Mining within All industries

Mining has 148,724 employees within 154 organisations.
Change year 2016

Mining summary for 2016

Mining has 148,724 employees within 154 organisations of any size.
15.8% of employees are female.

Employee type breakdown
Casual
2.3%
Casual - 2.3399047900809555%
Part-time
2.0%
Part-time - 2.0225383932653775%
Full-time
95.6%
Full-time - 95.63755681665367%
Organisation size breakdown
<250
33.8%
<250 - 33.76623376623377%
250-499
26.0%
250-499 - 25.97402597402597%
500-999
14.3%
500-999 - 14.285714285714285%
1000-4999
24.0%
1000-4999 - 24.025974025974026%
5000+
1.9%
5000+ - 1.948051948051948%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 84.2% Female 15.8%)
male
female
All (Male 84.2% Female 15.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 97.5% Female 2.5%)
male
female
CEO (Male 97.5% Female 2.5%)
Key management personnel (Male 86.7% Female 13.3%)
male
female
Key management personnel (Male 86.7% Female 13.3%)
Other executives/general managers (Male 88.1% Female 11.9%)
male
female
Other executives/general managers (Male 88.1% Female 11.9%)
Senior managers (Male 84.4% Female 15.6%)
male
female
Senior managers (Male 84.4% Female 15.6%)
Other managers (Male 83.9% Female 16.1%)
male
female
Other managers (Male 83.9% Female 16.1%)
Non-managers (all)
Clerical and administrative (Male 22.0% Female 78.0%)
male
female
Clerical and administrative (Male 22.0% Female 78.0%)
Community and personal service (Male 73.6% Female 26.4%)
male
female
Community and personal service (Male 73.6% Female 26.4%)
Machinery operators and drivers (Male 89.6% Female 10.4%)
male
female
Machinery operators and drivers (Male 89.6% Female 10.4%)
Sales (Male 83.9% Female 16.1%)
male
female
Sales (Male 83.9% Female 16.1%)
Professionals (Male 72.8% Female 27.2%)
male
female
Professionals (Male 72.8% Female 27.2%)
Technicians and trade (Male 95.3% Female 4.7%)
male
female
Technicians and trade (Male 95.3% Female 4.7%)
Labourers (Male 92.6% Female 7.4%)
male
female
Labourers (Male 92.6% Female 7.4%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.15%
no change
2016 M:84.19% F:15.81%
2015 M:84.04% F:15.96%
The proportion of males has decreased by 0.15 p.p..
The proportion of females has increased by 0.15 p.p..
Managers
CEO
-0.10%
no change
2016 M:97.52% F:2.48%
2015 M:97.42% F:2.58%
The proportion of males has decreased by 0.10 p.p..
The proportion of females has increased by 0.10 p.p..
Key management personnel
1.01%
no change
2016 M:86.74% F:13.26%
2015 M:87.75% F:12.25%
The proportion of males has increased by 1.01 p.p..
The proportion of females has decreased by 1.01 p.p..
Other executives/general managers
0.16%
no change
2016 M:88.05% F:11.95%
2015 M:88.22% F:11.78%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Senior managers
0.52%
no change
2016 M:84.41% F:15.59%
2015 M:84.93% F:15.07%
The proportion of males has increased by 0.52 p.p..
The proportion of females has decreased by 0.52 p.p..
Other managers
1.00%
no change
2016 M:83.88% F:16.12%
2015 M:84.88% F:15.12%
The proportion of males has increased by 1.00 p.p..
The proportion of females has decreased by 1.00 p.p..
Non-managers
Clerical and administrative
-0.58%
no change
2016 M:22.03% F:77.97%
2015 M:22.61% F:77.39%
The proportion of males has decreased by 0.58 p.p..
The proportion of females has increased by 0.58 p.p..
Community and personal service
-22.32%
no change
2016 M:73.59% F:26.41%
2015 M:48.73% F:51.27%
The proportion of males has decreased by 22.32 p.p..
The proportion of females has increased by 22.32 p.p..
Machinery operators and drivers
0.37%
no change
2016 M:89.64% F:10.36%
2015 M:90.01% F:9.99%
The proportion of males has increased by 0.37 p.p..
The proportion of females has decreased by 0.37 p.p..
Sales
-5.99%
no change
2016 M:83.86% F:16.14%
2015 M:77.87% F:22.13%
The proportion of males has decreased by 5.99 p.p..
The proportion of females has increased by 5.99 p.p..
Professionals
0.99%
no change
2016 M:72.79% F:27.21%
2015 M:73.78% F:26.22%
The proportion of males has increased by 0.99 p.p..
The proportion of females has decreased by 0.99 p.p..
Technicians and trade
-0.23%
no change
2016 M:95.29% F:4.71%
2015 M:95.06% F:4.94%
The proportion of males has decreased by 0.23 p.p..
The proportion of females has increased by 0.23 p.p..
Labourers
0.30%
no change
2016 M:92.59% F:7.41%
2015 M:92.90% F:7.10%
The proportion of males has increased by 0.30 p.p..
The proportion of females has decreased by 0.30 p.p..
Results for 2016 View yearly change
Full-time (Male 85.5% Female 14.5%)
male
female
Full-time (Male 85.5% Female 14.5%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 97.5% Female 2.5%)
male
female
CEO (Male 97.5% Female 2.5%)
Key management personnel (Male 86.7% Female 13.3%)
male
female
Key management personnel (Male 86.7% Female 13.3%)
Other executives/general managers (Male 88.5% Female 11.5%)
male
female
Other executives/general managers (Male 88.5% Female 11.5%)
Senior managers (Male 86.1% Female 13.9%)
male
female
Senior managers (Male 86.1% Female 13.9%)
Other managers (Male 85.6% Female 14.4%)
male
female
Other managers (Male 85.6% Female 14.4%)
Non-managers (full-time)
Clerical and administrative (Male 24.1% Female 75.9%)
male
female
Clerical and administrative (Male 24.1% Female 75.9%)
Community and personal service (Male 78.6% Female 21.4%)
male
female
Community and personal service (Male 78.6% Female 21.4%)
Machinery operators and drivers (Male 89.8% Female 10.2%)
male
female
Machinery operators and drivers (Male 89.8% Female 10.2%)
Sales (Male 85.2% Female 14.8%)
male
female
Sales (Male 85.2% Female 14.8%)
Professionals (Male 75.4% Female 24.6%)
male
female
Professionals (Male 75.4% Female 24.6%)
Technicians and trade (Male 95.5% Female 4.5%)
male
female
Technicians and trade (Male 95.5% Female 4.5%)
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 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-0.65%
no change
2016 M:85.49% F:14.51%
2015 M:84.85% F:15.15%
The proportion of males has decreased by 0.65 p.p..
The proportion of females has increased by 0.65 p.p..
Managers
CEO
-0.08%
no change
2016 M:97.50% F:2.50%
2015 M:97.42% F:2.58%
The proportion of males has decreased by 0.08 p.p..
The proportion of females has increased by 0.08 p.p..
Key management personnel
1.34%
no change
2016 M:86.72% F:13.28%
2015 M:88.07% F:11.93%
The proportion of males has increased by 1.34 p.p..
The proportion of females has decreased by 1.34 p.p..
Other executives/general managers
0.18%
no change
2016 M:88.52% F:11.48%
2015 M:88.70% F:11.30%
The proportion of males has increased by 0.18 p.p..
The proportion of females has decreased by 0.18 p.p..
Senior managers
0.11%
no change
2016 M:86.07% F:13.93%
2015 M:86.18% F:13.82%
The proportion of males has increased by 0.11 p.p..
The proportion of females has decreased by 0.11 p.p..
Other managers
0.74%
no change
2016 M:85.64% F:14.36%
2015 M:86.38% F:13.62%
The proportion of males has increased by 0.74 p.p..
The proportion of females has decreased by 0.74 p.p..
Non-managers
Clerical and administrative
-0.30%
no change
2016 M:24.09% F:75.91%
2015 M:24.39% F:75.61%
The proportion of males has decreased by 0.30 p.p..
The proportion of females has increased by 0.30 p.p..
Community and personal service
-26.57%
no change
2016 M:78.59% F:21.41%
2015 M:52.02% F:47.98%
The proportion of males has decreased by 26.57 p.p..
The proportion of females has increased by 26.57 p.p..
Machinery operators and drivers
0.53%
no change
2016 M:89.84% F:10.16%
2015 M:90.38% F:9.62%
The proportion of males has increased by 0.53 p.p..
The proportion of females has decreased by 0.53 p.p..
Sales
-4.61%
no change
2016 M:85.21% F:14.79%
2015 M:80.60% F:19.40%
The proportion of males has decreased by 4.61 p.p..
The proportion of females has increased by 4.61 p.p..
Professionals
0.42%
no change
2016 M:75.42% F:24.58%
2015 M:75.84% F:24.16%
The proportion of males has increased by 0.42 p.p..
The proportion of females has decreased by 0.42 p.p..
Technicians and trade
-0.35%
no change
2016 M:95.49% F:4.51%
2015 M:95.14% F:4.86%
The proportion of males has decreased by 0.35 p.p..
The proportion of females has increased by 0.35 p.p..
Labourers
-0.55%
no change
2016 M:93.15% F:6.85%
2015 M:92.60% F:7.40%
The proportion of males has decreased by 0.55 p.p..
The proportion of females has increased by 0.55 p.p..
Results for 2016 View yearly change
Part-time (Male 24.2% Female 75.8%)
male
female
Part-time (Male 24.2% Female 75.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca 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 78.9% Female 21.1%)
male
female
Key management personnel (Male 78.9% Female 21.1%)
Other executives/general managers (Male 46.2% Female 53.8%)
male
female
Other executives/general managers (Male 46.2% Female 53.8%)
Senior managers (Male 19.8% Female 80.2%)
male
female
Senior managers (Male 19.8% Female 80.2%)
Other managers (Male 17.4% Female 82.6%)
male
female
Other managers (Male 17.4% Female 82.6%)
Non-managers (part-time)
Clerical and administrative (Male 2.7% Female 97.3%)
male
female
Clerical and administrative (Male 2.7% Female 97.3%)
Community and personal service (Male 12.5% Female 87.5%)
male
female
Community and personal service (Male 12.5% Female 87.5%)
Machinery operators and drivers (Male 67.7% Female 32.3%)
male
female
Machinery operators and drivers (Male 67.7% Female 32.3%)
Sales (Male 0.0% Female 100.0%)
male
female
Sales (Male 0.0% Female 100.0%)
Professionals (Male 10.9% Female 89.1%)
male
female
Professionals (Male 10.9% Female 89.1%)
Technicians and trade (Male 74.4% Female 25.6%)
male
female
Technicians and trade (Male 74.4% Female 25.6%)
Labourers (Male 61.8% Female 38.2%)
male
female
Labourers (Male 61.8% Female 38.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-1.52%
no change
2016 M:24.20% F:75.80%
2015 M:74.28% F:25.72%
The proportion of males has decreased by 1.52 p.p..
The proportion of females has increased by 1.52 p.p..
Managers
CEO
No comparison data available
Key management personnel
-2.95%
no change
2016 M:78.95% F:21.05%
2015 M:76.00% F:24.00%
The proportion of males has decreased by 2.95 p.p..
The proportion of females has increased by 2.95 p.p..
Other executives/general managers
1.15%
no change
2016 M:46.15% F:53.85%
2015 M:55.00% F:45.00%
The proportion of males has increased by 1.15 p.p..
The proportion of females has decreased by 1.15 p.p..
Senior managers
-2.44%
no change
2016 M:19.78% F:80.22%
2015 M:22.22% F:77.78%
The proportion of males has decreased by 2.44 p.p..
The proportion of females has increased by 2.44 p.p..
Other managers
1.97%
no change
2016 M:17.35% F:82.65%
2015 M:15.38% F:84.62%
The proportion of males has increased by 1.97 p.p..
The proportion of females has decreased by 1.97 p.p..
Non-managers
Clerical and administrative
-5.85%
no change
2016 M:2.73% F:97.27%
2015 M:8.58% F:91.42%
The proportion of males has decreased by 5.85 p.p..
The proportion of females has increased by 5.85 p.p..
Community and personal service
-9.72%
no change
2016 M:12.50% F:87.50%
2015 M:22.22% F:77.78%
The proportion of males has decreased by 9.72 p.p..
The proportion of females has increased by 9.72 p.p..
Machinery operators and drivers
13.82%
no change
2016 M:67.74% F:32.26%
2015 M:81.57% F:18.43%
The proportion of males has increased by 13.82 p.p..
The proportion of females has decreased by 13.82 p.p..
Sales
0.00%
no change
2016 M:0.00% F:100.00%
2015 M:0.00% F:100.00%
There has been no change in the workforce composition.
Professionals
-21.39%
no change
2016 M:10.92% F:89.08%
2015 M:32.31% F:67.69%
The proportion of males has decreased by 21.39 p.p..
The proportion of females has increased by 21.39 p.p..
Technicians and trade
19.74%
no change
2016 M:74.39% F:25.61%
2015 M:94.13% F:5.87%
The proportion of males has increased by 19.74 p.p..
The proportion of females has decreased by 19.74 p.p..
Labourers
31.82%
no change
2016 M:61.76% F:38.24%
2015 M:93.59% F:6.41%
The proportion of males has increased by 31.82 p.p..
The proportion of females has decreased by 31.82 p.p..
Results for 2016 View yearly change
Casual (Male 83.0% Female 17.0%)
male
female
Casual (Male 83.0% Female 17.0%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (casual)
CEO (Male 0.0% Female 0.0%)
Insufficient data available
CEO (Male 0.0% Female 0.0%)
Key management personnel (Male 100.0% Female 0.0%)
male
female
Key management personnel (Male 100.0% Female 0.0%)
Other executives/general managers (Male 100.0% Female 0.0%)
male
female
Other executives/general managers (Male 100.0% Female 0.0%)
Senior managers (Male 80.0% Female 20.0%)
male
female
Senior managers (Male 80.0% Female 20.0%)
Other managers (Male 84.4% Female 15.6%)
male
female
Other managers (Male 84.4% Female 15.6%)
Non-managers (casual)
Clerical and administrative (Male 24.6% Female 75.4%)
male
female
Clerical and administrative (Male 24.6% Female 75.4%)
Community and personal service (Male 58.0% Female 42.0%)
male
female
Community and personal service (Male 58.0% Female 42.0%)
Machinery operators and drivers (Male 89.1% Female 10.9%)
male
female
Machinery operators and drivers (Male 89.1% Female 10.9%)
Sales (Male 75.0% Female 25.0%)
male
female
Sales (Male 75.0% Female 25.0%)
Professionals (Male 72.8% Female 27.2%)
male
female
Professionals (Male 72.8% Female 27.2%)
Technicians and trade (Male 93.2% Female 6.8%)
male
female
Technicians and trade (Male 93.2% Female 6.8%)
Labourers (Male 90.8% Female 9.2%)
male
female
Labourers (Male 90.8% Female 9.2%)
Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Overall
Overall
-2.12%
no change
2016 M:83.02% F:16.98%
2015 M:80.90% F:19.10%
The proportion of males has decreased by 2.12 p.p..
The proportion of females has increased by 2.12 p.p..
Managers
CEO
No comparison data available
Key management personnel
0.00%
no change
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Other executives/general managers
0.00%
no change
2016 M:100.00% F:0.00%
2015 M:100.00% F:0.00%
There has been no change in the workforce composition.
Senior managers
8.89%
no change
2016 M:80.00% F:20.00%
2015 M:88.89% F:11.11%
The proportion of males has increased by 8.89 p.p..
The proportion of females has decreased by 8.89 p.p..
Other managers
15.63%
no change
2016 M:84.38% F:15.63%
2015 M:100.00% F:0.00%
The proportion of males has increased by 15.63 p.p..
The proportion of females has decreased by 15.63 p.p..
Non-managers
Clerical and administrative
5.76%
no change
2016 M:24.63% F:75.37%
2015 M:18.88% F:81.12%
The proportion of males has increased by 5.76 p.p..
The proportion of females has decreased by 5.76 p.p..
Community and personal service
-0.62%
no change
2016 M:57.97% F:42.03%
2015 M:42.65% F:57.35%
The proportion of males has decreased by 0.62 p.p..
The proportion of females has increased by 0.62 p.p..
Machinery operators and drivers
-3.21%
no change
2016 M:89.07% F:10.93%
2015 M:85.87% F:14.13%
The proportion of males has decreased by 3.21 p.p..
The proportion of females has increased by 3.21 p.p..
Sales
0.00%
no change
2016 M:75.00% F:25.00%
2015 M:25.00% F:75.00%
There has been no change in the workforce composition.
Professionals
2.78%
no change
2016 M:72.84% F:27.16%
2015 M:75.62% F:24.38%
The proportion of males has increased by 2.78 p.p..
The proportion of females has decreased by 2.78 p.p..
Technicians and trade
0.50%
no change
2016 M:93.15% F:6.85%
2015 M:93.65% F:6.35%
The proportion of males has increased by 0.50 p.p..
The proportion of females has decreased by 0.50 p.p..
Labourers
0.60%
no change
2016 M:90.77% F:9.23%
2015 M:91.37% F:8.63%
The proportion of males has increased by 0.60 p.p..
The proportion of females has decreased by 0.60 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 81.8% Female 18.2%)
male
female
Overall (Male 81.8% Female 18.2%)
Managers (Male 81.0% Female 19.0%)
male
female
Managers (Male 81.0% Female 19.0%)
Non-managers (Male 81.8% Female 18.2%)
male
female
Non-managers (Male 81.8% Female 18.2%)
Promotions by role
Overall (Male 77.5% Female 22.5%)
male
female
Overall (Male 77.5% Female 22.5%)
Managers (Male 76.0% Female 24.0%)
male
female
Managers (Male 76.0% Female 24.0%)
Non-managers (Male 77.8% Female 22.2%)
male
female
Non-managers (Male 77.8% Female 22.2%)
Promotions by employment type
Full-time
96.9%
Full-time - 96.86256504438323%
Part-time
1.4%
Part-time - 1.3927150290786654%
Casual
1.7%
Casual - 1.7447199265381086%
Resignations by role
Overall (Male 80.3% Female 19.7%)
male
female
Overall (Male 80.3% Female 19.7%)
Managers (Male 80.8% Female 19.2%)
male
female
Managers (Male 80.8% Female 19.2%)
Non-managers (Male 80.3% Female 19.7%)
male
female
Non-managers (Male 80.3% Female 19.7%)
Resignations by employment type
Full-time
92.3%
Full-time - 92.33004891188772%
Part-time
1.6%
Part-time - 1.6445736159353512%
Casual
6.0%
Casual - 6.025377472176934%

Employee movements

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 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
Showing
all full-time part-time casual

Results for 2016 View yearly change
Total remuneration (all)
male
female
15.6% pay gap
All industries 26.3%
2016 15.6%
2015 15.7%
Base remuneration (all)
male
female
12.1% pay gap
All industries 21.4%
2016 12.1%
2015 13.5%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
16.8% pay gap
All industries 27.7%
2016 16.8%
2015 15.8%
Other executives/general managers
male
female
2.2% pay gap
All industries 25.9%
2016 2.2%
2015 11.6%
Senior managers
male
female
8.7% pay gap
All industries 21.6%
2016 8.7%
2015 10.7%
Other managers
male
female
7.1% pay gap
All industries 22.8%
2016 7.1%
2015 6.6%
Non-managers (all total remuneration)
Clerical and administrative
male
female
17.6% pay gap
All industries 7.1%
2016 17.6%
2015 18.0%
Community and personal service
male
female
14.4% pay gap
All industries 5.5%
2016 14.4%
2015 9.5%
Machinery operators and drivers
male
female
9.5% pay gap
All industries 17.9%
2016 9.5%
2015 7.2%
Sales
male
female
35.6% pay gap
All industries 15.8%
2016 35.6%
2015 37.8%
Professionals
male
female
16.1% pay gap
All industries 19.5%
2016 16.1%
2015 15.9%
Technicians and trade
male
female
19.5% pay gap
All industries 30.8%
2016 19.5%
2015 19.4%
Labourers
male
female
12.3% pay gap
All industries 17.8%
2016 12.3%
2015 12.4%
Change from 2015 to 2016 View 2016
Total remuneration (all)
-0.06 p.p.
no change
2016 15.61%
2015 15.67%
The gender pay gap
decreased by 0.06 p.p.
Base remuneration (all)
-1.47 p.p.
no change
2016 12.07%
2015 13.53%
The gender pay gap
decreased by 1.47 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
0.99 p.p.
no change
2016 16.80%
2015 15.81%
The gender pay gap
increased by 0.99 p.p.
Other executives/general managers
-9.37 p.p.
no change
2016 2.20%
2015 11.58%
The gender pay gap
decreased by 9.37 p.p.
Senior managers
-2.00 p.p.
no change
2016 8.73%
2015 10.73%
The gender pay gap
decreased by 2.00 p.p.
Other managers
0.47 p.p.
no change
2016 7.07%
2015 6.60%
The gender pay gap
increased by 0.47 p.p.
Non-managers (all total remuneration)
Clerical and administrative
-0.42 p.p.
no change
2016 17.60%
2015 18.02%
The gender pay gap
decreased by 0.42 p.p.
Community and personal service
4.97 p.p.
no change
2016 14.43%
2015 9.46%
The gender pay gap
increased by 4.97 p.p.
Machinery operators and drivers
2.27 p.p.
no change
2016 9.50%
2015 7.23%
The gender pay gap
increased by 2.27 p.p.
Sales
-2.15 p.p.
no change
2016 35.64%
2015 37.79%
The gender pay gap
decreased by 2.15 p.p.
Professionals
0.28 p.p.
no change
2016 16.15%
2015 15.86%
The gender pay gap
increased by 0.28 p.p.
Technicians and trade
0.13 p.p.
no change
2016 19.51%
2015 19.38%
The gender pay gap
increased by 0.13 p.p.
Labourers
-0.05 p.p.
no change
2016 12.34%
2015 12.39%
The gender pay gap
decreased by 0.05 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
15.8% pay gap
All industries 23.1%
2016 15.8%
2015 17.6%
Base remuneration (full-time)
male
female
12.7% pay gap
All industries 17.7%
2016 12.7%
2015 15.5%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
16.4% pay gap
All industries 26.6%
2016 16.4%
2015 16.6%
Other executives/general managers
male
female
1.0% pay gap
All industries 24.6%
2016 1.0%
2015 11.4%
Senior managers
male
female
8.0% pay gap
All industries 21.7%
2016 8.0%
2015 11.6%
Other managers
male
female
7.4% pay gap
All industries 23.8%
2016 7.4%
2015 7.9%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
18.0% pay gap
All industries 8.8%
2016 18.0%
2015 18.6%
Community and personal service
male
female
7.6% pay gap
All industries 10.9%
2016 7.6%
2015 4.8%
Machinery operators and drivers
male
female
9.4% pay gap
All industries 16.1%
2016 9.4%
2015 6.7%
Sales
male
female
37.2% pay gap
All industries 23.5%
2016 37.2%
2015 37.1%
Professionals
male
female
16.8% pay gap
All industries 19.7%
2016 16.8%
2015 17.5%
Technicians and trade
male
female
18.2% pay gap
All industries 27.1%
2016 18.2%
2015 19.4%
Labourers
male
female
12.0% pay gap
All industries 17.2%
2016 12.0%
2015 15.8%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
-1.83 p.p.
no change
2016 15.79%
2015 17.62%
The gender pay gap
decreased by 1.83 p.p.
Base remuneration (full-time)
-2.76 p.p.
no change
2016 12.70%
2015 15.46%
The gender pay gap
decreased by 2.76 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
-0.16 p.p.
no change
2016 16.41%
2015 16.57%
The gender pay gap
decreased by 0.16 p.p.
Other executives/general managers
-10.43 p.p.
no change
2016 0.95%
2015 11.38%
The gender pay gap
decreased by 10.43 p.p.
Senior managers
-3.55 p.p.
no change
2016 8.03%
2015 11.58%
The gender pay gap
decreased by 3.55 p.p.
Other managers
-0.49 p.p.
no change
2016 7.42%
2015 7.91%
The gender pay gap
decreased by 0.49 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
-0.65 p.p.
no change
2016 17.97%
2015 18.62%
The gender pay gap
decreased by 0.65 p.p.
Community and personal service
2.83 p.p.
no change
2016 7.60%
2015 4.78%
The gender pay gap
increased by 2.83 p.p.
Machinery operators and drivers
2.76 p.p.
no change
2016 9.42%
2015 6.66%
The gender pay gap
increased by 2.76 p.p.
Sales
0.05 p.p.
no change
2016 37.20%
2015 37.15%
The gender pay gap
increased by 0.05 p.p.
Professionals
-0.70 p.p.
no change
2016 16.78%
2015 17.48%
The gender pay gap
decreased by 0.70 p.p.
Technicians and trade
-1.11 p.p.
no change
2016 18.25%
2015 19.36%
The gender pay gap
decreased by 1.11 p.p.
Labourers
-3.87 p.p.
no change
2016 11.98%
2015 15.85%
The gender pay gap
decreased by 3.87 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
16.7% pay gap
All industries 6.6%
2016 16.7%
2015 60.5%
Base remuneration (part-time)
male
female
9.5% pay gap
All industries 7.8%
2016 9.5%
2015 42.9%
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
13.8% pay gap
All industries 21.3%
2016 13.8%
2015 2.0%
Other managers
male
female
10.5% pay gap
All industries 15.0%
2016 10.5%
2015 13.8%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
7.4% pay gap
All industries 4.9%
2016 7.4%
2015 55.1%
Community and personal service
Insufficient data available
Machinery operators and drivers
male
female
19.3% pay gap
All industries 7.3%
2016 19.3%
2015 5.0%
Sales
Insufficient data available
Professionals
male
female
21.1% pay gap
All industries 18.7%
2016 21.1%
2015 39.0%
Technicians and trade
male
female
35.8% pay gap
All industries 8.6%
2016 35.8%
2015 1.4%
Labourers
male
female
10.6% pay gap
All industries 4.4%
2016 10.6%
2015 6.5%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
-43.76 p.p.
no change
2016 16.75%
2015 60.51%
The gender pay gap
decreased by 43.76 p.p.
Base remuneration (part-time)
-33.45 p.p.
no change
2016 9.48%
2015 42.93%
The gender pay gap
decreased by 33.45 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (part-time total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
11.83 p.p.
no change
2016 13.81%
2015 1.98%
The gender pay gap
increased by 11.83 p.p.
Other managers
-3.32 p.p.
no change
2016 10.46%
2015 13.78%
The gender pay gap
decreased by 3.32 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
-47.66 p.p.
no change
2016 7.42%
2015 55.08%
The gender pay gap
decreased by 47.66 p.p.
Community and personal service
No comparison data available
Machinery operators and drivers
14.35 p.p.
no change
2016 19.33%
2015 4.98%
The gender pay gap
increased by 14.35 p.p.
Sales
No comparison data available
Professionals
-17.93 p.p.
no change
2016 21.10%
2015 39.03%
The gender pay gap
decreased by 17.93 p.p.
Technicians and trade
34.42 p.p.
no change
2016 35.78%
2015 1.36%
The gender pay gap
increased by 34.42 p.p.
Labourers
4.12 p.p.
no change
2016 10.65%
2015 6.53%
The gender pay gap
increased by 4.12 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
19.6% pay gap
All industries 9.1%
2016 19.6%
2015 32.4%
Base remuneration (casual)
male
female
18.7% pay gap
All industries 8.6%
2016 18.7%
2015 30.5%
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
3.2% pay gap
All industries 1.8%
2016 3.2%
2015 26.2%
Community and personal service
male
female
3.7% pay gap
All industries 0.2%
2016 3.7%
2015 19.2%
Machinery operators and drivers
male
female
4.6% pay gap
All industries 11.0%
2016 4.6%
2015 29.0%
Sales
Insufficient data available
Professionals
male
female
27.0% pay gap
All industries 15.3%
2016 27.0%
2015 27.7%
Technicians and trade
male
female
41.0% pay gap
All industries 30.5%
2016 41.0%
2015 38.0%
Labourers
male
female
10.7% pay gap
All industries 14.0%
2016 10.7%
2015 19.9%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
-12.75 p.p.
no change
2016 19.61%
2015 32.36%
The gender pay gap
decreased by 12.75 p.p.
Base remuneration (casual)
-11.80 p.p.
no change
2016 18.66%
2015 30.47%
The gender pay gap
decreased by 11.80 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 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
-23.02 p.p.
no change
2016 3.17%
2015 26.19%
The gender pay gap
decreased by 23.02 p.p.
Community and personal service
-15.47 p.p.
no change
2016 3.73%
2015 19.20%
The gender pay gap
decreased by 15.47 p.p.
Machinery operators and drivers
-24.47 p.p.
no change
2016 4.57%
2015 29.04%
The gender pay gap
decreased by 24.47 p.p.
Sales
No comparison data available
Professionals
-0.67 p.p.
no change
2016 27.04%
2015 27.71%
The gender pay gap
decreased by 0.67 p.p.
Technicians and trade
3.05 p.p.
no change
2016 41.04%
2015 37.99%
The gender pay gap
increased by 3.05 p.p.
Labourers
-9.23 p.p.
no change
2016 10.70%
2015 19.93%
The gender pay gap
decreased by 9.23 p.p.

Employer action on pay equity

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Employers with a formal policy or formal strategy on remuneration generally
77.3%
0%
100%
All industries 53.1%
2016 77.3%
2015 76.3%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
34.5%
0%
100%
All industries 26.4%
2016 34.5%
2015 27.1%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
31.2%
0%
100%
All industries 20.0%
2016 31.2%
2015 34.3%
Within last 1-2 years
7.1%
0%
100%
All industries 4.7%
2016 7.1%
2015 4.1%
More than 2 years ago but less than 4 years ago
3.2%
0%
100%
All industries 1.3%
2016 3.2%
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 11.8%
Identified cause/s of the gaps
34.8%
0%
100%
All industries 31.2%
2016 34.8%
2015 23.5%
Reviewed remuneration decision-making processes
18.2%
0%
100%
All industries 22.4%
2016 18.2%
2015 14.7%
Analysed commencement salaries by gender to ensure there are no pay gaps
21.2%
0%
100%
All industries 16.0%
2016 21.2%
2015 17.6%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
27.3%
0%
100%
All industries 22.3%
2016 27.3%
2015 17.6%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
27.3%
0%
100%
All industries 21.6%
2016 27.3%
2015 16.2%
Trained people-managers in addressing gender bias (including unconscious bias)
9.1%
0%
100%
All industries 11.1%
2016 9.1%
2015 7.4%
Set targets to reduce any like-for-like gaps
3.0%
0%
100%
All industries 6.1%
2016 3.0%
2015 2.9%
Set targets to reduce any organisation-wide gaps
4.5%
0%
100%
All industries 4.4%
2016 4.5%
2015 4.4%
Reported pay equity metrics to the board
12.1%
0%
100%
All industries 14.4%
2016 12.1%
2015 10.3%
Reported pay equity metrics to the executive
27.3%
0%
100%
All industries 25.4%
2016 27.3%
2015 17.6%
Corrected like-for-like gaps
25.8%
0%
100%
All industries 16.9%
2016 25.8%
2015 25.0%
Conducted a gender-based job evaluation process
1.5%
0%
100%
All industries 2.1%
2016 1.5%
2015 2.9%
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
5.2%
0%
100%
All industries 5.8%
2016 5.2%
2015 2.4%
No, don't have expertise
1.3%
0%
100%
All industries 0.7%
2016 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)
0.6%
0%
100%
All industries 6.2%
2016 0.6%
2015 0.6%
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)
12.3%
0%
100%
All industries 21.2%
2016 12.3%
2015 12.4%
No, non-award employees are paid market rate
18.2%
0%
100%
All industries 13.2%
2016 18.2%
2015 14.2%
No, not a priority
1.3%
0%
100%
All industries 2.4%
2016 1.3%
2015 0.6%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
0.94 p.p.
no change
2016 77.27%
2015 76.33%
Change of 0.94 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
7.32 p.p.
no change
2016 34.45%
2015 27.13%
Change of 7.32 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
-3.15 p.p.
no change
2016 31.17%
2015 34.32%
Change of -3.15 p.p.
Within last 1-2 years
3.00 p.p.
no change
2016 7.14%
2015 4.14%
Change of 3.00 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
-2.67 p.p.
no change
2016 9.09%
2015 11.76%
Change of -2.67 p.p.
Identified cause/s of the gaps
11.32 p.p.
no change
2016 34.85%
2015 23.53%
Change of 11.32 p.p.
Reviewed remuneration decision-making processes
3.48 p.p.
no change
2016 18.18%
2015 14.71%
Change of 3.48 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
3.57 p.p.
no change
2016 21.21%
2015 17.65%
Change of 3.57 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
9.63 p.p.
no change
2016 27.27%
2015 17.65%
Change of 9.63 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
11.10 p.p.
no change
2016 27.27%
2015 16.18%
Change of 11.10 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
1.74 p.p.
no change
2016 9.09%
2015 7.35%
Change of 1.74 p.p.
Set targets to reduce any like-for-like gaps
0.09 p.p.
no change
2016 3.03%
2015 2.94%
Change of 0.09 p.p.
Set targets to reduce any organisation-wide gaps
0.13 p.p.
no change
2016 4.55%
2015 4.41%
Change of 0.13 p.p.
Reported pay equity metrics to the board
1.83 p.p.
no change
2016 12.12%
2015 10.29%
Change of 1.83 p.p.
Reported pay equity metrics to the executive
9.63 p.p.
no change
2016 27.27%
2015 17.65%
Change of 9.63 p.p.
Corrected like-for-like gaps
0.76 p.p.
no change
2016 25.76%
2015 25.00%
Change of 0.76 p.p.
Conducted a gender-based job evaluation process
-1.43 p.p.
no change
2016 1.52%
2015 2.94%
Change of -1.43 p.p.
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
2.83 p.p.
no change
2016 5.19%
2015 2.37%
Change of 2.83 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)
0.06 p.p.
no change
2016 0.65%
2015 0.59%
Change of 0.06 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)
-0.09 p.p.
no change
2016 12.34%
2015 12.43%
Change of -0.09 p.p.
No, non-award employees are paid market rate
3.98 p.p.
no change
2016 18.18%
2015 14.20%
Change of 3.98 p.p.
No, not a priority
0.71 p.p.
no change
2016 1.30%
2015 0.59%
Change of 0.71 p.p.

Gender equality strategy & targets

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Gender equality policy and strategy
Employers that have an overall gender equality policy
63.0%
0%
100%
All industries 57.7%
2016 63.0%
2015 60.9%
Employers that have an overall gender equality strategy
27.9%
0%
100%
All industries 22.2%
2016 27.9%
2015 23.1%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
19.7%
0%
100%
All industries 12.7%
2016 19.7%
2015 18.2%

Gender equality strategy & targets

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Gender equality policy and strategy
Employers that have an overall gender equality policy
2.04 p.p.
no change
2016 62.99%
2015 60.95%
Change of 2.04 p.p.
Employers that have an overall gender equality strategy
4.85 p.p.
no change
2016 27.92%
2015 23.08%
Change of 4.85 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
1.48 p.p.
0%
100%
no change
2016 19.70%
2015 18.22%
Change of 1.48 p.p.

Flexible working

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Flexible working
Employers that have a flexible working arrangements policy
48.7%
0%
100%
All industries 52.3%
2016 48.7%
2015 46.7%
Employers that have a flexible working arrangements strategy
14.3%
0%
100%
All industries 16.1%
2016 14.3%
2015 10.1%
Types of flexible work offered
Carer's leave
90.3%
0%
100%
All industries 92.9%
2016 90.3%
2015 95.3%
Compressed working week
21.4%
0%
100%
All industries 26.1%
2016 21.4%
2015 24.9%
Flexible hours of work
51.3%
0%
100%
All industries 58.5%
2016 51.3%
2015 46.2%
Job sharing
37.7%
0%
100%
All industries 39.9%
2016 37.7%
2015 36.7%
Part-time work
77.3%
0%
100%
All industries 83.9%
2016 77.3%
2015 73.4%
Purchased leave
22.1%
0%
100%
All industries 28.4%
2016 22.1%
2015 17.2%
Telecommuting
21.4%
0%
100%
All industries 27.5%
2016 21.4%
2015 20.7%
Time-in-lieu
39.0%
0%
100%
All industries 50.9%
2016 39.0%
2015 40.8%
Unpaid leave
74.7%
0%
100%
All industries 79.4%
2016 74.7%
2015 78.7%

Flexible working

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Flexible Working
Employers that have a flexible working arrangements policy
1.96 p.p.
no change
2016 48.70%
2015 46.75%
Change of 1.96 p.p.
Employers that have a flexible working arrangements strategy
4.23 p.p.
no change
2016 14.29%
2015 10.06%
Change of 4.23 p.p.
Types of flexible work offered
Carer's leave
-5.01 p.p.
no change
2016 90.26%
2015 95.27%
Change of -5.01 p.p.
Compressed working week
-3.42 p.p.
no change
2016 21.43%
2015 24.85%
Change of -3.42 p.p.
Flexible hours of work
5.14 p.p.
no change
2016 51.30%
2015 46.15%
Change of 5.14 p.p.
Job sharing
0.98 p.p.
no change
2016 37.66%
2015 36.69%
Change of 0.98 p.p.
Part-time work
3.90 p.p.
no change
2016 77.27%
2015 73.37%
Change of 3.90 p.p.
Purchased leave
4.92 p.p.
no change
2016 22.08%
2015 17.16%
Change of 4.92 p.p.
Telecommuting
0.72 p.p.
no change
2016 21.43%
2015 20.71%
Change of 0.72 p.p.
Time-in-lieu
-1.87 p.p.
no change
2016 38.96%
2015 40.83%
Change of -1.87 p.p.
Unpaid leave
-4.02 p.p.
no change
2016 74.68%
2015 78.70%
Change of -4.02 p.p.

Support for carers & paid parental leave

Results for 2016 View yearly change
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
55.2%
0%
100%
All industries 47.6%
2016 55.2%
2015 50.9%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
9.7%
0%
100%
All industries 12.9%
2016 9.7%
2015 7.7%
Paid parental leave
Employers that offer primary carer leave
50.0%
0%
100%
All industries 48.0%
2016 50.0%
2015 47.9%
Average primary carer leave offered
11.5 weeks
All industries 9.7 weeks
2016 11.5 weeks
2015 11.9 weeks
Employers that top up government scheme to full pay
9.1%
0%
100%
All industries 9.0%
2016 9.1%
2015 9.9%
Employers that offer full pay in addition to government scheme
74.0%
0%
100%
All industries 79.2%
2016 74.0%
2015 80.2%
Employers that offer a lump sum payment
22.1%
0%
100%
All industries 16.8%
2016 22.1%
2015 14.8%
Employers that offer secondary carer leave
40.3%
0%
100%
All industries 39.0%
2016 40.3%
2015 39.6%
Average secondary carer leave offered
1.1 weeks
All industries 1.5 weeks
2016 1.1 weeks
2015 1.2 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
6.4%
0%
100%
All industries 7.6%
2016 6.4%
Proportion of women (out of all employees on parental leave)
5.7%
0%
100%
All industries 7.0%
2016 5.7%
Proportion of men (out of all employees on parental leave)
0.8%
0%
100%
All industries 0.6%
2016 0.8%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
3.4%
0%
100%
All industries 5.8%
2016 3.4%
2015 2.1%
On-site childcare
1.1%
0%
100%
All industries 9.5%
2016 1.1%
2015 2.1%
Breastfeeding facilities
48.3%
0%
100%
All industries 53.6%
2016 48.3%
2015 46.8%
Childcare referral services
13.5%
0%
100%
All industries 10.4%
2016 13.5%
2015 7.4%
Internal support network for parents
21.3%
0%
100%
All industries 16.7%
2016 21.3%
2015 21.3%
Return-to-work bonus
12.4%
0%
100%
All industries 7.4%
2016 12.4%
2015 17.0%
Information packs to support new parents and/or those with elder care responsibilities
20.2%
0%
100%
All industries 17.1%
2016 20.2%
2015 19.1%
Referral services to support employees with family and/or caring responsibilities
62.9%
0%
100%
All industries 47.3%
2016 62.9%
2015 58.5%
Targeted communication mechanisms, for example intranet/forums
33.7%
0%
100%
All industries 26.9%
2016 33.7%
2015 28.7%
Support in securing school holiday care
2.2%
0%
100%
All industries 6.5%
2016 2.2%
Coaching for employees on returning to work from parental leave
16.9%
0%
100%
All industries 15.5%
2016 16.9%
Parenting workshops targeting mothers
3.4%
0%
100%
All industries 3.9%
2016 3.4%
Parenting workshops targeting fathers
2.2%
0%
100%
All industries 3.3%
2016 2.2%

Support for carers & paid parental leave

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Supporting carers
Employers that have a policy aimed at supporting employees with family or caring responsibilities
4.31 p.p.
no change
2016 55.19%
2015 50.89%
Change of 4.31 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
2.05 p.p.
no change
2016 9.74%
2015 7.69%
Change of 2.05 p.p.
Paid parental leave
Employers that offer primary carer leave
2.07 p.p.
no change
2016 50.00%
2015 47.93%
Change of 2.07 p.p.
Average primary carer leave offered
-0.36 weeks
no change
2016 11.53weeks
2015 11.89weeks
Change of -0.36 weeks
Employers that top up government scheme to full pay
-0.79 p.p.
no change
2016 9.09%
2015 9.88%
Change of -0.79 p.p.
Employers that offer full pay in addition to government scheme
-6.22 p.p.
no change
2016 74.03%
2015 80.25%
Change of -6.22 p.p.
Employers that offer a lump sum payment
7.26 p.p.
no change
2016 22.08%
2015 14.81%
Change of 7.26 p.p.
Employers that offer secondary carer leave
0.61 p.p.
no change
2016 40.26%
2015 39.64%
Change of 0.61 p.p.
Average secondary carer leave offered
-0.03 weeks
no change
2016 1.06weeks
2015 1.09weeks
Change of -0.03 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
No comparison data available
Proportion of women (out of all employees on parental leave)
No comparison data available
Proportion of men (out of all employees on parental leave)
No comparison data available
Non-leave based measures offered
On-site childcare
-1.00 p.p.
no change
2016 1.12%
2015 2.13%
Change of -1.00 p.p.
Breastfeeding facilities
1.51 p.p.
no change
2016 48.31%
2015 46.81%
Change of 1.51 p.p.
Childcare referral services
6.04 p.p.
no change
2016 13.48%
2015 7.45%
Change of 6.04 p.p.
Internal support network for parents
0.07 p.p.
no change
2016 21.35%
2015 21.28%
Change of 0.07 p.p.
Return-to-work bonus
-4.66 p.p.
no change
2016 12.36%
2015 17.02%
Change of -4.66 p.p.
Information packs to support new parents and/or those with elder care responsibilities
1.08 p.p.
no change
2016 20.22%
2015 19.15%
Change of 1.08 p.p.
Referral services to support employees with family and/or caring responsibilities
4.41 p.p.
no change
2016 62.92%
2015 58.51%
Change of 4.41 p.p.
Targeted communication mechanisms, for example intranet/forums
4.98 p.p.
no change
2016 33.71%
2015 28.72%
Change of 4.98 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 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 2016   White dot 95f53419765858f81961b04031c1ac7bc9e53e509c43f1e828bfc54b5ecb77bf 2015   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
39.6%
0%
100%
All industries 39.3%
2016 39.6%
2015 38.5%
Has some measure in place to support employees who are experiencing family or domestic violence
85.7%
0%
100%
All industries 74.8%
2016 85.7%
2015 86.4%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
83.1%
0%
100%
All industries 66.4%
2016 83.1%
2015 83.4%
HR or other staff training
10.4%
0%
100%
All industries 11.0%
2016 10.4%
2015 14.2%
Referral to support services
23.4%
0%
100%
All industries 26.9%
2016 23.4%
2015 23.7%
Access to any leave (overall measure)
51.3%
0%
100%
All industries 52.6%
2016 51.3%
2015 55.0%
Paid domestic violence leave
7.1%
0%
100%
All industries 12.1%
2016 7.1%
Unpaid domestic violence leave
No comparison data available
Unpaid leave
50.6%
0%
100%
All industries 49.3%
2016 50.6%
Domestic violence clause in an enterprise or workplace agreement
0.6%
0%
100%
All industries 6.9%
2016 0.6%
Workplace safety planning
6.5%
0%
100%
All industries 8.3%
2016 6.5%
Confidentiality of disclosure
40.3%
0%
100%
All industries 41.2%
2016 40.3%
Protection from adverse action or discrimination
17.5%
0%
100%
All industries 21.3%
2016 17.5%
Flexible working arrangements
46.8%
0%
100%
All industries 48.6%
2016 46.8%
Financial support
11.7%
0%
100%
All industries 11.2%
2016 11.7%
Change of office location
9.7%
0%
100%
All industries 13.7%
2016 9.7%
Emergency accommodation assistance
4.5%
0%
100%
All industries 4.0%
2016 4.5%
Medical services
16.2%
0%
100%
All industries 10.0%
2016 16.2%

Family or domestic violence support

Change from 2015 to 2016 View 2016
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 increase in 2016   Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 decrease in 2016   Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Has a formal policy or formal strategy to support employees who are experiencing family or domestic violence
1.15 p.p.
no change
2016 39.61%
2015 38.46%
Change of 1.15 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-0.68 p.p.
no change
2016 85.71%
2015 86.39%
Change of -0.68 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
-0.32 p.p.
no change
2016 83.12%
2015 83.43%
Change of -0.32 p.p.
HR or other staff training
-3.81 p.p.
no change
2016 10.39%
2015 14.20%
Change of -3.81 p.p.
Referral to support services
-0.29 p.p.
no change
2016 23.38%
2015 23.67%
Change of -0.29 p.p.
Access to any leave (overall measure)
-3.73 p.p.
no change
2016 51.30%
2015 55.03%
Change of -3.73 p.p.
Paid domestic violence leave
7.14 p.p.
no change
2016 7.14%
2015 0.00%
Change of 7.14 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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