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GEAP - Appendix one

Audit data

Appendix one Appendix two Establishing a baseline Executive summary Gender Equality Action Plan Glossary Indicator five Indicator four Indicator one Indicator seven Indicator six Indicator three Indicator two Introduction Leading and resourcing Mayor's message Meaningful consultation and engagement Our plan of action The case for change

The Commission for Gender Equality in the Public Sector released additional guidance relating to the audit data that should be included in this action plan. The Commission provided guidance for minimum standards and requirements as well as a guide for additional information. The data below will be broken down according to these standards.


Gender+ Survey

64 percent% of all respondents were women, 33 percent% of all respondents were male. When reading our response rates to the survey questions, please keep in mind that results have been provided as both a proportion of total respondents, as well as a proportion of two major gender groups.


1. Gender composition of our workforce

1.1 Overall gender composition of the organisation
WomenMenSelf described
64%36%0.04%
1.2 Workforce by employment basis
Employment basisWomenMen
Full-time50%50%
Part-time91%9%
Casual86%14%
1.3 There is a positive culture within my organisation in raltion to employees of different genders/sexes
Totals as a pie chart with 20percent disagree or neutral, 28 percent agree - men and 52 percent agree - women. Results by gender also displayed as a bar chart with 78 percent of women agreeing compared to 85 percent of men agreeing.
1.4 Gender composition of the workflorce by level to CEO
LevelWomenMen
CEO0%100%
-152%48%
-260%40%
-345%55%
-459%41%
-570%30%
-678%22%
1.5 Workforce by employment basis
Employment basisWomenMen
Full-time50%50%
Part-time91%9%
Casual86%14%
1.6 There is a positive culture within my organisation in relation to employees who are Aboriginal and/ or Torres Strait Islander
Totals as a pie chart with 29 percent disagree or neutral, 24 percent agree - men and 47 percent agree - women. Results by gender also displayed as a bar chart with 70 percent of women agreeing compared to 73 percent of men agreeing.
1.7 There is a positive culture within my organisation in relation to employees from varied cultural backgrounds
Totals as a pie chart with 21 percent disagree or neutral, 27 percent agree - men and 52 percent agree - women. Results by gender also displayed as a bar chart with 78 percent of women agreeing compared to 82 percent of men agreeing.
1.8 There is a positive culture within my organisation in relation to employees of different age groups
Totals as a pie chart with 21 percent disagree or neutral, 27 percent agree - men and 52 percent agree - women. Results by gender also displayed as a bar chart with 78 percent of women agreeing compared to 82 percent of men agreeing.
1.9 There is a positive culture within my organisation in relation to employees who identify as LGBTIQ
Totals as a pie chart with 29 percent disagree or neutral, 24 percent agree - men and 47 percent agree - women. Results by gender also displayed as a bar chart with 70 percent of women agreeing compared to 73 percent of men agreeing.
1.10 There is a positive culture within my organisation in relation to employees with disability
Totals as a pie chart with 35 percent disagree or neutral, 23 percent agree - men and 42 percent agree - women. Results by gender also displayed as a bar chart with 63 percent of women agreeing compared to 70 percent of men agreeing.

Overall, we have a strong agreeance from our Gender+ Survey respondents about our organisations positive culture, however respondents have identified areas that could be improved and they are in regard to employees from an Aboriginal and Torres Strait Islander background and employees with disabilities.

These two groups are not represented very strongly in our workforce at present and have been identified as areas of focused improvement.

We will build on this positive culture to improve the inclusion and representation of First Nations people, people from the LGBTIQ community, and people living with disabilities across our workforce and leadership groups.


2. Pay equity

2.1 Gender pay gaps
Median base salary gapMedian total remuneration gap
2.1%4%
*Note 0.0% would indicate no gender pay gap
2.2 Pay gap according to level from CEO
Level 
CEO0.0% or N/A
Senior Officer6.3%
Band 86.2%
Band 73.3%
Band 60.0%
Band 50.0%
Band 40.0%
Band 30.0%
Band 20.0%
Band 10.0%
2.3 Pay gap according to employment status
StatusWomen
All2.1%
Full-time permanent/ongoing0.0%
Full-time contract (fixed term)14.5%
Part-time permanent/ongoing4.2%
Part-time contract (fixed term)4.8%
Casual0.0%
Note 0.0% indicates no gender pay gap
Number < 0 denotes pay gap favouring men Number > 0 denotes pay gap favouring women

Please note that our pay gap according to employment status is good at only 2.1%. The pay gap favours women in the part-time ongoing space which corresponds to us having such a large female dominated part-time workforce.

Areas for further review and improvement is in the fixed term categories, where it would seem that the disparity could be linked to salary negotiations, gender stereotypes and perhaps additional allowances.
2.4 Median pay gap according to age and level from CEO
Age15–24y25–34y35–44y45–54y55–64y65+
CEO      
Senior Officer  2.4%9.7%8.3% 
Band 8 5.5%0.4%2.0%7.1%4.5%
Band 7 0.1%2.8%0.3%4.4%4.7%
Band 6 0.2%1.1%1.1%7.0%-0.6%
Band 5-14.9%-1.1%-0.9%1.5%0.6%1.3%
Band 40.3%0.4%1.3%2.6%0.3%2.5%
Band 30.3%0.6%6.6%0.4%8.4%4.5%
Band 20.1%2.7%4.8%0.0%1.4%3.2%
Band 1   -.5%-6.5%-4.9%
Please note that some of these outlying figures are due to small numbers of people in those age categories, however you are able to observe that there are some persistent disparities from 35+ years of age.
2.5 Median pay gap according to age and employment basis
Age15–24y25–34y35–44y45–54y55–64y65+
ALL1.1%5.3%9.5%14.1%11.3%3.7%
Full-time permanent/ ongoing-0.5%3.6%0.1%0.1%4.6%-10.8%
Full-time contract (fixed-term) 7.6%0.6%15.0%32.2% 
Part-time permanent/ongoing1.4%0.2%4.0%2.5%4.4%0.7%
Part-time contract (fixed-term)9.7%-10.3% 6.3% 60.8%
Casual0.8%0.9%0.8%4.9%8.6%-0.8%
Please note that for the pay gap in the 65+ age group 6 employees. The gap arises because 2 of the men were Senior Officers, on salaries above $150k, while the average salary for the 3 women was $66k. In total the cohort comprised 3 men and 3 women.

3. Sexual harrassment

3.1 Number of formal sexual harassment complaints
WomenMenSelf described
000
3.2 Gender+ Survey responses
Percentage of respondents in the organisation who experienced sexual harassment by genderWomenMen
0%0%
Please note that we did not have a sufficient cohort of gender non-binary people respond to the survey to include in our survey results.
3.3 I feel safe to challenge inappropriate behaviour at work
Totals as a pie chart with 32 percent disagree or neutral, 23 percent agree - men and 45 percent agree - women. Results by gender also displayed as a bar chart with 67 percent of women agreeing compared to 70 percent of men agreeing.
3.4 My organisation takes steps to eliminate bullying, harassment, and discrimination
Totals as a pie chart with 32 percent disagree or neutral, 24 percent agree - men and 44 percent agree - women. Results by gender also displayed as a bar chart with 66 percent of women agreeing compared to 73 percent of men agreeing.
3.5 My organisation encourages respectful workplace behaviours
Totals as a pie chart with 11 percent disagree or neutral, 31 percent agree - men and 58 percent agree - women. Results by gender also displayed as a bar chart with 87 percent of women agreeing compared to 94 percent of men agreeing.

4. Recruitment and promotion

4.1 My organisation makes fair recruitment and promotion decision based on merit
Totals as a pie chart with 44 percent disagree or neutral, 30 percent agree - men and 36 percent agree - women. Results by gender also displayed as a bar chart with 54 percent of women agreeing compared to 61 percent of men agreeing.
4.2 I feel I have an equal chance at promotion in my organisation
Totals as a pie chart with 40 percent disagree or neutral, 21 percent agree - men and 39 percent agree - women. Results by gender also displayed as a bar chart with 58 percent of women agreeing compared to 64 percent of men agreeing.
4.3 Gender is not a barrier to success in my organisation
Totals as a pie chart with 26 percent disagree or neutral, 27 percent agree - men and 47 percent agree - women. Results by gender also displayed as a bar chart with 70 percent of women agreeing compared to 79 percent of men agreeing.
4.4 Being Aboriginal and/or Torres Strait Islander is not a barrier to success in my organisation
Totals as a pie chart with 49 percent disagree or neutral, 18 percent agree - men and 33 percent agree - women. Results by gender also displayed as a bar chart with 49 percent of women agreeing compared to 55 percent of men agreeing.
4.5 Cultural background is not a barrier to success in my organisation
Totals as a pie chart with 33 percent disagree or neutral, 23 percent agree - men and 44 percent agree - women. Results by gender also displayed as a bar chart with 66 percent of women agreeing compared to 70 percent of men agreeing.
4.6 Sexual orientation is not a barrier to success in my organisation
Totals as a pie chart with 30 percent disagree or neutral, 24 percent agree - men and 46 percent agree - women. Results by gender also displayed as a bar chart with 69 percent of women agreeing compared to 73 percent of men agreeing.
4.7 Disability is not a barrier to success in my organisation
Totals as a pie chart with 46 percent disagree or neutral, 20 percent agree - men and 34 percent agree - women. Results by gender also displayed as a bar chart with 51 percent of women agreeing compared to 61 percent of men agreeing.
4.8 Age is not a barrier to success in my organisation
Totals as a pie chart with 32 percent disagree or neutral, 23 percent agree - men and 45 percent agree - women. Results by gender also displayed as a bar chart with 67 percent of women agreeing compared to 70 percent of men agreeing.

5. Leave flexibility

5.1 My organisation would support me if I needed to take family violence leave
Totals as a pie chart with 18 percent disagree or neutral, 26 percent agree - men and 56 percent agree - women. Results by gender also displayed as a bar chart with 84 percent of women agreeing compared to 79 percent of men agreeing.
5.2 I am confident that if I requested a flexible work arrangement it would be given due consideration
Totals as a pie chart with 29 percent disagree or neutral, 25 percent agree - men and 46 percent agree - women. Results by gender also displayed as a bar chart with 69 percent of women agreeing compared to 76 percent of men agreeing.
5.3 My organisation supports employees with family or other caring responsibilities regardless of gender
Totals as a pie chart with 27 percent disagree or neutral, 26 percent agree - men and 47 percent agree - women. Results by gender also displayed as a bar chart with 70 percent of women agreeing compared to 79 percent of men agreeing.
5.4 I have the flexibility I need to manage my work and non work activities and responsibilities
Totals as a pie chart with 20 percent disagree or neutral, 29 percent agree - men and 51 percent agree - women. Results by gender also displayed as a bar chart with 76 percent of women agreeing compared to 88 percent of men agreeing.
5.5 Using flexible work arrangements is not a barrier to success in my organisation
Totals as a pie chart with 37 percent disagree or neutral, 23 percent agree - men and 40 percent agree - women. Results by gender also displayed as a bar chart with 60 percent of women agreeing compared to 70 percent of men agreeing.
5.6 Having caring responsibilities is not a barrier to success in my organisation
Totals as a pie chart with 37 percent disagree or neutral, 23 percent agree - men and 40 percent agree - women. Results by gender also displayed as a bar chart with 60 percent of women agreeing compared to 70 percent of men agreeing.
5.7 Having family responsibilities is not a barrier to success in my organisation
Totals as a pie chart with 32 percent disagree or neutral, 24 percent agree - men and 44 percent agree - women. Results by gender also displayed as a bar chart with 66 percent of women agreeing compared to 73 percent of men agreeing.

6. Gendered segregation

6.1 Gender composition of ANZCO code major groups in organisation
 WomenMen
Managers47%53%
Professionals62%38%
Tech and trades16%84%
Community and personal services81%19%
Clerical and admin80%20%
Sales workers91%9%
Machinery operators5%95%
Labourers52%48%
Our data shows that our workforce continue to be highly segregated by gender according to different professions. Interestingly two professions, managers and labourers, have the most equal representation.

Tech trades national gender segregation is 83 per cent male and 16 percent female, and we mirror these figures almost exactly. Our professionals, community and personal services, clerical and admin, sales and labourers categories have more women represented than national averages.

Workforce gender segregation is a persistent and sticky contributor to the gender pay gap.
6.2 My organisation uses inclusive and respectful images and language
Totals as a pie chart with 12 percent disagree or neutral, 28 percent agree - men and 60 percent agree - women. Results by gender also displayed as a bar chart with 90 percent of women agreeing compared to 85 percent of men agreeing.
6.3 In my workgroup work is allocated fairly, regardless of gender
Totals as a pie chart with 15 percent disagree or neutral, 30 percent agree - men and 55 percent agree - women. Results by gender also displayed as a bar chart with 82 percent of women agreeing compared to 91 percent of men agreeing.
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