Health Care and Social Assistance within All industries

Health Care and Social Assistance has 593,819 employees within 652 organisations
Change year 2016

Health Care and Social Assistance summary for 2016

Health Care and Social Assistance has 593,819 employees within 652 organisations of any size.
80.2% of employees are female.

Employee type breakdown
Casual
23.0%
Casual - 23.036312411694475%
Part-time
50.3%
Part-time - 50.26295891509028%
Full-time
26.7%
Full-time - 26.70072867321524%
Organisation size breakdown
<250
40.3%
<250 - 40.33742331288344%
250-499
23.9%
250-499 - 23.92638036809816%
500-999
16.0%
500-999 - 15.950920245398773%
1000-4999
16.4%
1000-4999 - 16.411042944785276%
5000+
3.4%
5000+ - 3.374233128834356%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 19.8% Female 80.2%)
male
female
All (Male 19.8% Female 80.2%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 63.2% Female 36.8%)
male
female
CEO (Male 63.2% Female 36.8%)
Key management personnel (Male 48.2% Female 51.8%)
male
female
Key management personnel (Male 48.2% Female 51.8%)
Other executives/general managers (Male 41.8% Female 58.2%)
male
female
Other executives/general managers (Male 41.8% Female 58.2%)
Senior managers (Male 34.5% Female 65.5%)
male
female
Senior managers (Male 34.5% Female 65.5%)
Other managers (Male 23.8% Female 76.2%)
male
female
Other managers (Male 23.8% Female 76.2%)
Non-managers (all)
Clerical and administrative (Male 12.3% Female 87.7%)
male
female
Clerical and administrative (Male 12.3% Female 87.7%)
Community and personal service (Male 17.1% Female 82.9%)
male
female
Community and personal service (Male 17.1% Female 82.9%)
Machinery operators and drivers (Male 71.9% Female 28.1%)
male
female
Machinery operators and drivers (Male 71.9% Female 28.1%)
Sales (Male 24.6% Female 75.4%)
male
female
Sales (Male 24.6% Female 75.4%)
Professionals (Male 17.2% Female 82.8%)
male
female
Professionals (Male 17.2% Female 82.8%)
Technicians and trade (Male 38.0% Female 62.0%)
male
female
Technicians and trade (Male 38.0% Female 62.0%)
Labourers (Male 50.5% Female 49.5%)
male
female
Labourers (Male 50.5% Female 49.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.26%
2015 baseline
2016 M:19.83% F:80.17%
2015 M:19.58% F:80.42%
The proportion of males has increased by 0.26 p.p..
The proportion of females has decreased by 0.26 p.p..
Managers
CEO
1.70%
2015 baseline
2016 M:63.21% F:36.79%
2015 M:64.91% F:35.09%
The proportion of males has increased by 1.70 p.p..
The proportion of females has decreased by 1.70 p.p..
Key management personnel
0.04%
2015 baseline
2016 M:48.20% F:51.80%
2015 M:48.15% F:51.85%
The proportion of males has increased by 0.04 p.p..
The proportion of females has decreased by 0.04 p.p..
Other executives/general managers
0.41%
2015 baseline
2016 M:41.81% F:58.19%
2015 M:41.39% F:58.61%
The proportion of males has increased by 0.41 p.p..
The proportion of females has decreased by 0.41 p.p..
Senior managers
-0.19%
2015 baseline
2016 M:34.54% F:65.46%
2015 M:34.74% F:65.26%
The proportion of males has decreased by 0.19 p.p..
The proportion of females has increased by 0.19 p.p..
Other managers
0.25%
2015 baseline
2016 M:23.78% F:76.22%
2015 M:23.52% F:76.48%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Non-managers
Clerical and administrative
0.82%
2015 baseline
2016 M:12.32% F:87.68%
2015 M:11.50% F:88.50%
The proportion of males has increased by 0.82 p.p..
The proportion of females has decreased by 0.82 p.p..
Community and personal service
0.11%
2015 baseline
2016 M:17.11% F:82.89%
2015 M:17.01% F:82.99%
The proportion of males has increased by 0.11 p.p..
The proportion of females has decreased by 0.11 p.p..
Machinery operators and drivers
6.65%
2015 baseline
2016 M:71.87% F:28.13%
2015 M:78.51% F:21.49%
The proportion of males has increased by 6.65 p.p..
The proportion of females has decreased by 6.65 p.p..
Sales
-1.35%
2015 baseline
2016 M:24.59% F:75.41%
2015 M:25.94% F:74.06%
The proportion of males has decreased by 1.35 p.p..
The proportion of females has increased by 1.35 p.p..
Professionals
0.13%
2015 baseline
2016 M:17.20% F:82.80%
2015 M:17.07% F:82.93%
The proportion of males has increased by 0.13 p.p..
The proportion of females has decreased by 0.13 p.p..
Technicians and trade
-1.58%
2015 baseline
2016 M:38.04% F:61.96%
2015 M:39.62% F:60.38%
The proportion of males has decreased by 1.58 p.p..
The proportion of females has increased by 1.58 p.p..
Labourers
1.72%
2015 baseline
2016 M:50.48% F:49.52%
2015 M:47.80% F:52.20%
The proportion of males has increased by 1.72 p.p..
The proportion of females has decreased by 1.72 p.p..
Results for 2016 View yearly change
Full-time (Male 29.5% Female 70.5%)
male
female
Full-time (Male 29.5% Female 70.5%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 62.9% Female 37.1%)
male
female
CEO (Male 62.9% Female 37.1%)
Key management personnel (Male 49.9% Female 50.1%)
male
female
Key management personnel (Male 49.9% Female 50.1%)
Other executives/general managers (Male 44.3% Female 55.7%)
male
female
Other executives/general managers (Male 44.3% Female 55.7%)
Senior managers (Male 37.1% Female 62.9%)
male
female
Senior managers (Male 37.1% Female 62.9%)
Other managers (Male 27.5% Female 72.5%)
male
female
Other managers (Male 27.5% Female 72.5%)
Non-managers (full-time)
Clerical and administrative (Male 16.1% Female 83.9%)
male
female
Clerical and administrative (Male 16.1% Female 83.9%)
Community and personal service (Male 26.4% Female 73.6%)
male
female
Community and personal service (Male 26.4% Female 73.6%)
Machinery operators and drivers (Male 76.8% Female 23.2%)
male
female
Machinery operators and drivers (Male 76.8% Female 23.2%)
Sales (Male 27.1% Female 72.9%)
male
female
Sales (Male 27.1% Female 72.9%)
Professionals (Male 26.7% Female 73.3%)
male
female
Professionals (Male 26.7% Female 73.3%)
Technicians and trade (Male 55.4% Female 44.6%)
male
female
Technicians and trade (Male 55.4% Female 44.6%)
Labourers (Male 69.5% Female 30.5%)
male
female
Labourers (Male 69.5% Female 30.5%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.10%
2015 baseline
2016 M:29.47% F:70.53%
2015 M:29.37% F:70.63%
The proportion of males has increased by 0.10 p.p..
The proportion of females has decreased by 0.10 p.p..
Managers
CEO
2.10%
2015 baseline
2016 M:62.92% F:37.08%
2015 M:65.02% F:34.98%
The proportion of males has increased by 2.10 p.p..
The proportion of females has decreased by 2.10 p.p..
Key management personnel
0.07%
2015 baseline
2016 M:49.88% F:50.12%
2015 M:49.81% F:50.19%
The proportion of males has increased by 0.07 p.p..
The proportion of females has decreased by 0.07 p.p..
Other executives/general managers
0.45%
2015 baseline
2016 M:44.31% F:55.69%
2015 M:43.87% F:56.13%
The proportion of males has increased by 0.45 p.p..
The proportion of females has decreased by 0.45 p.p..
Senior managers
0.02%
2015 baseline
2016 M:37.06% F:62.94%
2015 M:37.05% F:62.95%
The proportion of males has increased by 0.02 p.p..
The proportion of females has decreased by 0.02 p.p..
Other managers
0.03%
2015 baseline
2016 M:27.49% F:72.51%
2015 M:27.46% F:72.54%
The proportion of males has increased by 0.03 p.p..
The proportion of females has decreased by 0.03 p.p..
Non-managers
Clerical and administrative
0.49%
2015 baseline
2016 M:16.09% F:83.91%
2015 M:15.60% F:84.40%
The proportion of males has increased by 0.49 p.p..
The proportion of females has decreased by 0.49 p.p..
Community and personal service
0.19%
2015 baseline
2016 M:26.36% F:73.64%
2015 M:26.17% F:73.83%
The proportion of males has increased by 0.19 p.p..
The proportion of females has decreased by 0.19 p.p..
Machinery operators and drivers
8.01%
2015 baseline
2016 M:76.78% F:23.22%
2015 M:84.80% F:15.20%
The proportion of males has increased by 8.01 p.p..
The proportion of females has decreased by 8.01 p.p..
Sales
-4.65%
2015 baseline
2016 M:27.14% F:72.86%
2015 M:31.79% F:68.21%
The proportion of males has decreased by 4.65 p.p..
The proportion of females has increased by 4.65 p.p..
Professionals
-0.36%
2015 baseline
2016 M:26.73% F:73.27%
2015 M:27.09% F:72.91%
The proportion of males has decreased by 0.36 p.p..
The proportion of females has increased by 0.36 p.p..
Technicians and trade
-1.78%
2015 baseline
2016 M:55.35% F:44.65%
2015 M:53.58% F:46.42%
The proportion of males has decreased by 1.78 p.p..
The proportion of females has increased by 1.78 p.p..
Labourers
0.62%
2015 baseline
2016 M:69.54% F:30.46%
2015 M:70.16% F:29.84%
The proportion of males has increased by 0.62 p.p..
The proportion of females has decreased by 0.62 p.p..
Results for 2016 View yearly change
Part-time (Male 14.6% Female 85.4%)
male
female
Part-time (Male 14.6% Female 85.4%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 68.2% Female 31.8%)
male
female
CEO (Male 68.2% Female 31.8%)
Key management personnel (Male 31.2% Female 68.8%)
male
female
Key management personnel (Male 31.2% Female 68.8%)
Other executives/general managers (Male 22.6% Female 77.4%)
male
female
Other executives/general managers (Male 22.6% Female 77.4%)
Senior managers (Male 17.4% Female 82.6%)
male
female
Senior managers (Male 17.4% Female 82.6%)
Other managers (Male 9.9% Female 90.1%)
male
female
Other managers (Male 9.9% Female 90.1%)
Non-managers (part-time)
Clerical and administrative (Male 6.8% Female 93.2%)
male
female
Clerical and administrative (Male 6.8% Female 93.2%)
Community and personal service (Male 14.0% Female 86.0%)
male
female
Community and personal service (Male 14.0% Female 86.0%)
Machinery operators and drivers (Male 63.3% Female 36.7%)
male
female
Machinery operators and drivers (Male 63.3% Female 36.7%)
Sales (Male 15.4% Female 84.6%)
male
female
Sales (Male 15.4% Female 84.6%)
Professionals (Male 10.1% Female 89.9%)
male
female
Professionals (Male 10.1% Female 89.9%)
Technicians and trade (Male 21.1% Female 78.9%)
male
female
Technicians and trade (Male 21.1% Female 78.9%)
Labourers (Male 46.7% Female 53.3%)
male
female
Labourers (Male 46.7% Female 53.3%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.42%
2015 baseline
2016 M:14.58% F:85.42%
2015 M:14.16% F:85.84%
The proportion of males has increased by 0.42 p.p..
The proportion of females has decreased by 0.42 p.p..
Managers
CEO
-1.52%
2015 baseline
2016 M:68.18% F:31.82%
2015 M:66.67% F:33.33%
The proportion of males has decreased by 1.52 p.p..
The proportion of females has increased by 1.52 p.p..
Key management personnel
-4.79%
2015 baseline
2016 M:31.22% F:68.78%
2015 M:36.01% F:63.99%
The proportion of males has decreased by 4.79 p.p..
The proportion of females has increased by 4.79 p.p..
Other executives/general managers
-0.57%
2015 baseline
2016 M:22.61% F:77.39%
2015 M:23.18% F:76.82%
The proportion of males has decreased by 0.57 p.p..
The proportion of females has increased by 0.57 p.p..
Senior managers
-0.43%
2015 baseline
2016 M:17.39% F:82.61%
2015 M:17.83% F:82.17%
The proportion of males has decreased by 0.43 p.p..
The proportion of females has increased by 0.43 p.p..
Other managers
0.51%
2015 baseline
2016 M:9.94% F:90.06%
2015 M:9.42% F:90.58%
The proportion of males has increased by 0.51 p.p..
The proportion of females has decreased by 0.51 p.p..
Non-managers
Clerical and administrative
0.55%
2015 baseline
2016 M:6.81% F:93.19%
2015 M:6.26% F:93.74%
The proportion of males has increased by 0.55 p.p..
The proportion of females has decreased by 0.55 p.p..
Community and personal service
0.19%
2015 baseline
2016 M:14.00% F:86.00%
2015 M:13.82% F:86.18%
The proportion of males has increased by 0.19 p.p..
The proportion of females has decreased by 0.19 p.p..
Machinery operators and drivers
3.98%
2015 baseline
2016 M:63.28% F:36.72%
2015 M:67.26% F:32.74%
The proportion of males has increased by 3.98 p.p..
The proportion of females has decreased by 3.98 p.p..
Sales
0.20%
2015 baseline
2016 M:15.45% F:84.55%
2015 M:15.25% F:84.75%
The proportion of males has increased by 0.20 p.p..
The proportion of females has decreased by 0.20 p.p..
Professionals
0.26%
2015 baseline
2016 M:10.15% F:89.85%
2015 M:9.88% F:90.12%
The proportion of males has increased by 0.26 p.p..
The proportion of females has decreased by 0.26 p.p..
Technicians and trade
-1.36%
2015 baseline
2016 M:21.06% F:78.94%
2015 M:22.43% F:77.57%
The proportion of males has decreased by 1.36 p.p..
The proportion of females has increased by 1.36 p.p..
Labourers
2.40%
2015 baseline
2016 M:46.68% F:53.32%
2015 M:44.29% F:55.71%
The proportion of males has increased by 2.40 p.p..
The proportion of females has decreased by 2.40 p.p..
Results for 2016 View yearly change
Casual (Male 20.1% Female 79.9%)
male
female
Casual (Male 20.1% Female 79.9%)
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 51.4% Female 48.6%)
male
female
Key management personnel (Male 51.4% Female 48.6%)
Other executives/general managers (Male 60.0% Female 40.0%)
male
female
Other executives/general managers (Male 60.0% Female 40.0%)
Senior managers (Male 46.9% Female 53.1%)
male
female
Senior managers (Male 46.9% Female 53.1%)
Other managers (Male 25.9% Female 74.1%)
male
female
Other managers (Male 25.9% Female 74.1%)
Non-managers (casual)
Clerical and administrative (Male 15.8% Female 84.2%)
male
female
Clerical and administrative (Male 15.8% Female 84.2%)
Community and personal service (Male 19.4% Female 80.6%)
male
female
Community and personal service (Male 19.4% Female 80.6%)
Machinery operators and drivers (Male 77.0% Female 23.0%)
male
female
Machinery operators and drivers (Male 77.0% Female 23.0%)
Sales (Male 28.4% Female 71.6%)
male
female
Sales (Male 28.4% Female 71.6%)
Professionals (Male 16.8% Female 83.2%)
male
female
Professionals (Male 16.8% Female 83.2%)
Technicians and trade (Male 37.1% Female 62.9%)
male
female
Technicians and trade (Male 37.1% Female 62.9%)
Labourers (Male 40.9% Female 59.1%)
male
female
Labourers (Male 40.9% Female 59.1%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.05%
2015 baseline
2016 M:20.13% F:79.87%
2015 M:20.18% F:79.82%
The proportion of males has decreased by 0.05 p.p..
The proportion of females has increased by 0.05 p.p..
Managers
CEO
-33.33%
2015 baseline
2016 M:100.00% F:0.00%
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..
Key management personnel
4.82%
2015 baseline
2016 M:51.43% F:48.57%
2015 M:43.75% F:56.25%
The proportion of males has increased by 4.82 p.p..
The proportion of females has decreased by 4.82 p.p..
Other executives/general managers
-6.67%
2015 baseline
2016 M:60.00% F:40.00%
2015 M:53.33% F:46.67%
The proportion of males has decreased by 6.67 p.p..
The proportion of females has increased by 6.67 p.p..
Senior managers
3.74%
2015 baseline
2016 M:46.88% F:53.13%
2015 M:43.14% F:56.86%
The proportion of males has increased by 3.74 p.p..
The proportion of females has decreased by 3.74 p.p..
Other managers
-0.29%
2015 baseline
2016 M:25.90% F:74.10%
2015 M:26.19% F:73.81%
The proportion of males has decreased by 0.29 p.p..
The proportion of females has increased by 0.29 p.p..
Non-managers
Clerical and administrative
1.75%
2015 baseline
2016 M:15.78% F:84.22%
2015 M:14.03% F:85.97%
The proportion of males has increased by 1.75 p.p..
The proportion of females has decreased by 1.75 p.p..
Community and personal service
0.07%
2015 baseline
2016 M:19.41% F:80.59%
2015 M:19.34% F:80.66%
The proportion of males has increased by 0.07 p.p..
The proportion of females has decreased by 0.07 p.p..
Machinery operators and drivers
5.19%
2015 baseline
2016 M:76.96% F:23.04%
2015 M:82.16% F:17.84%
The proportion of males has increased by 5.19 p.p..
The proportion of females has decreased by 5.19 p.p..
Sales
1.03%
2015 baseline
2016 M:28.37% F:71.63%
2015 M:27.35% F:72.65%
The proportion of males has increased by 1.03 p.p..
The proportion of females has decreased by 1.03 p.p..
Professionals
-0.66%
2015 baseline
2016 M:16.77% F:83.23%
2015 M:17.43% F:82.57%
The proportion of males has decreased by 0.66 p.p..
The proportion of females has increased by 0.66 p.p..
Technicians and trade
-1.45%
2015 baseline
2016 M:37.08% F:62.92%
2015 M:38.53% F:61.47%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Labourers
4.10%
2015 baseline
2016 M:40.93% F:59.07%
2015 M:36.83% F:63.17%
The proportion of males has increased by 4.10 p.p..
The proportion of females has decreased by 4.10 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 21.1% Female 78.9%)
male
female
Overall (Male 21.1% Female 78.9%)
Managers (Male 31.7% Female 68.3%)
male
female
Managers (Male 31.7% Female 68.3%)
Non-managers (Male 20.6% Female 79.4%)
male
female
Non-managers (Male 20.6% Female 79.4%)
Promotions by role
Overall (Male 19.4% Female 80.6%)
male
female
Overall (Male 19.4% Female 80.6%)
Managers (Male 24.2% Female 75.8%)
male
female
Managers (Male 24.2% Female 75.8%)
Non-managers (Male 18.0% Female 82.0%)
male
female
Non-managers (Male 18.0% Female 82.0%)
Promotions by employment type
Full-time
52.5%
Full-time - 52.45525762690274%
Part-time
38.2%
Part-time - 38.20775746767722%
Casual
9.3%
Casual - 9.336984905420037%
Resignations by role
Overall (Male 19.4% Female 80.6%)
male
female
Overall (Male 19.4% Female 80.6%)
Managers (Male 26.5% Female 73.5%)
male
female
Managers (Male 26.5% Female 73.5%)
Non-managers (Male 19.0% Female 81.0%)
male
female
Non-managers (Male 19.0% Female 81.0%)
Resignations by employment type
Full-time
23.6%
Full-time - 23.62223311724864%
Part-time
39.6%
Part-time - 39.61159230811135%
Casual
36.8%
Casual - 36.76617457464001%

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
12.3% pay gap
All industries 26.3%
2016 12.3%
2015 15.2%
Base salary (all)
male
female
12.1% pay gap
All industries 21.4%
2016 12.1%
2015 14.2%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
22.3% pay gap
All industries 27.7%
2016 22.3%
2015 28.3%
Other executives/general managers
male
female
19.2% pay gap
All industries 25.9%
2016 19.2%
2015 22.7%
Senior managers
male
female
17.1% pay gap
All industries 21.6%
2016 17.1%
2015 18.2%
Other managers
male
female
13.0% pay gap
All industries 22.8%
2016 13.0%
2015 22.4%
Non-managers (all total remuneration)
Clerical and administrative
male
female
5.3% pay gap
All industries 7.1%
2016 5.3%
2015 6.7%
Community and personal service
male
female
5.7% pay gap
All industries 5.5%
2016 5.7%
2015 5.8%
Machinery operators and drivers
male
female
-2.0% pay gap
All industries 17.9%
2016 -2.0%
2015 8.1%
Sales
male
female
7.7% pay gap
All industries 15.8%
2016 7.7%
2015 17.7%
Professionals
male
female
24.5% pay gap
All industries 19.5%
2016 24.5%
2015 26.7%
Technicians and trade
male
female
6.3% pay gap
All industries 30.8%
2016 6.3%
2015 0.6%
Labourers
male
female
-26.9% pay gap
All industries 17.8%
2016 -26.9%
2015 -25.3%
Change from 2015 to 2016 View 2016
Total remuneration (all)
2.88 p.p.
2015 baseline
2016 12.32%
2015 15.20%
The gender pay gap
decreased by 2.88 p.p.
Base salary (all)
2.08 p.p.
2015 baseline
2016 12.09%
2015 14.17%
The gender pay gap
decreased by 2.08 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
6.02 p.p.
2015 baseline
2016 22.29%
2015 28.31%
The gender pay gap
decreased by 6.02 p.p.
Other executives/general managers
3.48 p.p.
2015 baseline
2016 19.23%
2015 22.71%
The gender pay gap
decreased by 3.48 p.p.
Senior managers
1.11 p.p.
2015 baseline
2016 17.07%
2015 18.19%
The gender pay gap
decreased by 1.11 p.p.
Other managers
9.39 p.p.
2015 baseline
2016 13.00%
2015 22.39%
The gender pay gap
decreased by 9.39 p.p.
Non-managers (all total remuneration)
Clerical and administrative
1.32 p.p.
2015 baseline
2016 5.34%
2015 6.66%
The gender pay gap
decreased by 1.32 p.p.
Community and personal service
0.09 p.p.
2015 baseline
2016 5.74%
2015 5.83%
The gender pay gap
decreased by 0.09 p.p.
Machinery operators and drivers
10.05 p.p.
2015 baseline
2016 -1.97%
2015 8.07%
The gender pay gap
decreased by 10.05 p.p.
Sales
9.96 p.p.
2015 baseline
2016 7.70%
2015 17.66%
The gender pay gap
decreased by 9.96 p.p.
Professionals
2.21 p.p.
2015 baseline
2016 24.46%
2015 26.66%
The gender pay gap
decreased by 2.21 p.p.
Technicians and trade
5.71 p.p.
2015 baseline
2016 6.27%
2015 0.56%
The gender pay gap
increased by 5.71 p.p.
Labourers
1.58 p.p.
2015 baseline
2016 -26.93%
2015 -25.35%
The gender pay gap
increased by 1.58 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
14.7% pay gap
All industries 23.1%
2016 14.7%
2015 18.1%
Base salary (full-time)
male
female
13.7% pay gap
All industries 17.7%
2016 13.7%
2015 16.1%
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 26.4%
Other executives/general managers
male
female
15.0% pay gap
All industries 24.6%
2016 15.0%
2015 20.2%
Senior managers
male
female
13.9% pay gap
All industries 21.7%
2016 13.9%
2015 14.9%
Other managers
male
female
11.7% pay gap
All industries 23.8%
2016 11.7%
2015 19.6%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
8.2% pay gap
All industries 8.8%
2016 8.2%
2015 9.6%
Community and personal service
male
female
7.6% pay gap
All industries 10.9%
2016 7.6%
2015 7.9%
Machinery operators and drivers
male
female
0.3% pay gap
All industries 16.1%
2016 0.3%
2015 5.4%
Sales
male
female
12.2% pay gap
All industries 23.5%
2016 12.2%
2015 23.4%
Professionals
male
female
21.1% pay gap
All industries 19.7%
2016 21.1%
2015 23.1%
Technicians and trade
male
female
5.9% pay gap
All industries 27.1%
2016 5.9%
2015 2.8%
Labourers
male
female
1.3% pay gap
All industries 17.2%
2016 1.3%
2015 -0.2%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
3.34 p.p.
2015 baseline
2016 14.72%
2015 18.06%
The gender pay gap
decreased by 3.34 p.p.
Base salary (full-time)
2.42 p.p.
2015 baseline
2016 13.66%
2015 16.08%
The gender pay gap
decreased by 2.42 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
6.39 p.p.
2015 baseline
2016 20.00%
2015 26.39%
The gender pay gap
decreased by 6.39 p.p.
Other executives/general managers
5.16 p.p.
2015 baseline
2016 15.00%
2015 20.16%
The gender pay gap
decreased by 5.16 p.p.
Senior managers
0.90 p.p.
2015 baseline
2016 13.95%
2015 14.85%
The gender pay gap
decreased by 0.90 p.p.
Other managers
7.90 p.p.
2015 baseline
2016 11.68%
2015 19.58%
The gender pay gap
decreased by 7.90 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
1.37 p.p.
2015 baseline
2016 8.24%
2015 9.61%
The gender pay gap
decreased by 1.37 p.p.
Community and personal service
0.30 p.p.
2015 baseline
2016 7.65%
2015 7.94%
The gender pay gap
decreased by 0.30 p.p.
Machinery operators and drivers
5.13 p.p.
2015 baseline
2016 0.30%
2015 5.43%
The gender pay gap
decreased by 5.13 p.p.
Sales
11.19 p.p.
2015 baseline
2016 12.22%
2015 23.41%
The gender pay gap
decreased by 11.19 p.p.
Professionals
1.97 p.p.
2015 baseline
2016 21.14%
2015 23.11%
The gender pay gap
decreased by 1.97 p.p.
Technicians and trade
3.12 p.p.
2015 baseline
2016 5.94%
2015 2.82%
The gender pay gap
increased by 3.12 p.p.
Labourers
1.53 p.p.
2015 baseline
2016 1.30%
2015 -0.23%
The gender pay gap
increased by 1.53 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
1.0% pay gap
All industries -6.6%
2016 1.0%
2015 3.8%
Base salary (part-time)
male
female
0.5% pay gap
All industries -7.8%
2016 0.5%
2015 3.1%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
44.9% pay gap
All industries 28.0%
2016 44.9%
2015 47.0%
Other executives/general managers
male
female
50.0% pay gap
All industries 35.3%
2016 50.0%
2015 44.6%
Senior managers
male
female
44.3% pay gap
All industries 21.3%
2016 44.3%
2015 43.4%
Other managers
male
female
25.6% pay gap
All industries 15.0%
2016 25.6%
2015 41.8%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-5.0% pay gap
All industries -4.9%
2016 -5.0%
2015 2.9%
Community and personal service
male
female
3.1% pay gap
All industries -0.3%
2016 3.1%
2015 3.4%
Machinery operators and drivers
male
female
-27.0% pay gap
All industries 7.3%
2016 -27.0%
2015 -2.1%
Sales
male
female
-8.5% pay gap
All industries -0.6%
2016 -8.5%
2015 -7.5%
Professionals
male
female
29.5% pay gap
All industries 18.7%
2016 29.5%
2015 30.8%
Technicians and trade
male
female
-1.8% pay gap
All industries 8.6%
2016 -1.8%
2015 -6.9%
Labourers
male
female
-61.9% pay gap
All industries -4.4%
2016 -61.9%
2015 -62.9%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
2.80 p.p.
2015 baseline
2016 0.96%
2015 3.75%
The gender pay gap
decreased by 2.80 p.p.
Base salary (part-time)
2.66 p.p.
2015 baseline
2016 0.47%
2015 3.14%
The gender pay gap
decreased by 2.66 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
2.08 p.p.
2015 baseline
2016 44.89%
2015 46.98%
The gender pay gap
decreased by 2.08 p.p.
Other executives/general managers
5.39 p.p.
2015 baseline
2016 50.04%
2015 44.65%
The gender pay gap
increased by 5.39 p.p.
Senior managers
0.85 p.p.
2015 baseline
2016 44.26%
2015 43.42%
The gender pay gap
increased by 0.85 p.p.
Other managers
16.16 p.p.
2015 baseline
2016 25.64%
2015 41.80%
The gender pay gap
decreased by 16.16 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
7.83 p.p.
2015 baseline
2016 -4.98%
2015 2.85%
The gender pay gap
increased by 7.83 p.p.
Community and personal service
0.36 p.p.
2015 baseline
2016 3.06%
2015 3.42%
The gender pay gap
decreased by 0.36 p.p.
Machinery operators and drivers
24.92 p.p.
2015 baseline
2016 -26.97%
2015 -2.06%
The gender pay gap
increased by 24.92 p.p.
Sales
1.06 p.p.
2015 baseline
2016 -8.51%
2015 -7.45%
The gender pay gap
increased by 1.06 p.p.
Professionals
1.36 p.p.
2015 baseline
2016 29.45%
2015 30.81%
The gender pay gap
decreased by 1.36 p.p.
Technicians and trade
5.04 p.p.
2015 baseline
2016 -1.82%
2015 -6.85%
The gender pay gap
decreased by 5.04 p.p.
Labourers
0.94 p.p.
2015 baseline
2016 -61.95%
2015 -62.89%
The gender pay gap
decreased by 0.94 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
8.5% pay gap
All industries 9.1%
2016 8.5%
2015 10.5%
Base salary (casual)
male
female
8.8% pay gap
All industries 8.6%
2016 8.8%
2015 10.3%
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
-0.2% pay gap
All industries 1.8%
2016 -0.2%
2015 -8.4%
Community and personal service
male
female
4.1% pay gap
All industries -0.2%
2016 4.1%
2015 3.0%
Machinery operators and drivers
male
female
1.4% pay gap
All industries 11.0%
2016 1.4%
2015 -3.3%
Sales
male
female
0.3% pay gap
All industries -3.4%
2016 0.3%
2015 -2.3%
Professionals
male
female
26.8% pay gap
All industries 15.3%
2016 26.8%
2015 29.8%
Technicians and trade
male
female
3.2% pay gap
All industries 30.5%
2016 3.2%
2015 -0.7%
Labourers
male
female
-1.0% pay gap
All industries 14.0%
2016 -1.0%
2015 0.7%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
2.04 p.p.
2015 baseline
2016 8.47%
2015 10.51%
The gender pay gap
decreased by 2.04 p.p.
Base salary (casual)
1.46 p.p.
2015 baseline
2016 8.80%
2015 10.26%
The gender pay gap
decreased by 1.46 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
8.26 p.p.
2015 baseline
2016 -0.16%
2015 -8.41%
The gender pay gap
decreased by 8.26 p.p.
Community and personal service
1.18 p.p.
2015 baseline
2016 4.15%
2015 2.97%
The gender pay gap
increased by 1.18 p.p.
Machinery operators and drivers
4.70 p.p.
2015 baseline
2016 1.42%
2015 -3.28%
The gender pay gap
decreased by 4.70 p.p.
Sales
2.62 p.p.
2015 baseline
2016 0.28%
2015 -2.33%
The gender pay gap
decreased by 2.62 p.p.
Professionals
2.99 p.p.
2015 baseline
2016 26.81%
2015 29.80%
The gender pay gap
decreased by 2.99 p.p.
Technicians and trade
3.91 p.p.
2015 baseline
2016 3.21%
2015 -0.70%
The gender pay gap
increased by 3.91 p.p.
Labourers
1.73 p.p.
2015 baseline
2016 -0.98%
2015 0.75%
The gender pay gap
increased by 1.73 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
40.6%
0%
100%
All industries 53.1%
2016 40.6%
2015 39.5%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
19.2%
0%
100%
All industries 26.4%
2016 19.2%
2015 21.1%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
8.4%
0%
100%
All industries 20.0%
2016 8.4%
2015 8.3%
Within last 1-2 years
1.8%
0%
100%
All industries 4.7%
2016 1.8%
2015 2.8%
More than 2 years ago but less than 4 years ago
0.8%
0%
100%
All industries 1.3%
2016 0.8%
2015 1.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
6.6%
0%
100%
All industries 13.5%
2016 6.6%
2015 3.9%
Identified cause/s of the gaps
10.5%
0%
100%
All industries 31.2%
2016 10.5%
2015 13.0%
Reviewed remuneration decision-making processes
11.8%
0%
100%
All industries 22.4%
2016 11.8%
2015 16.9%
Analysed commencement salaries by gender to ensure there are no pay gaps
2.6%
0%
100%
All industries 16.0%
2016 2.6%
2015 1.3%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
5.3%
0%
100%
All industries 22.3%
2016 5.3%
2015 3.9%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
5.3%
0%
100%
All industries 21.6%
2016 5.3%
2015 3.9%
Trained people-managers in addressing gender bias (including unconscious bias)
1.3%
0%
100%
All industries 11.1%
2016 1.3%
2015 0.0%
Set targets to reduce any like-for-like gaps
0.0%
0%
100%
All industries 6.1%
2016 0.0%
2015 0.0%
Set targets to reduce any organisation-wide gaps
0.0%
0%
100%
All industries 4.4%
2016 0.0%
2015 3.9%
Reported pay equity metrics to the board
3.9%
0%
100%
All industries 14.4%
2016 3.9%
2015 3.9%
Reported pay equity metrics to the executive
14.5%
0%
100%
All industries 25.4%
2016 14.5%
2015 11.7%
Corrected like-for-like gaps
10.5%
0%
100%
All industries 16.9%
2016 10.5%
2015 3.9%
Conducted a gender-based job evaluation process
1.3%
0%
100%
All industries 2.1%
2016 1.3%
2015 2.6%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
5.8%
0%
100%
All industries 5.8%
2016 5.8%
2015 3.4%
No, don't have expertise
0.3%
0%
100%
All industries 0.7%
2016 0.3%
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)
11.5%
0%
100%
All industries 6.2%
2016 11.5%
2015 10.9%
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)
36.8%
0%
100%
All industries 21.2%
2016 36.8%
2015 33.1%
No, non-award employees are paid market rate
12.0%
0%
100%
All industries 13.2%
2016 12.0%
2015 9.3%
No, not a priority
2.9%
0%
100%
All industries 2.4%
2016 2.9%
2015 2.4%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
1.17 p.p.
2015 baseline
2016 40.64%
2015 39.48%
Change of 1.17 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-1.83 p.p.
2015 baseline
2016 19.25%
2015 21.07%
Change of -1.83 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
0.12 p.p.
2015 baseline
2016 8.44%
2015 8.32%
Change of 0.12 p.p.
Within last 1-2 years
-0.93 p.p.
2015 baseline
2016 1.84%
2015 2.77%
Change of -0.93 p.p.
More than 2 years ago but less than 4 years ago
-0.21 p.p.
2015 baseline
2016 0.77%
2015 0.98%
Change of -0.21 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
2.68 p.p.
2015 baseline
2016 6.58%
2015 3.90%
Change of 2.68 p.p.
Identified cause/s of the gaps
-2.46 p.p.
2015 baseline
2016 10.53%
2015 12.99%
Change of -2.46 p.p.
Reviewed remuneration decision-making processes
-5.04 p.p.
2015 baseline
2016 11.84%
2015 16.88%
Change of -5.04 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
1.33 p.p.
2015 baseline
2016 2.63%
2015 1.30%
Change of 1.33 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
1.37 p.p.
2015 baseline
2016 5.26%
2015 3.90%
Change of 1.37 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
1.37 p.p.
2015 baseline
2016 5.26%
2015 3.90%
Change of 1.37 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
No comparison data available
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
-3.90 p.p.
2015 baseline
2016 0.00%
2015 3.90%
Change of -3.90 p.p.
Reported pay equity metrics to the board
0.05 p.p.
2015 baseline
2016 3.95%
2015 3.90%
Change of 0.05 p.p.
Reported pay equity metrics to the executive
2.79 p.p.
2015 baseline
2016 14.47%
2015 11.69%
Change of 2.79 p.p.
Corrected like-for-like gaps
6.63 p.p.
2015 baseline
2016 10.53%
2015 3.90%
Change of 6.63 p.p.
Conducted a gender-based job evaluation process
-1.28 p.p.
2015 baseline
2016 1.32%
2015 2.60%
Change of -1.28 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
2.40 p.p.
2015 baseline
2016 5.83%
2015 3.43%
Change of 2.40 p.p.
No, don't have expertise
-0.18 p.p.
2015 baseline
2016 0.31%
2015 0.49%
Change of -0.18 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)
0.57 p.p.
2015 baseline
2016 11.50%
2015 10.93%
Change of 0.57 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)
3.69 p.p.
2015 baseline
2016 36.81%
2015 33.12%
Change of 3.69 p.p.
No, non-award employees are paid market rate
2.66 p.p.
2015 baseline
2016 11.96%
2015 9.30%
Change of 2.66 p.p.
No, not a priority
0.47 p.p.
2015 baseline
2016 2.91%
2015 2.45%
Change of 0.47 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
59.7%
0%
100%
All industries 57.7%
2016 59.7%
2015 58.7%
Employers that have an overall gender equality strategy
13.3%
0%
100%
All industries 22.2%
2016 13.3%
2015 13.1%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
14.7%
0%
100%
All industries 12.7%
2016 14.7%
2015 22.3%

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
0.94 p.p.
2015 baseline
2016 59.66%
2015 58.73%
Change of 0.94 p.p.
Employers that have an overall gender equality strategy
0.29 p.p.
2015 baseline
2016 13.34%
2015 13.05%
Change of 0.29 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-7.60 p.p.
0%
100%
2015 baseline
2016 14.69%
2015 22.29%
Change of -7.60 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
56.6%
0%
100%
All industries 52.3%
2016 56.6%
2015 53.5%
Employers that have a flexible working arrangements strategy
13.8%
0%
100%
All industries 16.1%
2016 13.8%
2015 13.7%
Types of flexible work offered
Carer's leave
95.4%
0%
100%
All industries 92.9%
2016 95.4%
2015 97.2%
Compressed working week
35.4%
0%
100%
All industries 26.1%
2016 35.4%
2015 36.5%
Flexible hours of work
68.9%
0%
100%
All industries 58.5%
2016 68.9%
2015 68.7%
Job sharing
46.8%
0%
100%
All industries 39.9%
2016 46.8%
2015 51.1%
Part-time work
93.6%
0%
100%
All industries 83.9%
2016 93.6%
2015 92.5%
Purchased leave
46.0%
0%
100%
All industries 28.4%
2016 46.0%
2015 45.7%
Telecommuting
27.5%
0%
100%
All industries 27.5%
2016 27.5%
2015 30.0%
Time-in-lieu
69.8%
0%
100%
All industries 50.9%
2016 69.8%
2015 71.1%
Unpaid leave
87.0%
0%
100%
All industries 79.4%
2016 87.0%
2015 88.1%

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
3.09 p.p.
2015 baseline
2016 56.60%
2015 53.51%
Change of 3.09 p.p.
Employers that have a flexible working arrangements strategy
0.10 p.p.
2015 baseline
2016 13.80%
2015 13.70%
Change of 0.10 p.p.
Types of flexible work offered
Carer's leave
-1.83 p.p.
2015 baseline
2016 95.40%
2015 97.23%
Change of -1.83 p.p.
Compressed working week
-1.11 p.p.
2015 baseline
2016 35.43%
2015 36.54%
Change of -1.11 p.p.
Flexible hours of work
0.19 p.p.
2015 baseline
2016 68.87%
2015 68.68%
Change of 0.19 p.p.
Job sharing
-4.28 p.p.
2015 baseline
2016 46.78%
2015 51.06%
Change of -4.28 p.p.
Part-time work
1.06 p.p.
2015 baseline
2016 93.56%
2015 92.50%
Change of 1.06 p.p.
Purchased leave
0.34 p.p.
2015 baseline
2016 46.01%
2015 45.68%
Change of 0.34 p.p.
Telecommuting
-2.56 p.p.
2015 baseline
2016 27.45%
2015 30.02%
Change of -2.56 p.p.
Time-in-lieu
-1.34 p.p.
2015 baseline
2016 69.79%
2015 71.13%
Change of -1.34 p.p.
Unpaid leave
-1.13 p.p.
2015 baseline
2016 86.96%
2015 88.09%
Change of -1.13 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
51.7%
0%
100%
All industries 47.6%
2016 51.7%
2015 51.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
11.3%
0%
100%
All industries 12.9%
2016 11.3%
2015 13.1%
Paid parental leave
Employers that offer primary carer leave
59.0%
0%
100%
All industries 48.0%
2016 59.0%
2015 61.3%
Average primary carer's leave offered (minimum number of weeks)
7.7 weeks
All industries 9.7 weeks
2016 7.7 weeks
2015 8.6 weeks
Employers that top up government scheme to full pay
8.1%
0%
100%
All industries 9.0%
2016 8.1%
2015 6.6%
Employers that offer full pay in addition to government scheme
86.8%
0%
100%
All industries 79.2%
2016 86.8%
2015 89.4%
Employers that offer a lump sum payment
8.1%
0%
100%
All industries 16.8%
2016 8.1%
2015 7.7%
Employers that offer secondary carer leave
42.2%
0%
100%
All industries 39.0%
2016 42.2%
2015 43.1%
Average secondary carer's leave offered (minimum number of weeks)
1.6 weeks
All industries 1.5 weeks
2016 1.6 weeks
2015 1.7 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
8.6%
0%
100%
All industries 7.6%
2016 8.6%
Proportion of women (out of all employees on parental leave)
8.4%
0%
100%
All industries 7.0%
2016 8.4%
Proportion of men (out of all employees on parental leave)
0.2%
0%
100%
All industries 0.6%
2016 0.2%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
7.2%
0%
100%
All industries 5.8%
2016 7.2%
2015 4.4%
On-site childcare
8.9%
0%
100%
All industries 9.5%
2016 8.9%
2015 8.7%
Breastfeeding facilities
48.7%
0%
100%
All industries 53.6%
2016 48.7%
2015 41.1%
Childcare referral services
10.6%
0%
100%
All industries 10.4%
2016 10.6%
2015 7.6%
Internal support network for parents
14.5%
0%
100%
All industries 16.7%
2016 14.5%
2015 13.1%
Return-to-work bonus
4.2%
0%
100%
All industries 7.4%
2016 4.2%
2015 3.8%
Information packs to support new parents and/or those with elder care responsibilities
10.6%
0%
100%
All industries 17.1%
2016 10.6%
2015 13.6%
Referral services to support employees with family and/or caring responsibilities
44.3%
0%
100%
All industries 47.3%
2016 44.3%
2015 44.4%
Targeted communication mechanisms, for example intranet/forums
22.6%
0%
100%
All industries 26.9%
2016 22.6%
2015 28.1%
Support in securing school holiday care
5.0%
0%
100%
All industries 6.5%
2016 5.0%
2015 0.0%
Coaching for employees on returning to work from parental leave
12.0%
0%
100%
All industries 15.5%
2016 12.0%
2015 0.0%
Parenting workshops targeting mothers
3.3%
0%
100%
All industries 3.9%
2016 3.3%
2015 0.0%
Parenting workshops targeting fathers
3.1%
0%
100%
All industries 3.3%
2016 3.1%
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
0.46 p.p.
2015 baseline
2016 51.69%
2015 51.22%
Change of 0.46 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.70 p.p.
2015 baseline
2016 11.35%
2015 13.05%
Change of -1.70 p.p.
Paid parental leave
Employers that offer primary carer leave
-2.29 p.p.
2015 baseline
2016 59.05%
2015 61.34%
Change of -2.29 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.87 weeks
2015 baseline
2016 7.74weeks
2015 8.60weeks
Change of -0.87 weeks
Employers that top up government scheme to full pay
1.40 p.p.
2015 baseline
2016 8.05%
2015 6.65%
Change of 1.40 p.p.
Employers that offer full pay in addition to government scheme
-2.61 p.p.
2015 baseline
2016 86.75%
2015 89.36%
Change of -2.61 p.p.
Employers that offer a lump sum payment
0.34 p.p.
2015 baseline
2016 8.05%
2015 7.71%
Change of 0.34 p.p.
Employers that offer secondary carer leave
-0.89 p.p.
2015 baseline
2016 42.18%
2015 43.07%
Change of -0.89 p.p.
Average secondary carer leave offered (minimum number of weeks)
-0.12 weeks
2015 baseline
2016 1.58weeks
2015 1.70weeks
Change of -0.12 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
0.19 p.p.
2015 baseline
2016 8.91%
2015 8.72%
Change of 0.19 p.p.
Breastfeeding facilities
7.60 p.p.
2015 baseline
2016 48.75%
2015 41.14%
Change of 7.60 p.p.
Childcare referral services
2.96 p.p.
2015 baseline
2016 10.58%
2015 7.63%
Change of 2.96 p.p.
Internal support network for parents
1.41 p.p.
2015 baseline
2016 14.48%
2015 13.08%
Change of 1.41 p.p.
Return-to-work bonus
0.36 p.p.
2015 baseline
2016 4.18%
2015 3.81%
Change of 0.36 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-3.04 p.p.
2015 baseline
2016 10.58%
2015 13.62%
Change of -3.04 p.p.
Referral services to support employees with family and/or caring responsibilities
-0.12 p.p.
2015 baseline
2016 44.29%
2015 44.41%
Change of -0.12 p.p.
Targeted communication mechanisms, for example intranet/forums
-5.50 p.p.
2015 baseline
2016 22.56%
2015 28.07%
Change of -5.50 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
47.9%
0%
100%
All industries 39.3%
2016 47.9%
2015 39.5%
Has some measure in place to support employees who are experiencing family or domestic violence
79.9%
0%
100%
All industries 74.8%
2016 79.9%
2015 84.3%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
75.2%
0%
100%
All industries 66.4%
2016 75.2%
2015 78.8%
HR or other staff training
16.1%
0%
100%
All industries 11.0%
2016 16.1%
2015 17.6%
Referral to support services
35.6%
0%
100%
All industries 26.9%
2016 35.6%
2015 32.5%
Access to any leave (overall measure)
60.1%
0%
100%
All industries 52.6%
2016 60.1%
2015 63.9%
Paid domestic violence leave
19.0%
0%
100%
All industries 12.1%
2016 19.0%
Unpaid domestic violence leave
5.8%
0%
100%
All industries 3.8%
2016 5.8%
2015 0.0%
Unpaid leave
56.4%
0%
100%
All industries 49.3%
2016 56.4%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
14.1%
0%
100%
All industries 6.9%
2016 14.1%
2015 0.0%
Workplace safety planning
13.0%
0%
100%
All industries 8.3%
2016 13.0%
2015 0.0%
Confidentiality of disclosure
46.6%
0%
100%
All industries 41.2%
2016 46.6%
2015 0.0%
Protection from adverse action or discrimination
27.6%
0%
100%
All industries 21.3%
2016 27.6%
2015 0.0%
Flexible working arrangements
57.1%
0%
100%
All industries 48.6%
2016 57.1%
2015 0.0%
Financial support
12.7%
0%
100%
All industries 11.2%
2016 12.7%
2015 0.0%
Change of office location
23.0%
0%
100%
All industries 13.7%
2016 23.0%
2015 0.0%
Emergency accommodation assistance
4.6%
0%
100%
All industries 4.0%
2016 4.6%
2015 0.0%
Medical services
11.3%
0%
100%
All industries 10.0%
2016 11.3%
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
8.37 p.p.
2015 baseline
2016 47.85%
2015 39.48%
Change of 8.37 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-4.43 p.p.
2015 baseline
2016 79.91%
2015 84.34%
Change of -4.43 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-3.64 p.p.
2015 baseline
2016 75.15%
2015 78.79%
Change of -3.64 p.p.
HR or other staff training
-1.51 p.p.
2015 baseline
2016 16.10%
2015 17.62%
Change of -1.51 p.p.
Referral to support services
3.12 p.p.
2015 baseline
2016 35.58%
2015 32.46%
Change of 3.12 p.p.
Access to any leave (overall measure)
-3.83 p.p.
2015 baseline
2016 60.12%
2015 63.95%
Change of -3.83 p.p.
Paid domestic violence leave
19.02 p.p.
2015 baseline
2016 19.02%
2015 0.00%
Change of 19.02 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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