Over 75% of the organisations reporting to the Agency now have an overall gender equality strategy or policy (up 1.1pp to 75.4%).
Action on pay equity
More organisations analyse gender pay gaps
There was solid growth in the number of employers analysing their payroll data for gender pay gaps (up 3.1pp to 44.7%). Of these, over six in ten reported taking action as a result of their pay gap analysis (up 1.8pp to 60.5%). However, an action gap remains: 39.5% of employers who undertook a pay gap analysis then took no action to address it.
More organisations with formal strategies for pay equity
The number of organisations implementing formal policies and/or strategies on remuneration with specific pay equity objectives is increasing. 62.7% of organisations report having a formal policy and/or strategy on remuneration (up 1.1pp). Of these organisations, 40.9% now have pay equity objectives in their remuneration policy or strategy.
Family and domestic violence
More organisations support employees experiencing family or domestic violence
There was a substantial increase in the number of employers who have a formal policy or strategy to support employees who are experiencing family or domestic violence, up 13.3pp to 60.2%. The industries with the strongest increase were Arts and Recreation Services (up 21.2pp to 67.3%), Rental, Hiring and Real Estate Services (up 21.1pp to 66.3%) and Professional, Scientific and Technical Services (up 20.9pp to 68.5%).
There was also a strong increase in the number of employers offering paid domestic violence leave (up 8.9pp to 30.3%).
More organisations offer domestic violence support mechanism
The number of employers offering some form of support for employees experiencing family or domestic violence increased by 2.9pp to 88.3%.
Although all industries have gender pay gaps in favour of men, the actual dollar amounts vary widely between industries.
The large differences between the total remuneration and base salary gender pay gap in the Financial and Insurance Services, Construction and Rental, Hiring and Real Estate Services industries suggest additional payments such as bonuses and commissions are a factor.
Gender pay gaps by industry
All industries have a gender pay gap in favour of men
Financial and Insurance Services remains the industry with the highest total remuneration gender pay gap at 29.3%. However, it has decreased year-on-year since 2013-14.
Rental, Hiring and Real Estate Services has replaced Construction as the industry with the second-worst gender pay gap at 26.9%. The gender pay gap in the female-dominated industry of Health Care and Social Assistance barely shifted, declining by just 0.2pp (up 1.2pp from 14.7% in 2015-16 to 15.9% in 2018-19).
Gender pay gaps by manager category and non-manager occupation
Gender pay gaps favour men across all levels of the workforce
Every manager category and non-manager occupation also shows a gender pay gap favouring men for full-time employees.
Gender pay gaps are influenced by a range of factors including non-salary benefits such as bonuses at senior levels, reliance on awards and collective agreements in some occupations and the concentration of women and men in different industries.
The gender pay gap has increased in two of the four manager categories over the past 12 months with the largest increase occurring in the Other executives / general managers category. There has also been an increase in three of the seven occupational categories. The occupation with largest increase in its gender pay gap this year was Community and personal services with a 2.1pp increase.