Rental, Hiring and Real Estate Services within All industries

Rental, Hiring and Real Estate Services has 40,934 employees within 80 organisations
Change year 2016

Rental, Hiring and Real Estate Services summary for 2016

Rental, Hiring and Real Estate Services has 40,934 employees within 80 organisations of any size.
43.8% of employees are female.

Employee type breakdown
Casual
11.8%
Casual - 11.823911662676503%
Part-time
8.4%
Part-time - 8.354912786436703%
Full-time
79.8%
Full-time - 79.82117555088679%
Organisation size breakdown
<250
48.8%
<250 - 48.75%
250-499
18.8%
250-499 - 18.75%
500-999
17.5%
500-999 - 17.5%
1000-4999
15.0%
1000-4999 - 15.0%
5000+
0.0%
5000+ - 0.0%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 56.2% Female 43.8%)
male
female
All (Male 56.2% Female 43.8%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 96.4% Female 3.6%)
male
female
CEO (Male 96.4% Female 3.6%)
Key management personnel (Male 80.2% Female 19.8%)
male
female
Key management personnel (Male 80.2% Female 19.8%)
Other executives/general managers (Male 75.3% Female 24.7%)
male
female
Other executives/general managers (Male 75.3% Female 24.7%)
Senior managers (Male 74.2% Female 25.8%)
male
female
Senior managers (Male 74.2% Female 25.8%)
Other managers (Male 60.3% Female 39.7%)
male
female
Other managers (Male 60.3% Female 39.7%)
Non-managers (all)
Clerical and administrative (Male 18.5% Female 81.5%)
male
female
Clerical and administrative (Male 18.5% Female 81.5%)
Community and personal service (Male 33.5% Female 66.5%)
male
female
Community and personal service (Male 33.5% Female 66.5%)
Machinery operators and drivers (Male 96.7% Female 3.3%)
male
female
Machinery operators and drivers (Male 96.7% Female 3.3%)
Sales (Male 60.3% Female 39.7%)
male
female
Sales (Male 60.3% Female 39.7%)
Professionals (Male 51.4% Female 48.6%)
male
female
Professionals (Male 51.4% Female 48.6%)
Technicians and trade (Male 84.3% Female 15.7%)
male
female
Technicians and trade (Male 84.3% Female 15.7%)
Labourers (Male 86.0% Female 14.0%)
male
female
Labourers (Male 86.0% Female 14.0%)
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
0.26%
2015 baseline
2016 M:56.25% F:43.75%
2015 M:56.51% F:43.49%
The proportion of males has increased by 0.26 p.p..
The proportion of females has decreased by 0.26 p.p..
Managers
CEO
0.95%
2015 baseline
2016 M:96.39% F:3.61%
2015 M:97.33% F:2.67%
The proportion of males has increased by 0.95 p.p..
The proportion of females has decreased by 0.95 p.p..
Key management personnel
2.20%
2015 baseline
2016 M:80.21% F:19.79%
2015 M:82.41% F:17.59%
The proportion of males has increased by 2.20 p.p..
The proportion of females has decreased by 2.20 p.p..
Other executives/general managers
0.80%
2015 baseline
2016 M:75.30% F:24.70%
2015 M:76.10% F:23.90%
The proportion of males has increased by 0.80 p.p..
The proportion of females has decreased by 0.80 p.p..
Senior managers
-0.44%
2015 baseline
2016 M:74.20% F:25.80%
2015 M:73.75% F:26.25%
The proportion of males has decreased by 0.44 p.p..
The proportion of females has increased by 0.44 p.p..
Other managers
-0.52%
2015 baseline
2016 M:60.27% F:39.73%
2015 M:59.75% F:40.25%
The proportion of males has decreased by 0.52 p.p..
The proportion of females has increased by 0.52 p.p..
Non-managers
Clerical and administrative
-4.61%
2015 baseline
2016 M:18.46% F:81.54%
2015 M:23.07% F:76.93%
The proportion of males has decreased by 4.61 p.p..
The proportion of females has increased by 4.61 p.p..
Community and personal service
4.75%
2015 baseline
2016 M:33.47% F:66.53%
2015 M:28.73% F:71.27%
The proportion of males has increased by 4.75 p.p..
The proportion of females has decreased by 4.75 p.p..
Machinery operators and drivers
0.47%
2015 baseline
2016 M:96.72% F:3.28%
2015 M:97.19% F:2.81%
The proportion of males has increased by 0.47 p.p..
The proportion of females has decreased by 0.47 p.p..
Sales
2.23%
2015 baseline
2016 M:60.33% F:39.67%
2015 M:62.56% F:37.44%
The proportion of males has increased by 2.23 p.p..
The proportion of females has decreased by 2.23 p.p..
Professionals
-1.34%
2015 baseline
2016 M:51.35% F:48.65%
2015 M:49.98% F:50.02%
The proportion of males has decreased by 1.34 p.p..
The proportion of females has increased by 1.34 p.p..
Technicians and trade
-0.76%
2015 baseline
2016 M:84.33% F:15.67%
2015 M:83.57% F:16.43%
The proportion of males has decreased by 0.76 p.p..
The proportion of females has increased by 0.76 p.p..
Labourers
1.34%
2015 baseline
2016 M:86.04% F:13.96%
2015 M:87.38% F:12.62%
The proportion of males has increased by 1.34 p.p..
The proportion of females has decreased by 1.34 p.p..
Results for 2016 View yearly change
Full-time (Male 61.1% Female 38.9%)
male
female
Full-time (Male 61.1% Female 38.9%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 96.3% Female 3.7%)
male
female
CEO (Male 96.3% Female 3.7%)
Key management personnel (Male 80.7% Female 19.3%)
male
female
Key management personnel (Male 80.7% Female 19.3%)
Other executives/general managers (Male 77.0% Female 23.0%)
male
female
Other executives/general managers (Male 77.0% Female 23.0%)
Senior managers (Male 76.6% Female 23.4%)
male
female
Senior managers (Male 76.6% Female 23.4%)
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 20.5% Female 79.5%)
male
female
Clerical and administrative (Male 20.5% Female 79.5%)
Community and personal service (Male 52.9% Female 47.1%)
male
female
Community and personal service (Male 52.9% Female 47.1%)
Machinery operators and drivers (Male 97.5% Female 2.5%)
male
female
Machinery operators and drivers (Male 97.5% Female 2.5%)
Sales (Male 66.1% Female 33.9%)
male
female
Sales (Male 66.1% Female 33.9%)
Professionals (Male 55.2% Female 44.8%)
male
female
Professionals (Male 55.2% Female 44.8%)
Technicians and trade (Male 91.3% Female 8.7%)
male
female
Technicians and trade (Male 91.3% Female 8.7%)
Labourers (Male 93.2% Female 6.8%)
male
female
Labourers (Male 93.2% Female 6.8%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
0.74%
2015 baseline
2016 M:61.12% F:38.88%
2015 M:61.86% F:38.14%
The proportion of males has increased by 0.74 p.p..
The proportion of females has decreased by 0.74 p.p..
Managers
CEO
0.99%
2015 baseline
2016 M:96.34% F:3.66%
2015 M:97.33% F:2.67%
The proportion of males has increased by 0.99 p.p..
The proportion of females has decreased by 0.99 p.p..
Key management personnel
2.14%
2015 baseline
2016 M:80.74% F:19.26%
2015 M:82.87% F:17.13%
The proportion of males has increased by 2.14 p.p..
The proportion of females has decreased by 2.14 p.p..
Other executives/general managers
0.37%
2015 baseline
2016 M:76.98% F:23.02%
2015 M:77.34% F:22.66%
The proportion of males has increased by 0.37 p.p..
The proportion of females has decreased by 0.37 p.p..
Senior managers
-0.24%
2015 baseline
2016 M:76.60% F:23.40%
2015 M:76.36% F:23.64%
The proportion of males has decreased by 0.24 p.p..
The proportion of females has increased by 0.24 p.p..
Other managers
-0.57%
2015 baseline
2016 M:63.03% F:36.97%
2015 M:62.46% F:37.54%
The proportion of males has decreased by 0.57 p.p..
The proportion of females has increased by 0.57 p.p..
Non-managers
Clerical and administrative
-4.47%
2015 baseline
2016 M:20.49% F:79.51%
2015 M:24.96% F:75.04%
The proportion of males has decreased by 4.47 p.p..
The proportion of females has increased by 4.47 p.p..
Community and personal service
1.79%
2015 baseline
2016 M:52.86% F:47.14%
2015 M:45.35% F:54.65%
The proportion of males has increased by 1.79 p.p..
The proportion of females has decreased by 1.79 p.p..
Machinery operators and drivers
-0.04%
2015 baseline
2016 M:97.53% F:2.47%
2015 M:97.49% F:2.51%
The proportion of males has decreased by 0.04 p.p..
The proportion of females has increased by 0.04 p.p..
Sales
2.50%
2015 baseline
2016 M:66.10% F:33.90%
2015 M:68.60% F:31.40%
The proportion of males has increased by 2.50 p.p..
The proportion of females has decreased by 2.50 p.p..
Professionals
-1.13%
2015 baseline
2016 M:55.23% F:44.77%
2015 M:54.10% F:45.90%
The proportion of males has decreased by 1.13 p.p..
The proportion of females has increased by 1.13 p.p..
Technicians and trade
-0.24%
2015 baseline
2016 M:91.29% F:8.71%
2015 M:91.05% F:8.95%
The proportion of males has decreased by 0.24 p.p..
The proportion of females has increased by 0.24 p.p..
Labourers
-0.33%
2015 baseline
2016 M:93.24% F:6.76%
2015 M:92.91% F:7.09%
The proportion of males has decreased by 0.33 p.p..
The proportion of females has increased by 0.33 p.p..
Results for 2016 View yearly change
Part-time (Male 14.9% Female 85.1%)
male
female
Part-time (Male 14.9% Female 85.1%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 100.0% Female 0.0%)
male
female
CEO (Male 100.0% Female 0.0%)
Key management personnel (Male 50.0% Female 50.0%)
male
female
Key management personnel (Male 50.0% Female 50.0%)
Other executives/general managers (Male 10.5% Female 89.5%)
male
female
Other executives/general managers (Male 10.5% Female 89.5%)
Senior managers (Male 17.3% Female 82.7%)
male
female
Senior managers (Male 17.3% Female 82.7%)
Other managers (Male 7.9% Female 92.1%)
male
female
Other managers (Male 7.9% Female 92.1%)
Non-managers (part-time)
Clerical and administrative (Male 5.4% Female 94.6%)
male
female
Clerical and administrative (Male 5.4% Female 94.6%)
Community and personal service (Male 13.6% Female 86.4%)
male
female
Community and personal service (Male 13.6% Female 86.4%)
Machinery operators and drivers (Male 84.6% Female 15.4%)
male
female
Machinery operators and drivers (Male 84.6% Female 15.4%)
Sales (Male 17.8% Female 82.2%)
male
female
Sales (Male 17.8% Female 82.2%)
Professionals (Male 14.2% Female 85.8%)
male
female
Professionals (Male 14.2% Female 85.8%)
Technicians and trade (Male 29.1% Female 70.9%)
male
female
Technicians and trade (Male 29.1% Female 70.9%)
Labourers (Male 82.5% Female 17.5%)
male
female
Labourers (Male 82.5% Female 17.5%)
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
0.69%
2015 baseline
2016 M:14.88% F:85.12%
2015 M:14.19% F:85.81%
The proportion of males has increased by 0.69 p.p..
The proportion of females has decreased by 0.69 p.p..
Managers
CEO
No comparison data available
Key management personnel
16.67%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:66.67% F:33.33%
The proportion of males has increased by 16.67 p.p..
The proportion of females has decreased by 16.67 p.p..
Other executives/general managers
-8.22%
2015 baseline
2016 M:10.53% F:89.47%
2015 M:18.75% F:81.25%
The proportion of males has decreased by 8.22 p.p..
The proportion of females has increased by 8.22 p.p..
Senior managers
-1.23%
2015 baseline
2016 M:17.28% F:82.72%
2015 M:18.52% F:81.48%
The proportion of males has decreased by 1.23 p.p..
The proportion of females has increased by 1.23 p.p..
Other managers
1.05%
2015 baseline
2016 M:7.87% F:92.13%
2015 M:6.82% F:93.18%
The proportion of males has increased by 1.05 p.p..
The proportion of females has decreased by 1.05 p.p..
Non-managers
Clerical and administrative
-1.61%
2015 baseline
2016 M:5.36% F:94.64%
2015 M:6.97% F:93.03%
The proportion of males has decreased by 1.61 p.p..
The proportion of females has increased by 1.61 p.p..
Community and personal service
0.88%
2015 baseline
2016 M:13.64% F:86.36%
2015 M:12.77% F:87.23%
The proportion of males has increased by 0.88 p.p..
The proportion of females has decreased by 0.88 p.p..
Machinery operators and drivers
-2.80%
2015 baseline
2016 M:84.62% F:15.38%
2015 M:81.82% F:18.18%
The proportion of males has decreased by 2.80 p.p..
The proportion of females has increased by 2.80 p.p..
Sales
2.55%
2015 baseline
2016 M:17.84% F:82.16%
2015 M:15.29% F:84.71%
The proportion of males has increased by 2.55 p.p..
The proportion of females has decreased by 2.55 p.p..
Professionals
3.55%
2015 baseline
2016 M:14.21% F:85.79%
2015 M:10.66% F:89.34%
The proportion of males has increased by 3.55 p.p..
The proportion of females has decreased by 3.55 p.p..
Technicians and trade
3.21%
2015 baseline
2016 M:29.07% F:70.93%
2015 M:25.86% F:74.14%
The proportion of males has increased by 3.21 p.p..
The proportion of females has decreased by 3.21 p.p..
Labourers
9.46%
2015 baseline
2016 M:82.54% F:17.46%
2015 M:92.00% F:8.00%
The proportion of males has increased by 9.46 p.p..
The proportion of females has decreased by 9.46 p.p..
Results for 2016 View yearly change
Casual (Male 52.6% Female 47.4%)
male
female
Casual (Male 52.6% Female 47.4%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 0.0% Female 0.0%)
Insufficient data available
Key management personnel (Male 0.0% Female 0.0%)
Other executives/general managers (Male 0.0% Female 0.0%)
Insufficient data available
Other executives/general managers (Male 0.0% Female 0.0%)
Senior managers (Male 50.0% Female 50.0%)
male
female
Senior managers (Male 50.0% Female 50.0%)
Other managers (Male 27.3% Female 72.7%)
male
female
Other managers (Male 27.3% Female 72.7%)
Non-managers (casual)
Clerical and administrative (Male 21.7% Female 78.3%)
male
female
Clerical and administrative (Male 21.7% Female 78.3%)
Community and personal service (Male 36.5% Female 63.5%)
male
female
Community and personal service (Male 36.5% Female 63.5%)
Machinery operators and drivers (Male 92.9% Female 7.1%)
male
female
Machinery operators and drivers (Male 92.9% Female 7.1%)
Sales (Male 50.2% Female 49.8%)
male
female
Sales (Male 50.2% Female 49.8%)
Professionals (Male 43.7% Female 56.3%)
male
female
Professionals (Male 43.7% Female 56.3%)
Technicians and trade (Male 73.9% Female 26.1%)
male
female
Technicians and trade (Male 73.9% Female 26.1%)
Labourers (Male 72.9% Female 27.1%)
male
female
Labourers (Male 72.9% Female 27.1%)
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
0.95%
2015 baseline
2016 M:52.58% F:47.42%
2015 M:53.54% F:46.46%
The proportion of males has increased by 0.95 p.p..
The proportion of females has decreased by 0.95 p.p..
Managers
CEO
No comparison data available
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
16.67%
2015 baseline
2016 M:50.00% F:50.00%
2015 M:66.67% F:33.33%
The proportion of males has increased by 16.67 p.p..
The proportion of females has decreased by 16.67 p.p..
Other managers
-22.73%
2015 baseline
2016 M:27.27% F:72.73%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 22.73 p.p..
The proportion of females has increased by 22.73 p.p..
Non-managers
Clerical and administrative
-7.49%
2015 baseline
2016 M:21.71% F:78.29%
2015 M:29.20% F:70.80%
The proportion of males has decreased by 7.49 p.p..
The proportion of females has increased by 7.49 p.p..
Community and personal service
-1.10%
2015 baseline
2016 M:36.53% F:63.47%
2015 M:37.63% F:62.37%
The proportion of males has decreased by 1.10 p.p..
The proportion of females has increased by 1.10 p.p..
Machinery operators and drivers
7.14%
2015 baseline
2016 M:92.86% F:7.14%
2015 M:100.00% F:0.00%
The proportion of males has increased by 7.14 p.p..
The proportion of females has decreased by 7.14 p.p..
Sales
1.66%
2015 baseline
2016 M:50.22% F:49.78%
2015 M:51.88% F:48.12%
The proportion of males has increased by 1.66 p.p..
The proportion of females has decreased by 1.66 p.p..
Professionals
-5.33%
2015 baseline
2016 M:43.73% F:56.27%
2015 M:49.07% F:50.93%
The proportion of males has decreased by 5.33 p.p..
The proportion of females has increased by 5.33 p.p..
Technicians and trade
-2.89%
2015 baseline
2016 M:73.90% F:26.10%
2015 M:71.01% F:28.99%
The proportion of males has decreased by 2.89 p.p..
The proportion of females has increased by 2.89 p.p..
Labourers
4.55%
2015 baseline
2016 M:72.87% F:27.13%
2015 M:77.42% F:22.58%
The proportion of males has increased by 4.55 p.p..
The proportion of females has decreased by 4.55 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 50.8% Female 49.2%)
male
female
Overall (Male 50.8% Female 49.2%)
Managers (Male 61.7% Female 38.3%)
male
female
Managers (Male 61.7% Female 38.3%)
Non-managers (Male 49.2% Female 50.8%)
male
female
Non-managers (Male 49.2% Female 50.8%)
Promotions by role
Overall (Male 52.3% Female 47.7%)
male
female
Overall (Male 52.3% Female 47.7%)
Managers (Male 58.5% Female 41.5%)
male
female
Managers (Male 58.5% Female 41.5%)
Non-managers (Male 48.4% Female 51.6%)
male
female
Non-managers (Male 48.4% Female 51.6%)
Promotions by employment type
Full-time
92.9%
Full-time - 92.91964996022276%
Part-time
4.5%
Part-time - 4.494828957836118%
Casual
2.6%
Casual - 2.5855210819411294%
Resignations by role
Overall (Male 52.2% Female 47.8%)
male
female
Overall (Male 52.2% Female 47.8%)
Managers (Male 70.1% Female 29.9%)
male
female
Managers (Male 70.1% Female 29.9%)
Non-managers (Male 49.5% Female 50.5%)
male
female
Non-managers (Male 49.5% Female 50.5%)
Resignations by employment type
Full-time
69.0%
Full-time - 69.0017931858936%
Part-time
8.0%
Part-time - 7.973699940227137%
Casual
23.0%
Casual - 23.024506873879258%

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
29.6% pay gap
All industries 26.3%
2016 29.6%
2015 28.9%
Base salary (all)
male
female
21.9% pay gap
All industries 21.4%
2016 21.9%
2015 20.9%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
42.7% pay gap
All industries 27.7%
2016 42.7%
2015 39.6%
Other executives/general managers
male
female
21.1% pay gap
All industries 25.9%
2016 21.1%
2015 16.0%
Senior managers
male
female
24.9% pay gap
All industries 21.6%
2016 24.9%
2015 20.4%
Other managers
male
female
14.5% pay gap
All industries 22.8%
2016 14.5%
2015 10.6%
Non-managers (all total remuneration)
Clerical and administrative
male
female
2.6% pay gap
All industries 7.1%
2016 2.6%
2015 -3.9%
Community and personal service
male
female
7.3% pay gap
All industries 5.5%
2016 7.3%
2015 7.6%
Machinery operators and drivers
male
female
13.5% pay gap
All industries 17.9%
2016 13.5%
2015 1.2%
Sales
male
female
24.3% pay gap
All industries 15.8%
2016 24.3%
2015 30.6%
Professionals
male
female
16.0% pay gap
All industries 19.5%
2016 16.0%
2015 17.4%
Technicians and trade
male
female
29.0% pay gap
All industries 30.8%
2016 29.0%
2015 20.8%
Labourers
male
female
11.9% pay gap
All industries 17.8%
2016 11.9%
2015 8.1%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.67 p.p.
2015 baseline
2016 29.59%
2015 28.92%
The gender pay gap
increased by 0.67 p.p.
Base salary (all)
1.01 p.p.
2015 baseline
2016 21.93%
2015 20.92%
The gender pay gap
increased by 1.01 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
3.14 p.p.
2015 baseline
2016 42.74%
2015 39.61%
The gender pay gap
increased by 3.14 p.p.
Other executives/general managers
5.04 p.p.
2015 baseline
2016 21.06%
2015 16.03%
The gender pay gap
increased by 5.04 p.p.
Senior managers
4.56 p.p.
2015 baseline
2016 24.92%
2015 20.36%
The gender pay gap
increased by 4.56 p.p.
Other managers
3.88 p.p.
2015 baseline
2016 14.52%
2015 10.64%
The gender pay gap
increased by 3.88 p.p.
Non-managers (all total remuneration)
Clerical and administrative
6.47 p.p.
2015 baseline
2016 2.56%
2015 -3.91%
The gender pay gap
decreased by 6.47 p.p.
Community and personal service
0.33 p.p.
2015 baseline
2016 7.26%
2015 7.58%
The gender pay gap
decreased by 0.33 p.p.
Machinery operators and drivers
12.30 p.p.
2015 baseline
2016 13.53%
2015 1.23%
The gender pay gap
increased by 12.30 p.p.
Sales
6.31 p.p.
2015 baseline
2016 24.25%
2015 30.56%
The gender pay gap
decreased by 6.31 p.p.
Professionals
1.41 p.p.
2015 baseline
2016 15.99%
2015 17.41%
The gender pay gap
decreased by 1.41 p.p.
Technicians and trade
8.18 p.p.
2015 baseline
2016 28.96%
2015 20.77%
The gender pay gap
increased by 8.18 p.p.
Labourers
3.77 p.p.
2015 baseline
2016 11.91%
2015 8.14%
The gender pay gap
increased by 3.77 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
29.3% pay gap
All industries 23.1%
2016 29.3%
2015 28.4%
Base salary (full-time)
male
female
21.4% pay gap
All industries 17.7%
2016 21.4%
2015 20.0%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
42.9% pay gap
All industries 26.6%
2016 42.9%
2015 39.7%
Other executives/general managers
male
female
18.7% pay gap
All industries 24.6%
2016 18.7%
2015 15.8%
Senior managers
male
female
26.3% pay gap
All industries 21.7%
2016 26.3%
2015 21.6%
Other managers
male
female
16.1% pay gap
All industries 23.8%
2016 16.1%
2015 12.4%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
2.8% pay gap
All industries 8.8%
2016 2.8%
2015 -2.9%
Community and personal service
male
female
0.8% pay gap
All industries 10.9%
2016 0.8%
2015 3.5%
Machinery operators and drivers
male
female
8.9% pay gap
All industries 16.1%
2016 8.9%
2015 -5.8%
Sales
male
female
24.4% pay gap
All industries 23.5%
2016 24.4%
2015 31.6%
Professionals
male
female
17.1% pay gap
All industries 19.7%
2016 17.1%
2015 18.8%
Technicians and trade
male
female
16.8% pay gap
All industries 27.1%
2016 16.8%
2015 2.2%
Labourers
male
female
9.9% pay gap
All industries 17.2%
2016 9.9%
2015 15.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.94 p.p.
2015 baseline
2016 29.33%
2015 28.39%
The gender pay gap
increased by 0.94 p.p.
Base salary (full-time)
1.32 p.p.
2015 baseline
2016 21.36%
2015 20.05%
The gender pay gap
increased by 1.32 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
3.21 p.p.
2015 baseline
2016 42.94%
2015 39.73%
The gender pay gap
increased by 3.21 p.p.
Other executives/general managers
2.85 p.p.
2015 baseline
2016 18.70%
2015 15.84%
The gender pay gap
increased by 2.85 p.p.
Senior managers
4.69 p.p.
2015 baseline
2016 26.28%
2015 21.60%
The gender pay gap
increased by 4.69 p.p.
Other managers
3.75 p.p.
2015 baseline
2016 16.11%
2015 12.37%
The gender pay gap
increased by 3.75 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
5.69 p.p.
2015 baseline
2016 2.77%
2015 -2.92%
The gender pay gap
decreased by 5.69 p.p.
Community and personal service
2.69 p.p.
2015 baseline
2016 0.82%
2015 3.51%
The gender pay gap
decreased by 2.69 p.p.
Machinery operators and drivers
14.68 p.p.
2015 baseline
2016 8.91%
2015 -5.77%
The gender pay gap
increased by 14.68 p.p.
Sales
7.25 p.p.
2015 baseline
2016 24.39%
2015 31.63%
The gender pay gap
decreased by 7.25 p.p.
Professionals
1.74 p.p.
2015 baseline
2016 17.07%
2015 18.81%
The gender pay gap
decreased by 1.74 p.p.
Technicians and trade
14.62 p.p.
2015 baseline
2016 16.80%
2015 2.18%
The gender pay gap
increased by 14.62 p.p.
Labourers
5.11 p.p.
2015 baseline
2016 9.88%
2015 15.00%
The gender pay gap
decreased by 5.11 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-3.5% pay gap
All industries -6.6%
2016 -3.5%
2015 5.7%
Base salary (part-time)
male
female
-7.2% pay gap
All industries -7.8%
2016 -7.2%
2015 2.4%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
male
female
-6.8% pay gap
All industries 21.3%
2016 -6.8%
2015 4.2%
Other managers
male
female
10.5% pay gap
All industries 15.0%
2016 10.5%
2015 2.0%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
3.1% pay gap
All industries -4.9%
2016 3.1%
2015 -18.1%
Community and personal service
male
female
5.1% pay gap
All industries -0.3%
2016 5.1%
2015 7.2%
Machinery operators and drivers
Insufficient data available
Sales
male
female
12.2% pay gap
All industries -0.6%
2016 12.2%
2015 6.7%
Professionals
male
female
-11.4% pay gap
All industries 18.7%
2016 -11.4%
2015 12.2%
Technicians and trade
male
female
14.9% pay gap
All industries 8.6%
2016 14.9%
2015 18.3%
Labourers
male
female
-1.9% pay gap
All industries -4.4%
2016 -1.9%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
9.16 p.p.
2015 baseline
2016 -3.47%
2015 5.69%
The gender pay gap
decreased by 9.16 p.p.
Base salary (part-time)
9.61 p.p.
2015 baseline
2016 -7.23%
2015 2.38%
The gender pay gap
increased by 9.61 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
10.98 p.p.
2015 baseline
2016 -6.82%
2015 4.16%
The gender pay gap
increased by 10.98 p.p.
Other managers
8.49 p.p.
2015 baseline
2016 10.53%
2015 2.04%
The gender pay gap
increased by 8.49 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
21.16 p.p.
2015 baseline
2016 3.08%
2015 -18.07%
The gender pay gap
decreased by 21.16 p.p.
Community and personal service
2.11 p.p.
2015 baseline
2016 5.10%
2015 7.20%
The gender pay gap
decreased by 2.11 p.p.
Machinery operators and drivers
No comparison data available
Sales
5.53 p.p.
2015 baseline
2016 12.21%
2015 6.69%
The gender pay gap
increased by 5.53 p.p.
Professionals
23.58 p.p.
2015 baseline
2016 -11.36%
2015 12.22%
The gender pay gap
decreased by 23.58 p.p.
Technicians and trade
3.36 p.p.
2015 baseline
2016 14.90%
2015 18.26%
The gender pay gap
decreased by 3.36 p.p.
Labourers
No comparison data available
Results for 2016 View yearly change
Total remuneration (casual)
male
female
3.4% pay gap
All industries 9.1%
2016 3.4%
2015 -5.9%
Base salary (casual)
male
female
4.7% pay gap
All industries 8.6%
2016 4.7%
2015 -4.5%
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
-2.1% pay gap
All industries 1.8%
2016 -2.1%
2015 -5.9%
Community and personal service
male
female
4.2% pay gap
All industries -0.2%
2016 4.2%
2015 2.4%
Machinery operators and drivers
Insufficient data available
Sales
male
female
-14.0% pay gap
All industries -3.4%
2016 -14.0%
2015 -34.8%
Professionals
male
female
4.6% pay gap
All industries 15.3%
2016 4.6%
2015 -19.1%
Technicians and trade
male
female
19.7% pay gap
All industries 30.5%
2016 19.7%
2015 20.2%
Labourers
male
female
7.2% pay gap
All industries 14.0%
2016 7.2%
2015 -10.9%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
9.22 p.p.
2015 baseline
2016 3.36%
2015 -5.86%
The gender pay gap
decreased by 9.22 p.p.
Base salary (casual)
9.14 p.p.
2015 baseline
2016 4.66%
2015 -4.48%
The gender pay gap
increased by 9.14 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
3.77 p.p.
2015 baseline
2016 -2.10%
2015 -5.87%
The gender pay gap
decreased by 3.77 p.p.
Community and personal service
1.85 p.p.
2015 baseline
2016 4.21%
2015 2.35%
The gender pay gap
increased by 1.85 p.p.
Machinery operators and drivers
No comparison data available
Sales
20.87 p.p.
2015 baseline
2016 -13.96%
2015 -34.82%
The gender pay gap
decreased by 20.87 p.p.
Professionals
23.76 p.p.
2015 baseline
2016 4.63%
2015 -19.12%
The gender pay gap
decreased by 23.76 p.p.
Technicians and trade
0.51 p.p.
2015 baseline
2016 19.73%
2015 20.25%
The gender pay gap
decreased by 0.51 p.p.
Labourers
18.04 p.p.
2015 baseline
2016 7.18%
2015 -10.87%
The gender pay gap
decreased by 18.04 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
67.5%
0%
100%
All industries 53.1%
2016 67.5%
2015 62.5%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
24.1%
0%
100%
All industries 26.4%
2016 24.1%
2015 33.3%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
25.0%
0%
100%
All industries 20.0%
2016 25.0%
2015 30.6%
Within last 1-2 years
3.8%
0%
100%
All industries 4.7%
2016 3.8%
2015 4.2%
More than 2 years ago but less than 4 years ago
1.3%
0%
100%
All industries 1.3%
2016 1.3%
2015 0.0%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
12.0%
0%
100%
All industries 13.5%
2016 12.0%
2015 4.0%
Identified cause/s of the gaps
28.0%
0%
100%
All industries 31.2%
2016 28.0%
2015 36.0%
Reviewed remuneration decision-making processes
36.0%
0%
100%
All industries 22.4%
2016 36.0%
2015 32.0%
Analysed commencement salaries by gender to ensure there are no pay gaps
32.0%
0%
100%
All industries 16.0%
2016 32.0%
2015 16.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
40.0%
0%
100%
All industries 22.3%
2016 40.0%
2015 24.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
40.0%
0%
100%
All industries 21.6%
2016 40.0%
2015 24.0%
Trained people-managers in addressing gender bias (including unconscious bias)
28.0%
0%
100%
All industries 11.1%
2016 28.0%
2015 16.0%
Set targets to reduce any like-for-like gaps
12.0%
0%
100%
All industries 6.1%
2016 12.0%
2015 0.0%
Set targets to reduce any organisation-wide gaps
4.0%
0%
100%
All industries 4.4%
2016 4.0%
2015 0.0%
Reported pay equity metrics to the board
20.0%
0%
100%
All industries 14.4%
2016 20.0%
2015 12.0%
Reported pay equity metrics to the executive
40.0%
0%
100%
All industries 25.4%
2016 40.0%
2015 16.0%
Corrected like-for-like gaps
16.0%
0%
100%
All industries 16.9%
2016 16.0%
2015 12.0%
Conducted a gender-based job evaluation process
0.0%
0%
100%
All industries 2.1%
2016 0.0%
2015 0.0%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
10.0%
0%
100%
All industries 5.8%
2016 10.0%
2015 9.7%
No, don't have expertise
1.3%
0%
100%
All industries 0.7%
2016 1.3%
2015 0.0%
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
2.5%
0%
100%
All industries 6.2%
2016 2.5%
2015 1.4%
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)
20.0%
0%
100%
All industries 21.2%
2016 20.0%
2015 11.1%
No, non-award employees are paid market rate
13.8%
0%
100%
All industries 13.2%
2016 13.8%
2015 20.8%
No, not a priority
0.0%
0%
100%
All industries 2.4%
2016 0.0%
2015 1.4%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
5.00 p.p.
2015 baseline
2016 67.50%
2015 62.50%
Change of 5.00 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-9.26 p.p.
2015 baseline
2016 24.07%
2015 33.33%
Change of -9.26 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-5.56 p.p.
2015 baseline
2016 25.00%
2015 30.56%
Change of -5.56 p.p.
Within last 1-2 years
-0.42 p.p.
2015 baseline
2016 3.75%
2015 4.17%
Change of -0.42 p.p.
More than 2 years ago but less than 4 years ago
No comparison data available
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
8.00 p.p.
2015 baseline
2016 12.00%
2015 4.00%
Change of 8.00 p.p.
Identified cause/s of the gaps
-8.00 p.p.
2015 baseline
2016 28.00%
2015 36.00%
Change of -8.00 p.p.
Reviewed remuneration decision-making processes
4.00 p.p.
2015 baseline
2016 36.00%
2015 32.00%
Change of 4.00 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
16.00 p.p.
2015 baseline
2016 32.00%
2015 16.00%
Change of 16.00 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
16.00 p.p.
2015 baseline
2016 40.00%
2015 24.00%
Change of 16.00 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
16.00 p.p.
2015 baseline
2016 40.00%
2015 24.00%
Change of 16.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
12.00 p.p.
2015 baseline
2016 28.00%
2015 16.00%
Change of 12.00 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
8.00 p.p.
2015 baseline
2016 20.00%
2015 12.00%
Change of 8.00 p.p.
Reported pay equity metrics to the executive
24.00 p.p.
2015 baseline
2016 40.00%
2015 16.00%
Change of 24.00 p.p.
Corrected like-for-like gaps
4.00 p.p.
2015 baseline
2016 16.00%
2015 12.00%
Change of 4.00 p.p.
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
0.28 p.p.
2015 baseline
2016 10.00%
2015 9.72%
Change of 0.28 p.p.
No, don't have expertise
No comparison data available
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
1.11 p.p.
2015 baseline
2016 2.50%
2015 1.39%
Change of 1.11 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)
8.89 p.p.
2015 baseline
2016 20.00%
2015 11.11%
Change of 8.89 p.p.
No, non-award employees are paid market rate
-7.08 p.p.
2015 baseline
2016 13.75%
2015 20.83%
Change of -7.08 p.p.
No, not a priority
-1.39 p.p.
2015 baseline
2016 0.00%
2015 1.39%
Change of -1.39 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 2016   White dot 2015   Grey line all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
53.8%
0%
100%
All industries 57.7%
2016 53.8%
2015 55.6%
Employers that have an overall gender equality strategy
23.8%
0%
100%
All industries 22.2%
2016 23.8%
2015 26.4%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
17.8%
0%
100%
All industries 12.7%
2016 17.8%
2015 19.2%

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
-1.81 p.p.
2015 baseline
2016 53.75%
2015 55.56%
Change of -1.81 p.p.
Employers that have an overall gender equality strategy
-2.64 p.p.
2015 baseline
2016 23.75%
2015 26.39%
Change of -2.64 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-1.39 p.p.
0%
100%
2015 baseline
2016 17.80%
2015 19.19%
Change of -1.39 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
60.0%
0%
100%
All industries 52.3%
2016 60.0%
2015 61.1%
Employers that have a flexible working arrangements strategy
13.8%
0%
100%
All industries 16.1%
2016 13.8%
2015 16.7%
Types of flexible work offered
Carer's leave
96.3%
0%
100%
All industries 92.9%
2016 96.3%
2015 94.4%
Compressed working week
22.5%
0%
100%
All industries 26.1%
2016 22.5%
2015 26.4%
Flexible hours of work
61.3%
0%
100%
All industries 58.5%
2016 61.3%
2015 58.3%
Job sharing
47.5%
0%
100%
All industries 39.9%
2016 47.5%
2015 47.2%
Part-time work
80.0%
0%
100%
All industries 83.9%
2016 80.0%
2015 83.3%
Purchased leave
26.3%
0%
100%
All industries 28.4%
2016 26.3%
2015 25.0%
Telecommuting
46.3%
0%
100%
All industries 27.5%
2016 46.3%
2015 36.1%
Time-in-lieu
43.8%
0%
100%
All industries 50.9%
2016 43.8%
2015 44.4%
Unpaid leave
80.0%
0%
100%
All industries 79.4%
2016 80.0%
2015 76.4%

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
-1.11 p.p.
2015 baseline
2016 60.00%
2015 61.11%
Change of -1.11 p.p.
Employers that have a flexible working arrangements strategy
-2.92 p.p.
2015 baseline
2016 13.75%
2015 16.67%
Change of -2.92 p.p.
Types of flexible work offered
Carer's leave
1.81 p.p.
2015 baseline
2016 96.25%
2015 94.44%
Change of 1.81 p.p.
Compressed working week
-3.89 p.p.
2015 baseline
2016 22.50%
2015 26.39%
Change of -3.89 p.p.
Flexible hours of work
2.92 p.p.
2015 baseline
2016 61.25%
2015 58.33%
Change of 2.92 p.p.
Job sharing
0.28 p.p.
2015 baseline
2016 47.50%
2015 47.22%
Change of 0.28 p.p.
Part-time work
-3.33 p.p.
2015 baseline
2016 80.00%
2015 83.33%
Change of -3.33 p.p.
Purchased leave
1.25 p.p.
2015 baseline
2016 26.25%
2015 25.00%
Change of 1.25 p.p.
Telecommuting
10.14 p.p.
2015 baseline
2016 46.25%
2015 36.11%
Change of 10.14 p.p.
Time-in-lieu
-0.69 p.p.
2015 baseline
2016 43.75%
2015 44.44%
Change of -0.69 p.p.
Unpaid leave
3.61 p.p.
2015 baseline
2016 80.00%
2015 76.39%
Change of 3.61 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
45.0%
0%
100%
All industries 47.6%
2016 45.0%
2015 47.2%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
12.5%
0%
100%
All industries 12.9%
2016 12.5%
2015 18.1%
Paid parental leave
Employers that offer primary carer leave
33.8%
0%
100%
All industries 48.0%
2016 33.8%
2015 34.7%
Average primary carer's leave offered (minimum number of weeks)
10.5 weeks
All industries 9.7 weeks
2016 10.5 weeks
2015 10.2 weeks
Employers that top up government scheme to full pay
0.0%
0%
100%
All industries 9.0%
2016 0.0%
2015 0.0%
Employers that offer full pay in addition to government scheme
88.9%
0%
100%
All industries 79.2%
2016 88.9%
2015 88.0%
Employers that offer a lump sum payment
14.8%
0%
100%
All industries 16.8%
2016 14.8%
2015 20.0%
Employers that offer secondary carer leave
27.5%
0%
100%
All industries 39.0%
2016 27.5%
2015 27.8%
Average secondary carer's leave offered (minimum number of weeks)
1.5 weeks
All industries 1.5 weeks
2016 1.5 weeks
2015 1.2 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
7.4%
0%
100%
All industries 7.6%
2016 7.4%
Proportion of women (out of all employees on parental leave)
7.1%
0%
100%
All industries 7.0%
2016 7.1%
Proportion of men (out of all employees on parental leave)
0.3%
0%
100%
All industries 0.6%
2016 0.3%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
4.9%
0%
100%
All industries 5.8%
2016 4.9%
2015 5.3%
On-site childcare
9.8%
0%
100%
All industries 9.5%
2016 9.8%
2015 2.6%
Breastfeeding facilities
65.9%
0%
100%
All industries 53.6%
2016 65.9%
2015 55.3%
Childcare referral services
14.6%
0%
100%
All industries 10.4%
2016 14.6%
2015 18.4%
Internal support network for parents
24.4%
0%
100%
All industries 16.7%
2016 24.4%
2015 13.2%
Return-to-work bonus
9.8%
0%
100%
All industries 7.4%
2016 9.8%
2015 7.9%
Information packs to support new parents and/or those with elder care responsibilities
19.5%
0%
100%
All industries 17.1%
2016 19.5%
2015 21.1%
Referral services to support employees with family and/or caring responsibilities
65.9%
0%
100%
All industries 47.3%
2016 65.9%
2015 47.4%
Targeted communication mechanisms, for example intranet/forums
31.7%
0%
100%
All industries 26.9%
2016 31.7%
2015 34.2%
Support in securing school holiday care
4.9%
0%
100%
All industries 6.5%
2016 4.9%
2015 0.0%
Coaching for employees on returning to work from parental leave
26.8%
0%
100%
All industries 15.5%
2016 26.8%
2015 0.0%
Parenting workshops targeting mothers
7.3%
0%
100%
All industries 3.9%
2016 7.3%
2015 0.0%
Parenting workshops targeting fathers
4.9%
0%
100%
All industries 3.3%
2016 4.9%
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
-2.22 p.p.
2015 baseline
2016 45.00%
2015 47.22%
Change of -2.22 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-5.56 p.p.
2015 baseline
2016 12.50%
2015 18.06%
Change of -5.56 p.p.
Paid parental leave
Employers that offer primary carer leave
-0.97 p.p.
2015 baseline
2016 33.75%
2015 34.72%
Change of -0.97 p.p.
Average primary carer leave offered (minimum number of weeks)
0.24 weeks
2015 baseline
2016 10.48weeks
2015 10.24weeks
Change of 0.24 weeks
Employers that top up government scheme to full pay
No comparison data available
Employers that offer full pay in addition to government scheme
0.89 p.p.
2015 baseline
2016 88.89%
2015 88.00%
Change of 0.89 p.p.
Employers that offer a lump sum payment
-5.19 p.p.
2015 baseline
2016 14.81%
2015 20.00%
Change of -5.19 p.p.
Employers that offer secondary carer leave
-0.28 p.p.
2015 baseline
2016 27.50%
2015 27.78%
Change of -0.28 p.p.
Average secondary carer leave offered (minimum number of weeks)
0.25 weeks
2015 baseline
2016 1.45weeks
2015 1.20weeks
Change of 0.25 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
7.12 p.p.
2015 baseline
2016 9.76%
2015 2.63%
Change of 7.12 p.p.
Breastfeeding facilities
10.59 p.p.
2015 baseline
2016 65.85%
2015 55.26%
Change of 10.59 p.p.
Childcare referral services
-3.79 p.p.
2015 baseline
2016 14.63%
2015 18.42%
Change of -3.79 p.p.
Internal support network for parents
11.23 p.p.
2015 baseline
2016 24.39%
2015 13.16%
Change of 11.23 p.p.
Return-to-work bonus
1.86 p.p.
2015 baseline
2016 9.76%
2015 7.89%
Change of 1.86 p.p.
Information packs to support new parents and/or those with elder care responsibilities
-1.54 p.p.
2015 baseline
2016 19.51%
2015 21.05%
Change of -1.54 p.p.
Referral services to support employees with family and/or caring responsibilities
18.49 p.p.
2015 baseline
2016 65.85%
2015 47.37%
Change of 18.49 p.p.
Targeted communication mechanisms, for example intranet/forums
-2.50 p.p.
2015 baseline
2016 31.71%
2015 34.21%
Change of -2.50 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
42.5%
0%
100%
All industries 39.3%
2016 42.5%
2015 30.6%
Has some measure in place to support employees who are experiencing family or domestic violence
77.5%
0%
100%
All industries 74.8%
2016 77.5%
2015 77.8%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
71.3%
0%
100%
All industries 66.4%
2016 71.3%
2015 68.1%
HR or other staff training
12.5%
0%
100%
All industries 11.0%
2016 12.5%
2015 12.5%
Referral to support services
33.8%
0%
100%
All industries 26.9%
2016 33.8%
2015 25.0%
Access to any leave (overall measure)
52.5%
0%
100%
All industries 52.6%
2016 52.5%
2015 48.6%
Paid domestic violence leave
10.0%
0%
100%
All industries 12.1%
2016 10.0%
Unpaid domestic violence leave
1.3%
0%
100%
All industries 3.8%
2016 1.3%
2015 0.0%
Unpaid leave
50.0%
0%
100%
All industries 49.3%
2016 50.0%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
0.0%
0%
100%
All industries 6.9%
2016 0.0%
2015 0.0%
Workplace safety planning
5.0%
0%
100%
All industries 8.3%
2016 5.0%
2015 0.0%
Confidentiality of disclosure
42.5%
0%
100%
All industries 41.2%
2016 42.5%
2015 0.0%
Protection from adverse action or discrimination
27.5%
0%
100%
All industries 21.3%
2016 27.5%
2015 0.0%
Flexible working arrangements
56.3%
0%
100%
All industries 48.6%
2016 56.3%
2015 0.0%
Financial support
16.3%
0%
100%
All industries 11.2%
2016 16.3%
2015 0.0%
Change of office location
15.0%
0%
100%
All industries 13.7%
2016 15.0%
2015 0.0%
Emergency accommodation assistance
2.5%
0%
100%
All industries 4.0%
2016 2.5%
2015 0.0%
Medical services
6.3%
0%
100%
All industries 10.0%
2016 6.3%
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
11.94 p.p.
2015 baseline
2016 42.50%
2015 30.56%
Change of 11.94 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-0.28 p.p.
2015 baseline
2016 77.50%
2015 77.78%
Change of -0.28 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
3.19 p.p.
2015 baseline
2016 71.25%
2015 68.06%
Change of 3.19 p.p.
HR or other staff training
0.00 p.p.
2015 baseline
2016 12.50%
2015 12.50%
Change of 0.00 p.p.
Referral to support services
8.75 p.p.
2015 baseline
2016 33.75%
2015 25.00%
Change of 8.75 p.p.
Access to any leave (overall measure)
3.89 p.p.
2015 baseline
2016 52.50%
2015 48.61%
Change of 3.89 p.p.
Paid domestic violence leave
10.00 p.p.
2015 baseline
2016 10.00%
2015 0.00%
Change of 10.00 p.p.
Unpaid domestic violence leave
No comparison data available
Unpaid leave
No comparison data available
Domestic violence clause in an enterprise or workplace agreement
No comparison data available
Workplace safety planning
No comparison data available
Confidentiality of disclosure
No comparison data available
Protection from adverse action or discrimination
No comparison data available
Flexible working arrangements
No comparison data available
Financial support
No comparison data available
Change of office location
No comparison data available
Emergency accommodation assistance
No comparison data available
Medical services
No comparison data available

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