Retail Trade within All industries

Retail Trade has 681,384 employees within 303 organisations
Change year 2016

Retail Trade summary for 2016

Retail Trade has 681,384 employees within 303 organisations of any size.
58.4% of employees are female.

Employee type breakdown
Casual
34.2%
Casual - 34.249997064797526%
Part-time
33.4%
Part-time - 33.35578763223087%
Full-time
32.4%
Full-time - 32.394215302971595%
Organisation size breakdown
<250
34.0%
<250 - 33.993399339933994%
250-499
25.1%
250-499 - 25.082508250825082%
500-999
14.9%
500-999 - 14.85148514851485%
1000-4999
19.1%
1000-4999 - 19.141914191419144%
5000+
6.9%
5000+ - 6.9306930693069315%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 41.6% Female 58.4%)
male
female
All (Male 41.6% Female 58.4%)
Legend
male  
female   Grey line all industries
Managers (all)
CEO (Male 88.2% Female 11.8%)
male
female
CEO (Male 88.2% Female 11.8%)
Key management personnel (Male 72.9% Female 27.1%)
male
female
Key management personnel (Male 72.9% Female 27.1%)
Other executives/general managers (Male 69.0% Female 31.0%)
male
female
Other executives/general managers (Male 69.0% Female 31.0%)
Senior managers (Male 59.4% Female 40.6%)
male
female
Senior managers (Male 59.4% Female 40.6%)
Other managers (Male 49.8% Female 50.2%)
male
female
Other managers (Male 49.8% Female 50.2%)
Non-managers (all)
Clerical and administrative (Male 21.0% Female 79.0%)
male
female
Clerical and administrative (Male 21.0% Female 79.0%)
Community and personal service (Male 32.1% Female 67.9%)
male
female
Community and personal service (Male 32.1% Female 67.9%)
Machinery operators and drivers (Male 84.0% Female 16.0%)
male
female
Machinery operators and drivers (Male 84.0% Female 16.0%)
Sales (Male 36.5% Female 63.5%)
male
female
Sales (Male 36.5% Female 63.5%)
Professionals (Male 47.4% Female 52.6%)
male
female
Professionals (Male 47.4% Female 52.6%)
Technicians and trade (Male 88.9% Female 11.1%)
male
female
Technicians and trade (Male 88.9% Female 11.1%)
Labourers (Male 72.4% Female 27.6%)
male
female
Labourers (Male 72.4% Female 27.6%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot increase in 2016   Grey dot decrease in 2016   Grey line solid 2015 baseline  
Overall
Overall
-0.03%
2015 baseline
2016 M:41.63% F:58.37%
2015 M:41.65% F:58.35%
The proportion of males has decreased by 0.03 p.p..
The proportion of females has increased by 0.03 p.p..
Managers
CEO
-0.18%
2015 baseline
2016 M:88.22% F:11.78%
2015 M:88.03% F:11.97%
The proportion of males has decreased by 0.18 p.p..
The proportion of females has increased by 0.18 p.p..
Key management personnel
1.11%
2015 baseline
2016 M:72.85% F:27.15%
2015 M:73.96% F:26.04%
The proportion of males has increased by 1.11 p.p..
The proportion of females has decreased by 1.11 p.p..
Other executives/general managers
-1.79%
2015 baseline
2016 M:68.96% F:31.04%
2015 M:67.18% F:32.82%
The proportion of males has decreased by 1.79 p.p..
The proportion of females has increased by 1.79 p.p..
Senior managers
2.30%
2015 baseline
2016 M:59.35% F:40.65%
2015 M:61.66% F:38.34%
The proportion of males has increased by 2.30 p.p..
The proportion of females has decreased by 2.30 p.p..
Other managers
0.05%
2015 baseline
2016 M:49.79% F:50.21%
2015 M:50.27% F:49.73%
The proportion of males has increased by 0.05 p.p..
The proportion of females has decreased by 0.05 p.p..
Non-managers
Clerical and administrative
-3.07%
2015 baseline
2016 M:20.97% F:79.03%
2015 M:24.04% F:75.96%
The proportion of males has decreased by 3.07 p.p..
The proportion of females has increased by 3.07 p.p..
Community and personal service
5.27%
2015 baseline
2016 M:32.10% F:67.90%
2015 M:26.83% F:73.17%
The proportion of males has increased by 5.27 p.p..
The proportion of females has decreased by 5.27 p.p..
Machinery operators and drivers
-2.53%
2015 baseline
2016 M:84.01% F:15.99%
2015 M:81.49% F:18.51%
The proportion of males has decreased by 2.53 p.p..
The proportion of females has increased by 2.53 p.p..
Sales
-0.90%
2015 baseline
2016 M:36.52% F:63.48%
2015 M:37.42% F:62.58%
The proportion of males has decreased by 0.90 p.p..
The proportion of females has increased by 0.90 p.p..
Professionals
-0.89%
2015 baseline
2016 M:47.44% F:52.56%
2015 M:48.33% F:51.67%
The proportion of males has decreased by 0.89 p.p..
The proportion of females has increased by 0.89 p.p..
Technicians and trade
1.35%
2015 baseline
2016 M:88.92% F:11.08%
2015 M:90.27% F:9.73%
The proportion of males has increased by 1.35 p.p..
The proportion of females has decreased by 1.35 p.p..
Labourers
0.68%
2015 baseline
2016 M:72.37% F:27.63%
2015 M:73.05% F:26.95%
The proportion of males has increased by 0.68 p.p..
The proportion of females has decreased by 0.68 p.p..
Results for 2016 View yearly change
Full-time (Male 54.2% Female 45.8%)
male
female
Full-time (Male 54.2% Female 45.8%)
Legend
male  
female   Grey line all industries
Managers (full-time)
CEO (Male 88.9% Female 11.1%)
male
female
CEO (Male 88.9% Female 11.1%)
Key management personnel (Male 74.5% Female 25.5%)
male
female
Key management personnel (Male 74.5% Female 25.5%)
Other executives/general managers (Male 70.9% Female 29.1%)
male
female
Other executives/general managers (Male 70.9% Female 29.1%)
Senior managers (Male 60.5% Female 39.5%)
male
female
Senior managers (Male 60.5% Female 39.5%)
Other managers (Male 51.3% Female 48.7%)
male
female
Other managers (Male 51.3% Female 48.7%)
Non-managers (full-time)
Clerical and administrative (Male 25.2% Female 74.8%)
male
female
Clerical and administrative (Male 25.2% Female 74.8%)
Community and personal service (Male 32.6% Female 67.4%)
male
female
Community and personal service (Male 32.6% Female 67.4%)
Machinery operators and drivers (Male 87.5% Female 12.5%)
male
female
Machinery operators and drivers (Male 87.5% Female 12.5%)
Sales (Male 46.7% Female 53.3%)
male
female
Sales (Male 46.7% Female 53.3%)
Professionals (Male 50.5% Female 49.5%)
male
female
Professionals (Male 50.5% Female 49.5%)
Technicians and trade (Male 92.3% Female 7.7%)
male
female
Technicians and trade (Male 92.3% Female 7.7%)
Labourers (Male 78.2% Female 21.8%)
male
female
Labourers (Male 78.2% Female 21.8%)
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
0.25%
2015 baseline
2016 M:54.18% F:45.82%
2015 M:54.43% F:45.57%
The proportion of males has increased by 0.25 p.p..
The proportion of females has decreased by 0.25 p.p..
Managers
CEO
-0.88%
2015 baseline
2016 M:88.89% F:11.11%
2015 M:88.01% F:11.99%
The proportion of males has decreased by 0.88 p.p..
The proportion of females has increased by 0.88 p.p..
Key management personnel
0.51%
2015 baseline
2016 M:74.52% F:25.48%
2015 M:75.02% F:24.98%
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
-1.57%
2015 baseline
2016 M:70.88% F:29.12%
2015 M:69.31% F:30.69%
The proportion of males has decreased by 1.57 p.p..
The proportion of females has increased by 1.57 p.p..
Senior managers
2.60%
2015 baseline
2016 M:60.45% F:39.55%
2015 M:63.05% F:36.95%
The proportion of males has increased by 2.60 p.p..
The proportion of females has decreased by 2.60 p.p..
Other managers
0.32%
2015 baseline
2016 M:51.30% F:48.70%
2015 M:51.61% F:48.39%
The proportion of males has increased by 0.32 p.p..
The proportion of females has decreased by 0.32 p.p..
Non-managers
Clerical and administrative
-2.60%
2015 baseline
2016 M:25.18% F:74.82%
2015 M:27.78% F:72.22%
The proportion of males has decreased by 2.60 p.p..
The proportion of females has increased by 2.60 p.p..
Community and personal service
-4.70%
2015 baseline
2016 M:32.59% F:67.41%
2015 M:37.29% F:62.71%
The proportion of males has decreased by 4.70 p.p..
The proportion of females has increased by 4.70 p.p..
Machinery operators and drivers
-2.07%
2015 baseline
2016 M:87.47% F:12.53%
2015 M:85.39% F:14.61%
The proportion of males has decreased by 2.07 p.p..
The proportion of females has increased by 2.07 p.p..
Sales
-2.54%
2015 baseline
2016 M:46.67% F:53.33%
2015 M:49.21% F:50.79%
The proportion of males has decreased by 2.54 p.p..
The proportion of females has increased by 2.54 p.p..
Professionals
0.95%
2015 baseline
2016 M:50.50% F:49.50%
2015 M:51.45% F:48.55%
The proportion of males has increased by 0.95 p.p..
The proportion of females has decreased by 0.95 p.p..
Technicians and trade
0.39%
2015 baseline
2016 M:92.31% F:7.69%
2015 M:92.70% F:7.30%
The proportion of males has increased by 0.39 p.p..
The proportion of females has decreased by 0.39 p.p..
Labourers
0.12%
2015 baseline
2016 M:78.23% F:21.77%
2015 M:78.35% F:21.65%
The proportion of males has increased by 0.12 p.p..
The proportion of females has decreased by 0.12 p.p..
Results for 2016 View yearly change
Part-time (Male 33.5% Female 66.5%)
male
female
Part-time (Male 33.5% Female 66.5%)
Legend
male  
female   Grey line all industries
Managers (part-time)
CEO (Male 60.0% Female 40.0%)
male
female
CEO (Male 60.0% Female 40.0%)
Key management personnel (Male 28.2% Female 71.8%)
male
female
Key management personnel (Male 28.2% Female 71.8%)
Other executives/general managers (Male 3.9% Female 96.1%)
male
female
Other executives/general managers (Male 3.9% Female 96.1%)
Senior managers (Male 12.6% Female 87.4%)
male
female
Senior managers (Male 12.6% Female 87.4%)
Other managers (Male 12.3% Female 87.7%)
male
female
Other managers (Male 12.3% Female 87.7%)
Non-managers (part-time)
Clerical and administrative (Male 8.3% Female 91.7%)
male
female
Clerical and administrative (Male 8.3% Female 91.7%)
Community and personal service (Male 14.9% Female 85.1%)
male
female
Community and personal service (Male 14.9% Female 85.1%)
Machinery operators and drivers (Male 76.9% Female 23.1%)
male
female
Machinery operators and drivers (Male 76.9% Female 23.1%)
Sales (Male 32.6% Female 67.4%)
male
female
Sales (Male 32.6% Female 67.4%)
Professionals (Male 11.0% Female 89.0%)
male
female
Professionals (Male 11.0% Female 89.0%)
Technicians and trade (Male 63.3% Female 36.7%)
male
female
Technicians and trade (Male 63.3% Female 36.7%)
Labourers (Male 66.8% Female 33.2%)
male
female
Labourers (Male 66.8% Female 33.2%)
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
1.64%
2015 baseline
2016 M:33.46% F:66.54%
2015 M:31.82% F:68.18%
The proportion of males has increased by 1.64 p.p..
The proportion of females has decreased by 1.64 p.p..
Managers
CEO
28.89%
2015 baseline
2016 M:60.00% F:40.00%
2015 M:88.89% F:11.11%
The proportion of males has increased by 28.89 p.p..
The proportion of females has decreased by 28.89 p.p..
Key management personnel
-11.79%
2015 baseline
2016 M:28.21% F:71.79%
2015 M:40.00% F:60.00%
The proportion of males has decreased by 11.79 p.p..
The proportion of females has increased by 11.79 p.p..
Other executives/general managers
-12.52%
2015 baseline
2016 M:3.92% F:96.08%
2015 M:16.44% F:83.56%
The proportion of males has decreased by 12.52 p.p..
The proportion of females has increased by 12.52 p.p..
Senior managers
2.53%
2015 baseline
2016 M:12.59% F:87.41%
2015 M:10.06% F:89.94%
The proportion of males has increased by 2.53 p.p..
The proportion of females has decreased by 2.53 p.p..
Other managers
-8.16%
2015 baseline
2016 M:12.34% F:87.66%
2015 M:20.50% F:79.50%
The proportion of males has decreased by 8.16 p.p..
The proportion of females has increased by 8.16 p.p..
Non-managers
Clerical and administrative
-0.18%
2015 baseline
2016 M:8.31% F:91.69%
2015 M:8.49% F:91.51%
The proportion of males has decreased by 0.18 p.p..
The proportion of females has increased by 0.18 p.p..
Community and personal service
-1.45%
2015 baseline
2016 M:14.88% F:85.12%
2015 M:16.33% F:83.67%
The proportion of males has decreased by 1.45 p.p..
The proportion of females has increased by 1.45 p.p..
Machinery operators and drivers
-4.03%
2015 baseline
2016 M:76.92% F:23.08%
2015 M:72.89% F:27.11%
The proportion of males has decreased by 4.03 p.p..
The proportion of females has increased by 4.03 p.p..
Sales
1.11%
2015 baseline
2016 M:32.63% F:67.37%
2015 M:31.52% F:68.48%
The proportion of males has increased by 1.11 p.p..
The proportion of females has decreased by 1.11 p.p..
Professionals
-1.21%
2015 baseline
2016 M:10.99% F:89.01%
2015 M:12.20% F:87.80%
The proportion of males has decreased by 1.21 p.p..
The proportion of females has increased by 1.21 p.p..
Technicians and trade
6.08%
2015 baseline
2016 M:63.32% F:36.68%
2015 M:69.40% F:30.60%
The proportion of males has increased by 6.08 p.p..
The proportion of females has decreased by 6.08 p.p..
Labourers
-6.93%
2015 baseline
2016 M:66.77% F:33.23%
2015 M:59.84% F:40.16%
The proportion of males has decreased by 6.93 p.p..
The proportion of females has increased by 6.93 p.p..
Results for 2016 View yearly change
Casual (Male 37.7% Female 62.3%)
male
female
Casual (Male 37.7% Female 62.3%)
Legend
male  
female   Grey line all industries
Managers (casual)
CEO (Male 0.0% Female 100.0%)
male
female
CEO (Male 0.0% Female 100.0%)
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 33.3% Female 66.7%)
male
female
Other executives/general managers (Male 33.3% Female 66.7%)
Senior managers (Male 37.5% Female 62.5%)
male
female
Senior managers (Male 37.5% Female 62.5%)
Other managers (Male 34.1% Female 65.9%)
male
female
Other managers (Male 34.1% Female 65.9%)
Non-managers (casual)
Clerical and administrative (Male 18.9% Female 81.1%)
male
female
Clerical and administrative (Male 18.9% Female 81.1%)
Community and personal service (Male 34.8% Female 65.2%)
male
female
Community and personal service (Male 34.8% Female 65.2%)
Machinery operators and drivers (Male 81.0% Female 19.0%)
male
female
Machinery operators and drivers (Male 81.0% Female 19.0%)
Sales (Male 36.3% Female 63.7%)
male
female
Sales (Male 36.3% Female 63.7%)
Professionals (Male 34.2% Female 65.8%)
male
female
Professionals (Male 34.2% Female 65.8%)
Technicians and trade (Male 73.4% Female 26.6%)
male
female
Technicians and trade (Male 73.4% Female 26.6%)
Labourers (Male 67.8% Female 32.2%)
male
female
Labourers (Male 67.8% Female 32.2%)
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
-0.99%
2015 baseline
2016 M:37.71% F:62.29%
2015 M:38.70% F:61.30%
The proportion of males has decreased by 0.99 p.p..
The proportion of females has increased by 0.99 p.p..
Managers
CEO
No comparison data available
Key management personnel
-26.67%
2015 baseline
2016 M:100.00% F:0.00%
2015 M:73.33% F:26.67%
The proportion of males has decreased by 26.67 p.p..
The proportion of females has increased by 26.67 p.p..
Other executives/general managers
16.67%
2015 baseline
2016 M:33.33% F:66.67%
2015 M:16.67% F:83.33%
The proportion of males has increased by 16.67 p.p..
The proportion of females has decreased by 16.67 p.p..
Senior managers
8.93%
2015 baseline
2016 M:37.50% F:62.50%
2015 M:71.43% F:28.57%
The proportion of males has increased by 8.93 p.p..
The proportion of females has decreased by 8.93 p.p..
Other managers
-14.91%
2015 baseline
2016 M:34.15% F:65.85%
2015 M:49.06% F:50.94%
The proportion of males has decreased by 14.91 p.p..
The proportion of females has increased by 14.91 p.p..
Non-managers
Clerical and administrative
-5.02%
2015 baseline
2016 M:18.90% F:81.10%
2015 M:23.92% F:76.08%
The proportion of males has decreased by 5.02 p.p..
The proportion of females has increased by 5.02 p.p..
Community and personal service
5.15%
2015 baseline
2016 M:34.85% F:65.15%
2015 M:29.70% F:70.30%
The proportion of males has increased by 5.15 p.p..
The proportion of females has decreased by 5.15 p.p..
Machinery operators and drivers
-3.82%
2015 baseline
2016 M:81.02% F:18.98%
2015 M:77.20% F:22.80%
The proportion of males has decreased by 3.82 p.p..
The proportion of females has increased by 3.82 p.p..
Sales
-1.43%
2015 baseline
2016 M:36.27% F:63.73%
2015 M:37.71% F:62.29%
The proportion of males has decreased by 1.43 p.p..
The proportion of females has increased by 1.43 p.p..
Professionals
-0.63%
2015 baseline
2016 M:34.20% F:65.80%
2015 M:34.84% F:65.16%
The proportion of males has decreased by 0.63 p.p..
The proportion of females has increased by 0.63 p.p..
Technicians and trade
-0.64%
2015 baseline
2016 M:73.38% F:26.62%
2015 M:72.74% F:27.26%
The proportion of males has decreased by 0.64 p.p..
The proportion of females has increased by 0.64 p.p..
Labourers
4.93%
2015 baseline
2016 M:67.84% F:32.16%
2015 M:72.77% F:27.23%
The proportion of males has increased by 4.93 p.p..
The proportion of females has decreased by 4.93 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line all industries
Appointments (including promotions)
Overall (Male 42.1% Female 57.9%)
male
female
Overall (Male 42.1% Female 57.9%)
Managers (Male 42.8% Female 57.2%)
male
female
Managers (Male 42.8% Female 57.2%)
Non-managers (Male 42.1% Female 57.9%)
male
female
Non-managers (Male 42.1% Female 57.9%)
Promotions by role
Overall (Male 42.0% Female 58.0%)
male
female
Overall (Male 42.0% Female 58.0%)
Managers (Male 48.6% Female 51.4%)
male
female
Managers (Male 48.6% Female 51.4%)
Non-managers (Male 37.7% Female 62.3%)
male
female
Non-managers (Male 37.7% Female 62.3%)
Promotions by employment type
Full-time
79.2%
Full-time - 79.19021134593993%
Part-time
11.3%
Part-time - 11.279199110122358%
Casual
9.5%
Casual - 9.53058954393771%
Resignations by role
Overall (Male 41.4% Female 58.6%)
male
female
Overall (Male 41.4% Female 58.6%)
Managers (Male 48.1% Female 51.9%)
male
female
Managers (Male 48.1% Female 51.9%)
Non-managers (Male 40.9% Female 59.1%)
male
female
Non-managers (Male 40.9% Female 59.1%)
Resignations by employment type
Full-time
23.1%
Full-time - 23.119331092671008%
Part-time
25.1%
Part-time - 25.130230585673687%
Casual
51.8%
Casual - 51.7504383216553%

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
13.6% pay gap
All industries 26.3%
2016 13.6%
2015 13.9%
Base salary (all)
male
female
10.6% pay gap
All industries 21.4%
2016 10.6%
2015 11.2%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
24.9% pay gap
All industries 27.7%
2016 24.9%
2015 23.7%
Other executives/general managers
male
female
12.7% pay gap
All industries 25.9%
2016 12.7%
2015 12.7%
Senior managers
male
female
24.7% pay gap
All industries 21.6%
2016 24.7%
2015 24.1%
Other managers
male
female
20.2% pay gap
All industries 22.8%
2016 20.2%
2015 18.1%
Non-managers (all total remuneration)
Clerical and administrative
male
female
9.8% pay gap
All industries 7.1%
2016 9.8%
2015 7.7%
Community and personal service
male
female
1.6% pay gap
All industries 5.5%
2016 1.6%
2015 7.2%
Machinery operators and drivers
male
female
10.4% pay gap
All industries 17.9%
2016 10.4%
2015 9.7%
Sales
male
female
3.4% pay gap
All industries 15.8%
2016 3.4%
2015 4.1%
Professionals
male
female
13.4% pay gap
All industries 19.5%
2016 13.4%
2015 14.8%
Technicians and trade
male
female
6.2% pay gap
All industries 30.8%
2016 6.2%
2015 2.6%
Labourers
male
female
1.7% pay gap
All industries 17.8%
2016 1.7%
2015 0.8%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.32 p.p.
2015 baseline
2016 13.62%
2015 13.94%
The gender pay gap
decreased by 0.32 p.p.
Base salary (all)
0.56 p.p.
2015 baseline
2016 10.63%
2015 11.19%
The gender pay gap
decreased by 0.56 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
1.19 p.p.
2015 baseline
2016 24.87%
2015 23.67%
The gender pay gap
increased by 1.19 p.p.
Other executives/general managers
0.01 p.p.
2015 baseline
2016 12.73%
2015 12.74%
The gender pay gap
decreased by 0.01 p.p.
Senior managers
0.65 p.p.
2015 baseline
2016 24.70%
2015 24.05%
The gender pay gap
increased by 0.65 p.p.
Other managers
2.02 p.p.
2015 baseline
2016 20.16%
2015 18.14%
The gender pay gap
increased by 2.02 p.p.
Non-managers (all total remuneration)
Clerical and administrative
2.14 p.p.
2015 baseline
2016 9.84%
2015 7.70%
The gender pay gap
increased by 2.14 p.p.
Community and personal service
5.55 p.p.
2015 baseline
2016 1.62%
2015 7.17%
The gender pay gap
decreased by 5.55 p.p.
Machinery operators and drivers
0.69 p.p.
2015 baseline
2016 10.42%
2015 9.73%
The gender pay gap
increased by 0.69 p.p.
Sales
0.75 p.p.
2015 baseline
2016 3.38%
2015 4.13%
The gender pay gap
decreased by 0.75 p.p.
Professionals
1.43 p.p.
2015 baseline
2016 13.35%
2015 14.78%
The gender pay gap
decreased by 1.43 p.p.
Technicians and trade
3.67 p.p.
2015 baseline
2016 6.23%
2015 2.56%
The gender pay gap
increased by 3.67 p.p.
Labourers
0.94 p.p.
2015 baseline
2016 1.74%
2015 0.80%
The gender pay gap
increased by 0.94 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
16.2% pay gap
All industries 23.1%
2016 16.2%
2015 15.5%
Base salary (full-time)
male
female
11.8% pay gap
All industries 17.7%
2016 11.8%
2015 11.3%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
23.1% pay gap
All industries 26.6%
2016 23.1%
2015 23.3%
Other executives/general managers
male
female
11.6% pay gap
All industries 24.6%
2016 11.6%
2015 11.1%
Senior managers
male
female
25.3% pay gap
All industries 21.7%
2016 25.3%
2015 24.7%
Other managers
male
female
20.2% pay gap
All industries 23.8%
2016 20.2%
2015 18.3%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
10.4% pay gap
All industries 8.8%
2016 10.4%
2015 7.6%
Community and personal service
male
female
1.9% pay gap
All industries 10.9%
2016 1.9%
2015 6.8%
Machinery operators and drivers
male
female
12.0% pay gap
All industries 16.1%
2016 12.0%
2015 13.6%
Sales
male
female
10.1% pay gap
All industries 23.5%
2016 10.1%
2015 9.3%
Professionals
male
female
14.7% pay gap
All industries 19.7%
2016 14.7%
2015 16.1%
Technicians and trade
male
female
4.8% pay gap
All industries 27.1%
2016 4.8%
2015 0.6%
Labourers
male
female
4.0% pay gap
All industries 17.2%
2016 4.0%
2015 2.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.76 p.p.
2015 baseline
2016 16.22%
2015 15.46%
The gender pay gap
increased by 0.76 p.p.
Base salary (full-time)
0.51 p.p.
2015 baseline
2016 11.79%
2015 11.28%
The gender pay gap
increased by 0.51 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
0.15 p.p.
2015 baseline
2016 23.11%
2015 23.26%
The gender pay gap
decreased by 0.15 p.p.
Other executives/general managers
0.57 p.p.
2015 baseline
2016 11.64%
2015 11.07%
The gender pay gap
increased by 0.57 p.p.
Senior managers
0.55 p.p.
2015 baseline
2016 25.25%
2015 24.70%
The gender pay gap
increased by 0.55 p.p.
Other managers
1.83 p.p.
2015 baseline
2016 20.15%
2015 18.33%
The gender pay gap
increased by 1.83 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
2.79 p.p.
2015 baseline
2016 10.43%
2015 7.64%
The gender pay gap
increased by 2.79 p.p.
Community and personal service
4.83 p.p.
2015 baseline
2016 1.92%
2015 6.75%
The gender pay gap
decreased by 4.83 p.p.
Machinery operators and drivers
1.58 p.p.
2015 baseline
2016 11.98%
2015 13.56%
The gender pay gap
decreased by 1.58 p.p.
Sales
0.78 p.p.
2015 baseline
2016 10.12%
2015 9.33%
The gender pay gap
increased by 0.78 p.p.
Professionals
1.40 p.p.
2015 baseline
2016 14.73%
2015 16.12%
The gender pay gap
decreased by 1.40 p.p.
Technicians and trade
4.14 p.p.
2015 baseline
2016 4.78%
2015 0.64%
The gender pay gap
increased by 4.14 p.p.
Labourers
2.03 p.p.
2015 baseline
2016 3.99%
2015 1.96%
The gender pay gap
increased by 2.03 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
1.7% pay gap
All industries -6.6%
2016 1.7%
2015 0.5%
Base salary (part-time)
male
female
0.6% pay gap
All industries -7.8%
2016 0.6%
2015 -0.7%
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
18.0% pay gap
All industries 21.3%
2016 18.0%
2015 1.5%
Other managers
male
female
3.8% pay gap
All industries 15.0%
2016 3.8%
2015 -7.9%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
2.1% pay gap
All industries -4.9%
2016 2.1%
2015 -0.3%
Community and personal service
male
female
4.5% pay gap
All industries -0.3%
2016 4.5%
2015 -3.3%
Machinery operators and drivers
male
female
4.1% pay gap
All industries 7.3%
2016 4.1%
2015 2.9%
Sales
male
female
1.5% pay gap
All industries -0.6%
2016 1.5%
2015 1.1%
Professionals
male
female
6.0% pay gap
All industries 18.7%
2016 6.0%
2015 8.7%
Technicians and trade
male
female
8.0% pay gap
All industries 8.6%
2016 8.0%
2015 0.8%
Labourers
male
female
1.1% pay gap
All industries -4.4%
2016 1.1%
2015 -3.6%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
1.24 p.p.
2015 baseline
2016 1.73%
2015 0.49%
The gender pay gap
increased by 1.24 p.p.
Base salary (part-time)
1.28 p.p.
2015 baseline
2016 0.57%
2015 -0.71%
The gender pay gap
decreased by 1.28 p.p.
Legend
Yellow dot further from pay equity in 2016
Grey dot closer to pay equity in 2016
Grey line solid 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
16.47 p.p.
2015 baseline
2016 17.99%
2015 1.52%
The gender pay gap
increased by 16.47 p.p.
Other managers
11.67 p.p.
2015 baseline
2016 3.80%
2015 -7.87%
The gender pay gap
decreased by 11.67 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
2.35 p.p.
2015 baseline
2016 2.06%
2015 -0.30%
The gender pay gap
increased by 2.35 p.p.
Community and personal service
7.73 p.p.
2015 baseline
2016 4.46%
2015 -3.27%
The gender pay gap
increased by 7.73 p.p.
Machinery operators and drivers
1.14 p.p.
2015 baseline
2016 4.06%
2015 2.92%
The gender pay gap
increased by 1.14 p.p.
Sales
0.43 p.p.
2015 baseline
2016 1.50%
2015 1.06%
The gender pay gap
increased by 0.43 p.p.
Professionals
2.70 p.p.
2015 baseline
2016 5.97%
2015 8.67%
The gender pay gap
decreased by 2.70 p.p.
Technicians and trade
7.24 p.p.
2015 baseline
2016 8.03%
2015 0.79%
The gender pay gap
increased by 7.24 p.p.
Labourers
4.70 p.p.
2015 baseline
2016 1.14%
2015 -3.56%
The gender pay gap
decreased by 4.70 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
0.5% pay gap
All industries 9.1%
2016 0.5%
2015 1.2%
Base salary (casual)
male
female
0.1% pay gap
All industries 8.6%
2016 0.1%
2015 0.5%
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
-1.6% pay gap
All industries 1.8%
2016 -1.6%
2015 -0.4%
Community and personal service
male
female
0.1% pay gap
All industries -0.2%
2016 0.1%
2015 -2.2%
Machinery operators and drivers
male
female
16.4% pay gap
All industries 11.0%
2016 16.4%
2015 8.3%
Sales
male
female
-1.2% pay gap
All industries -3.4%
2016 -1.2%
2015 0.4%
Professionals
male
female
-9.4% pay gap
All industries 15.3%
2016 -9.4%
2015 7.1%
Technicians and trade
male
female
6.3% pay gap
All industries 30.5%
2016 6.3%
2015 1.2%
Labourers
male
female
-0.8% pay gap
All industries 14.0%
2016 -0.8%
2015 0.8%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.66 p.p.
2015 baseline
2016 0.51%
2015 1.18%
The gender pay gap
decreased by 0.66 p.p.
Base salary (casual)
0.38 p.p.
2015 baseline
2016 0.08%
2015 0.46%
The gender pay gap
decreased by 0.38 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 (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
1.14 p.p.
2015 baseline
2016 -1.57%
2015 -0.43%
The gender pay gap
increased by 1.14 p.p.
Community and personal service
2.26 p.p.
2015 baseline
2016 0.05%
2015 -2.20%
The gender pay gap
decreased by 2.26 p.p.
Machinery operators and drivers
8.01 p.p.
2015 baseline
2016 16.35%
2015 8.35%
The gender pay gap
increased by 8.01 p.p.
Sales
1.64 p.p.
2015 baseline
2016 -1.19%
2015 0.45%
The gender pay gap
increased by 1.64 p.p.
Professionals
16.54 p.p.
2015 baseline
2016 -9.40%
2015 7.14%
The gender pay gap
increased by 16.54 p.p.
Technicians and trade
5.16 p.p.
2015 baseline
2016 6.34%
2015 1.18%
The gender pay gap
increased by 5.16 p.p.
Labourers
1.57 p.p.
2015 baseline
2016 -0.77%
2015 0.79%
The gender pay gap
decreased by 1.57 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
45.9%
0%
100%
All industries 53.1%
2016 45.9%
2015 45.7%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
18.0%
0%
100%
All industries 26.4%
2016 18.0%
2015 20.8%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
15.2%
0%
100%
All industries 20.0%
2016 15.2%
2015 15.6%
Within last 1-2 years
4.3%
0%
100%
All industries 4.7%
2016 4.3%
2015 3.2%
More than 2 years ago but less than 4 years ago
1.3%
0%
100%
All industries 1.3%
2016 1.3%
2015 1.3%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
9.1%
0%
100%
All industries 13.5%
2016 9.1%
2015 6.1%
Identified cause/s of the gaps
21.2%
0%
100%
All industries 31.2%
2016 21.2%
2015 15.2%
Reviewed remuneration decision-making processes
22.7%
0%
100%
All industries 22.4%
2016 22.7%
2015 19.7%
Analysed commencement salaries by gender to ensure there are no pay gaps
6.1%
0%
100%
All industries 16.0%
2016 6.1%
2015 3.0%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
10.6%
0%
100%
All industries 22.3%
2016 10.6%
2015 3.0%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
6.1%
0%
100%
All industries 21.6%
2016 6.1%
2015 6.1%
Trained people-managers in addressing gender bias (including unconscious bias)
6.1%
0%
100%
All industries 11.1%
2016 6.1%
2015 3.0%
Set targets to reduce any like-for-like gaps
4.5%
0%
100%
All industries 6.1%
2016 4.5%
2015 1.5%
Set targets to reduce any organisation-wide gaps
6.1%
0%
100%
All industries 4.4%
2016 6.1%
2015 3.0%
Reported pay equity metrics to the board
12.1%
0%
100%
All industries 14.4%
2016 12.1%
2015 6.1%
Reported pay equity metrics to the executive
25.8%
0%
100%
All industries 25.4%
2016 25.8%
2015 10.6%
Corrected like-for-like gaps
10.6%
0%
100%
All industries 16.9%
2016 10.6%
2015 3.0%
Conducted a gender-based job evaluation process
4.5%
0%
100%
All industries 2.1%
2016 4.5%
2015 1.5%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
4.3%
0%
100%
All industries 5.8%
2016 4.3%
2015 4.8%
No, don't have expertise
2.0%
0%
100%
All industries 0.7%
2016 2.0%
2015 1.3%
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)
2.0%
0%
100%
All industries 6.2%
2016 2.0%
2015 2.9%
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
24.8%
0%
100%
All industries 21.2%
2016 24.8%
2015 23.2%
No, non-award employees are paid market rate
14.2%
0%
100%
All industries 13.2%
2016 14.2%
2015 10.8%
No, not a priority
4.3%
0%
100%
All industries 2.4%
2016 4.3%
2015 6.0%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
0.16 p.p.
2015 baseline
2016 45.87%
2015 45.71%
Change of 0.16 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-2.85 p.p.
2015 baseline
2016 17.99%
2015 20.83%
Change of -2.85 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-0.37 p.p.
2015 baseline
2016 15.18%
2015 15.56%
Change of -0.37 p.p.
Within last 1-2 years
1.12 p.p.
2015 baseline
2016 4.29%
2015 3.17%
Change of 1.12 p.p.
More than 2 years ago but less than 4 years ago
0.05 p.p.
2015 baseline
2016 1.32%
2015 1.27%
Change of 0.05 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
3.03 p.p.
2015 baseline
2016 9.09%
2015 6.06%
Change of 3.03 p.p.
Identified cause/s of the gaps
6.06 p.p.
2015 baseline
2016 21.21%
2015 15.15%
Change of 6.06 p.p.
Reviewed remuneration decision-making processes
3.03 p.p.
2015 baseline
2016 22.73%
2015 19.70%
Change of 3.03 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
3.03 p.p.
2015 baseline
2016 6.06%
2015 3.03%
Change of 3.03 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
7.58 p.p.
2015 baseline
2016 10.61%
2015 3.03%
Change of 7.58 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
0.00 p.p.
2015 baseline
2016 6.06%
2015 6.06%
Change of 0.00 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
3.03 p.p.
2015 baseline
2016 6.06%
2015 3.03%
Change of 3.03 p.p.
Set targets to reduce any like-for-like gaps
3.03 p.p.
2015 baseline
2016 4.55%
2015 1.52%
Change of 3.03 p.p.
Set targets to reduce any organisation-wide gaps
3.03 p.p.
2015 baseline
2016 6.06%
2015 3.03%
Change of 3.03 p.p.
Reported pay equity metrics to the board
6.06 p.p.
2015 baseline
2016 12.12%
2015 6.06%
Change of 6.06 p.p.
Reported pay equity metrics to the executive
15.15 p.p.
2015 baseline
2016 25.76%
2015 10.61%
Change of 15.15 p.p.
Corrected like-for-like gaps
7.58 p.p.
2015 baseline
2016 10.61%
2015 3.03%
Change of 7.58 p.p.
Conducted a gender-based job evaluation process
3.03 p.p.
2015 baseline
2016 4.55%
2015 1.52%
Change of 3.03 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
-0.47 p.p.
2015 baseline
2016 4.29%
2015 4.76%
Change of -0.47 p.p.
No, don't have expertise
0.71 p.p.
2015 baseline
2016 1.98%
2015 1.27%
Change of 0.71 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
-0.88 p.p.
2015 baseline
2016 1.98%
2015 2.86%
Change of -0.88 p.p.
No, salaries for SOME or ALL employees (including managers) are set by awards or industrial agreements and there IS room for discretion in pay changes (because pay increases can occur with some discretion such as performance assessments)
1.58 p.p.
2015 baseline
2016 24.75%
2015 23.17%
Change of 1.58 p.p.
No, non-award employees are paid market rate
3.40 p.p.
2015 baseline
2016 14.19%
2015 10.79%
Change of 3.40 p.p.
No, not a priority
-1.74 p.p.
2015 baseline
2016 4.29%
2015 6.03%
Change of -1.74 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
55.8%
0%
100%
All industries 57.7%
2016 55.8%
2015 53.3%
Employers that have an overall gender equality strategy
14.5%
0%
100%
All industries 22.2%
2016 14.5%
2015 14.3%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
6.4%
0%
100%
All industries 12.7%
2016 6.4%
2015 12.0%

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
2.44 p.p.
2015 baseline
2016 55.78%
2015 53.33%
Change of 2.44 p.p.
Employers that have an overall gender equality strategy
0.24 p.p.
2015 baseline
2016 14.52%
2015 14.29%
Change of 0.24 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-5.61 p.p.
0%
100%
2015 baseline
2016 6.39%
2015 12.00%
Change of -5.61 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
45.9%
0%
100%
All industries 52.3%
2016 45.9%
2015 41.3%
Employers that have a flexible working arrangements strategy
13.5%
0%
100%
All industries 16.1%
2016 13.5%
2015 14.0%
Types of flexible work offered
Carer's leave
91.7%
0%
100%
All industries 92.9%
2016 91.7%
2015 87.3%
Compressed working week
21.5%
0%
100%
All industries 26.1%
2016 21.5%
2015 18.4%
Flexible hours of work
48.2%
0%
100%
All industries 58.5%
2016 48.2%
2015 43.2%
Job sharing
26.1%
0%
100%
All industries 39.9%
2016 26.1%
2015 26.3%
Part-time work
75.9%
0%
100%
All industries 83.9%
2016 75.9%
2015 75.9%
Purchased leave
15.8%
0%
100%
All industries 28.4%
2016 15.8%
2015 15.2%
Telecommuting
15.8%
0%
100%
All industries 27.5%
2016 15.8%
2015 18.4%
Time-in-lieu
48.5%
0%
100%
All industries 50.9%
2016 48.5%
2015 45.1%
Unpaid leave
72.9%
0%
100%
All industries 79.4%
2016 72.9%
2015 69.8%

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
4.60 p.p.
2015 baseline
2016 45.87%
2015 41.27%
Change of 4.60 p.p.
Employers that have a flexible working arrangements strategy
-0.44 p.p.
2015 baseline
2016 13.53%
2015 13.97%
Change of -0.44 p.p.
Types of flexible work offered
Carer's leave
4.45 p.p.
2015 baseline
2016 91.75%
2015 87.30%
Change of 4.45 p.p.
Compressed working week
3.04 p.p.
2015 baseline
2016 21.45%
2015 18.41%
Change of 3.04 p.p.
Flexible hours of work
5.01 p.p.
2015 baseline
2016 48.18%
2015 43.17%
Change of 5.01 p.p.
Job sharing
-0.28 p.p.
2015 baseline
2016 26.07%
2015 26.35%
Change of -0.28 p.p.
Part-time work
0.03 p.p.
2015 baseline
2016 75.91%
2015 75.87%
Change of 0.03 p.p.
Purchased leave
0.60 p.p.
2015 baseline
2016 15.84%
2015 15.24%
Change of 0.60 p.p.
Telecommuting
-2.57 p.p.
2015 baseline
2016 15.84%
2015 18.41%
Change of -2.57 p.p.
Time-in-lieu
3.44 p.p.
2015 baseline
2016 48.51%
2015 45.08%
Change of 3.44 p.p.
Unpaid leave
3.10 p.p.
2015 baseline
2016 72.94%
2015 69.84%
Change of 3.10 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
40.6%
0%
100%
All industries 47.6%
2016 40.6%
2015 37.8%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
10.9%
0%
100%
All industries 12.9%
2016 10.9%
2015 12.4%
Paid parental leave
Employers that offer primary carer leave
19.8%
0%
100%
All industries 48.0%
2016 19.8%
2015 19.7%
Average primary carer's leave offered (minimum number of weeks)
8.7 weeks
All industries 9.7 weeks
2016 8.7 weeks
2015 9.6 weeks
Employers that top up government scheme to full pay
16.7%
0%
100%
All industries 9.0%
2016 16.7%
2015 21.0%
Employers that offer full pay in addition to government scheme
70.0%
0%
100%
All industries 79.2%
2016 70.0%
2015 66.1%
Employers that offer a lump sum payment
20.0%
0%
100%
All industries 16.8%
2016 20.0%
2015 30.6%
Employers that offer secondary carer leave
11.6%
0%
100%
All industries 39.0%
2016 11.6%
2015 13.0%
Average secondary carer's leave offered (minimum number of weeks)
1.6 weeks
All industries 1.5 weeks
2016 1.6 weeks
2015 1.9 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
9.8%
0%
100%
All industries 7.6%
2016 9.8%
Proportion of women (out of all employees on parental leave)
9.2%
0%
100%
All industries 7.0%
2016 9.2%
Proportion of men (out of all employees on parental leave)
0.5%
0%
100%
All industries 0.6%
2016 0.5%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
2.0%
0%
100%
All industries 5.8%
2016 2.0%
2015 1.6%
On-site childcare
1.0%
0%
100%
All industries 9.5%
2016 1.0%
2015 3.1%
Breastfeeding facilities
44.6%
0%
100%
All industries 53.6%
2016 44.6%
2015 36.4%
Childcare referral services
5.0%
0%
100%
All industries 10.4%
2016 5.0%
2015 6.2%
Internal support network for parents
12.9%
0%
100%
All industries 16.7%
2016 12.9%
2015 10.9%
Return-to-work bonus
11.9%
0%
100%
All industries 7.4%
2016 11.9%
2015 14.0%
Information packs to support new parents and/or those with elder care responsibilities
26.7%
0%
100%
All industries 17.1%
2016 26.7%
2015 25.6%
Referral services to support employees with family and/or caring responsibilities
36.6%
0%
100%
All industries 47.3%
2016 36.6%
2015 43.4%
Targeted communication mechanisms, for example intranet/forums
29.7%
0%
100%
All industries 26.9%
2016 29.7%
2015 32.6%
Support in securing school holiday care
6.9%
0%
100%
All industries 6.5%
2016 6.9%
2015 0.0%
Coaching for employees on returning to work from parental leave
19.8%
0%
100%
All industries 15.5%
2016 19.8%
2015 0.0%
Parenting workshops targeting mothers
3.0%
0%
100%
All industries 3.9%
2016 3.0%
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
2.82 p.p.
2015 baseline
2016 40.59%
2015 37.78%
Change of 2.82 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-1.49 p.p.
2015 baseline
2016 10.89%
2015 12.38%
Change of -1.49 p.p.
Paid parental leave
Employers that offer primary carer leave
0.12 p.p.
2015 baseline
2016 19.80%
2015 19.68%
Change of 0.12 p.p.
Average primary carer leave offered (minimum number of weeks)
-0.90 weeks
2015 baseline
2016 8.70weeks
2015 9.60weeks
Change of -0.90 weeks
Employers that top up government scheme to full pay
-4.30 p.p.
2015 baseline
2016 16.67%
2015 20.97%
Change of -4.30 p.p.
Employers that offer full pay in addition to government scheme
3.87 p.p.
2015 baseline
2016 70.00%
2015 66.13%
Change of 3.87 p.p.
Employers that offer a lump sum payment
-10.65 p.p.
2015 baseline
2016 20.00%
2015 30.65%
Change of -10.65 p.p.
Employers that offer secondary carer leave
-1.46 p.p.
2015 baseline
2016 11.55%
2015 13.02%
Change of -1.46 p.p.
Average secondary carer leave offered (minimum number of weeks)
-0.31 weeks
2015 baseline
2016 1.57weeks
2015 1.88weeks
Change of -0.31 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
-2.11 p.p.
2015 baseline
2016 0.99%
2015 3.10%
Change of -2.11 p.p.
Breastfeeding facilities
8.12 p.p.
2015 baseline
2016 44.55%
2015 36.43%
Change of 8.12 p.p.
Childcare referral services
-1.25 p.p.
2015 baseline
2016 4.95%
2015 6.20%
Change of -1.25 p.p.
Internal support network for parents
2.02 p.p.
2015 baseline
2016 12.87%
2015 10.85%
Change of 2.02 p.p.
Return-to-work bonus
-2.07 p.p.
2015 baseline
2016 11.88%
2015 13.95%
Change of -2.07 p.p.
Information packs to support new parents and/or those with elder care responsibilities
1.15 p.p.
2015 baseline
2016 26.73%
2015 25.58%
Change of 1.15 p.p.
Referral services to support employees with family and/or caring responsibilities
-6.78 p.p.
2015 baseline
2016 36.63%
2015 43.41%
Change of -6.78 p.p.
Targeted communication mechanisms, for example intranet/forums
-2.86 p.p.
2015 baseline
2016 29.70%
2015 32.56%
Change of -2.86 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
25.4%
0%
100%
All industries 39.3%
2016 25.4%
2015 20.3%
Has some measure in place to support employees who are experiencing family or domestic violence
57.1%
0%
100%
All industries 74.8%
2016 57.1%
2015 57.1%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
42.2%
0%
100%
All industries 66.4%
2016 42.2%
2015 41.3%
HR or other staff training
6.3%
0%
100%
All industries 11.0%
2016 6.3%
2015 11.7%
Referral to support services
21.8%
0%
100%
All industries 26.9%
2016 21.8%
2015 20.3%
Access to any leave (overall measure)
40.3%
0%
100%
All industries 52.6%
2016 40.3%
2015 42.2%
Paid domestic violence leave
4.3%
0%
100%
All industries 12.1%
2016 4.3%
Unpaid domestic violence leave
2.0%
0%
100%
All industries 3.8%
2016 2.0%
2015 0.0%
Unpaid leave
38.9%
0%
100%
All industries 49.3%
2016 38.9%
2015 0.0%
Domestic violence clause in an enterprise or workplace agreement
3.3%
0%
100%
All industries 6.9%
2016 3.3%
2015 0.0%
Workplace safety planning
5.9%
0%
100%
All industries 8.3%
2016 5.9%
2015 0.0%
Confidentiality of disclosure
30.7%
0%
100%
All industries 41.2%
2016 30.7%
2015 0.0%
Protection from adverse action or discrimination
16.2%
0%
100%
All industries 21.3%
2016 16.2%
2015 0.0%
Flexible working arrangements
35.3%
0%
100%
All industries 48.6%
2016 35.3%
2015 0.0%
Financial support
8.3%
0%
100%
All industries 11.2%
2016 8.3%
2015 0.0%
Change of office location
14.2%
0%
100%
All industries 13.7%
2016 14.2%
2015 0.0%
Emergency accommodation assistance
1.3%
0%
100%
All industries 4.0%
2016 1.3%
2015 0.0%
Medical services
4.6%
0%
100%
All industries 10.0%
2016 4.6%
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
5.10 p.p.
2015 baseline
2016 25.41%
2015 20.32%
Change of 5.10 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-0.05 p.p.
2015 baseline
2016 57.10%
2015 57.14%
Change of -0.05 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
0.97 p.p.
2015 baseline
2016 42.24%
2015 41.27%
Change of 0.97 p.p.
HR or other staff training
-5.48 p.p.
2015 baseline
2016 6.27%
2015 11.75%
Change of -5.48 p.p.
Referral to support services
1.46 p.p.
2015 baseline
2016 21.78%
2015 20.32%
Change of 1.46 p.p.
Access to any leave (overall measure)
-1.96 p.p.
2015 baseline
2016 40.26%
2015 42.22%
Change of -1.96 p.p.
Paid domestic violence leave
4.29 p.p.
2015 baseline
2016 4.29%
2015 0.00%
Change of 4.29 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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