Accommodation and Food Services within All industries

Accommodation and Food Services has 190,167 employees within 260 organisations.
Change year 2016

Accommodation and Food Services summary for 2016

Accommodation and Food Services has 190,167 employees within 260 organisations of any size.
51.8% of employees are female.

Employee type breakdown
Casual
48.0%
Casual - 47.95364074734312%
Part-time
24.8%
Part-time - 24.809772463150807%
Full-time
27.2%
Full-time - 27.236586789506067%
Organisation size breakdown
<250
52.3%
<250 - 52.307692307692314%
250-499
25.0%
250-499 - 25.0%
500-999
10.4%
500-999 - 10.384615384615385%
1000-4999
9.6%
1000-4999 - 9.615384615384617%
5000+
2.7%
5000+ - 2.6923076923076925%

Workforce composition
Showing
all full-time part-time casual

Results for 2016 View yearly change
All (Male 48.2% Female 51.8%)
male
female
All (Male 48.2% Female 51.8%)
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (all)
CEO (Male 89.8% Female 10.2%)
male
female
CEO (Male 89.8% Female 10.2%)
Key management personnel (Male 67.8% Female 32.2%)
male
female
Key management personnel (Male 67.8% Female 32.2%)
Other executives/general managers (Male 66.7% Female 33.3%)
male
female
Other executives/general managers (Male 66.7% Female 33.3%)
Senior managers (Male 59.9% Female 40.1%)
male
female
Senior managers (Male 59.9% Female 40.1%)
Other managers (Male 52.0% Female 48.0%)
male
female
Other managers (Male 52.0% Female 48.0%)
Non-managers (all)
Clerical and administrative (Male 27.9% Female 72.1%)
male
female
Clerical and administrative (Male 27.9% Female 72.1%)
Community and personal service (Male 43.9% Female 56.1%)
male
female
Community and personal service (Male 43.9% Female 56.1%)
Machinery operators and drivers (Male 91.5% Female 8.5%)
male
female
Machinery operators and drivers (Male 91.5% Female 8.5%)
Sales (Male 47.4% Female 52.6%)
male
female
Sales (Male 47.4% Female 52.6%)
Professionals (Male 44.4% Female 55.6%)
male
female
Professionals (Male 44.4% Female 55.6%)
Technicians and trade (Male 77.6% Female 22.4%)
male
female
Technicians and trade (Male 77.6% Female 22.4%)
Labourers (Male 48.5% Female 51.5%)
male
female
Labourers (Male 48.5% Female 51.5%)
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
-0.48%
no change
2016 M:48.17% F:51.83%
2015 M:48.65% F:51.35%
The proportion of males has decreased by 0.48 p.p..
The proportion of females has increased by 0.48 p.p..
Managers
CEO
1.21%
no change
2016 M:89.84% F:10.16%
2015 M:91.06% F:8.94%
The proportion of males has increased by 1.21 p.p..
The proportion of females has decreased by 1.21 p.p..
Key management personnel
3.27%
no change
2016 M:67.82% F:32.18%
2015 M:71.09% F:28.91%
The proportion of males has increased by 3.27 p.p..
The proportion of females has decreased by 3.27 p.p..
Other executives/general managers
-0.19%
no change
2016 M:66.70% F:33.30%
2015 M:66.51% F:33.49%
The proportion of males has decreased by 0.19 p.p..
The proportion of females has increased by 0.19 p.p..
Senior managers
0.22%
no change
2016 M:59.93% F:40.07%
2015 M:60.15% F:39.85%
The proportion of males has increased by 0.22 p.p..
The proportion of females has decreased by 0.22 p.p..
Other managers
-0.34%
no change
2016 M:52.00% F:48.00%
2015 M:51.66% F:48.34%
The proportion of males has decreased by 0.34 p.p..
The proportion of females has increased by 0.34 p.p..
Non-managers
Clerical and administrative
1.81%
no change
2016 M:27.94% F:72.06%
2015 M:26.13% F:73.87%
The proportion of males has increased by 1.81 p.p..
The proportion of females has decreased by 1.81 p.p..
Community and personal service
-0.01%
no change
2016 M:43.94% F:56.06%
2015 M:43.95% F:56.05%
The proportion of males has decreased by 0.01 p.p..
The proportion of females has increased by 0.01 p.p..
Machinery operators and drivers
-1.84%
no change
2016 M:91.48% F:8.52%
2015 M:89.64% F:10.36%
The proportion of males has decreased by 1.84 p.p..
The proportion of females has increased by 1.84 p.p..
Sales
-0.46%
no change
2016 M:47.43% F:52.57%
2015 M:47.89% F:52.11%
The proportion of males has decreased by 0.46 p.p..
The proportion of females has increased by 0.46 p.p..
Professionals
-3.32%
no change
2016 M:44.38% F:55.62%
2015 M:47.70% F:52.30%
The proportion of males has decreased by 3.32 p.p..
The proportion of females has increased by 3.32 p.p..
Technicians and trade
0.96%
no change
2016 M:77.57% F:22.43%
2015 M:78.53% F:21.47%
The proportion of males has increased by 0.96 p.p..
The proportion of females has decreased by 0.96 p.p..
Labourers
-0.65%
no change
2016 M:48.53% F:51.47%
2015 M:49.18% F:50.82%
The proportion of males has decreased by 0.65 p.p..
The proportion of females has increased by 0.65 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 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Managers (full-time)
CEO (Male 89.8% Female 10.2%)
male
female
CEO (Male 89.8% Female 10.2%)
Key management personnel (Male 69.9% Female 30.1%)
male
female
Key management personnel (Male 69.9% Female 30.1%)
Other executives/general managers (Male 68.5% Female 31.5%)
male
female
Other executives/general managers (Male 68.5% Female 31.5%)
Senior managers (Male 61.5% Female 38.5%)
male
female
Senior managers (Male 61.5% Female 38.5%)
Other managers (Male 53.4% Female 46.6%)
male
female
Other managers (Male 53.4% Female 46.6%)
Non-managers (full-time)
Clerical and administrative (Male 26.1% Female 73.9%)
male
female
Clerical and administrative (Male 26.1% Female 73.9%)
Community and personal service (Male 52.3% Female 47.7%)
male
female
Community and personal service (Male 52.3% Female 47.7%)
Machinery operators and drivers (Male 92.6% Female 7.4%)
male
female
Machinery operators and drivers (Male 92.6% Female 7.4%)
Sales (Male 39.8% Female 60.2%)
male
female
Sales (Male 39.8% Female 60.2%)
Professionals (Male 47.6% Female 52.4%)
male
female
Professionals (Male 47.6% Female 52.4%)
Technicians and trade (Male 80.6% Female 19.4%)
male
female
Technicians and trade (Male 80.6% Female 19.4%)
Labourers (Male 49.1% Female 50.9%)
male
female
Labourers (Male 49.1% Female 50.9%)
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
-0.03%
no change
2016 M:54.20% F:45.80%
2015 M:54.17% F:45.83%
The proportion of males has decreased by 0.03 p.p..
The proportion of females has increased by 0.03 p.p..
Managers
CEO
1.26%
no change
2016 M:89.76% F:10.24%
2015 M:91.02% F:8.98%
The proportion of males has increased by 1.26 p.p..
The proportion of females has decreased by 1.26 p.p..
Key management personnel
2.06%
no change
2016 M:69.89% F:30.11%
2015 M:71.95% F:28.05%
The proportion of males has increased by 2.06 p.p..
The proportion of females has decreased by 2.06 p.p..
Other executives/general managers
-0.01%
no change
2016 M:68.55% F:31.45%
2015 M:68.53% F:31.47%
The proportion of males has decreased by 0.01 p.p..
The proportion of females has increased by 0.01 p.p..
Senior managers
-0.01%
no change
2016 M:61.49% F:38.51%
2015 M:61.48% F:38.52%
The proportion of males has decreased by 0.01 p.p..
The proportion of females has increased by 0.01 p.p..
Other managers
-0.05%
no change
2016 M:53.35% F:46.65%
2015 M:53.30% F:46.70%
The proportion of males has decreased by 0.05 p.p..
The proportion of females has increased by 0.05 p.p..
Non-managers
Clerical and administrative
-1.06%
no change
2016 M:26.06% F:73.94%
2015 M:27.12% F:72.88%
The proportion of males has decreased by 1.06 p.p..
The proportion of females has increased by 1.06 p.p..
Community and personal service
-1.26%
no change
2016 M:52.28% F:47.72%
2015 M:51.03% F:48.97%
The proportion of males has decreased by 1.26 p.p..
The proportion of females has increased by 1.26 p.p..
Machinery operators and drivers
0.16%
no change
2016 M:92.65% F:7.35%
2015 M:92.81% F:7.19%
The proportion of males has increased by 0.16 p.p..
The proportion of females has decreased by 0.16 p.p..
Sales
-4.29%
no change
2016 M:39.77% F:60.23%
2015 M:44.06% F:55.94%
The proportion of males has decreased by 4.29 p.p..
The proportion of females has increased by 4.29 p.p..
Professionals
-1.35%
no change
2016 M:47.58% F:52.42%
2015 M:51.07% F:48.93%
The proportion of males has decreased by 1.35 p.p..
The proportion of females has increased by 1.35 p.p..
Technicians and trade
1.51%
no change
2016 M:80.56% F:19.44%
2015 M:82.07% F:17.93%
The proportion of males has increased by 1.51 p.p..
The proportion of females has decreased by 1.51 p.p..
Labourers
0.86%
no change
2016 M:49.15% F:50.85%
2015 M:48.28% F:51.72%
The proportion of males has increased by 0.86 p.p..
The proportion of females has decreased by 0.86 p.p..
Results for 2016 View yearly change
Part-time (Male 43.0% Female 57.0%)
male
female
Part-time (Male 43.0% Female 57.0%)
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 13.3% Female 86.7%)
male
female
Key management personnel (Male 13.3% Female 86.7%)
Other executives/general managers (Male 9.7% Female 90.3%)
male
female
Other executives/general managers (Male 9.7% Female 90.3%)
Senior managers (Male 9.1% Female 90.9%)
male
female
Senior managers (Male 9.1% Female 90.9%)
Other managers (Male 27.6% Female 72.4%)
male
female
Other managers (Male 27.6% Female 72.4%)
Non-managers (part-time)
Clerical and administrative (Male 23.8% Female 76.2%)
male
female
Clerical and administrative (Male 23.8% Female 76.2%)
Community and personal service (Male 37.9% Female 62.1%)
male
female
Community and personal service (Male 37.9% Female 62.1%)
Machinery operators and drivers (Male 86.4% Female 13.6%)
male
female
Machinery operators and drivers (Male 86.4% Female 13.6%)
Sales (Male 47.5% Female 52.5%)
male
female
Sales (Male 47.5% Female 52.5%)
Professionals (Male 14.8% Female 85.2%)
male
female
Professionals (Male 14.8% Female 85.2%)
Technicians and trade (Male 57.2% Female 42.8%)
male
female
Technicians and trade (Male 57.2% Female 42.8%)
Labourers (Male 43.2% Female 56.8%)
male
female
Labourers (Male 43.2% Female 56.8%)
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
-0.37%
no change
2016 M:42.95% F:57.05%
2015 M:43.32% F:56.68%
The proportion of males has decreased by 0.37 p.p..
The proportion of females has increased by 0.37 p.p..
Managers
CEO
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.
Key management personnel
-36.67%
no change
2016 M:13.33% F:86.67%
2015 M:50.00% F:50.00%
The proportion of males has decreased by 36.67 p.p..
The proportion of females has increased by 36.67 p.p..
Other executives/general managers
-1.43%
no change
2016 M:9.68% F:90.32%
2015 M:11.11% F:88.89%
The proportion of males has decreased by 1.43 p.p..
The proportion of females has increased by 1.43 p.p..
Senior managers
-1.87%
no change
2016 M:9.09% F:90.91%
2015 M:10.96% F:89.04%
The proportion of males has decreased by 1.87 p.p..
The proportion of females has increased by 1.87 p.p..
Other managers
-1.10%
no change
2016 M:27.60% F:72.40%
2015 M:28.70% F:71.30%
The proportion of males has decreased by 1.10 p.p..
The proportion of females has increased by 1.10 p.p..
Non-managers
Clerical and administrative
11.39%
no change
2016 M:23.75% F:76.25%
2015 M:12.36% F:87.64%
The proportion of males has increased by 11.39 p.p..
The proportion of females has decreased by 11.39 p.p..
Community and personal service
0.59%
no change
2016 M:37.92% F:62.08%
2015 M:37.33% F:62.67%
The proportion of males has increased by 0.59 p.p..
The proportion of females has decreased by 0.59 p.p..
Machinery operators and drivers
-19.15%
no change
2016 M:86.36% F:13.64%
2015 M:67.21% F:32.79%
The proportion of males has decreased by 19.15 p.p..
The proportion of females has increased by 19.15 p.p..
Sales
-0.29%
no change
2016 M:47.47% F:52.53%
2015 M:47.76% F:52.24%
The proportion of males has decreased by 0.29 p.p..
The proportion of females has increased by 0.29 p.p..
Professionals
-3.89%
no change
2016 M:14.83% F:85.17%
2015 M:18.72% F:81.28%
The proportion of males has decreased by 3.89 p.p..
The proportion of females has increased by 3.89 p.p..
Technicians and trade
-0.97%
no change
2016 M:57.25% F:42.75%
2015 M:56.28% F:43.72%
The proportion of males has decreased by 0.97 p.p..
The proportion of females has increased by 0.97 p.p..
Labourers
-0.13%
no change
2016 M:43.19% F:56.81%
2015 M:43.32% F:56.68%
The proportion of males has decreased by 0.13 p.p..
The proportion of females has increased by 0.13 p.p..
Results for 2016 View yearly change
Casual (Male 47.4% Female 52.6%)
male
female
Casual (Male 47.4% Female 52.6%)
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 87.5% Female 12.5%)
male
female
Key management personnel (Male 87.5% Female 12.5%)
Other executives/general managers (Male 50.0% Female 50.0%)
male
female
Other executives/general managers (Male 50.0% Female 50.0%)
Senior managers (Male 16.7% Female 83.3%)
male
female
Senior managers (Male 16.7% Female 83.3%)
Other managers (Male 43.5% Female 56.5%)
male
female
Other managers (Male 43.5% Female 56.5%)
Non-managers (casual)
Clerical and administrative (Male 36.7% Female 63.3%)
male
female
Clerical and administrative (Male 36.7% Female 63.3%)
Community and personal service (Male 43.6% Female 56.4%)
male
female
Community and personal service (Male 43.6% Female 56.4%)
Machinery operators and drivers (Male 84.1% Female 15.9%)
male
female
Machinery operators and drivers (Male 84.1% Female 15.9%)
Sales (Male 48.2% Female 51.8%)
male
female
Sales (Male 48.2% Female 51.8%)
Professionals (Male 40.7% Female 59.3%)
male
female
Professionals (Male 40.7% Female 59.3%)
Technicians and trade (Male 75.8% Female 24.2%)
male
female
Technicians and trade (Male 75.8% Female 24.2%)
Labourers (Male 50.6% Female 49.4%)
male
female
Labourers (Male 50.6% Female 49.4%)
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
-0.45%
no change
2016 M:47.44% F:52.56%
2015 M:47.90% F:52.10%
The proportion of males has decreased by 0.45 p.p..
The proportion of females has increased by 0.45 p.p..
Managers
CEO
No comparison data available
Key management personnel
-4.17%
no change
2016 M:87.50% F:12.50%
2015 M:83.33% F:16.67%
The proportion of males has decreased by 4.17 p.p..
The proportion of females has increased by 4.17 p.p..
Other executives/general managers
50.00%
no change
2016 M:50.00% F:50.00%
2015 M:0.00% F:100.00%
The proportion of males has increased by 50.00 p.p..
The proportion of females has decreased by 50.00 p.p..
Senior managers
-26.19%
no change
2016 M:16.67% F:83.33%
2015 M:57.14% F:42.86%
The proportion of males has decreased by 26.19 p.p..
The proportion of females has increased by 26.19 p.p..
Other managers
8.23%
no change
2016 M:43.48% F:56.52%
2015 M:35.25% F:64.75%
The proportion of males has increased by 8.23 p.p..
The proportion of females has decreased by 8.23 p.p..
Non-managers
Clerical and administrative
3.49%
no change
2016 M:36.72% F:63.28%
2015 M:33.23% F:66.77%
The proportion of males has increased by 3.49 p.p..
The proportion of females has decreased by 3.49 p.p..
Community and personal service
-0.13%
no change
2016 M:43.61% F:56.39%
2015 M:43.74% F:56.26%
The proportion of males has decreased by 0.13 p.p..
The proportion of females has increased by 0.13 p.p..
Machinery operators and drivers
-0.76%
no change
2016 M:84.09% F:15.91%
2015 M:83.33% F:16.67%
The proportion of males has decreased by 0.76 p.p..
The proportion of females has increased by 0.76 p.p..
Sales
-0.19%
no change
2016 M:48.16% F:51.84%
2015 M:48.36% F:51.64%
The proportion of males has decreased by 0.19 p.p..
The proportion of females has increased by 0.19 p.p..
Professionals
11.36%
no change
2016 M:40.71% F:59.29%
2015 M:29.36% F:70.64%
The proportion of males has increased by 11.36 p.p..
The proportion of females has decreased by 11.36 p.p..
Technicians and trade
0.57%
no change
2016 M:75.83% F:24.17%
2015 M:76.40% F:23.60%
The proportion of males has increased by 0.57 p.p..
The proportion of females has decreased by 0.57 p.p..
Labourers
1.98%
no change
2016 M:50.64% F:49.36%
2015 M:52.62% F:47.38%
The proportion of males has increased by 1.98 p.p..
The proportion of females has decreased by 1.98 p.p..

Employee movements

Results for 2016 View yearly change
Legend
male  
female   Grey line 451dfeb987725f84f63608bf2485c66316106eb13bd79874ee36b2b05bcd42ca all industries
Appointments
Overall (Male 48.4% Female 51.6%)
male
female
Overall (Male 48.4% Female 51.6%)
Managers (Male 56.2% Female 43.8%)
male
female
Managers (Male 56.2% Female 43.8%)
Non-managers (Male 48.0% Female 52.0%)
male
female
Non-managers (Male 48.0% Female 52.0%)
Promotions by role
Overall (Male 47.5% Female 52.5%)
male
female
Overall (Male 47.5% Female 52.5%)
Managers (Male 48.4% Female 51.6%)
male
female
Managers (Male 48.4% Female 51.6%)
Non-managers (Male 47.0% Female 53.0%)
male
female
Non-managers (Male 47.0% Female 53.0%)
Promotions by employment type
Full-time
65.2%
Full-time - 65.24628972047711%
Part-time
17.5%
Part-time - 17.454247473367932%
Casual
17.3%
Casual - 17.299462806154967%
Resignations by role
Overall (Male 49.3% Female 50.7%)
male
female
Overall (Male 49.3% Female 50.7%)
Managers (Male 55.9% Female 44.1%)
male
female
Managers (Male 55.9% Female 44.1%)
Non-managers (Male 49.0% Female 51.0%)
male
female
Non-managers (Male 49.0% Female 51.0%)
Resignations by employment type
Full-time
29.6%
Full-time - 29.618573797678277%
Part-time
20.0%
Part-time - 20.031785516860143%
Casual
50.3%
Casual - 50.34964068546158%

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
7.0% pay gap
All industries 26.3%
2016 7.0%
2015 7.0%
Base remuneration (all)
male
female
6.2% pay gap
All industries 21.4%
2016 6.2%
2015 6.9%
Legend
male  
gap  
female  
Managers (all total remuneration)
Key management personnel
male
female
22.5% pay gap
All industries 27.7%
2016 22.5%
2015 15.9%
Other executives/general managers
male
female
15.3% pay gap
All industries 25.9%
2016 15.3%
2015 12.4%
Senior managers
male
female
-1.1% pay gap
All industries 21.6%
2016 -1.1%
2015 3.2%
Other managers
male
female
8.7% pay gap
All industries 22.8%
2016 8.7%
2015 9.5%
Non-managers (all total remuneration)
Clerical and administrative
male
female
-5.3% pay gap
All industries 7.1%
2016 -5.3%
2015 6.3%
Community and personal service
male
female
1.4% pay gap
All industries 5.5%
2016 1.4%
2015 2.1%
Machinery operators and drivers
male
female
19.7% pay gap
All industries 17.9%
2016 19.7%
2015 7.1%
Sales
male
female
1.1% pay gap
All industries 15.8%
2016 1.1%
2015 0.2%
Professionals
male
female
11.6% pay gap
All industries 19.5%
2016 11.6%
2015 12.2%
Technicians and trade
male
female
16.8% pay gap
All industries 30.8%
2016 16.8%
2015 14.3%
Labourers
male
female
-3.0% pay gap
All industries 17.8%
2016 -3.0%
2015 -3.3%
Change from 2015 to 2016 View 2016
Total remuneration (all)
0.07 p.p.
no change
2016 7.04%
2015 6.97%
The gender pay gap
increased by 0.07 p.p.
Base remuneration (all)
0.63 p.p.
no change
2016 6.23%
2015 6.86%
The gender pay gap
decreased by 0.63 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (all total remuneration)
Key management personnel
6.58 p.p.
no change
2016 22.46%
2015 15.88%
The gender pay gap
increased by 6.58 p.p.
Other executives/general managers
2.87 p.p.
no change
2016 15.26%
2015 12.39%
The gender pay gap
increased by 2.87 p.p.
Senior managers
4.38 p.p.
no change
2016 -1.14%
2015 3.25%
The gender pay gap
decreased by 4.38 p.p.
Other managers
0.82 p.p.
no change
2016 8.68%
2015 9.50%
The gender pay gap
decreased by 0.82 p.p.
Non-managers (all total remuneration)
Clerical and administrative
11.52 p.p.
no change
2016 -5.27%
2015 6.26%
The gender pay gap
decreased by 11.52 p.p.
Community and personal service
0.72 p.p.
no change
2016 1.35%
2015 2.07%
The gender pay gap
decreased by 0.72 p.p.
Machinery operators and drivers
12.60 p.p.
no change
2016 19.75%
2015 7.15%
The gender pay gap
increased by 12.60 p.p.
Sales
0.83 p.p.
no change
2016 1.06%
2015 0.23%
The gender pay gap
increased by 0.83 p.p.
Professionals
0.61 p.p.
no change
2016 11.59%
2015 12.20%
The gender pay gap
decreased by 0.61 p.p.
Technicians and trade
2.43 p.p.
no change
2016 16.78%
2015 14.35%
The gender pay gap
increased by 2.43 p.p.
Labourers
0.31 p.p.
no change
2016 -3.04%
2015 -3.35%
The gender pay gap
decreased by 0.31 p.p.
Results for 2016 View yearly change
Total remuneration (full-time)
male
female
11.4% pay gap
All industries 23.1%
2016 11.4%
2015 10.9%
Base remuneration (full-time)
male
female
10.4% pay gap
All industries 17.7%
2016 10.4%
2015 10.8%
Legend
male  
gap  
female  
Managers (full-time total remuneration)
Key management personnel
male
female
21.5% pay gap
All industries 26.6%
2016 21.5%
2015 18.6%
Other executives/general managers
male
female
14.0% pay gap
All industries 24.6%
2016 14.0%
2015 11.3%
Senior managers
male
female
-1.8% pay gap
All industries 21.7%
2016 -1.8%
2015 3.5%
Other managers
male
female
8.9% pay gap
All industries 23.8%
2016 8.9%
2015 9.4%
Non-managers (full-time total remuneration)
Clerical and administrative
male
female
5.3% pay gap
All industries 8.8%
2016 5.3%
2015 11.3%
Community and personal service
male
female
7.5% pay gap
All industries 10.9%
2016 7.5%
2015 5.4%
Machinery operators and drivers
male
female
18.9% pay gap
All industries 16.1%
2016 18.9%
2015 -0.5%
Sales
male
female
-2.3% pay gap
All industries 23.5%
2016 -2.3%
2015 -8.7%
Professionals
male
female
11.6% pay gap
All industries 19.7%
2016 11.6%
2015 14.1%
Technicians and trade
male
female
17.7% pay gap
All industries 27.1%
2016 17.7%
2015 15.4%
Labourers
male
female
-0.9% pay gap
All industries 17.2%
2016 -0.9%
2015 1.0%
Change from 2015 to 2016 View 2016
Total remuneration (full-time)
0.50 p.p.
no change
2016 11.43%
2015 10.93%
The gender pay gap
increased by 0.50 p.p.
Base remuneration (full-time)
0.47 p.p.
no change
2016 10.36%
2015 10.82%
The gender pay gap
decreased by 0.47 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity in 2016
Grey line solid 9408174dec752b4d5487738a3a5d3f67180c3652d43be27f9804b38c78be6a8f 2015 baseline  
Managers (full-time total remuneration)
Key management personnel
2.97 p.p.
no change
2016 21.54%
2015 18.57%
The gender pay gap
increased by 2.97 p.p.
Other executives/general managers
2.73 p.p.
no change
2016 14.02%
2015 11.29%
The gender pay gap
increased by 2.73 p.p.
Senior managers
5.29 p.p.
no change
2016 -1.83%
2015 3.46%
The gender pay gap
decreased by 5.29 p.p.
Other managers
0.49 p.p.
no change
2016 8.90%
2015 9.39%
The gender pay gap
decreased by 0.49 p.p.
Non-managers (full-time total remuneration)
Clerical and administrative
6.02 p.p.
no change
2016 5.32%
2015 11.34%
The gender pay gap
decreased by 6.02 p.p.
Community and personal service
2.09 p.p.
no change
2016 7.49%
2015 5.41%
The gender pay gap
increased by 2.09 p.p.
Machinery operators and drivers
19.43 p.p.
no change
2016 18.91%
2015 -0.52%
The gender pay gap
increased by 19.43 p.p.
Sales
6.41 p.p.
no change
2016 -2.33%
2015 -8.74%
The gender pay gap
decreased by 6.41 p.p.
Professionals
2.53 p.p.
no change
2016 11.57%
2015 14.11%
The gender pay gap
decreased by 2.53 p.p.
Technicians and trade
2.25 p.p.
no change
2016 17.67%
2015 15.42%
The gender pay gap
increased by 2.25 p.p.
Labourers
1.97 p.p.
no change
2016 -0.95%
2015 1.02%
The gender pay gap
decreased by 1.97 p.p.
Results for 2016 View yearly change
Total remuneration (part-time)
male
female
-2.4% pay gap
All industries -6.6%
2016 -2.4%
2015 -1.3%
Base remuneration (part-time)
male
female
-1.6% pay gap
All industries -7.8%
2016 -1.6%
2015 -0.6%
Legend
male  
gap  
female  
Managers (part-time total remuneration)
Key management personnel
Insufficient data available
Other executives/general managers
Insufficient data available
Senior managers
Insufficient data available
Other managers
male
female
-18.8% pay gap
All industries 15.0%
2016 -18.8%
2015 -8.1%
Non-managers (part-time total remuneration)
Clerical and administrative
male
female
-21.0% pay gap
All industries -4.9%
2016 -21.0%
2015 -11.0%
Community and personal service
male
female
-0.1% pay gap
All industries -0.3%
2016 -0.1%
2015 0.2%
Machinery operators and drivers
Insufficient data available
Sales
male
female
6.1% pay gap
All industries -0.6%
2016 6.1%
2015 6.2%
Professionals
male
female
-15.0% pay gap
All industries 18.7%
2016 -15.0%
2015 -19.2%
Technicians and trade
male
female
2.3% pay gap
All industries 8.6%
2016 2.3%
2015 9.0%
Labourers
male
female
-9.3% pay gap
All industries -4.4%
2016 -9.3%
2015 -4.5%
Change from 2015 to 2016 View 2016
Total remuneration (part-time)
1.15 p.p.
no change
2016 -2.40%
2015 -1.25%
The gender pay gap
increased by 1.15 p.p.
Base remuneration (part-time)
0.97 p.p.
no change
2016 -1.57%
2015 -0.60%
The gender pay gap
increased by 0.97 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity 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
No comparison data available
Other managers
10.76 p.p.
no change
2016 -18.81%
2015 -8.05%
The gender pay gap
increased by 10.76 p.p.
Non-managers (part-time total remuneration)
Clerical and administrative
10.05 p.p.
no change
2016 -21.01%
2015 -10.96%
The gender pay gap
increased by 10.05 p.p.
Community and personal service
0.27 p.p.
no change
2016 -0.06%
2015 0.21%
The gender pay gap
decreased by 0.27 p.p.
Machinery operators and drivers
No comparison data available
Sales
0.08 p.p.
no change
2016 6.09%
2015 6.17%
The gender pay gap
decreased by 0.08 p.p.
Professionals
4.21 p.p.
no change
2016 -15.01%
2015 -19.23%
The gender pay gap
decreased by 4.21 p.p.
Technicians and trade
6.76 p.p.
no change
2016 2.27%
2015 9.02%
The gender pay gap
decreased by 6.76 p.p.
Labourers
4.84 p.p.
no change
2016 -9.30%
2015 -4.46%
The gender pay gap
increased by 4.84 p.p.
Results for 2016 View yearly change
Total remuneration (casual)
male
female
-1.7% pay gap
All industries 9.1%
2016 -1.7%
2015 -2.3%
Base remuneration (casual)
male
female
-2.1% pay gap
All industries 8.6%
2016 -2.1%
2015 -2.1%
Legend
male  
gap  
female  
Managers (casual total remuneration)
Key management personnel
No comparison data available
Other executives/general managers
No comparison data available
Senior managers
No comparison data available
Other managers
No comparison data available
Non-managers (casual total remuneration)
Clerical and administrative
male
female
-4.6% pay gap
All industries 1.8%
2016 -4.6%
2015 -7.4%
Community and personal service
male
female
-1.9% pay gap
All industries -0.2%
2016 -1.9%
2015 -0.2%
Machinery operators and drivers
male
female
18.0% pay gap
All industries 11.0%
2016 18.0%
2015 25.8%
Sales
male
female
-0.5% pay gap
All industries -3.4%
2016 -0.5%
2015 -1.7%
Professionals
male
female
12.2% pay gap
All industries 15.3%
2016 12.2%
2015 -25.1%
Technicians and trade
male
female
10.9% pay gap
All industries 30.5%
2016 10.9%
2015 2.2%
Labourers
male
female
-4.7% pay gap
All industries 14.0%
2016 -4.7%
2015 -6.8%
Change from 2015 to 2016 View 2016
Total remuneration (casual)
0.58 p.p.
no change
2016 -1.74%
2015 -2.32%
The gender pay gap
decreased by 0.58 p.p.
Base remuneration (casual)
0.01 p.p.
no change
2016 -2.06%
2015 -2.08%
The gender pay gap
decreased by 0.01 p.p.
Legend
Yellow dot 45cda1daede85a589b0d00d8d3ef35a2da829984cbbc21413579b32476871466 further from pay equity in 2016
Grey dot 891ca1705344eec43ff81aface25e60e9a60d3530598ccf3262ebb32c012dae1 closer to pay equity 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
2.86 p.p.
no change
2016 -4.56%
2015 -7.42%
The gender pay gap
decreased by 2.86 p.p.
Community and personal service
1.67 p.p.
no change
2016 -1.87%
2015 -0.21%
The gender pay gap
increased by 1.67 p.p.
Machinery operators and drivers
7.79 p.p.
no change
2016 18.01%
2015 25.80%
The gender pay gap
decreased by 7.79 p.p.
Sales
1.26 p.p.
no change
2016 -0.46%
2015 -1.72%
The gender pay gap
decreased by 1.26 p.p.
Professionals
37.36 p.p.
no change
2016 12.25%
2015 -25.11%
The gender pay gap
decreased by 37.36 p.p.
Technicians and trade
8.71 p.p.
no change
2016 10.86%
2015 2.15%
The gender pay gap
increased by 8.71 p.p.
Labourers
2.10 p.p.
no change
2016 -4.66%
2015 -6.76%
The gender pay gap
decreased by 2.10 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
46.5%
0%
100%
All industries 53.1%
2016 46.5%
2015 42.2%
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
15.7%
0%
100%
All industries 26.4%
2016 15.7%
2015 18.3%
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
11.2%
0%
100%
All industries 20.0%
2016 11.2%
2015 10.5%
Within last 1-2 years
1.5%
0%
100%
All industries 4.7%
2016 1.5%
2015 1.9%
More than 2 years ago but less than 4 years ago
0.4%
0%
100%
All industries 1.3%
2016 0.4%
2015 0.8%
Employers which took the following action as a result of conducting a remuneration gap analysis
Created a pay equity strategy or action plan
11.4%
0%
100%
All industries 13.5%
2016 11.4%
2015 2.9%
Identified cause/s of the gaps
20.0%
0%
100%
All industries 31.2%
2016 20.0%
2015 14.7%
Reviewed remuneration decision-making processes
14.3%
0%
100%
All industries 22.4%
2016 14.3%
2015 2.9%
Analysed commencement salaries by gender to ensure there are no pay gaps
14.3%
0%
100%
All industries 16.0%
2016 14.3%
2015 5.9%
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
8.6%
0%
100%
All industries 22.3%
2016 8.6%
2015 5.9%
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
14.3%
0%
100%
All industries 21.6%
2016 14.3%
2015 5.9%
Trained people-managers in addressing gender bias (including unconscious bias)
No comparison data available
Set targets to reduce any like-for-like gaps
8.6%
0%
100%
All industries 6.1%
2016 8.6%
2015 2.9%
Set targets to reduce any organisation-wide gaps
2.9%
0%
100%
All industries 4.4%
2016 2.9%
2015 2.9%
Reported pay equity metrics to the board
8.6%
0%
100%
All industries 14.4%
2016 8.6%
2015 2.9%
Reported pay equity metrics to the executive
11.4%
0%
100%
All industries 25.4%
2016 11.4%
2015 11.8%
Corrected like-for-like gaps
11.4%
0%
100%
All industries 16.9%
2016 11.4%
2015 5.9%
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
3.8%
0%
100%
All industries 5.8%
2016 3.8%
2015 2.3%
No, don't have expertise
0.4%
0%
100%
All industries 0.7%
2016 0.4%
2015 0.8%
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)
8.1%
0%
100%
All industries 6.2%
2016 8.1%
2015 6.6%
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)
30.0%
0%
100%
All industries 21.2%
2016 30.0%
2015 30.6%
No, non-award employees are paid market rate
14.2%
0%
100%
All industries 13.2%
2016 14.2%
2015 12.4%
No, not a priority
2.3%
0%
100%
All industries 2.4%
2016 2.3%
2015 1.2%

Employer action on pay equity

Change from 2015 to 2016 View 2016
Employers with a formal policy or formal strategy on remuneration generally
4.29 p.p.
no change
2016 46.54%
2015 42.25%
Change of 4.29 p.p.
Employers with specific gender pay equity objectives included in their formal policy or formal strategy
-2.65 p.p.
no change
2016 15.70%
2015 18.35%
Change of -2.65 p.p.
Employers that have conducted a remuneration gap analysis collapse
Within last 12 months
0.69 p.p.
no change
2016 11.15%
2015 10.47%
Change of 0.69 p.p.
Within last 1-2 years
-0.40 p.p.
no change
2016 1.54%
2015 1.94%
Change of -0.40 p.p.
More than 2 years ago but less than 4 years ago
-0.39 p.p.
no change
2016 0.38%
2015 0.78%
Change of -0.39 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
8.49 p.p.
no change
2016 11.43%
2015 2.94%
Change of 8.49 p.p.
Identified cause/s of the gaps
5.29 p.p.
no change
2016 20.00%
2015 14.71%
Change of 5.29 p.p.
Reviewed remuneration decision-making processes
11.34 p.p.
no change
2016 14.29%
2015 2.94%
Change of 11.34 p.p.
Analysed commencement salaries by gender to ensure there are no pay gaps
8.40 p.p.
no change
2016 14.29%
2015 5.88%
Change of 8.40 p.p.
Analysed performance ratings to ensure there is no gender bias (including unconscious bias)
2.69 p.p.
no change
2016 8.57%
2015 5.88%
Change of 2.69 p.p.
Analysed performance pay to ensure there is no gender bias (including unconscious bias)
8.40 p.p.
no change
2016 14.29%
2015 5.88%
Change of 8.40 p.p.
Trained people-managers in addressing gender bias (including unconscious bias)
No comparison data available
Set targets to reduce any like-for-like gaps
5.63 p.p.
no change
2016 8.57%
2015 2.94%
Change of 5.63 p.p.
Set targets to reduce any organisation-wide gaps
-0.08 p.p.
no change
2016 2.86%
2015 2.94%
Change of -0.08 p.p.
Reported pay equity metrics to the board
5.63 p.p.
no change
2016 8.57%
2015 2.94%
Change of 5.63 p.p.
Reported pay equity metrics to the executive
-0.34 p.p.
no change
2016 11.43%
2015 11.76%
Change of -0.34 p.p.
Corrected like-for-like gaps
5.55 p.p.
no change
2016 11.43%
2015 5.88%
Change of 5.55 p.p.
Conducted a gender-based job evaluation process
No comparison data available
Employers which provided the following reasons for not conducting a remuneration gap analysis
No, currently under development
1.52 p.p.
no change
2016 3.85%
2015 2.33%
Change of 1.52 p.p.
No, don't have expertise
-0.39 p.p.
no change
2016 0.38%
2015 0.78%
Change of -0.39 p.p.
No, salaries for ALL employees (including managers) are set by awards or industrial agreements, AND there is no room for discretion in pay changes (for example because pay increases occur only when there is a change in tenure or qualifications)
1.49 p.p.
no change
2016 8.08%
2015 6.59%
Change of 1.49 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)
-0.62 p.p.
no change
2016 30.00%
2015 30.62%
Change of -0.62 p.p.
No, non-award employees are paid market rate
1.83 p.p.
no change
2016 14.23%
2015 12.40%
Change of 1.83 p.p.
No, not a priority
1.14 p.p.
no change
2016 2.31%
2015 1.16%
Change of 1.14 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
60.4%
0%
100%
All industries 57.7%
2016 60.4%
2015 61.6%
Employers that have an overall gender equality strategy
28.5%
0%
100%
All industries 22.2%
2016 28.5%
2015 25.6%
Gender composition of governing bodies
Employers that have set a target for the gender composition of governing bodies
9.5%
0%
100%
All industries 12.7%
2016 9.5%
2015 13.9%

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
-1.24 p.p.
no change
2016 60.38%
2015 61.63%
Change of -1.24 p.p.
Employers that have an overall gender equality strategy
2.88 p.p.
no change
2016 28.46%
2015 25.58%
Change of 2.88 p.p.
Gender composition of boards
Employers that have set a target for the gender composition of governing bodies
-4.38 p.p.
0%
100%
no change
2016 9.52%
2015 13.90%
Change of -4.38 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
45.8%
0%
100%
All industries 52.3%
2016 45.8%
2015 46.1%
Employers that have a flexible working arrangements strategy
18.1%
0%
100%
All industries 16.1%
2016 18.1%
2015 20.5%
Types of flexible work offered
Carer's leave
89.2%
0%
100%
All industries 92.9%
2016 89.2%
2015 92.6%
Compressed working week
23.1%
0%
100%
All industries 26.1%
2016 23.1%
2015 28.7%
Flexible hours of work
56.9%
0%
100%
All industries 58.5%
2016 56.9%
2015 55.8%
Job sharing
20.8%
0%
100%
All industries 39.9%
2016 20.8%
2015 26.0%
Part-time work
86.9%
0%
100%
All industries 83.9%
2016 86.9%
2015 86.8%
Purchased leave
15.0%
0%
100%
All industries 28.4%
2016 15.0%
2015 16.7%
Telecommuting
9.2%
0%
100%
All industries 27.5%
2016 9.2%
2015 11.6%
Time-in-lieu
61.2%
0%
100%
All industries 50.9%
2016 61.2%
2015 61.2%
Unpaid leave
74.6%
0%
100%
All industries 79.4%
2016 74.6%
2015 77.9%

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
-0.35 p.p.
no change
2016 45.77%
2015 46.12%
Change of -0.35 p.p.
Employers that have a flexible working arrangements strategy
-2.47 p.p.
no change
2016 18.08%
2015 20.54%
Change of -2.47 p.p.
Types of flexible work offered
Carer's leave
-3.40 p.p.
no change
2016 89.23%
2015 92.64%
Change of -3.40 p.p.
Compressed working week
-5.61 p.p.
no change
2016 23.08%
2015 28.68%
Change of -5.61 p.p.
Flexible hours of work
1.11 p.p.
no change
2016 56.92%
2015 55.81%
Change of 1.11 p.p.
Job sharing
-5.20 p.p.
no change
2016 20.77%
2015 25.97%
Change of -5.20 p.p.
Part-time work
0.10 p.p.
no change
2016 86.92%
2015 86.82%
Change of 0.10 p.p.
Purchased leave
-1.67 p.p.
no change
2016 15.00%
2015 16.67%
Change of -1.67 p.p.
Telecommuting
-2.40 p.p.
no change
2016 9.23%
2015 11.63%
Change of -2.40 p.p.
Time-in-lieu
-0.09 p.p.
no change
2016 61.15%
2015 61.24%
Change of -0.09 p.p.
Unpaid leave
-3.29 p.p.
no change
2016 74.62%
2015 77.91%
Change of -3.29 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
38.8%
0%
100%
All industries 47.6%
2016 38.8%
2015 44.6%
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
11.9%
0%
100%
All industries 12.9%
2016 11.9%
2015 17.1%
Paid parental leave
Employers that offer primary carer leave
22.3%
0%
100%
All industries 48.0%
2016 22.3%
2015 21.7%
Average primary carer leave offered
7.9 weeks
All industries 9.7 weeks
2016 7.9 weeks
2015 8.0 weeks
Employers that top up government scheme to full pay
17.2%
0%
100%
All industries 9.0%
2016 17.2%
2015 16.1%
Employers that offer full pay in addition to government scheme
55.2%
0%
100%
All industries 79.2%
2016 55.2%
2015 64.3%
Employers that offer a lump sum payment
32.8%
0%
100%
All industries 16.8%
2016 32.8%
2015 33.9%
Employers that offer secondary carer leave
10.0%
0%
100%
All industries 39.0%
2016 10.0%
2015 8.1%
Average secondary carer leave offered
1.3 weeks
All industries 1.5 weeks
2016 1.3 weeks
2015 1.6 weeks
Ceased employment while on parental leave
Proportion of all employees (out of all employees on parental leave)
11.1%
0%
100%
All industries 7.6%
2016 11.1%
Proportion of women (out of all employees on parental leave)
10.9%
0%
100%
All industries 7.0%
2016 10.9%
Proportion of men (out of all employees on parental leave)
0.2%
0%
100%
All industries 0.6%
2016 0.2%
Non-leave based measures offered
(Of employers that provide support, the type of support offered)
Employer subsidised childcare
2.9%
0%
100%
All industries 5.8%
2016 2.9%
2015 0.9%
On-site childcare
9.6%
0%
100%
All industries 9.5%
2016 9.6%
2015 7.4%
Breastfeeding facilities
42.3%
0%
100%
All industries 53.6%
2016 42.3%
2015 27.8%
Childcare referral services
5.8%
0%
100%
All industries 10.4%
2016 5.8%
2015 8.3%
Internal support network for parents
14.4%
0%
100%
All industries 16.7%
2016 14.4%
2015 16.7%
Return-to-work bonus
4.8%
0%
100%
All industries 7.4%
2016 4.8%
2015 3.7%
Information packs to support new parents and/or those with elder care responsibilities
16.3%
0%
100%
All industries 17.1%
2016 16.3%
2015 15.7%
Referral services to support employees with family and/or caring responsibilities
29.8%
0%
100%
All industries 47.3%
2016 29.8%
2015 34.3%
Targeted communication mechanisms, for example intranet/forums
19.2%
0%
100%
All industries 26.9%
2016 19.2%
2015 26.9%
Support in securing school holiday care
1.9%
0%
100%
All industries 6.5%
2016 1.9%
Coaching for employees on returning to work from parental leave
17.3%
0%
100%
All industries 15.5%
2016 17.3%
Parenting workshops targeting mothers
No comparison data available
Parenting workshops targeting fathers
No comparison data available

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
-5.73 p.p.
no change
2016 38.85%
2015 44.57%
Change of -5.73 p.p.
Employers that have a strategy aimed at supporting employees with family or caring responsibilities
-5.13 p.p.
no change
2016 11.92%
2015 17.05%
Change of -5.13 p.p.
Paid parental leave
Employers that offer primary carer leave
0.60 p.p.
no change
2016 22.31%
2015 21.71%
Change of 0.60 p.p.
Average primary carer leave offered
-0.14 weeks
no change
2016 7.88weeks
2015 8.02weeks
Change of -0.14 weeks
Employers that top up government scheme to full pay
1.17 p.p.
no change
2016 17.24%
2015 16.07%
Change of 1.17 p.p.
Employers that offer full pay in addition to government scheme
-9.11 p.p.
no change
2016 55.17%
2015 64.29%
Change of -9.11 p.p.
Employers that offer a lump sum payment
-1.17 p.p.
no change
2016 32.76%
2015 33.93%
Change of -1.17 p.p.
Employers that offer secondary carer leave
1.86 p.p.
no change
2016 10.00%
2015 8.14%
Change of 1.86 p.p.
Average secondary carer leave offered
-0.08 weeks
no change
2016 1.35weeks
2015 1.43weeks
Change of -0.08 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
2.21 p.p.
no change
2016 9.62%
2015 7.41%
Change of 2.21 p.p.
Breastfeeding facilities
14.53 p.p.
no change
2016 42.31%
2015 27.78%
Change of 14.53 p.p.
Childcare referral services
-2.56 p.p.
no change
2016 5.77%
2015 8.33%
Change of -2.56 p.p.
Internal support network for parents
-2.24 p.p.
no change
2016 14.42%
2015 16.67%
Change of -2.24 p.p.
Return-to-work bonus
1.10 p.p.
no change
2016 4.81%
2015 3.70%
Change of 1.10 p.p.
Information packs to support new parents and/or those with elder care responsibilities
0.61 p.p.
no change
2016 16.35%
2015 15.74%
Change of 0.61 p.p.
Referral services to support employees with family and/or caring responsibilities
-4.45 p.p.
no change
2016 29.81%
2015 34.26%
Change of -4.45 p.p.
Targeted communication mechanisms, for example intranet/forums
-7.62 p.p.
no change
2016 19.23%
2015 26.85%
Change of -7.62 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
40.8%
0%
100%
All industries 39.3%
2016 40.8%
2015 38.8%
Has some measure in place to support employees who are experiencing family or domestic violence
59.2%
0%
100%
All industries 74.8%
2016 59.2%
2015 60.5%
Measures offered
(other than a policy and/or strategy)
Employee assistance program
47.3%
0%
100%
All industries 66.4%
2016 47.3%
2015 42.2%
HR or other staff training
11.2%
0%
100%
All industries 11.0%
2016 11.2%
2015 13.6%
Referral to support services
26.5%
0%
100%
All industries 26.9%
2016 26.5%
2015 24.4%
Access to any leave (overall measure)
40.0%
0%
100%
All industries 52.6%
2016 40.0%
2015 38.4%
Paid domestic violence leave
5.8%
0%
100%
All industries 12.1%
2016 5.8%
Unpaid domestic violence leave
5.0%
0%
100%
All industries 3.8%
2016 5.0%
Unpaid leave
37.7%
0%
100%
All industries 49.3%
2016 37.7%
Domestic violence clause in an enterprise or workplace agreement
2.7%
0%
100%
All industries 6.9%
2016 2.7%
Workplace safety planning
8.1%
0%
100%
All industries 8.3%
2016 8.1%
Confidentiality of disclosure
31.5%
0%
100%
All industries 41.2%
2016 31.5%
Protection from adverse action or discrimination
17.3%
0%
100%
All industries 21.3%
2016 17.3%
Flexible working arrangements
36.2%
0%
100%
All industries 48.6%
2016 36.2%
Financial support
9.6%
0%
100%
All industries 11.2%
2016 9.6%
Change of office location
9.6%
0%
100%
All industries 13.7%
2016 9.6%
Emergency accommodation assistance
8.8%
0%
100%
All industries 4.0%
2016 8.8%
Medical services
6.5%
0%
100%
All industries 10.0%
2016 6.5%

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
2.01 p.p.
no change
2016 40.77%
2015 38.76%
Change of 2.01 p.p.
Has some measure in place to support employees who are experiencing family or domestic violence
-1.23 p.p.
no change
2016 59.23%
2015 60.47%
Change of -1.23 p.p.
Measures offered
(other than a policy and/or strategy)
Employee assistance program
5.06 p.p.
no change
2016 47.31%
2015 42.25%
Change of 5.06 p.p.
HR or other staff training
-2.41 p.p.
no change
2016 11.15%
2015 13.57%
Change of -2.41 p.p.
Referral to support services
2.12 p.p.
no change
2016 26.54%
2015 24.42%
Change of 2.12 p.p.
Access to any leave (overall measure)
1.63 p.p.
no change
2016 40.00%
2015 38.37%
Change of 1.63 p.p.
Paid domestic violence leave
5.77 p.p.
no change
2016 5.77%
2015 0.00%
Change of 5.77 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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