Other Services within All industries

Other Services has 55,940 employees within 142 organisations
Change year 2016

Other Services summary for 2016

Other Services has 55,940 employees within 142 organisations of any size.
43.5% of employees are female.

Employee type breakdown
Casual
17.3%
Casual - 17.261351447979976%
Part-time
15.5%
Part-time - 15.455845548802289%
Full-time
67.3%
Full-time - 67.28280300321772%
Organisation size breakdown
<250
58.5%
<250 - 58.45070422535211%
250-499
23.2%
250-499 - 23.239436619718308%
500-999
10.6%
500-999 - 10.56338028169014%
1000-4999
7.0%
1000-4999 - 7.042253521126761%
5000+
0.7%
5000+ - 0.7042253521126761%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 56.5% Female 43.5%)
male
female
All (Male 56.5% Female 43.5%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 81.0% Female 19.0%)
male
female
CEO (Male 81.0% Female 19.0%)
Key management personnel (Male 66.5% Female 33.5%)
male
female
Key management personnel (Male 66.5% Female 33.5%)
Other executives/general managers (Male 63.7% Female 36.3%)
male
female
Other executives/general managers (Male 63.7% Female 36.3%)
Senior managers (Male 60.1% Female 39.9%)
male
female
Senior managers (Male 60.1% Female 39.9%)
Other managers (Male 59.6% Female 40.4%)
male
female
Other managers (Male 59.6% Female 40.4%)
Non-managers (all)
Clerical and administrative (Male 20.5% Female 79.5%)
male
female
Clerical and administrative (Male 20.5% Female 79.5%)
Community and personal service (Male 57.6% Female 42.4%)
male
female
Community and personal service (Male 57.6% Female 42.4%)
Machinery operators and drivers (Male 50.3% Female 49.7%)
male
female
Machinery operators and drivers (Male 50.3% Female 49.7%)
Sales (Male 36.0% Female 64.0%)
male
female
Sales (Male 36.0% Female 64.0%)
Professionals (Male 49.7% Female 50.3%)
male
female
Professionals (Male 49.7% Female 50.3%)
Technicians and trade (Male 86.6% Female 13.4%)
male
female
Technicians and trade (Male 86.6% Female 13.4%)
Labourers (Male 75.5% Female 24.5%)
male
female
Labourers (Male 75.5% Female 24.5%)
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
-2.88%
2015 baseline
2016 M:56.49% F:43.51%
2015 M:53.61% F:46.39%
The proportion of males has decreased by 2.88 p.p..
The proportion of females has increased by 2.88 p.p..
Managers
CEO
-3.78%
2015 baseline
2016 M:81.01% F:18.99%
2015 M:77.23% F:22.77%
The proportion of males has decreased by 3.78 p.p..
The proportion of females has increased by 3.78 p.p..
Key management personnel
0.51%
2015 baseline
2016 M:66.52% F:33.48%
2015 M:67.03% F:32.97%
The proportion of males has increased by 0.51 p.p..
The proportion of females has decreased by 0.51 p.p..
Other executives/general managers
0.43%
2015 baseline
2016 M:63.71% F:36.29%
2015 M:64.15% F:35.85%
The proportion of males has increased by 0.43 p.p..
The proportion of females has decreased by 0.43 p.p..
Senior managers
0.34%
2015 baseline
2016 M:60.12% F:39.88%
2015 M:60.47% F:39.53%
The proportion of males has increased by 0.34 p.p..
The proportion of females has decreased by 0.34 p.p..
Other managers
-1.46%
2015 baseline
2016 M:59.58% F:40.42%
2015 M:58.12% F:41.88%
The proportion of males has decreased by 1.46 p.p..
The proportion of females has increased by 1.46 p.p..
Non-managers
Clerical and administrative
-0.27%
2015 baseline
2016 M:20.52% F:79.48%
2015 M:20.79% F:79.21%
The proportion of males has decreased by 0.27 p.p..
The proportion of females has increased by 0.27 p.p..
Community and personal service
-1.77%
2015 baseline
2016 M:57.58% F:42.42%
2015 M:55.81% F:44.19%
The proportion of males has decreased by 1.77 p.p..
The proportion of females has increased by 1.77 p.p..
Machinery operators and drivers
40.04%
2015 baseline
2016 M:50.26% F:49.74%
2015 M:90.30% F:9.70%
The proportion of males has increased by 40.04 p.p..
The proportion of females has decreased by 40.04 p.p..
Sales
12.59%
2015 baseline
2016 M:35.99% F:64.01%
2015 M:23.40% F:76.60%
The proportion of males has increased by 12.59 p.p..
The proportion of females has decreased by 12.59 p.p..
Professionals
2.91%
2015 baseline
2016 M:49.68% F:50.32%
2015 M:46.77% F:53.23%
The proportion of males has increased by 2.91 p.p..
The proportion of females has decreased by 2.91 p.p..
Technicians and trade
1.46%
2015 baseline
2016 M:86.59% F:13.41%
2015 M:88.05% F:11.95%
The proportion of males has increased by 1.46 p.p..
The proportion of females has decreased by 1.46 p.p..
Labourers
-10.39%
2015 baseline
2016 M:75.48% F:24.52%
2015 M:65.09% F:34.91%
The proportion of males has decreased by 10.39 p.p..
The proportion of females has increased by 10.39 p.p..
Results for 2016 View yearly change
Full-time (Male 63.1% Female 36.9%)
male
female
Full-time (Male 63.1% Female 36.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 82.1% Female 17.9%)
male
female
CEO (Male 82.1% Female 17.9%)
Key management personnel (Male 68.8% Female 31.2%)
male
female
Key management personnel (Male 68.8% Female 31.2%)
Other executives/general managers (Male 66.5% Female 33.5%)
male
female
Other executives/general managers (Male 66.5% Female 33.5%)
Senior managers (Male 63.9% Female 36.1%)
male
female
Senior managers (Male 63.9% Female 36.1%)
Other managers (Male 63.0% Female 37.0%)
male
female
Other managers (Male 63.0% Female 37.0%)
Non-managers (full-time)
Clerical and administrative (Male 23.4% Female 76.6%)
male
female
Clerical and administrative (Male 23.4% Female 76.6%)
Community and personal service (Male 71.6% Female 28.4%)
male
female
Community and personal service (Male 71.6% Female 28.4%)
Machinery operators and drivers (Male 50.5% Female 49.5%)
male
female
Machinery operators and drivers (Male 50.5% Female 49.5%)
Sales (Male 46.6% Female 53.4%)
male
female
Sales (Male 46.6% Female 53.4%)
Professionals (Male 56.5% Female 43.5%)
male
female
Professionals (Male 56.5% Female 43.5%)
Technicians and trade (Male 90.4% Female 9.6%)
male
female
Technicians and trade (Male 90.4% Female 9.6%)
Labourers (Male 78.5% Female 21.5%)
male
female
Labourers (Male 78.5% Female 21.5%)
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
-1.13%
2015 baseline
2016 M:63.12% F:36.88%
2015 M:61.99% F:38.01%
The proportion of males has decreased by 1.13 p.p..
The proportion of females has increased by 1.13 p.p..
Managers
CEO
-3.62%
2015 baseline
2016 M:82.08% F:17.92%
2015 M:78.46% F:21.54%
The proportion of males has decreased by 3.62 p.p..
The proportion of females has increased by 3.62 p.p..
Key management personnel
-0.11%
2015 baseline
2016 M:68.79% F:31.21%
2015 M:68.68% F:31.32%
The proportion of males has decreased by 0.11 p.p..
The proportion of females has increased by 0.11 p.p..
Other executives/general managers
1.91%
2015 baseline
2016 M:66.51% F:33.49%
2015 M:68.42% F:31.58%
The proportion of males has increased by 1.91 p.p..
The proportion of females has decreased by 1.91 p.p..
Senior managers
-0.58%
2015 baseline
2016 M:63.85% F:36.15%
2015 M:63.28% F:36.72%
The proportion of males has decreased by 0.58 p.p..
The proportion of females has increased by 0.58 p.p..
Other managers
-2.33%
2015 baseline
2016 M:63.02% F:36.98%
2015 M:60.69% F:39.31%
The proportion of males has decreased by 2.33 p.p..
The proportion of females has increased by 2.33 p.p..
Non-managers
Clerical and administrative
-1.28%
2015 baseline
2016 M:23.39% F:76.61%
2015 M:24.67% F:75.33%
The proportion of males has decreased by 1.28 p.p..
The proportion of females has increased by 1.28 p.p..
Community and personal service
-0.53%
2015 baseline
2016 M:71.58% F:28.42%
2015 M:71.05% F:28.95%
The proportion of males has decreased by 0.53 p.p..
The proportion of females has increased by 0.53 p.p..
Machinery operators and drivers
32.28%
2015 baseline
2016 M:50.48% F:49.52%
2015 M:82.76% F:17.24%
The proportion of males has increased by 32.28 p.p..
The proportion of females has decreased by 32.28 p.p..
Sales
1.05%
2015 baseline
2016 M:46.63% F:53.37%
2015 M:45.59% F:54.41%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Professionals
-2.24%
2015 baseline
2016 M:56.54% F:43.46%
2015 M:54.31% F:45.69%
The proportion of males has decreased by 2.24 p.p..
The proportion of females has increased by 2.24 p.p..
Technicians and trade
1.36%
2015 baseline
2016 M:90.45% F:9.55%
2015 M:91.81% F:8.19%
The proportion of males has increased by 1.36 p.p..
The proportion of females has decreased by 1.36 p.p..
Labourers
-16.46%
2015 baseline
2016 M:78.50% F:21.50%
2015 M:62.03% F:37.97%
The proportion of males has decreased by 16.46 p.p..
The proportion of females has increased by 16.46 p.p..
Results for 2016 View yearly change
Part-time (Male 30.8% Female 69.2%)
male
female
Part-time (Male 30.8% Female 69.2%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 50.0% Female 50.0%)
male
female
CEO (Male 50.0% Female 50.0%)
Key management personnel (Male 37.3% Female 62.7%)
male
female
Key management personnel (Male 37.3% Female 62.7%)
Other executives/general managers (Male 25.5% Female 74.5%)
male
female
Other executives/general managers (Male 25.5% Female 74.5%)
Senior managers (Male 19.6% Female 80.4%)
male
female
Senior managers (Male 19.6% Female 80.4%)
Other managers (Male 18.3% Female 81.7%)
male
female
Other managers (Male 18.3% Female 81.7%)
Non-managers (part-time)
Clerical and administrative (Male 8.5% Female 91.5%)
male
female
Clerical and administrative (Male 8.5% Female 91.5%)
Community and personal service (Male 56.0% Female 44.0%)
male
female
Community and personal service (Male 56.0% Female 44.0%)
Machinery operators and drivers (Male 28.1% Female 71.9%)
male
female
Machinery operators and drivers (Male 28.1% Female 71.9%)
Sales (Male 6.0% Female 94.0%)
male
female
Sales (Male 6.0% Female 94.0%)
Professionals (Male 18.7% Female 81.3%)
male
female
Professionals (Male 18.7% Female 81.3%)
Technicians and trade (Male 44.1% Female 55.9%)
male
female
Technicians and trade (Male 44.1% Female 55.9%)
Labourers (Male 47.0% Female 53.0%)
male
female
Labourers (Male 47.0% Female 53.0%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
1.07%
2015 baseline
2016 M:30.75% F:69.25%
2015 M:29.69% F:70.31%
The proportion of males has increased by 1.07 p.p..
The proportion of females has decreased by 1.07 p.p..
Managers
CEO
0.00%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:50.00% F:50.00%
There has been no change in the workforce composition.
Key management personnel
-6.50%
2015 baseline
2016 M:37.25% F:62.75%
2015 M:43.75% F:56.25%
The proportion of males has decreased by 6.50 p.p..
The proportion of females has increased by 6.50 p.p..
Other executives/general managers
2.00%
2015 baseline
2016 M:25.53% F:74.47%
2015 M:23.53% F:76.47%
The proportion of males has increased by 2.00 p.p..
The proportion of females has decreased by 2.00 p.p..
Senior managers
0.82%
2015 baseline
2016 M:19.64% F:80.36%
2015 M:18.82% F:81.18%
The proportion of males has increased by 0.82 p.p..
The proportion of females has decreased by 0.82 p.p..
Other managers
1.01%
2015 baseline
2016 M:18.30% F:81.70%
2015 M:17.28% F:82.72%
The proportion of males has increased by 1.01 p.p..
The proportion of females has decreased by 1.01 p.p..
Non-managers
Clerical and administrative
0.42%
2015 baseline
2016 M:8.47% F:91.53%
2015 M:8.05% F:91.95%
The proportion of males has increased by 0.42 p.p..
The proportion of females has decreased by 0.42 p.p..
Community and personal service
-0.47%
2015 baseline
2016 M:55.96% F:44.04%
2015 M:44.50% F:55.50%
The proportion of males has decreased by 0.47 p.p..
The proportion of females has increased by 0.47 p.p..
Machinery operators and drivers
11.46%
2015 baseline
2016 M:28.13% F:71.88%
2015 M:83.33% F:16.67%
The proportion of males has increased by 11.46 p.p..
The proportion of females has decreased by 11.46 p.p..
Sales
-1.00%
2015 baseline
2016 M:5.95% F:94.05%
2015 M:6.95% F:93.05%
The proportion of males has decreased by 1.00 p.p..
The proportion of females has increased by 1.00 p.p..
Professionals
1.49%
2015 baseline
2016 M:18.70% F:81.30%
2015 M:17.21% F:82.79%
The proportion of males has increased by 1.49 p.p..
The proportion of females has decreased by 1.49 p.p..
Technicians and trade
9.65%
2015 baseline
2016 M:44.07% F:55.93%
2015 M:34.42% F:65.58%
The proportion of males has increased by 9.65 p.p..
The proportion of females has decreased by 9.65 p.p..
Labourers
3.47%
2015 baseline
2016 M:47.03% F:52.97%
2015 M:56.44% F:43.56%
The proportion of males has increased by 3.47 p.p..
The proportion of females has decreased by 3.47 p.p..
Results for 2016 View yearly change
Casual (Male 53.7% Female 46.3%)
male
female
Casual (Male 53.7% Female 46.3%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% Female 0.0%)
Other executives/general managers (Male 63.6% Female 36.4%)
male
female
Other executives/general managers (Male 63.6% Female 36.4%)
Senior managers (Male 66.7% Female 33.3%)
male
female
Senior managers (Male 66.7% Female 33.3%)
Other managers (Male 45.5% Female 54.5%)
male
female
Other managers (Male 45.5% Female 54.5%)
Non-managers (casual)
Clerical and administrative (Male 27.9% Female 72.1%)
male
female
Clerical and administrative (Male 27.9% Female 72.1%)
Community and personal service (Male 38.8% Female 61.2%)
male
female
Community and personal service (Male 38.8% Female 61.2%)
Machinery operators and drivers (Male 59.0% Female 41.0%)
male
female
Machinery operators and drivers (Male 59.0% Female 41.0%)
Sales (Male 36.2% Female 63.8%)
male
female
Sales (Male 36.2% Female 63.8%)
Professionals (Male 40.6% Female 59.4%)
male
female
Professionals (Male 40.6% Female 59.4%)
Technicians and trade (Male 84.6% Female 15.4%)
male
female
Technicians and trade (Male 84.6% Female 15.4%)
Labourers (Male 79.0% Female 21.0%)
male
female
Labourers (Male 79.0% Female 21.0%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-1.67%
2015 baseline
2016 M:53.69% F:46.31%
2015 M:47.99% F:52.01%
The proportion of males has decreased by 1.67 p.p..
The proportion of females has increased by 1.67 p.p..
Managers
CEO
2015 baseline
2016 M:% F:%
2015 M:0.00% F:100.00%
There is no data for determining the change.
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
0.00%
2015 baseline
2016 M:66.67% F:33.33%
2015 M:33.33% F:66.67%
The proportion of males has increased by 0.00 p.p..
The proportion of females has decreased by 0.00 p.p..
Other managers
7.95%
2015 baseline
2016 M:45.45% F:54.55%
2015 M:62.50% F:37.50%
The proportion of males has increased by 7.95 p.p..
The proportion of females has decreased by 7.95 p.p..
Non-managers
Clerical and administrative
3.07%
2015 baseline
2016 M:27.87% F:72.13%
2015 M:24.80% F:75.20%
The proportion of males has increased by 3.07 p.p..
The proportion of females has decreased by 3.07 p.p..
Community and personal service
-5.98%
2015 baseline
2016 M:38.79% F:61.21%
2015 M:44.76% F:55.24%
The proportion of males has decreased by 5.98 p.p..
The proportion of females has increased by 5.98 p.p..
Machinery operators and drivers
39.48%
2015 baseline
2016 M:58.96% F:41.04%
2015 M:98.44% F:1.56%
The proportion of males has increased by 39.48 p.p..
The proportion of females has decreased by 39.48 p.p..
Sales
25.92%
2015 baseline
2016 M:36.18% F:63.82%
2015 M:10.26% F:89.74%
The proportion of males has increased by 25.92 p.p..
The proportion of females has decreased by 25.92 p.p..
Professionals
4.08%
2015 baseline
2016 M:40.61% F:59.39%
2015 M:36.54% F:63.46%
The proportion of males has increased by 4.08 p.p..
The proportion of females has decreased by 4.08 p.p..
Technicians and trade
-3.44%
2015 baseline
2016 M:84.55% F:15.45%
2015 M:81.11% F:18.89%
The proportion of males has decreased by 3.44 p.p..
The proportion of females has increased by 3.44 p.p..
Labourers
-8.03%
2015 baseline
2016 M:78.96% F:21.04%
2015 M:70.94% F:29.06%
The proportion of males has decreased by 8.03 p.p..
The proportion of females has increased by 8.03 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 52.8% Female 47.2%)
male
female
Overall (Male 52.8% Female 47.2%)
Managers (Male 52.5% Female 47.5%)
male
female
Managers (Male 52.5% Female 47.5%)
Non-managers (Male 52.8% Female 47.2%)
male
female
Non-managers (Male 52.8% Female 47.2%)
Promotions by role
Overall (Male 48.8% Female 51.2%)
male
female
Overall (Male 48.8% Female 51.2%)
Managers (Male 47.3% Female 52.7%)
male
female
Managers (Male 47.3% Female 52.7%)
Non-managers (Male 49.4% Female 50.6%)
male
female
Non-managers (Male 49.4% Female 50.6%)
Promotions by employment type
Full-time
78.4%
Full-time - 78.4390243902439%
Part-time
9.3%
Part-time - 9.317073170731707%
Casual
12.2%
Casual - 12.24390243902439%
Resignations by role
Overall (Male 50.4% Female 49.6%)
male
female
Overall (Male 50.4% Female 49.6%)
Managers (Male 51.1% Female 48.9%)
male
female
Managers (Male 51.1% Female 48.9%)
Non-managers (Male 50.4% Female 49.6%)
male
female
Non-managers (Male 50.4% Female 49.6%)
Resignations by employment type
Full-time
56.2%
Full-time - 56.202770780856426%
Part-time
15.2%
Part-time - 15.218303946263646%
Casual
28.6%
Casual - 28.578925272879935%

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
16.0% pay gap
All industries 26.3%
2016 16.0%
2015 19.6%
Base salary (all)
male
female
10.9% pay gap
All industries 21.4%
2016 10.9%
2015 15.7%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
16.5% pay gap
All industries 27.7%
2016 16.5%
2015 22.6%
Other executives/general managers
male
female
15.2% pay gap
All industries 25.9%
2016 15.2%
2015 13.9%
Senior managers
male
female
12.6% pay gap
All industries 21.6%
2016 12.6%
2015 11.6%
Other managers
male
female
15.9% pay gap
All industries 22.8%
2016 15.9%
2015 16.6%
Non-managers (all total remuneration)
Clerical and administrative
male
female
5.9% pay gap
All industries 7.1%
2016 5.9%
2015 9.4%
Community and personal service
male
female
15.2% pay gap
All industries 5.5%
2016 15.2%
2015 21.0%
Machinery operators and drivers
male
female
15.0% pay gap
All industries 17.9%
2016 15.0%
2015 25.2%
Sales
male
female
33.0% pay gap
All industries 15.8%
2016 33.0%
2015 39.1%
Professionals
male
female
9.5% pay gap
All industries 19.5%
2016 9.5%
2015 13.9%
Technicians and trade
male
female
37.9% pay gap
All industries 30.8%
2016 37.9%
2015 40.2%
Labourers
male
female
9.4% pay gap
All industries 17.8%
2016 9.4%
2015 8.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
3.53 p.p.
2015 baseline
2016 16.03%
2015 19.57%
The gender pay gap
decreased by 3.53 p.p.
Base salary (all)
4.80 p.p.
2015 baseline
2016 10.94%
2015 15.73%
The gender pay gap
decreased by 4.80 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (all total remuneration)
Key management personnel
6.11 p.p.
2015 baseline
2016 16.49%
2015 22.61%
The gender pay gap
decreased by 6.11 p.p.
Other executives/general managers
1.27 p.p.
2015 baseline
2016 15.16%
2015 13.89%
The gender pay gap
increased by 1.27 p.p.
Senior managers
1.01 p.p.
2015 baseline
2016 12.62%
2015 11.61%
The gender pay gap
increased by 1.01 p.p.
Other managers
0.67 p.p.
2015 baseline
2016 15.93%
2015 16.60%
The gender pay gap
decreased by 0.67 p.p.
Non-managers (all total remuneration)
Clerical and administrative
3.44 p.p.
2015 baseline
2016 5.91%
2015 9.35%
The gender pay gap
decreased by 3.44 p.p.
Community and personal service
5.78 p.p.
2015 baseline
2016 15.18%
2015 20.96%
The gender pay gap
decreased by 5.78 p.p.
Machinery operators and drivers
10.23 p.p.
2015 baseline
2016 15.02%
2015 25.24%
The gender pay gap
decreased by 10.23 p.p.
Sales
6.08 p.p.
2015 baseline
2016 33.04%
2015 39.11%
The gender pay gap
decreased by 6.08 p.p.
Professionals
4.39 p.p.
2015 baseline
2016 9.48%
2015 13.87%
The gender pay gap
decreased by 4.39 p.p.
Technicians and trade
2.37 p.p.
2015 baseline
2016 37.86%
2015 40.23%
The gender pay gap
decreased by 2.37 p.p.
Labourers
1.00 p.p.
2015 baseline
2016 9.44%
2015 8.44%
The gender pay gap
increased by 1.00 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
14.8% pay gap
All industries 23.1%
2016 14.8%
2015 18.3%
Base salary (full-time)
male
female
9.3% pay gap
All industries 17.7%
2016 9.3%
2015 14.0%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
17.7% pay gap
All industries 26.6%
2016 17.7%
2015 21.0%
Other executives/general managers
male
female
13.8% pay gap
All industries 24.6%
2016 13.8%
2015 13.1%
Senior managers
male
female
11.3% pay gap
All industries 21.7%
2016 11.3%
2015 11.2%
Other managers
male
female
16.8% pay gap
All industries 23.8%
2016 16.8%
2015 18.0%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
6.7% pay gap
All industries 8.8%
2016 6.7%
2015 10.2%
Community and personal service
male
female
15.7% pay gap
All industries 10.9%
2016 15.7%
2015 22.6%
Machinery operators and drivers
male
female
14.5% pay gap
All industries 16.1%
2016 14.5%
Sales
male
female
31.4% pay gap
All industries 23.5%
2016 31.4%
2015 32.4%
Professionals
male
female
10.3% pay gap
All industries 19.7%
2016 10.3%
2015 14.1%
Technicians and trade
male
female
36.5% pay gap
All industries 27.1%
2016 36.5%
2015 39.7%
Labourers
male
female
1.3% pay gap
All industries 17.2%
2016 1.3%
2015 13.7%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
3.56 p.p.
2015 baseline
2016 14.76%
2015 18.32%
The gender pay gap
decreased by 3.56 p.p.
Base salary (full-time)
4.67 p.p.
2015 baseline
2016 9.33%
2015 14.00%
The gender pay gap
decreased by 4.67 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
3.32 p.p.
2015 baseline
2016 17.71%
2015 21.03%
The gender pay gap
decreased by 3.32 p.p.
Other executives/general managers
0.64 p.p.
2015 baseline
2016 13.78%
2015 13.14%
The gender pay gap
increased by 0.64 p.p.
Senior managers
0.09 p.p.
2015 baseline
2016 11.32%
2015 11.24%
The gender pay gap
increased by 0.09 p.p.
Other managers
1.25 p.p.
2015 baseline
2016 16.75%
2015 18.00%
The gender pay gap
decreased by 1.25 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
3.45 p.p.
2015 baseline
2016 6.74%
2015 10.19%
The gender pay gap
decreased by 3.45 p.p.
Community and personal service
6.97 p.p.
2015 baseline
2016 15.67%
2015 22.64%
The gender pay gap
decreased by 6.97 p.p.
Machinery operators and drivers
No comparison data available
Sales
1.00 p.p.
2015 baseline
2016 31.41%
2015 32.41%
The gender pay gap
decreased by 1.00 p.p.
Professionals
3.74 p.p.
2015 baseline
2016 10.34%
2015 14.08%
The gender pay gap
decreased by 3.74 p.p.
Technicians and trade
3.19 p.p.
2015 baseline
2016 36.53%
2015 39.73%
The gender pay gap
decreased by 3.19 p.p.
Labourers
12.39 p.p.
2015 baseline
2016 1.33%
2015 13.72%
The gender pay gap
decreased by 12.39 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-6.9% pay gap
All industries -6.6%
2016 -6.9%
2015 -6.3%
Base salary (part-time)
male
female
-14.8% pay gap
All industries -7.8%
2016 -14.8%
2015 -5.4%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
male
female
45.5% pay gap
All industries 28.0%
2016 45.5%
2015 17.8%
Other executives/general managers
male
female
-4.7% pay gap
All industries 35.3%
2016 -4.7%
2015 -61.7%
Senior managers
male
female
3.6% pay gap
All industries 21.3%
2016 3.6%
2015 -6.8%
Other managers
male
female
-10.8% pay gap
All industries 15.0%
2016 -10.8%
2015 -5.6%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
1.3% pay gap
All industries -4.9%
2016 1.3%
2015 -1.9%
Community and personal service
male
female
4.5% pay gap
All industries -0.3%
2016 4.5%
2015 10.4%
Machinery operators and drivers
male
female
-5.4% pay gap
All industries 7.3%
2016 -5.4%
Sales
male
female
15.7% pay gap
All industries -0.6%
2016 15.7%
2015 12.8%
Professionals
male
female
0.6% pay gap
All industries 18.7%
2016 0.6%
2015 4.2%
Technicians and trade
male
female
10.0% pay gap
All industries 8.6%
2016 10.0%
2015 11.2%
Labourers
male
female
-1.9% pay gap
All industries -4.4%
2016 -1.9%
2015 0.7%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
0.57 p.p.
2015 baseline
2016 -6.91%
2015 -6.34%
The gender pay gap
increased by 0.57 p.p.
Base salary (part-time)
9.38 p.p.
2015 baseline
2016 -14.83%
2015 -5.44%
The gender pay gap
increased by 9.38 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
27.75 p.p.
2015 baseline
2016 45.53%
2015 17.78%
The gender pay gap
increased by 27.75 p.p.
Other executives/general managers
57.00 p.p.
2015 baseline
2016 -4.71%
2015 -61.72%
The gender pay gap
decreased by 57.00 p.p.
Senior managers
10.38 p.p.
2015 baseline
2016 3.59%
2015 -6.79%
The gender pay gap
decreased by 10.38 p.p.
Other managers
5.16 p.p.
2015 baseline
2016 -10.76%
2015 -5.61%
The gender pay gap
increased by 5.16 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
3.15 p.p.
2015 baseline
2016 1.26%
2015 -1.89%
The gender pay gap
decreased by 3.15 p.p.
Community and personal service
5.88 p.p.
2015 baseline
2016 4.55%
2015 10.43%
The gender pay gap
decreased by 5.88 p.p.
Machinery operators and drivers
No comparison data available
Sales
2.86 p.p.
2015 baseline
2016 15.68%
2015 12.83%
The gender pay gap
increased by 2.86 p.p.
Professionals
3.59 p.p.
2015 baseline
2016 0.63%
2015 4.22%
The gender pay gap
decreased by 3.59 p.p.
Technicians and trade
1.23 p.p.
2015 baseline
2016 9.96%
2015 11.19%
The gender pay gap
decreased by 1.23 p.p.
Labourers
2.56 p.p.
2015 baseline
2016 -1.85%
2015 0.70%
The gender pay gap
increased by 2.56 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
13.9% pay gap
All industries 9.1%
2016 13.9%
2015 8.8%
Base salary (casual)
male
female
13.3% pay gap
All industries 8.6%
2016 13.3%
2015 8.1%
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
-0.6% pay gap
All industries 1.8%
2016 -0.6%
2015 2.1%
Community and personal service
male
female
1.0% pay gap
All industries -0.2%
2016 1.0%
2015 -7.4%
Machinery operators and drivers
male
female
29.7% pay gap
All industries 11.0%
2016 29.7%
Sales
male
female
-0.4% pay gap
All industries -3.4%
2016 -0.4%
2015 8.9%
Professionals
male
female
-2.8% pay gap
All industries 15.3%
2016 -2.8%
2015 3.9%
Technicians and trade
male
female
38.3% pay gap
All industries 30.5%
2016 38.3%
2015 38.4%
Labourers
male
female
13.0% pay gap
All industries 14.0%
2016 13.0%
2015 7.6%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
5.13 p.p.
2015 baseline
2016 13.94%
2015 8.81%
The gender pay gap
increased by 5.13 p.p.
Base salary (casual)
5.13 p.p.
2015 baseline
2016 13.25%
2015 8.12%
The gender pay gap
increased by 5.13 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
2.72 p.p.
2015 baseline
2016 -0.63%
2015 2.09%
The gender pay gap
decreased by 2.72 p.p.
Community and personal service
8.35 p.p.
2015 baseline
2016 0.96%
2015 -7.39%
The gender pay gap
decreased by 8.35 p.p.
Machinery operators and drivers
No comparison data available
Sales
9.28 p.p.
2015 baseline
2016 -0.39%
2015 8.90%
The gender pay gap
decreased by 9.28 p.p.
Professionals
6.77 p.p.
2015 baseline
2016 -2.84%
2015 3.93%
The gender pay gap
decreased by 6.77 p.p.
Technicians and trade
0.11 p.p.
2015 baseline
2016 38.27%
2015 38.38%
The gender pay gap
decreased by 0.11 p.p.
Labourers
5.37 p.p.
2015 baseline
2016 12.99%
2015 7.62%
The gender pay gap
increased by 5.37 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
58.5%
0%
100%
All industries 53.1%
2016 58.5%
2015 51.7%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
18.1%
0%
100%
All industries 26.4%
2016 18.1%
2015 20.8%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
16.9%
0%
100%
All industries 20.0%
2016 16.9%
2015 15.4%
Within last 1-2 years
2.8%
0%
100%
All industries 4.7%
2016 2.8%
2015 3.4%
More than 2 years ago but less than 4 years ago
2.8%
0%
100%
All industries 1.3%
2016 2.8%
2015 3.4%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
3.0%
0%
100%
All industries 13.5%
2016 3.0%
2015 2.9%
Identified cause/s of the gaps
39.4%
0%
100%
All industries 31.2%
2016 39.4%
2015 34.3%
Reviewed remuneration decision-making processes
21.2%
0%
100%
All industries 22.4%
2016 21.2%
2015 14.3%
Analysed commencement salaries by gender to ensure there are no pay gaps
12.1%
0%
100%
All industries 16.0%
2016 12.1%
2015 17.1%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
15.2%
0%
100%
All industries 22.3%
2016 15.2%
2015 5.7%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
12.1%
0%
100%
All industries 21.6%
2016 12.1%
2015 8.6%
Trained people-managers in addressing gender bias (including unconscious bias)
6.1%
0%
100%
All industries 11.1%
2016 6.1%
2015 5.7%
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 0.0%
Reported pay equity metrics to the board
18.2%
0%
100%
All industries 14.4%
2016 18.2%
2015 8.6%
Reported pay equity metrics to the executive
24.2%
0%
100%
All industries 25.4%
2016 24.2%
2015 11.4%
Corrected like-for-like gaps
6.1%
0%
100%
All industries 16.9%
2016 6.1%
2015 2.9%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 2.1%
2016 0.0%
2015 2.9%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
4.2%
0%
100%
All industries 5.8%
2016 4.2%
2015 4.0%
No, don't have expertise
0.7%
0%
100%
All industries 0.7%
2016 0.7%
2015 0.7%
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)
7.7%
0%
100%
All industries 6.2%
2016 7.7%
2015 6.0%
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)
20.4%
0%
100%
All industries 21.2%
2016 20.4%
2015 16.1%
No, non-award employees are paid market rate
14.8%
0%
100%
All industries 13.2%
2016 14.8%
2015 13.4%
No, not a priority
1.4%
0%
100%
All industries 2.4%
2016 1.4%
2015 2.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
6.77 p.p.
2015 baseline
2016 58.45%
2015 51.68%
Change of 6.77 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-2.71 p.p.
2015 baseline
2016 18.07%
2015 20.78%
Change of -2.71 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
1.47 p.p.
2015 baseline
2016 16.90%
2015 15.44%
Change of 1.47 p.p.
Within last 1-2 years
-0.54 p.p.
2015 baseline
2016 2.82%
2015 3.36%
Change of -0.54 p.p.
More than 2 years ago but less than 4 years ago
-0.54 p.p.
2015 baseline
2016 2.82%
2015 3.36%
Change of -0.54 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
0.17 p.p.
2015 baseline
2016 3.03%
2015 2.86%
Change of 0.17 p.p.
Identified cause/s of the gaps
5.11 p.p.
2015 baseline
2016 39.39%
2015 34.29%
Change of 5.11 p.p.
Reviewed remuneration decision-making processes
6.93 p.p.
2015 baseline
2016 21.21%
2015 14.29%
Change of 6.93 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
-5.02 p.p.
2015 baseline
2016 12.12%
2015 17.14%
Change of -5.02 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
9.44 p.p.
2015 baseline
2016 15.15%
2015 5.71%
Change of 9.44 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
3.55 p.p.
2015 baseline
2016 12.12%
2015 8.57%
Change of 3.55 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
0.35 p.p.
2015 baseline
2016 6.06%
2015 5.71%
Change of 0.35 p.p.
Set targets to reduce any like-for-like gaps
No comparison data available
Set targets to reduce any organisation-wide gaps
No comparison data available
Reported pay equity metrics to the board
9.61 p.p.
2015 baseline
2016 18.18%
2015 8.57%
Change of 9.61 p.p.
Reported pay equity metrics to the executive
12.81 p.p.
2015 baseline
2016 24.24%
2015 11.43%
Change of 12.81 p.p.
Corrected like-for-like gaps
3.20 p.p.
2015 baseline
2016 6.06%
2015 2.86%
Change of 3.20 p.p.
Conducted a gender-based job evaluation process
-2.86 p.p.
2015 baseline
2016 0.00%
2015 2.86%
Change of -2.86 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.20 p.p.
2015 baseline
2016 4.23%
2015 4.03%
Change of 0.20 p.p.
No, don't have expertise
0.03 p.p.
2015 baseline
2016 0.70%
2015 0.67%
Change of 0.03 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
1.71 p.p.
2015 baseline
2016 7.75%
2015 6.04%
Change of 1.71 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)
4.32 p.p.
2015 baseline
2016 20.42%
2015 16.11%
Change of 4.32 p.p.
No, non-award employees are paid market rate
1.37 p.p.
2015 baseline
2016 14.79%
2015 13.42%
Change of 1.37 p.p.
No, not a priority
-0.60 p.p.
2015 baseline
2016 1.41%
2015 2.01%
Change of -0.60 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
50.0%
0%
100%
All industries 57.7%
2016 50.0%
2015 46.3%
Employers that have an overall gender equality strategy
17.6%
0%
100%
All industries 22.2%
2016 17.6%
2015 16.1%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
22.8%
0%
100%
All industries 12.7%
2016 22.8%
2015 20.7%

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
3.69 p.p.
2015 baseline
2016 50.00%
2015 46.31%
Change of 3.69 p.p.
Employers that have an overall gender equality strategy
1.50 p.p.
2015 baseline
2016 17.61%
2015 16.11%
Change of 1.50 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
2.16 p.p.
0%
100%
2015 baseline
2016 22.84%
2015 20.68%
Change of 2.16 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
59.9%
0%
100%
All industries 52.3%
2016 59.9%
2015 57.7%
Employers that have a flexible working arrangements strategy
15.5%
0%
100%
All industries 16.1%
2016 15.5%
2015 7.4%
Types of flexible work offered
Carer's leave
95.1%
0%
100%
All industries 92.9%
2016 95.1%
2015 94.6%
Compressed working week
29.6%
0%
100%
All industries 26.1%
2016 29.6%
2015 33.6%
Flexible hours of work
64.8%
0%
100%
All industries 58.5%
2016 64.8%
2015 64.4%
Job sharing
42.3%
0%
100%
All industries 39.9%
2016 42.3%
2015 47.0%
Part-time work
85.2%
0%
100%
All industries 83.9%
2016 85.2%
2015 85.9%
Purchased leave
35.2%
0%
100%
All industries 28.4%
2016 35.2%
2015 33.6%
Telecommuting
30.3%
0%
100%
All industries 27.5%
2016 30.3%
2015 38.3%
Time-in-lieu
52.1%
0%
100%
All industries 50.9%
2016 52.1%
2015 51.0%
Unpaid leave
81.0%
0%
100%
All industries 79.4%
2016 81.0%
2015 79.9%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
2.14 p.p.
2015 baseline
2016 59.86%
2015 57.72%
Change of 2.14 p.p.
Employers that have a flexible working arrangements strategy
8.11 p.p.
2015 baseline
2016 15.49%
2015 7.38%
Change of 8.11 p.p.
Types of flexible work offered
Carer's leave
0.44 p.p.
2015 baseline
2016 95.07%
2015 94.63%
Change of 0.44 p.p.
Compressed working week
-3.98 p.p.
2015 baseline
2016 29.58%
2015 33.56%
Change of -3.98 p.p.
Flexible hours of work
0.36 p.p.
2015 baseline
2016 64.79%
2015 64.43%
Change of 0.36 p.p.
Job sharing
-4.73 p.p.
2015 baseline
2016 42.25%
2015 46.98%
Change of -4.73 p.p.
Part-time work
-0.69 p.p.
2015 baseline
2016 85.21%
2015 85.91%
Change of -0.69 p.p.
Purchased leave
1.65 p.p.
2015 baseline
2016 35.21%
2015 33.56%
Change of 1.65 p.p.
Telecommuting
-7.97 p.p.
2015 baseline
2016 30.28%
2015 38.26%
Change of -7.97 p.p.
Time-in-lieu
1.11 p.p.
2015 baseline
2016 52.11%
2015 51.01%
Change of 1.11 p.p.
Unpaid leave
1.12 p.p.
2015 baseline
2016 80.99%
2015 79.87%
Change of 1.12 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
51.4%
0%
100%
All industries 47.6%
2016 51.4%
2015 53.7%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
16.9%
0%
100%
All industries 12.9%
2016 16.9%
2015 9.4%
Paid parental leave
Employers that offer primary carer leave
52.8%
0%
100%
All industries 48.0%
2016 52.8%
2015 50.3%
Average primary carer's leave offered (minimum number of weeks)
9.9 weeks
All industries 9.7 weeks
2016 9.9 weeks
2015 11.4 weeks
Employers that top up government scheme to full pay
8.0%
0%
100%
All industries 9.0%
2016 8.0%
2015 4.0%
Employers that offer full pay in addition to government scheme
85.3%
0%
100%
All industries 79.2%
2016 85.3%
2015 92.0%
Employers that offer a lump sum payment
14.7%
0%
100%
All industries 16.8%
2016 14.7%
2015 12.0%
Employers that offer secondary carer leave
38.7%
0%
100%
All industries 39.0%
2016 38.7%
2015 38.9%
Average secondary carer's leave offered (minimum number of weeks)
1.8 weeks
All industries 1.5 weeks
2016 1.8 weeks
2015 1.7 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)
7.5%
0%
100%
All industries 7.0%
2016 7.5%
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
4.5%
0%
100%
All industries 5.8%
2016 4.5%
2015 1.2%
On-site childcare
10.1%
0%
100%
All industries 9.5%
2016 10.1%
2015 6.0%
Breastfeeding facilities
59.6%
0%
100%
All industries 53.6%
2016 59.6%
2015 44.0%
Childcare referral services
9.0%
0%
100%
All industries 10.4%
2016 9.0%
2015 8.3%
Internal support network for parents
14.6%
0%
100%
All industries 16.7%
2016 14.6%
2015 9.5%
Return-to-work bonus
3.4%
0%
100%
All industries 7.4%
2016 3.4%
2015 4.8%
Information packs to support new parents and/or those with elder care responsibilities
7.9%
0%
100%
All industries 17.1%
2016 7.9%
2015 17.9%
Referral services to support employees with family and/or caring responsibilities
48.3%
0%
100%
All industries 47.3%
2016 48.3%
2015 52.4%
Targeted communication mechanisms, for example intranet/forums
20.2%
0%
100%
All industries 26.9%
2016 20.2%
2015 26.2%
Support in securing school holiday care
6.7%
0%
100%
All industries 6.5%
2016 6.7%
2015 0.0%
Coaching for employees on returning to work from parental leave
12.4%
0%
100%
All industries 15.5%
2016 12.4%
2015 0.0%
Parenting workshops targeting mothers
0.0%
0%
100%
All industries 3.9%
2016 0.0%
2015 0.0%
Parenting workshops targeting fathers
0.0%
0%
100%
All industries 3.3%
2016 0.0%
2015 0.0%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
-2.28 p.p.
2015 baseline
2016 51.41%
2015 53.69%
Change of -2.28 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
7.51 p.p.
2015 baseline
2016 16.90%
2015 9.40%
Change of 7.51 p.p.
Paid parental leave
Employers that offer primary carer leave
2.48 p.p.
2015 baseline
2016 52.82%
2015 50.34%
Change of 2.48 p.p.
Average primary carer leave offered (minimum number of weeks)
-1.56 weeks
2015 baseline
2016 9.88weeks
2015 11.44weeks
Change of -1.56 weeks
Employers that top up government scheme to full pay
4.00 p.p.
2015 baseline
2016 8.00%
2015 4.00%
Change of 4.00 p.p.
Employers that offer full pay in addition to government scheme
-6.67 p.p.
2015 baseline
2016 85.33%
2015 92.00%
Change of -6.67 p.p.
Employers that offer a lump sum payment
2.67 p.p.
2015 baseline
2016 14.67%
2015 12.00%
Change of 2.67 p.p.
Employers that offer secondary carer leave
-0.19 p.p.
2015 baseline
2016 38.73%
2015 38.93%
Change of -0.19 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.04 weeks
2015 baseline
2016 1.76weeks
2015 1.72weeks
Change of 0.04 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
4.16 p.p.
2015 baseline
2016 10.11%
2015 5.95%
Change of 4.16 p.p.
Breastfeeding facilities
15.50 p.p.
2015 baseline
2016 59.55%
2015 44.05%
Change of 15.50 p.p.
Childcare referral services
0.66 p.p.
2015 baseline
2016 8.99%
2015 8.33%
Change of 0.66 p.p.
Internal support network for parents
5.08 p.p.
2015 baseline
2016 14.61%
2015 9.52%
Change of 5.08 p.p.
Return-to-work bonus
-1.39 p.p.
2015 baseline
2016 3.37%
2015 4.76%
Change of -1.39 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-9.99 p.p.
2015 baseline
2016 7.87%
2015 17.86%
Change of -9.99 p.p.
Referral services to support employees with family and/or caring responsibilities
-4.07 p.p.
2015 baseline
2016 48.31%
2015 52.38%
Change of -4.07 p.p.
Targeted communication mechanisms, for example intranet/forums
-5.97 p.p.
2015 baseline
2016 20.22%
2015 26.19%
Change of -5.97 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
40.8%
0%
100%
All industries 39.3%
2016 40.8%
2015 37.6%
Has some measure in place to support employees who are experiencing family or domestic violence
81.7%
0%
100%
All industries 74.8%
2016 81.7%
2015 77.2%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
73.2%
0%
100%
All industries 66.4%
2016 73.2%
2015 67.8%
HR or other staff training
15.5%
0%
100%
All industries 11.0%
2016 15.5%
2015 13.4%
Referral to support services
32.4%
0%
100%
All industries 26.9%
2016 32.4%
2015 24.8%
Access to any leave (overall measure)
62.0%
0%
100%
All industries 52.6%
2016 62.0%
2015 51.7%
Paid domestic violence leave
19.7%
0%
100%
All industries 12.1%
2016 19.7%
Unpaid domestic violence leave
4.2%
0%
100%
All industries 3.8%
2016 4.2%
2015 0.0%
Unpaid leave
54.9%
0%
100%
All industries 49.3%
2016 54.9%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
5.6%
0%
100%
All industries 6.9%
2016 5.6%
2015 0.0%
Workplace safety planning
7.7%
0%
100%
All industries 8.3%
2016 7.7%
2015 0.0%
Confidentiality of disclosure
45.8%
0%
100%
All industries 41.2%
2016 45.8%
2015 0.0%
Protection from adverse action or discrimination
21.8%
0%
100%
All industries 21.3%
2016 21.8%
2015 0.0%
Flexible working arrangements
53.5%
0%
100%
All industries 48.6%
2016 53.5%
2015 0.0%
Financial support
12.0%
0%
100%
All industries 11.2%
2016 12.0%
2015 0.0%
Change of office location
9.9%
0%
100%
All industries 13.7%
2016 9.9%
2015 0.0%
Emergency accommodation assistance
6.3%
0%
100%
All industries 4.0%
2016 6.3%
2015 0.0%
Medical services
8.5%
0%
100%
All industries 10.0%
2016 8.5%
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
3.26 p.p.
2015 baseline
2016 40.85%
2015 37.58%
Change of 3.26 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
4.51 p.p.
2015 baseline
2016 81.69%
2015 77.18%
Change of 4.51 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
5.45 p.p.
2015 baseline
2016 73.24%
2015 67.79%
Change of 5.45 p.p.
HR or other staff training
2.07 p.p.
2015 baseline
2016 15.49%
2015 13.42%
Change of 2.07 p.p.
Referral to support services
7.56 p.p.
2015 baseline
2016 32.39%
2015 24.83%
Change of 7.56 p.p.
Access to any leave (overall measure)
10.29 p.p.
2015 baseline
2016 61.97%
2015 51.68%
Change of 10.29 p.p.
Paid domestic violence leave
19.72 p.p.
2015 baseline
2016 19.72%
2015 0.00%
Change of 19.72 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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