17.894736842105264%
1000-4999
16.3%
1000-4999 - 16.315789473684212%
5000+
3.7%
5000+ - 3.684210526315789%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 74.0% Female 26.0%)
male
female
All (Male 74.0% Female 26.0%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 94.3% Female 5.7%)
male
female
CEO (Male 94.3% Female 5.7%)
Key management personnel (Male 79.7% Female 20.3%)
male
female
Key management personnel (Male 79.7% Female 20.3%)
Other executives/general managers (Male 81.6% Female 18.4%)
male
female
Other executives/general managers (Male 81.6% Female 18.4%)
Senior managers (Male 76.5% Female 23.5%)
male
female
Senior managers (Male 76.5% Female 23.5%)
Other managers (Male 73.9% Female 26.1%)
male
female
Other managers (Male 73.9% Female 26.1%)
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 39.2% Female 60.8%)
male
female
Community and personal service (Male 39.2% Female 60.8%)
Machinery operators and drivers (Male 92.0% Female 8.0%)
male
female
Machinery operators and drivers (Male 92.0% Female 8.0%)
Sales (Male 43.4% Female 56.6%)
male
female
Sales (Male 43.4% Female 56.6%)
Professionals (Male 71.9% Female 28.1%)
male
female
Professionals (Male 71.9% Female 28.1%)
Technicians and trade (Male 94.0% Female 6.0%)
male
female
Technicians and trade (Male 94.0% Female 6.0%)
Labourers (Male 79.4% Female 20.6%)
male
female
Labourers (Male 79.4% Female 20.6%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.01%
2015 baseline
2016 M:73.98% F:26.02%
2015 M:73.99% F:26.01%
The proportion of males has increased by 0.01 p.p..
The proportion of females has decreased by 0.01 p.p..
Managers
CEO
-1.44%
2015 baseline
2016 M:94.33% F:5.67%
2015 M:92.89% F:7.11%
The proportion of males has decreased by 1.44 p.p..
The proportion of females has increased by 1.44 p.p..
Key management personnel
-0.03%
2015 baseline
2016 M:79.69% F:20.31%
2015 M:79.66% F:20.34%
The proportion of males has decreased by 0.03 p.p..
The proportion of females has increased by 0.03 p.p..
Other executives/general managers
-1.45%
2015 baseline
2016 M:81.59% F:18.41%
2015 M:80.14% F:19.86%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Senior managers
0.66%
2015 baseline
2016 M:76.51% F:23.49%
2015 M:77.16% F:22.84%
The proportion of males has increased by 0.66 p.p..
The proportion of females has decreased by 0.66 p.p..
Other managers
1.24%
2015 baseline
2016 M:73.91% F:26.09%
2015 M:75.15% F:24.85%
The proportion of males has increased by 1.24 p.p..
The proportion of females has decreased by 1.24 p.p..
Non-managers
Clerical and administrative
0.22%
2015 baseline
2016 M:36.90% F:63.10%
2015 M:36.68% F:63.32%
The proportion of males has increased by 0.22 p.p..
The proportion of females has decreased by 0.22 p.p..
Community and personal service
1.74%
2015 baseline
2016 M:39.24% F:60.76%
2015 M:37.49% F:62.51%
The proportion of males has increased by 1.74 p.p..
The proportion of females has decreased by 1.74 p.p..
Machinery operators and drivers
0.54%
2015 baseline
2016 M:92.02% F:7.98%
2015 M:92.56% F:7.44%
The proportion of males has increased by 0.54 p.p..
The proportion of females has decreased by 0.54 p.p..
Sales
4.28%
2015 baseline
2016 M:43.38% F:56.62%
2015 M:39.09% F:60.91%
The proportion of males has increased by 4.28 p.p..
The proportion of females has decreased by 4.28 p.p..
Professionals
1.03%
2015 baseline
2016 M:71.89% F:28.11%
2015 M:72.91% F:27.09%
The proportion of males has increased by 1.03 p.p..
The proportion of females has decreased by 1.03 p.p..
Technicians and trade
0.79%
2015 baseline
2016 M:93.97% F:6.03%
2015 M:94.76% F:5.24%
The proportion of males has increased by 0.79 p.p..
The proportion of females has decreased by 0.79 p.p..
Labourers
0.60%
2015 baseline
2016 M:79.44% F:20.56%
2015 M:80.04% F:19.96%
The proportion of males has increased by 0.60 p.p..
The proportion of females has decreased by 0.60 p.p..
Results for 2016 View yearly change
Full-time (Male 76.9% Female 23.1%)
male
female
Full-time (Male 76.9% Female 23.1%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 94.1% Female 5.9%)
male
female
CEO (Male 94.1% Female 5.9%)
Key management personnel (Male 80.8% Female 19.2%)
male
female
Key management personnel (Male 80.8% Female 19.2%)
Other executives/general managers (Male 82.3% Female 17.7%)
male
female
Other executives/general managers (Male 82.3% Female 17.7%)
Senior managers (Male 78.6% Female 21.4%)
male
female
Senior managers (Male 78.6% Female 21.4%)
Other managers (Male 76.0% Female 24.0%)
male
female
Other managers (Male 76.0% Female 24.0%)
Non-managers (full-time)
Clerical and administrative (Male 41.2% Female 58.8%)
male
female
Clerical and administrative (Male 41.2% Female 58.8%)
Community and personal service (Male 43.8% Female 56.2%)
male
female
Community and personal service (Male 43.8% Female 56.2%)
Machinery operators and drivers (Male 94.2% Female 5.8%)
male
female
Machinery operators and drivers (Male 94.2% Female 5.8%)
Sales (Male 52.1% Female 47.9%)
male
female
Sales (Male 52.1% Female 47.9%)
Professionals (Male 74.3% Female 25.7%)
male
female
Professionals (Male 74.3% Female 25.7%)
Technicians and trade (Male 94.2% Female 5.8%)
male
female
Technicians and trade (Male 94.2% Female 5.8%)
Labourers (Male 83.2% Female 16.8%)
male
female
Labourers (Male 83.2% Female 16.8%)
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
-0.08%
2015 baseline
2016 M:76.94% F:23.06%
2015 M:76.87% F:23.13%
The proportion of males has decreased by 0.08 p.p..
The proportion of females has increased by 0.08 p.p..
Managers
CEO
-1.33%
2015 baseline
2016 M:94.15% F:5.85%
2015 M:92.82% F:7.18%
The proportion of males has decreased by 1.33 p.p..
The proportion of females has increased by 1.33 p.p..
Key management personnel
-0.57%
2015 baseline
2016 M:80.81% F:19.19%
2015 M:80.24% F:19.76%
The proportion of males has decreased by 0.57 p.p..
The proportion of females has increased by 0.57 p.p..
Other executives/general managers
-0.54%
2015 baseline
2016 M:82.25% F:17.75%
2015 M:81.71% F:18.29%
The proportion of males has decreased by 0.54 p.p..
The proportion of females has increased by 0.54 p.p..
Senior managers
0.36%
2015 baseline
2016 M:78.58% F:21.42%
2015 M:78.94% F:21.06%
The proportion of males has increased by 0.36 p.p..
The proportion of females has decreased by 0.36 p.p..
Other managers
1.09%
2015 baseline
2016 M:76.01% F:23.99%
2015 M:77.09% F:22.91%
The proportion of males has increased by 1.09 p.p..
The proportion of females has decreased by 1.09 p.p..
Non-managers
Clerical and administrative
0.51%
2015 baseline
2016 M:41.20% F:58.80%
2015 M:40.69% F:59.31%
The proportion of males has increased by 0.51 p.p..
The proportion of females has decreased by 0.51 p.p..
Community and personal service
3.21%
2015 baseline
2016 M:43.82% F:56.18%
2015 M:40.60% F:59.40%
The proportion of males has increased by 3.21 p.p..
The proportion of females has decreased by 3.21 p.p..
Machinery operators and drivers
0.10%
2015 baseline
2016 M:94.17% F:5.83%
2015 M:94.27% F:5.73%
The proportion of males has increased by 0.10 p.p..
The proportion of females has decreased by 0.10 p.p..
Sales
-1.85%
2015 baseline
2016 M:52.07% F:47.93%
2015 M:50.22% F:49.78%
The proportion of males has decreased by 1.85 p.p..
The proportion of females has increased by 1.85 p.p..
Professionals
1.17%
2015 baseline
2016 M:74.31% F:25.69%
2015 M:75.48% F:24.52%
The proportion of males has increased by 1.17 p.p..
The proportion of females has decreased by 1.17 p.p..
Technicians and trade
0.85%
2015 baseline
2016 M:94.24% F:5.76%
2015 M:95.09% F:4.91%
The proportion of males has increased by 0.85 p.p..
The proportion of females has decreased by 0.85 p.p..
Labourers
0.14%
2015 baseline
2016 M:83.19% F:16.81%
2015 M:83.33% F:16.67%
The proportion of males has increased by 0.14 p.p..
The proportion of females has decreased by 0.14 p.p..
Results for 2016 View yearly change
Part-time (Male 48.7% Female 51.3%)
male
female
Part-time (Male 48.7% Female 51.3%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 15.4% Female 84.6%)
male
female
Key management personnel (Male 15.4% Female 84.6%)
Other executives/general managers (Male 47.1% Female 52.9%)
male
female
Other executives/general managers (Male 47.1% Female 52.9%)
Senior managers (Male 11.9% Female 88.1%)
male
female
Senior managers (Male 11.9% Female 88.1%)
Other managers (Male 11.4% Female 88.6%)
male
female
Other managers (Male 11.4% Female 88.6%)
Non-managers (part-time)
Clerical and administrative (Male 13.7% Female 86.3%)
male
female
Clerical and administrative (Male 13.7% Female 86.3%)
Community and personal service (Male 19.8% Female 80.2%)
male
female
Community and personal service (Male 19.8% Female 80.2%)
Machinery operators and drivers (Male 85.8% Female 14.2%)
male
female
Machinery operators and drivers (Male 85.8% Female 14.2%)
Sales (Male 17.5% Female 82.5%)
male
female
Sales (Male 17.5% Female 82.5%)
Professionals (Male 23.9% Female 76.1%)
male
female
Professionals (Male 23.9% Female 76.1%)
Technicians and trade (Male 86.9% Female 13.1%)
male
female
Technicians and trade (Male 86.9% Female 13.1%)
Labourers (Male 71.2% Female 28.8%)
male
female
Labourers (Male 71.2% Female 28.8%)
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
0.09%
2015 baseline
2016 M:48.73% F:51.27%
2015 M:48.64% F:51.36%
The proportion of males has increased by 0.09 p.p..
The proportion of females has decreased by 0.09 p.p..
Managers
CEO
No comparison data available
Key management personnel
-25.79%
2015 baseline
2016 M:15.38% F:84.62%
2015 M:58.82% F:41.18%
The proportion of males has decreased by 25.79 p.p..
The proportion of females has increased by 25.79 p.p..
Other executives/general managers
13.73%
2015 baseline
2016 M:47.06% F:52.94%
2015 M:33.33% F:66.67%
The proportion of males has increased by 13.73 p.p..
The proportion of females has decreased by 13.73 p.p..
Senior managers
-1.02%
2015 baseline
2016 M:11.88% F:88.12%
2015 M:12.90% F:87.10%
The proportion of males has decreased by 1.02 p.p..
The proportion of females has increased by 1.02 p.p..
Other managers
-2.23%
2015 baseline
2016 M:11.42% F:88.58%
2015 M:13.65% F:86.35%
The proportion of males has decreased by 2.23 p.p..
The proportion of females has increased by 2.23 p.p..
Non-managers
Clerical and administrative
-1.32%
2015 baseline
2016 M:13.68% F:86.32%
2015 M:15.00% F:85.00%
The proportion of males has decreased by 1.32 p.p..
The proportion of females has increased by 1.32 p.p..
Community and personal service
-3.24%
2015 baseline
2016 M:19.85% F:80.15%
2015 M:23.09% F:76.91%
The proportion of males has decreased by 3.24 p.p..
The proportion of females has increased by 3.24 p.p..
Machinery operators and drivers
2.28%
2015 baseline
2016 M:85.82% F:14.18%
2015 M:88.10% F:11.90%
The proportion of males has increased by 2.28 p.p..
The proportion of females has decreased by 2.28 p.p..
Sales
0.54%
2015 baseline
2016 M:17.52% F:82.48%
2015 M:16.98% F:83.02%
The proportion of males has increased by 0.54 p.p..
The proportion of females has decreased by 0.54 p.p..
Professionals
5.63%
2015 baseline
2016 M:23.95% F:76.05%
2015 M:18.32% F:81.68%
The proportion of males has increased by 5.63 p.p..
The proportion of females has decreased by 5.63 p.p..
Technicians and trade
0.34%
2015 baseline
2016 M:86.90% F:13.10%
2015 M:87.24% F:12.76%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Labourers
-1.42%
2015 baseline
2016 M:71.20% F:28.80%
2015 M:69.78% F:30.22%
The proportion of males has decreased by 1.42 p.p..
The proportion of females has increased by 1.42 p.p..
Results for 2016 View yearly change
Casual (Male 75.5% Female 24.5%)
male
female
Casual (Male 75.5% Female 24.5%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 0.0% Female 100.0%)
male
female
Key management personnel (Male 0.0% Female 100.0%)
Other executives/general managers (Male 0.0% Female 100.0%)
male
female
Other executives/general managers (Male 0.0% Female 100.0%)
Senior managers (Male 50.0% Female 50.0%)
male
female
Senior managers (Male 50.0% Female 50.0%)
Other managers (Male 68.0% Female 32.0%)
male
female
Other managers (Male 68.0% Female 32.0%)
Non-managers (casual)
Clerical and administrative (Male 30.6% Female 69.4%)
male
female
Clerical and administrative (Male 30.6% Female 69.4%)
Community and personal service (Male 49.4% Female 50.6%)
male
female
Community and personal service (Male 49.4% Female 50.6%)
Machinery operators and drivers (Male 87.1% Female 12.9%)
male
female
Machinery operators and drivers (Male 87.1% Female 12.9%)
Sales (Male 29.9% Female 70.1%)
male
female
Sales (Male 29.9% Female 70.1%)
Professionals (Male 63.3% Female 36.7%)
male
female
Professionals (Male 63.3% Female 36.7%)
Technicians and trade (Male 94.6% Female 5.4%)
male
female
Technicians and trade (Male 94.6% Female 5.4%)
Labourers (Male 75.6% Female 24.4%)
male
female
Labourers (Male 75.6% Female 24.4%)
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
0.27%
2015 baseline
2016 M:75.46% F:24.54%
2015 M:75.73% F:24.27%
The proportion of males has increased by 0.27 p.p..
The proportion of females has decreased by 0.27 p.p..
Managers
CEO
0.00%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Key management personnel
-33.33%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:33.33% F:66.67%
The proportion of males has decreased by 33.33 p.p..
The proportion of females has increased by 33.33 p.p..
Other executives/general managers
0.00%
2015 baseline
2016 M:0.00% F:100.00%
2015 M:0.00% F:100.00%
There has been no change in the workforce composition.
Senior managers
10.00%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:60.00% F:40.00%
The proportion of males has increased by 10.00 p.p..
The proportion of females has decreased by 10.00 p.p..
Other managers
1.85%
2015 baseline
2016 M:68.00% F:32.00%
2015 M:69.85% F:30.15%
The proportion of males has increased by 1.85 p.p..
The proportion of females has decreased by 1.85 p.p..
Non-managers
Clerical and administrative
2.03%
2015 baseline
2016 M:30.64% F:69.36%
2015 M:28.60% F:71.40%
The proportion of males has increased by 2.03 p.p..
The proportion of females has decreased by 2.03 p.p..
Community and personal service
2.35%
2015 baseline
2016 M:49.45% F:50.55%
2015 M:47.10% F:52.90%
The proportion of males has increased by 2.35 p.p..
The proportion of females has decreased by 2.35 p.p..
Machinery operators and drivers
0.87%
2015 baseline
2016 M:87.08% F:12.92%
2015 M:87.94% F:12.06%
The proportion of males has increased by 0.87 p.p..
The proportion of females has decreased by 0.87 p.p..
Sales
0.35%
2015 baseline
2016 M:29.94% F:70.06%
2015 M:29.58% F:70.42%
The proportion of males has increased by 0.35 p.p..
The proportion of females has decreased by 0.35 p.p..
Professionals
-7.12%
2015 baseline
2016 M:63.28% F:36.72%
2015 M:56.16% F:43.84%
The proportion of males has decreased by 7.12 p.p..
The proportion of females has increased by 7.12 p.p..
Technicians and trade
0.69%
2015 baseline
2016 M:94.59% F:5.41%
2015 M:95.29% F:4.71%
The proportion of males has increased by 0.69 p.p..
The proportion of females has decreased by 0.69 p.p..
Labourers
1.90%
2015 baseline
2016 M:75.56% F:24.44%
2015 M:77.47% F:22.53%
The proportion of males has increased by 1.90 p.p..
The proportion of females has decreased by 1.90 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 68.3% Female 31.7%)
male
female
Overall (Male 68.3% Female 31.7%)
Managers (Male 69.1% Female 30.9%)
male
female
Managers (Male 69.1% Female 30.9%)
Non-managers (Male 68.2% Female 31.8%)
male
female
Non-managers (Male 68.2% Female 31.8%)
Promotions by role
Overall (Male 68.4% Female 31.6%)
male
female
Overall (Male 68.4% Female 31.6%)
Managers (Male 70.6% Female 29.4%)
male
female
Managers (Male 70.6% Female 29.4%)
Non-managers (Male 67.8% Female 32.2%)
male
female
Non-managers (Male 67.8% Female 32.2%)
Promotions by employment type
Full-time
80.4%
Full-time - 80.38077234674587%
Part-time
10.9%
Part-time - 10.89657034836619%
Casual
8.7%
Casual - 8.72265730488793%
Resignations by role
Overall (Male 70.1% Female 29.9%)
male
female
Overall (Male 70.1% Female 29.9%)
Managers (Male 74.8% Female 25.2%)
male
female
Managers (Male 74.8% Female 25.2%)
Non-managers (Male 69.6% Female 30.4%)
male
female
Non-managers (Male 69.6% Female 30.4%)
Resignations by employment type
Full-time
61.3%
Full-time - 61.25675189052935%
Part-time
10.6%
Part-time - 10.601368383147282%
Casual
28.1%
Casual - 28.14187972632337%

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
21.7% pay gap
All industries 26.3%
2016 21.7%
2015 21.9%
Base salary (all)
male
female
18.1% pay gap
All industries 21.4%
2016 18.1%
2015 19.9%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
21.3% pay gap
All industries 27.7%
2016 21.3%
2015 20.5%
Other executives/general managers
male
female
13.8% pay gap
All industries 25.9%
2016 13.8%
2015 21.8%
Senior managers
male
female
10.4% pay gap
All industries 21.6%
2016 10.4%
2015 8.1%
Other managers
male
female
14.0% pay gap
All industries 22.8%
2016 14.0%
2015 12.6%
Non-managers (all total remuneration)
Clerical and administrative
male
female
15.1% pay gap
All industries 7.1%
2016 15.1%
2015 13.9%
Community and personal service
male
female
12.9% pay gap
All industries 5.5%
2016 12.9%
2015 11.5%
Machinery operators and drivers
male
female
15.6% pay gap
All industries 17.9%
2016 15.6%
2015 15.4%
Sales
male
female
16.8% pay gap
All industries 15.8%
2016 16.8%
2015 20.2%
Professionals
male
female
35.1% pay gap
All industries 19.5%
2016 35.1%
2015 36.5%
Technicians and trade
male
female
33.5% pay gap
All industries 30.8%
2016 33.5%
2015 32.5%
Labourers
male
female
16.2% pay gap
All industries 17.8%
2016 16.2%
2015 16.2%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.21 p.p.
2015 baseline
2016 21.70%
2015 21.91%
The gender pay gap
decreased by 0.21 p.p.
Base salary (all)
1.79 p.p.
2015 baseline
2016 18.07%
2015 19.86%
The gender pay gap
decreased by 1.79 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
0.86 p.p.
2015 baseline
2016 21.33%
2015 20.47%
The gender pay gap
increased by 0.86 p.p.
Other executives/general managers
7.94 p.p.
2015 baseline
2016 13.84%
2015 21.78%
The gender pay gap
decreased by 7.94 p.p.
Senior managers
2.36 p.p.
2015 baseline
2016 10.41%
2015 8.05%
The gender pay gap
increased by 2.36 p.p.
Other managers
1.33 p.p.
2015 baseline
2016 13.95%
2015 12.62%
The gender pay gap
increased by 1.33 p.p.
Non-managers (all total remuneration)
Clerical and administrative
1.22 p.p.
2015 baseline
2016 15.09%
2015 13.88%
The gender pay gap
increased by 1.22 p.p.
Community and personal service
1.46 p.p.
2015 baseline
2016 12.93%
2015 11.47%
The gender pay gap
increased by 1.46 p.p.
Machinery operators and drivers
0.23 p.p.
2015 baseline
2016 15.62%
2015 15.39%
The gender pay gap
increased by 0.23 p.p.
Sales
3.38 p.p.
2015 baseline
2016 16.80%
2015 20.18%
The gender pay gap
decreased by 3.38 p.p.
Professionals
1.47 p.p.
2015 baseline
2016 35.08%
2015 36.55%
The gender pay gap
decreased by 1.47 p.p.
Technicians and trade
1.02 p.p.
2015 baseline
2016 33.52%
2015 32.50%
The gender pay gap
increased by 1.02 p.p.
Labourers
0.01 p.p.
2015 baseline
2016 16.17%
2015 16.18%
The gender pay gap
decreased by 0.01 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
21.9% pay gap
All industries 23.1%
2016 21.9%
2015 21.4%
Base salary (full-time)
male
female
17.8% pay gap
All industries 17.7%
2016 17.8%
2015 19.0%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
20.0% pay gap
All industries 26.6%
2016 20.0%
2015 18.4%
Other executives/general managers
male
female
11.9% pay gap
All industries 24.6%
2016 11.9%
2015 18.8%
Senior managers
male
female
11.4% pay gap
All industries 21.7%
2016 11.4%
2015 8.4%
Other managers
male
female
14.1% pay gap
All industries 23.8%
2016 14.1%
2015 11.7%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
15.3% pay gap
All industries 8.8%
2016 15.3%
2015 13.0%
Community and personal service
male
female
14.9% pay gap
All industries 10.9%
2016 14.9%
2015 15.1%
Machinery operators and drivers
male
female
11.2% pay gap
All industries 16.1%
2016 11.2%
2015 12.1%
Sales
male
female
12.3% pay gap
All industries 23.5%
2016 12.3%
2015 16.2%
Professionals
male
female
34.8% pay gap
All industries 19.7%
2016 34.8%
2015 36.0%
Technicians and trade
male
female
35.1% pay gap
All industries 27.1%
2016 35.1%
2015 32.7%
Labourers
male
female
17.5% pay gap
All industries 17.2%
2016 17.5%
2015 16.3%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.49 p.p.
2015 baseline
2016 21.87%
2015 21.38%
The gender pay gap
increased by 0.49 p.p.
Base salary (full-time)
1.23 p.p.
2015 baseline
2016 17.81%
2015 19.04%
The gender pay gap
decreased by 1.23 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
1.57 p.p.
2015 baseline
2016 20.01%
2015 18.44%
The gender pay gap
increased by 1.57 p.p.
Other executives/general managers
6.85 p.p.
2015 baseline
2016 11.90%
2015 18.76%
The gender pay gap
decreased by 6.85 p.p.
Senior managers
3.05 p.p.
2015 baseline
2016 11.41%
2015 8.36%
The gender pay gap
increased by 3.05 p.p.
Other managers
2.48 p.p.
2015 baseline
2016 14.14%
2015 11.66%
The gender pay gap
increased by 2.48 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
2.28 p.p.
2015 baseline
2016 15.28%
2015 12.99%
The gender pay gap
increased by 2.28 p.p.
Community and personal service
0.14 p.p.
2015 baseline
2016 14.94%
2015 15.07%
The gender pay gap
decreased by 0.14 p.p.
Machinery operators and drivers
0.92 p.p.
2015 baseline
2016 11.18%
2015 12.10%
The gender pay gap
decreased by 0.92 p.p.
Sales
3.93 p.p.
2015 baseline
2016 12.29%
2015 16.22%
The gender pay gap
decreased by 3.93 p.p.
Professionals
1.19 p.p.
2015 baseline
2016 34.83%
2015 36.02%
The gender pay gap
decreased by 1.19 p.p.
Technicians and trade
2.44 p.p.
2015 baseline
2016 35.12%
2015 32.69%
The gender pay gap
increased by 2.44 p.p.
Labourers
1.16 p.p.
2015 baseline
2016 17.47%
2015 16.30%
The gender pay gap
increased by 1.16 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-0.1% pay gap
All industries -6.6%
2016 -0.1%
2015 2.7%
Base salary (part-time)
male
female
-1.4% pay gap
All industries -7.8%
2016 -1.4%
2015 1.3%
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
40.3% pay gap
All industries 21.3%
2016 40.3%
2015 -14.5%
Other managers
male
female
14.3% pay gap
All industries 15.0%
2016 14.3%
2015 3.3%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
0.0% pay gap
All industries -4.9%
2016 0.0%
2015 0.1%
Community and personal service
male
female
-1.3% pay gap
All industries -0.3%
2016 -1.3%
2015 -11.0%
Machinery operators and drivers
male
female
8.6% pay gap
All industries 7.3%
2016 8.6%
2015 19.7%
Sales
male
female
2.2% pay gap
All industries -0.6%
2016 2.2%
2015 -3.6%
Professionals
male
female
22.0% pay gap
All industries 18.7%
2016 22.0%
2015 16.5%
Technicians and trade
male
female
18.4% pay gap
All industries 8.6%
2016 18.4%
2015 14.4%
Labourers
male
female
10.3% pay gap
All industries -4.4%
2016 10.3%
2015 8.2%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
2.81 p.p.
2015 baseline
2016 -0.12%
2015 2.70%
The gender pay gap
decreased by 2.81 p.p.
Base salary (part-time)
2.69 p.p.
2015 baseline
2016 -1.42%
2015 1.27%
The gender pay gap
increased by 2.69 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
54.74 p.p.
2015 baseline
2016 40.26%
2015 -14.48%
The gender pay gap
increased by 54.74 p.p.
Other managers
10.95 p.p.
2015 baseline
2016 14.26%
2015 3.31%
The gender pay gap
increased by 10.95 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
0.07 p.p.
2015 baseline
2016 -0.01%
2015 0.06%
The gender pay gap
decreased by 0.07 p.p.
Community and personal service
9.72 p.p.
2015 baseline
2016 -1.31%
2015 -11.03%
The gender pay gap
decreased by 9.72 p.p.
Machinery operators and drivers
11.09 p.p.
2015 baseline
2016 8.59%
2015 19.68%
The gender pay gap
decreased by 11.09 p.p.
Sales
5.77 p.p.
2015 baseline
2016 2.15%
2015 -3.62%
The gender pay gap
decreased by 5.77 p.p.
Professionals
5.54 p.p.
2015 baseline
2016 22.05%
2015 16.51%
The gender pay gap
increased by 5.54 p.p.
Technicians and trade
3.96 p.p.
2015 baseline
2016 18.39%
2015 14.42%
The gender pay gap
increased by 3.96 p.p.
Labourers
2.18 p.p.
2015 baseline
2016 10.35%
2015 8.17%
The gender pay gap
increased by 2.18 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
16.7% pay gap
All industries 9.1%
2016 16.7%
2015 19.8%
Base salary (casual)
male
female
15.1% pay gap
All industries 8.6%
2016 15.1%
2015 18.4%
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
3.2% pay gap
All industries 1.8%
2016 3.2%
2015 6.6%
Community and personal service
male
female
10.5% pay gap
All industries -0.2%
2016 10.5%
2015 9.5%
Machinery operators and drivers
male
female
14.4% pay gap
All industries 11.0%
2016 14.4%
2015 13.7%
Sales
male
female
-1.7% pay gap
All industries -3.4%
2016 -1.7%
2015 3.7%
Professionals
male
female
41.7% pay gap
All industries 15.3%
2016 41.7%
2015 36.5%
Technicians and trade
male
female
26.2% pay gap
All industries 30.5%
2016 26.2%
2015 35.6%
Labourers
male
female
10.9% pay gap
All industries 14.0%
2016 10.9%
2015 14.2%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
3.07 p.p.
2015 baseline
2016 16.72%
2015 19.79%
The gender pay gap
decreased by 3.07 p.p.
Base salary (casual)
3.28 p.p.
2015 baseline
2016 15.14%
2015 18.42%
The gender pay gap
decreased by 3.28 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
3.44 p.p.
2015 baseline
2016 3.16%
2015 6.59%
The gender pay gap
decreased by 3.44 p.p.
Community and personal service
1.00 p.p.
2015 baseline
2016 10.45%
2015 9.45%
The gender pay gap
increased by 1.00 p.p.
Machinery operators and drivers
0.75 p.p.
2015 baseline
2016 14.42%
2015 13.67%
The gender pay gap
increased by 0.75 p.p.
Sales
5.40 p.p.
2015 baseline
2016 -1.68%
2015 3.73%
The gender pay gap
decreased by 5.40 p.p.
Professionals
5.22 p.p.
2015 baseline
2016 41.71%
2015 36.49%
The gender pay gap
increased by 5.22 p.p.
Technicians and trade
9.39 p.p.
2015 baseline
2016 26.25%
2015 35.63%
The gender pay gap
decreased by 9.39 p.p.
Labourers
3.31 p.p.
2015 baseline
2016 10.88%
2015 14.19%
The gender pay gap
decreased by 3.31 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
52.6%
0%
100%
All industries 53.1%
2016 52.6%
2015 52.0%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
24.0%
0%
100%
All industries 26.4%
2016 24.0%
2015 24.5%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
17.4%
0%
100%
All industries 20.0%
2016 17.4%
2015 12.8%
Within last 1-2 years
4.2%
0%
100%
All industries 4.7%
2016 4.2%
2015 5.6%
More than 2 years ago but less than 4 years ago
1.1%
0%
100%
All industries 1.3%
2016 1.1%
2015 2.6%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
6.7%
0%
100%
All industries 13.5%
2016 6.7%
2015 9.3%
Identified cause/s of the gaps
17.8%
0%
100%
All industries 31.2%
2016 17.8%
2015 9.3%
Reviewed remuneration decision-making processes
22.2%
0%
100%
All industries 22.4%
2016 22.2%
2015 11.6%
Analysed commencement salaries by gender to ensure there are no pay gaps
4.4%
0%
100%
All industries 16.0%
2016 4.4%
2015 0.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
11.1%
0%
100%
All industries 22.3%
2016 11.1%
2015 2.3%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
8.9%
0%
100%
All industries 21.6%
2016 8.9%
2015 18.6%
Trained people-managers in addressing gender bias (including unconscious bias)
4.4%
0%
100%
All industries 11.1%
2016 4.4%
2015 4.7%
Set targets to reduce any like-for-like gaps
0.0%
0%
100%
All industries 6.1%
2016 0.0%
2015 4.7%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 4.4%
2016 0.0%
2015 0.0%
Reported pay equity metrics to the board
6.7%
0%
100%
All industries 14.4%
2016 6.7%
2015 2.3%
Reported pay equity metrics to the executive
22.2%
0%
100%
All industries 25.4%
2016 22.2%
2015 16.3%
Corrected like-for-like gaps
13.3%
0%
100%
All industries 16.9%
2016 13.3%
2015 18.6%
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
3.7%
0%
100%
All industries 5.8%
2016 3.7%
2015 8.7%
No, don't have expertise
1.1%
0%
100%
All industries 0.7%
2016 1.1%
2015 0.5%
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)
1.1%
0%
100%
All industries 6.2%
2016 1.1%
2015 1.0%
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)
19.5%
0%
100%
All industries 21.2%
2016 19.5%
2015 17.9%
No, non-award employees are paid market rate
17.4%
0%
100%
All industries 13.2%
2016 17.4%
2015 13.8%
No, not a priority
3.2%
0%
100%
All industries 2.4%
2016 3.2%
2015 2.6%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
0.59 p.p.
2015 baseline
2016 52.63%
2015 52.04%
Change of 0.59 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-0.51 p.p.
2015 baseline
2016 24.00%
2015 24.51%
Change of -0.51 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
4.61 p.p.
2015 baseline
2016 17.37%
2015 12.76%
Change of 4.61 p.p.
Within last 1-2 years
-1.40 p.p.
2015 baseline
2016 4.21%
2015 5.61%
Change of -1.40 p.p.
More than 2 years ago but less than 4 years ago
-1.50 p.p.
2015 baseline
2016 1.05%
2015 2.55%
Change of -1.50 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
-2.64 p.p.
2015 baseline
2016 6.67%
2015 9.30%
Change of -2.64 p.p.
Identified cause/s of the gaps
8.48 p.p.
2015 baseline
2016 17.78%
2015 9.30%
Change of 8.48 p.p.
Reviewed remuneration decision-making processes
10.59 p.p.
2015 baseline
2016 22.22%
2015 11.63%
Change of 10.59 p.p.
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)
8.79 p.p.
2015 baseline
2016 11.11%
2015 2.33%
Change of 8.79 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
-9.72 p.p.
2015 baseline
2016 8.89%
2015 18.60%
Change of -9.72 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
-0.21 p.p.
2015 baseline
2016 4.44%
2015 4.65%
Change of -0.21 p.p.
Set targets to reduce any like-for-like gaps
-4.65 p.p.
2015 baseline
2016 0.00%
2015 4.65%
Change of -4.65 p.p.
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
4.34 p.p.
2015 baseline
2016 6.67%
2015 2.33%
Change of 4.34 p.p.
Reported pay equity metrics to the executive
5.94 p.p.
2015 baseline
2016 22.22%
2015 16.28%
Change of 5.94 p.p.
Corrected like-for-like gaps
-5.27 p.p.
2015 baseline
2016 13.33%
2015 18.60%
Change of -5.27 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
-4.99 p.p.
2015 baseline
2016 3.68%
2015 8.67%
Change of -4.99 p.p.
No, don't have expertise
0.54 p.p.
2015 baseline
2016 1.05%
2015 0.51%
Change of 0.54 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
0.03 p.p.
2015 baseline
2016 1.05%
2015 1.02%
Change of 0.03 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)
1.62 p.p.
2015 baseline
2016 19.47%
2015 17.86%
Change of 1.62 p.p.
No, non-award employees are paid market rate
3.59 p.p.
2015 baseline
2016 17.37%
2015 13.78%
Change of 3.59 p.p.
No, not a priority
0.61 p.p.
2015 baseline
2016 3.16%
2015 2.55%
Change of 0.61 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
53.7%
0%
100%
All industries 57.7%
2016 53.7%
2015 53.1%
Employers that have an overall gender equality strategy
24.2%
0%
100%
All industries 22.2%
2016 24.2%
2015 20.9%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
7.0%
0%
100%
All industries 12.7%
2016 7.0%
2015 11.7%

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
0.62 p.p.
2015 baseline
2016 53.68%
2015 53.06%
Change of 0.62 p.p.
Employers that have an overall gender equality strategy
3.29 p.p.
2015 baseline
2016 24.21%
2015 20.92%
Change of 3.29 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-4.60 p.p.
0%
100%
2015 baseline
2016 7.05%
2015 11.65%
Change of -4.60 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
40.0%
0%
100%
All industries 52.3%
2016 40.0%
2015 39.8%
Employers that have a flexible working arrangements strategy
15.3%
0%
100%
All industries 16.1%
2016 15.3%
2015 14.3%
Types of flexible work offered
Carer's leave
88.9%
0%
100%
All industries 92.9%
2016 88.9%
2015 88.3%
Compressed working week
20.5%
0%
100%
All industries 26.1%
2016 20.5%
2015 24.5%
Flexible hours of work
45.8%
0%
100%
All industries 58.5%
2016 45.8%
2015 50.5%
Job sharing
38.9%
0%
100%
All industries 39.9%
2016 38.9%
2015 40.3%
Part-time work
77.9%
0%
100%
All industries 83.9%
2016 77.9%
2015 79.6%
Purchased leave
16.3%
0%
100%
All industries 28.4%
2016 16.3%
2015 21.4%
Telecommuting
15.8%
0%
100%
All industries 27.5%
2016 15.8%
2015 19.9%
Time-in-lieu
35.3%
0%
100%
All industries 50.9%
2016 35.3%
2015 37.2%
Unpaid leave
71.6%
0%
100%
All industries 79.4%
2016 71.6%
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
0.20 p.p.
2015 baseline
2016 40.00%
2015 39.80%
Change of 0.20 p.p.
Employers that have a flexible working arrangements strategy
0.98 p.p.
2015 baseline
2016 15.26%
2015 14.29%
Change of 0.98 p.p.
Types of flexible work offered
Carer's leave
0.68 p.p.
2015 baseline
2016 88.95%
2015 88.27%
Change of 0.68 p.p.
Compressed working week
-3.96 p.p.
2015 baseline
2016 20.53%
2015 24.49%
Change of -3.96 p.p.
Flexible hours of work
-4.72 p.p.
2015 baseline
2016 45.79%
2015 50.51%
Change of -4.72 p.p.
Job sharing
-1.36 p.p.
2015 baseline
2016 38.95%
2015 40.31%
Change of -1.36 p.p.
Part-time work
-1.70 p.p.
2015 baseline
2016 77.89%
2015 79.59%
Change of -1.70 p.p.
Purchased leave
-5.11 p.p.
2015 baseline
2016 16.32%
2015 21.43%
Change of -5.11 p.p.
Telecommuting
-4.11 p.p.
2015 baseline
2016 15.79%
2015 19.90%
Change of -4.11 p.p.
Time-in-lieu
-1.98 p.p.
2015 baseline
2016 35.26%
2015 37.24%
Change of -1.98 p.p.
Unpaid leave
-3.42 p.p.
2015 baseline
2016 71.58%
2015 75.00%
Change of -3.42 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
37.9%
0%
100%
All industries 47.6%
2016 37.9%
2015 42.3%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
12.6%
0%
100%
All industries 12.9%
2016 12.6%
2015 16.8%
Paid parental leave
Employers that offer primary carer leave
30.5%
0%
100%
All industries 48.0%
2016 30.5%
2015 32.7%
Average primary carer's leave offered (minimum number of weeks)
9.4 weeks
All industries 9.7 weeks
2016 9.4 weeks
2015 9.9 weeks
Employers that top up government scheme to full pay
12.1%
0%
100%
All industries 9.0%
2016 12.1%
2015 9.4%
Employers that offer full pay in addition to government scheme
79.3%
0%
100%
All industries 79.2%
2016 79.3%
2015 82.8%
Employers that offer a lump sum payment
12.1%
0%
100%
All industries 16.8%
2016 12.1%
2015 10.9%
Employers that offer secondary carer leave
21.1%
0%
100%
All industries 39.0%
2016 21.1%
2015 24.0%
Average secondary carer's leave offered (minimum number of weeks)
1.2 weeks
All industries 1.5 weeks
2016 1.2 weeks
2015 1.5 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.7%
0%
100%
All industries 7.6%
2016 7.7%
Proportion of women (out of all employees on parental leave)
6.9%
0%
100%
All industries 7.0%
2016 6.9%
Proportion of men (out of all employees on parental leave)
0.8%
0%
100%
All industries 0.6%
2016 0.8%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
1.1%
0%
100%
All industries 5.8%
2016 1.1%
2015 2.2%
On-site childcare
5.4%
0%
100%
All industries 9.5%
2016 5.4%
2015 6.5%
Breastfeeding facilities
41.3%
0%
100%
All industries 53.6%
2016 41.3%
2015 33.7%
Childcare referral services
5.4%
0%
100%
All industries 10.4%
2016 5.4%
2015 5.4%
Internal support network for parents
8.7%
0%
100%
All industries 16.7%
2016 8.7%
2015 10.9%
Return-to-work bonus
4.3%
0%
100%
All industries 7.4%
2016 4.3%
2015 10.9%
Information packs to support new parents and/or those with elder care responsibilities
16.3%
0%
100%
All industries 17.1%
2016 16.3%
2015 18.5%
Referral services to support employees with family and/or caring responsibilities
42.4%
0%
100%
All industries 47.3%
2016 42.4%
2015 41.3%
Targeted communication mechanisms, for example intranet/forums
16.3%
0%
100%
All industries 26.9%
2016 16.3%
2015 25.0%
Support in securing school holiday care
0.0%
0%
100%
All industries 6.5%
2016 0.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
13.0%
0%
100%
All industries 15.5%
2016 13.0%
2015 0.0%
Parenting workshops targeting mothers
2.2%
0%
100%
All industries 3.9%
2016 2.2%
2015 0.0%
Parenting workshops targeting fathers
2.2%
0%
100%
All industries 3.3%
2016 2.2%
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
-4.45 p.p.
2015 baseline
2016 37.89%
2015 42.35%
Change of -4.45 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-4.21 p.p.
2015 baseline
2016 12.63%
2015 16.84%
Change of -4.21 p.p.
Paid parental leave
Employers that offer primary carer leave
-2.13 p.p.
2015 baseline
2016 30.53%
2015 32.65%
Change of -2.13 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.50 weeks
2015 baseline
2016 9.38weeks
2015 9.88weeks
Change of -0.50 weeks
Employers that top up government scheme to full pay
2.69 p.p.
2015 baseline
2016 12.07%
2015 9.38%
Change of 2.69 p.p.
Employers that offer full pay in addition to government scheme
-3.50 p.p.
2015 baseline
2016 79.31%
2015 82.81%
Change of -3.50 p.p.
Employers that offer a lump sum payment
1.13 p.p.
2015 baseline
2016 12.07%
2015 10.94%
Change of 1.13 p.p.
Employers that offer secondary carer leave
-2.93 p.p.
2015 baseline
2016 21.05%
2015 23.98%
Change of -2.93 p.p.
Average secondary carer leave offered (minimum number of weeks)
-0.25 weeks
2015 baseline
2016 1.20weeks
2015 1.45weeks
Change of -0.25 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
-1.09 p.p.
2015 baseline
2016 5.43%
2015 6.52%
Change of -1.09 p.p.
Breastfeeding facilities
7.61 p.p.
2015 baseline
2016 41.30%
2015 33.70%
Change of 7.61 p.p.
Childcare referral services
0.00 p.p.
2015 baseline
2016 5.43%
2015 5.43%
Change of 0.00 p.p.
Internal support network for parents
-2.17 p.p.
2015 baseline
2016 8.70%
2015 10.87%
Change of -2.17 p.p.
Return-to-work bonus
-6.52 p.p.
2015 baseline
2016 4.35%
2015 10.87%
Change of -6.52 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-2.17 p.p.
2015 baseline
2016 16.30%
2015 18.48%
Change of -2.17 p.p.
Referral services to support employees with family and/or caring responsibilities
1.09 p.p.
2015 baseline
2016 42.39%
2015 41.30%
Change of 1.09 p.p.
Targeted communication mechanisms, for example intranet/forums
-8.70 p.p.
2015 baseline
2016 16.30%
2015 25.00%
Change of -8.70 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
41.1%
0%
100%
All industries 39.3%
2016 41.1%
2015 37.8%
Has some measure in place to support employees who are experiencing family or domestic violence
75.8%
0%
100%
All industries 74.8%
2016 75.8%
2015 77.0%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
67.4%
0%
100%
All industries 66.4%
2016 67.4%
2015 61.7%
HR or other staff training
8.4%
0%
100%
All industries 11.0%
2016 8.4%
2015 13.8%
Referral to support services
18.9%
0%
100%
All industries 26.9%
2016 18.9%
2015 27.0%
Access to any leave (overall measure)
44.2%
0%
100%
All industries 52.6%
2016 44.2%
2015 48.5%
Paid domestic violence leave
8.9%
0%
100%
All industries 12.1%
2016 8.9%
Unpaid domestic violence leave
2.6%
0%
100%
All industries 3.8%
2016 2.6%
2015 0.0%
Unpaid leave
41.6%
0%
100%
All industries 49.3%
2016 41.6%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
6.3%
0%
100%
All industries 6.9%
2016 6.3%
2015 0.0%
Workplace safety planning
4.2%
0%
100%
All industries 8.3%
2016 4.2%
2015 0.0%
Confidentiality of disclosure
35.3%
0%
100%
All industries 41.2%
2016 35.3%
2015 0.0%
Protection from adverse action or discrimination
19.5%
0%
100%
All industries 21.3%
2016 19.5%
2015 0.0%
Flexible working arrangements
39.5%
0%
100%
All industries 48.6%
2016 39.5%
2015 0.0%
Financial support
7.9%
0%
100%
All industries 11.2%
2016 7.9%
2015 0.0%
Change of office location
13.7%
0%
100%
All industries 13.7%
2016 13.7%
2015 0.0%
Emergency accommodation assistance
4.7%
0%
100%
All industries 4.0%
2016 4.7%
2015 0.0%
Medical services
10.0%
0%
100%
All industries 10.0%
2016 10.0%
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
3.30 p.p.
2015 baseline
2016 41.05%
2015 37.76%
Change of 3.30 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.25 p.p.
2015 baseline
2016 75.79%
2015 77.04%
Change of -1.25 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
5.63 p.p.
2015 baseline
2016 67.37%
2015 61.73%
Change of 5.63 p.p.
HR or other staff training
-5.35 p.p.
2015 baseline
2016 8.42%
2015 13.78%
Change of -5.35 p.p.
Referral to support services
-8.09 p.p.
2015 baseline
2016 18.95%
2015 27.04%
Change of -8.09 p.p.
Access to any leave (overall measure)
-4.26 p.p.
2015 baseline
2016 44.21%
2015 48.47%
Change of -4.26 p.p.
Paid domestic violence leave
8.95 p.p.
2015 baseline
2016 8.95%
2015 0.00%
Change of 8.95 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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