This appendix examines employment patterns for key diversity groups in the Australian Public Service (APS). In particular it provides details from the APS Employment Database (APSED), State of the Service Agency Survey (agency survey) and APS Employee Census (employee census) data on Indigenous employees, employees with disability, employees from a non-English speaking background, mature age employees and women (including women in senior leadership).
Disclosure
The low rate of employee disclosure in relation to diversity continues to be an issue for the APS. To improve the collection of diversity data, amendments to the Australian Public Service Commissioner's Directions came into effect from 1 July 2013. These changes require agencies to ask all employees for diversity information while providing a ‘choose not to give this information’ option.
Of the data provided by agencies to APSED as at the end of June 2014, Indigenous status was not available for 22.2% of all employees (up from 21.4% last year). This includes 9.2% that chose not to give this information and 13.0% where no data had been provided. At the end of June 2014, disability status was not available for 29.3% of all employees (up from 28.7% last year). Of those, 4.9% chose not to give this information and for 24.5% no data had been provided.1 The absence of data for diversity status highlights a gap in agencies' collection and reporting of data to APSED.
In the 2014 employee census, 2.6% of all respondents (2.5% of ongoing employees) identified as Indigenous, compared with 2.4% reported in agencies' human resource (HR) systems and provided to APSED. The majority of Indigenous respondents (84%) reported they had disclosed this information, while 7% chose not to inform their agency, 2% reported they had never been asked for this information (down from 3% last year), 3% did not disclose for another reason and 5% were unsure whether they had disclosed the information.2
In 2014, 7.2% of employee census respondents identified as having some form of disability, compared with 3.1% in agencies' HR systems. Over half of respondents (54%) reported they had disclosed this information, while 14% chose not to inform their agency, 12% reported they had never been asked for this information (down from 13% last year), 5% did not disclose for another reason and 16% were unsure whether they had disclosed the information.3
Diversity representation
Section 18 of the Public Service Act 1999 (Public Service Act) requires agency heads to establish workplace diversity programmes, to assist in giving effect to the APS Employment Principles. Table 5.1 shows that 69% of APS agencies (covering 86% of the workforce) had such a programme in place for at least part of their agency in 2013–14, a decline from 75% last year. Machinery-of-government changes may account for some of this reduction. Of these agencies, 43% made the programme available on their website which is unchanged from last year.
2012–13 | 2013–14 | |||
---|---|---|---|---|
N | % | N | % | |
Source: Agency survey | ||||
Yes—whole agency | 57 | 55 | 68 | 68 |
Yes—part agency | 20 | 19 | 1 | 1 |
Being developed | 14 | 14 | 25 | 25 |
No | 23 | 12 | 6 | 6 |
Table A5.2 shows those agencies that did not have a workplace diversity programme this year. A further 25 agencies (covering 13% of the workforce) reported that they were in the process of developing workplace diversity programmes.
Source: Agency survey | ||||
Aboriginal Hostels Limited | ||||
Australian Commission for Law Enforcement Integrity | ||||
Australian Sports Anti-Doping Authority | ||||
Defence Housing Australia | ||||
National Offshore Petroleum Safety and Environmental Management Authority | ||||
Safe Work Australia |
Indigenous employment
The APS has an ongoing commitment to employing Indigenous Australians and continues to work towards the Indigenous employment target of 2.7% by 2015. The Australian Public Service Commission (the Commission) is responsible for the APS Indigenous Employment Strategy 2012–16 (the Strategy). The Strategy is aimed at supporting and enhancing agencies' Indigenous employment strategies and Indigenous representation by providing initiatives that focus on the attraction, recruitment, retention and career development of Indigenous Australians. Similar to last year, only 29% of agencies reported having a formal Indigenous Employment Strategy in 2013–14 and 40% of these made it available on their website (an increase from 34% last year).
Table A5.3 shows the representation of Indigenous employees in the APS from 2010 to 2014. As can be seen, the proportion of ongoing and non-ongoing Indigenous employees as reported in agencies' HR systems remained unchanged from last year at 2.4%. The proportion of ongoing and non-ongoing Indigenous employees as reported in the employee census also remained the same at 2.6%.
Employment type | 2010 | 2011 | 2012 | 2013 | 2014 | |||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
APSED | APSED | APSED | Census | APSED | Census | APSED | Census | |||||||||
N | % | N | % | N | % | N | % | N | % | N | % | N | % | N | % | |
Source: APSED, employee census | ||||||||||||||||
Indigenous employees —ongoing and non-ongoing | 4,094 | 2.5 | 3,936 | 2.4 | 3,916 | 2.3 | 2,104 | 2.4 | 3,931 | 2.4 | 2,594 | 2.6 | 3,843 | 2.4 | 2,378 | 2.6 |
Indigenous employees —ongoing | 3,564 | 2.4 | 3,443 | 2.2 | 3,392 | 2.2 | 1,944 | 2.4 | 3,444 | 2.3 | 2,445 | 2.5 | 3,387 | 2.3 | 2,242 | 2.5 |
Note: Comparable employee census data not available for 2010 and 2011. APSED data is at 30 June.
Table A5.4 shows the representation of Indigenous employees in the APS by classification. The highest proportion of ongoing Indigenous employees are at the entry and junior levels, notably at the trainee classification.
Classification | Indigenous employees—ongoing and non-ongoing | Indigenous employees—ongoing | ||
---|---|---|---|---|
N | % of classification | N | % of classification | |
Source: APSED | ||||
Trainee | 127 | 33.9 | 122 | 33.2 |
Graduate | 33 | 2.8 | 33 | 2.8 |
APS 1 | 325 | 6.5 | 121 | 15.2 |
APS 2 | 298 | 5.7 | 242 | 7.5 |
APS 3 | 708 | 3.6 | 606 | 3.8 |
APS 4 | 922 | 3.0 | 882 | 2.9 |
APS 5 | 552 | 2.6 | 539 | 2.6 |
APS 6 | 449 | 1.4 | 434 | 1.4 |
EL 1 | 307 | 1.1 | 291 | 1.1 |
EL 2 | 101 | 0.8 | 97 | 0.8 |
SES 1 | 19 | 1.0 | 18 | 0.9 |
SES 2 | 2 | 0.4 | 2 | 0.4 |
SES 3 | . | . | . | . |
Total | 3,843 | 2.4 | 3,387 | 2.3 |
In 2013–14, the Commission worked in partnership with over 40 agencies to provide employment pathways for 111 Indigenous Australians through the APS Indigenous Pathways Program. The program promotes the APS as an employer of choice to Indigenous job seekers and provided entry-level opportunities for Indigenous trainees (51), cadets (31) and graduates (29).
In June 2014, the Commission strengthened the role of APS Indigenous Liaison Officers (ILOs) to include pre and post-recruitment support and advice for Indigenous candidates. A feature of this role was the provision of face-to-face support to all trainees who were recruited through the APS Indigenous Pathways Program. Additionally, ILOs liaised directly with agency HR managers to coordinate four forums designed to share Indigenous employment strategies, success stories and learnings.
As part of the retention measures under the Strategy, the Commission ran a series of Indigenous employee forums across urban and regional Australia. The forums provided an opportunity for new Indigenous employees to network with more experienced APS employees. The forums were also an important mechanism in understanding the employment experiences of Indigenous employees to ensure the support provided is relevant to their needs. However, agency support for their Indigenous employees to attend these forums varied.
Engagements and separations
Due to reduced APS engagements in 2013–14, Indigenous engagements as a proportion of all ongoing APS engagements (7.0%) outweighed Indigenous separations as a proportion of all ongoing APS separations (3.5%). In terms of numbers of employees, however, 326 Indigenous employees were engaged in 2013–14, while 393 separated.
Figure A5.1 shows ongoing Indigenous employee engagements and separations from 2005 to 2014. Indigenous employee engagements increased from 5.1% in 2012–13 to 7.0% in 2013–14 as a proportion of all engagements. There has been a consistent increase in this proportion since 2010–11.
Figure A5.1. Engagements and separations—Indigenous employees, 2005 to 2014
Source: APSED
Figure A5.2 shows separations of ongoing Indigenous employees and the rest of the APS by type. In 2013–14, Indigenous employees were more likely to resign than other employees (55.7% compared with 35.5%) and were less likely to leave the APS at age retirement than other employees (6.6% compared with 17.7%). Indigenous employees were also more likely to have their employment terminated (6.6%) than other employees (1.2%). These findings highlight that the retention of Indigenous employees remains an issue for the APS.
In 2013, the Commission developed an online exit survey that has been made available to all APS agencies. The uptake has been slow (only 30 agencies are actively participating) and less than 2% of respondents (30 of 1,595) have identified as Indigenous. The small sample of Indigenous employees complicates analysis, however initial work suggests that Indigenous employees are more likely to work for another APS or Australian Government agency, the not-for-profit sector or be unemployed when they leave their agency. There are no statistically significant differences between Indigenous and non-Indigenous employees on any of the organisational 'push' or 'pull' factors4, or personal factors for leaving their agency.
Figure A5.2. Separations of ongoing Indigenous employees by type of separation, 2013–14
Source: APSED
The employment experience
The following section presents employee census results for a number of key workforce satisfaction and engagement items.
Figure A5.3 shows that Indigenous employees have slightly higher levels of engagement across three components of the model—team, supervisor, agency—compared with other employees, although the difference is minor. This result is consistent with the previous two years.
Figure A5.3. Employee engagement—Indigenous employees, 2014
Source: Employee census
Table A5.5 shows Indigenous employees were generally positive about their employment experiences. Notably, however, Indigenous employees were considerably more likely than other APS employees to report they had been bullied or harassed in the workplace (23% compared with 16%). Indigenous employees were more likely to indicate they had reported the bullying/harassment than other employees (44% compared with 37%).
Indigenous employees were also slightly less likely to agree that people in their work group are accepting of people from diverse backgrounds than other employees (83% compared with 88%).
Employee census question | Indigenous employees | Rest of APS |
---|---|---|
Agreed (%) | Agreed (%) | |
Source: Employee census | ||
I enjoy the work in my current job | 78 | 77 |
I have a good immediate supervisor | 79 | 79 |
I am fairly remunerated (e.g. salary, superannuation) for the work I do | 65 | 68 |
The people in my work group are accepting of people from diverse backgrounds | 83 | 88 |
In my agency, the senior leadership is of a high quality | 55 | 51 |
During the last 12 months, have you been subjected to harassment or bullying in your workplace | 23 | 16 |
Employees with disability
People with disability are underrepresented in the Australian workforce and face multiple barriers to full participation in Australia's economic and social life. The National Disability Strategy 2010–20 sets out a 10-year national policy framework to improve employment outcomes for people with disability across Australia. The As One—APS Disability Employment Strategy (As One) is part of this national strategy to include people with disability in public sector employment, and make the APS a more inclusive and confident employer of people with disability.
The APS has continued the implementation of As One in 2013–14. Most notable among these initiatives has been the RecruitAbility scheme and the release of a mental health guide for managers: Working Together: Promoting mental health and well-being at work.5 The RecruitAbility scheme supports people with disability applying for jobs in the APS by facilitating the progression of applicants with disability to further assessment, when they opt into the scheme and meet the minimum requirements for the position. In June 2013, 16 agencies (covering 69% of the workforce) participated in the pilot. The scheme was also applied in 11 graduate programmes. The pilot has been affected by the interim recruitment arrangements for the APS, as RecruitAbility relies on mainstream recruitment opportunities. Subject to a final evaluation, the scheme will eventually be offered to all APS agencies. Additionally, the Commission published the first of a series of online videos in September 2014 called Leading the Way.6 The videos feature senior leaders in the APS discussing the engagement and development of employees with disability, including challenging attitudes about people with disability in the community.
Across the APS, 32% of agencies (covering 89% of the workforce) had a formal strategy in 2013–14 for the employment of people with disability, a slight increase from last year (30%). Of the measures used to promote the employment of people with disability, the majority of agencies report they provided clear processes for employees to request reasonable adjustments (60%), although a smaller proportion identified a Senior Executive Service (SES) employee to act as a senior level advocate (48%).
Over the past 15 years, the representation of ongoing and non-ongoing employees who identify as having disability declined from 4.8% in 1999 to 3.1% in 2014. Table A5.6 shows the representation of employees who identify as having disability in the APS from 2010 to 2014 and Table A5.7 shows the representation of employees with disability in the APS by classification as at June 2014.
Employment type | 2010 | 2011 | 2012 | 2013 | 2014 | |||||
---|---|---|---|---|---|---|---|---|---|---|
N | % | N | % | N | % | N | % | N | % | |
Source: APSED | ||||||||||
Employees reporting disability—ongoing and non-ongoing | 5,246 | 3.2 | 5,117 | 3.1 | 5,030 | 3.0 | 4,926 | 2.9 | 4,971 | 3.1 |
Employees reporting disability—ongoing | 5,021 | 3.3 | 4,895 | 3.2 | 4,796 | 3.1 | 4,681 | 3.1 | 4,778 | 3.3 |
Classification | Employees reporting disability—ongoing and non-ongoing | Employees reporting disability—ongoing | ||
---|---|---|---|---|
N | % of classification | N | % of classification | |
Source: APSED | ||||
Trainee | 8 | 2.1 | 8 | 2.2 |
Graduate | 28 | 2.4 | 28 | 2.4 |
APS 1 | 143 | 2.9 | 99 | 12.5 |
APS 2 | 214 | 4.1 | 182 | 5.6 |
APS 3 | 482 | 2.5 | 422 | 2.6 |
APS 4 | 1,281 | 4.1 | 1,263 | 4.2 |
APS 5 | 673 | 3.2 | 670 | 3.2 |
APS 6 | 999 | 3.1 | 984 | 3.1 |
EL 1 | 756 | 2.7 | 748 | 2.8 |
EL 2 | 328 | 2.6 | 316 | 2.6 |
SES 1 | 45 | 2.3 | 45 | 2.4 |
SES 2 | 11 | 2.0 | 10 | 1.9 |
SES 3 | 3 | 2.3 | 3 | 2.6 |
Total | 4,971 | 3.1 | 4,778 | 3.3 |
Engagements and separations
Figure A5.4 shows the engagements and separations of employees who identify as having disability as a proportion of all ongoing engagements and separations. Employees with disability represented 2.5% of engagements in 2013–14, an increase from 2.2% in 2012–13. Employees with disability constituted 4.8% of separations (down from 5.1% in 2012–13).
Figure A5.4. Engagements and separations—employees reporting disability, 2005 to 2014
Source: APSED
Figure A5.5 shows separations by type for ongoing employees who identify as having disability compared to other APS employees. Employees reporting disability were less likely than other employees to resign (19.1% compared to 36.2%) and were more likely to separate from the APS at age retirement than other employees (22.6% compared to 17.3%).
Figure A5.5. Separations of ongoing employees reporting disability by type of separation, 2013–14
Source: APSED
The employment experience
The following section presents employee census results for a number of key workforce satisfaction and engagement items.
Figure A5.6 shows engagement levels across all four components of the employee engagement model—job, team, supervisor, agency—are lower for employees identifying as having disability than for other APS employees. This is a similar result to last year. Despite this finding, however, employee engagement has continued to gradually improve since 2012 for employees reporting disability.
Figure A5.6. Employee engagement—employees reporting disability, 2012 and 2014
Source: Employee census
Table A5.8 shows employees reporting disability have different employment experiences to the rest of the APS. Employees reporting disability consistently indicated lower satisfaction with the work they do, their immediate supervisor, remuneration, their work group, and the senior leadership in their agency. They were also twice as likely to report they had been bullied or harassed in the past 12 months (30% compared with 15%), a slight increase from last year (29%). The Commission is planning further research in 2015 to gain more insight into these findings.
Employee census question | Employees reporting disability | Rest of APS |
---|---|---|
Agreed (%) | Agreed (%) | |
Source: Employee census | ||
I enjoy the work in my current job | 71 | 78 |
I have a good immediate supervisor | 73 | 79 |
I am fairly remunerated (e.g. salary, superannuation) for the work I do | 60 | 68 |
The people in my work group are accepting of people from diverse backgrounds | 82 | 88 |
In my agency, the senior leadership is of a high quality | 43 | 52 |
During the last 12 months, have you been subjected to harassment or bullying in your workplace | 30 | 15 |
Employees from a non-English speaking background
Employees from a non-English speaking background (NESB) are made up of two groups in APSED: NESB 1 and NESB 2. NESB 1 refers to people born overseas who arrived in Australia after the age of five and whose first language was not English (migrants). NESB 2 refers to children of migrants including:
- those who were born overseas and arrived in Australia when they were aged five or younger but did not speak English as a first language
- those who were Australian born but did not speak English as a first language and had at least one parent that did not speak English as a first language
- those who were Australian born and had neither parent speaking English as a first language.
Table A5.9 shows that in 2013–14, as a proportion of all APS employees, the representation of ongoing and non-ongoing employees from a non-English speaking background remained unchanged from last year at 15.5%. Similarly, when considered separately, NESB 1 and NESB 2 ongoing and non-ongoing employees showed no change in representation as a proportion of all APS employees in 2013–14.
Status | 2010 | 2011 | 2012 | 2013 | 2014 | |||||
---|---|---|---|---|---|---|---|---|---|---|
N | % | N | % | N | % | N | % | N | % | |
Source: APSED | ||||||||||
NESB (1 & 2) | 24,613 | 15.0 | 25,540 | 15.4 | 26,174 | 15.6 | 25,831 | 15.5 | 24,658 | 15.5 |
NESB 1 | 8,310 | 5.1 | 8,730 | 5.3 | 8,953 | 5.3 | 8,850 | 5.3 | 8,442 | 5.3 |
NESB 2 | 16,303 | 9.9 | 16,810 | 10.1 | 17,221 | 10.2 | 16,981 | 10.2 | 16,216 | 10.2 |
Table A5.10 shows the proportion of ongoing APS employees who identified as being from a non-English speaking background. When considered separately, NESB 1 and NESB 2 ongoing employees experienced small increases in representation as a proportion of all APS employees. Table A5.11 details the representation of ongoing and non-ongoing employees from a non-English speaking background by classification.
Status | 2010 | 2011 | 2012 | 2013 | 2014 | |||||
---|---|---|---|---|---|---|---|---|---|---|
N | % | N | % | N | % | N | % | N | % | |
Source: APSED | ||||||||||
NESB (1 & 2) | 22,675 | 15.0 | 23,661 | 15.4 | 24,219 | 15.7 | 24,115 | 15.8 | 23,235 | 15.9 |
NESB 1 | 7,681 | 5.1 | 8,076 | 5.3 | 8,302 | 5.4 | 8,284 | 5.4 | 7,957 | 5.5 |
NESB 2 | 14,994 | 9.9 | 15,585 | 10.2 | 15,917 | 10.3 | 15,831 | 10.4 | 15,278 | 10.5 |
Classification | NESB (1 & 2) | NESB 1 | NESB 2 | |||||||
---|---|---|---|---|---|---|---|---|---|---|
N | % of classification | N | % of classification | N | % of classification | |||||
Source: APSED | ||||||||||
Trainee | 10 | 2.7 | 2 | 0.5 | 8 | 2.1 | ||||
Graduate | 163 | 14.1 | 24 | 2.1 | 139 | 12.0 | ||||
APS 1 | 509 | 10.2 | 157 | 3.2 | 352 | 7.1 | ||||
APS 2 | 720 | 13.8 | 224 | 4.3 | 496 | 9.5 | ||||
APS 3 | 3,266 | 16.8 | 1,105 | 5.7 | 2,161 | 11.1 | ||||
APS 4 | 4,966 | 16.1 | 1,629 | 5.3 | 3,337 | 10.8 | ||||
APS 5 | 3,420 | 16.1 | 1,129 | 5.3 | 2,291 | 10.8 | ||||
APS 6 | 5,564 | 17.0 | 2,003 | 6.1 | 3,561 | 10.9 | ||||
EL 1 | 4,321 | 15.5 | 1,617 | 5.8 | 2,704 | 9.7 | ||||
EL 2 | 1,545 | 12.2 | 513 | 4.1 | 1,032 | 8.2 | ||||
SES 1 | 136 | 7.0 | 31 | 1.6 | 105 | 5.4 | ||||
SES 2 | 32 | 5.8 | 6 | 1.1 | 26 | 4.7 | ||||
SES 3 | 6 | 4.7 | 2 | 1.6 | 4 | 3.1 | ||||
Total | 24,658 | 15.5 | 8,442 | 5.3 | 16,216 | 10.2 |
Ongoing employees from a non-English speaking background were most likely to be employed between the APS 3 to Executive Level (EL) 1 classifications (Table A5.12).
Classification | NESB (1 & 2) | NESB 1 | NESB 2 | |||
---|---|---|---|---|---|---|
N | % of classification | N | % of classification | N | % of classification | |
Source: APSED | ||||||
Trainee | 10 | 2.7 | 2 | 0.5 | 8 | 2.2 |
Graduate | 162 | 14.0 | 24 | 2.1 | 138 | 11.9 |
APS 1 | 107 | 13.5 | 39 | 4.9 | 68 | 8.6 |
APS 2 | 469 | 14.4 | 153 | 4.7 | 316 | 9.7 |
APS 3 | 2,944 | 18.5 | 990 | 6.2 | 1,954 | 12.3 |
APS 4 | 4,874 | 16.3 | 1,595 | 5.3 | 3,279 | 11.0 |
APS 5 | 3,355 | 16.2 | 1,110 | 5.4 | 2,245 | 10.9 |
APS 6 | 5,428 | 17.0 | 1,940 | 6.1 | 3,488 | 11.0 |
EL 1 | 4,217 | 15.5 | 1,571 | 5.8 | 2,646 | 9.7 |
EL 2 | 1,497 | 12.2 | 494 | 4.0 | 1,003 | 8.2 |
SES 1 | 136 | 7.1 | 31 | 1.6 | 105 | 5.5 |
SES 2 | 30 | 5.6 | 6 | 1.1 | 24 | 4.5 |
SES 3 | 6 | 5.1 | 2 | 1.7 | 4 | 3.4 |
Total | 23,235 | 15.9 | 7,957 | 5.5 | 15,278 | 10.5 |
Engagements and separations
Figure A5.7 shows engagements and separations for ongoing employees from a non-English speaking background as a proportion of all ongoing engagements and separations. Separations exceed engagements for this group for the first time in several years. In 2013–14, people from a non-English speaking background represented 12.2% of all engagements, indicating a continuous decline since a peak in 2010–11. Employees from a non-English speaking background constituted 13.3% of all separations from the APS in 2013–14.
Figure A5.7. Engagements and separations—employees from a non-English speaking background (NESB 1 & 2), 2005 to 2014
Source: APSED
In 2013–14, NESB 1 employees constituted 3.3% of all engagements and NESB 2 employees constituted 8.9% of all engagements, a decline from the previous year (4.9% and 10.0% respectively). As a proportion of all separations, NESB 1 employees represented 4.4% of all separations and NESB 2 employees represented 8.9% of all separations, a minor increase from last year (4.0% and 8.8% respectively).
Figure A5.8 shows the separation activity of employees from a non-English speaking background by type of separation. In 2013–14, these employees were more likely to be retrenched than the rest of the APS (44.9% compared with 41.0%) and were less likely to resign than other employees (31.8% compared with 36.9%). Employees from a non-English speaking background were also slightly more likely to leave the APS at age retirement (18.3%) than other employees (17.1%).
Figure A5.8. Separations of employees from a non-English speaking background (NESB 1 & 2) by type of separation, 2013–14
Source: APSED
The employment experience
The following section presents employee census results for a number of key workforce satisfaction and engagement items. Employees from non-English speaking backgrounds are defined in the employee census as those born overseas and whose first language was not English.7
Figure A5.9 shows employees from a non-English speaking background indicate similar levels of engagement as other employees, although agency engagement is slightly higher for employees from a non-English speaking background.
Figure A5.9. Employee engagement—employees from a non-English speaking background (NESB 1 & 2), 2014
Source: Employee census
Table A5.13 shows employees from a non-English speaking background have similar employee experiences to the rest of the APS. Employees from non-English speaking backgrounds, however, were less likely to agree that the people in their work group are accepting of people from diverse backgrounds (85% compared to 89%) and that they were fairly remunerated (60% compared to 69%) than other APS employees.
Employee census question | Employees from a non-English speaking background | Rest of APS |
---|---|---|
Agreed (%) | Agreed (%) | |
Source: Employee census | ||
I enjoy the work in my current job | 77 | 77 |
I have a good immediate supervisor | 78 | 79 |
I am fairly remunerated (e.g. salary, superannuation) for the work I do | 60 | 69 |
The people in my work group are accepting of people from diverse backgrounds | 85 | 89 |
In my agency, the senior leadership is of a high quality | 53 | 51 |
During the last 12 months, have you been subjected to harassment or bullying in your workplace | 15 | 17 |
Mature age employees
For the purposes of this report, mature age employees are defined as aged 50 years and over. Table A5.14 shows the representation of mature age employees in the APS from 2010 to 2014. The proportion of ongoing and non-ongoing mature age employees increased slightly from 30.3% last year to 31.3% this year. Figure 5.10 shows that mature age employees have been rising as a proportion of the APS workforce for the last decade.
Employment type | 2010 | 2011 | 2012 | 2013 | 2014 | |||||
---|---|---|---|---|---|---|---|---|---|---|
N | % | N | % | N | % | N | % | N | % | |
Source: APSED | ||||||||||
Mature age employees—ongoing and non-ongoing | 45,251 | 27.5 | 47,182 | 28.4 | 49,573 | 29.5 | 50,688 | 30.3 | 49,823 | 31.3 |
Mature age employees—ongoing | 42,247 | 28.0 | 43,968 | 28.7 | 45,526 | 29.5 | 46,381 | 30.5 | 45,748 | 31.4 |
Table A5.15 shows the representation of mature age employees in the APS by classification. Mature age employees are highly represented at SES classifications. This may be an indication of the level of experience and knowledge expected in these senior roles.
Classification | Mature age employees—ongoing and non-ongoing | Mature age employees—ongoing | ||
---|---|---|---|---|
N | % of classification | N | % of classification | |
Source: APSED | ||||
Trainee | 6 | 1.6 | 6 | 1.6 |
Graduate | 4 | 0.3 | 4 | 0.3 |
APS 1 | 2,028 | 40.8 | 288 | 36.3 |
APS 2 | 2,061 | 39.6 | 1,350 | 41.6 |
APS 3 | 5,726 | 29.4 | 5,213 | 32.7 |
APS 4 | 8,649 | 28.0 | 8,411 | 28.1 |
APS 5 | 6,091 | 28.7 | 5,997 | 29.0 |
APS 6 | 9,698 | 29.7 | 9,464 | 29.7 |
EL 1 | 8,808 | 31.6 | 8,553 | 31.5 |
EL 2 | 5,310 | 42.0 | 5,076 | 41.5 |
SES 1 | 959 | 49.2 | 929 | 48.7 |
SES 2 | 383 | 69.3 | 367 | 69.0 |
SES 3 | 100 | 78.1 | 90 | 76.9 |
Total | 49,823 | 31.3 | 45,748 | 31.4 |
Engagements and separations
Figure A5.10 shows the engagements and separations of mature age employees in the APS as a proportion of all ongoing engagements and separations. Mature age employees represented 12% of all ongoing engagements in 2013–14, an increase from 10.8% in 2012–13. Mature age employees constituted 52.3% of all ongoing separations in 2013–14 (up from 48.7% in 2012–13).
Figure A5.10. Engagements and separations—mature age employees, 2005 to 2014
Source: APSED
Figure A5.11 shows separations by type for ongoing mature age employees in the APS. Mature age employees were more likely to be retrenched (51.1% compared with 31.0%) than other APS employees. Of the mature age employees that separated during 2013–14, 33.0% departed at age retirement.
Figure A5.11. Separations of ongoing mature age employees by type of separation, 2013–14
Source: APSED
The employment experience
The following section presents employee census results for a number of key workforce satisfaction and engagement items.
Figure A5.12 shows engagement levels for mature age employees for three components—job, team and agency—are slightly higher than for other APS employees. However, mature age employees showed slightly lower levels of supervisor engagement than the rest of the APS.
Figure A5.12. Employee engagement—mature age employees, 2014
Source: Employee census
Table A5.16 shows mature age employees are generally positive about their employment experiences. Notably, however, mature age employees were less likely than other APS employees to agree that their senior leadership is of a high quality (48% compared with 54%).
Employee census question | Mature age employees | Rest of APS |
---|---|---|
Agreed (%) | Agreed (%) | |
Source: Employee census | ||
I enjoy the work in my current job | 78 | 77 |
I have a good immediate supervisor | 77 | 80 |
I am fairly remunerated (e.g. salary, superannuation) for the work I do | 67 | 68 |
The people in my work group are accepting of people from diverse backgrounds | 87 | 89 |
In my agency, the senior leadership is of a high quality | 48 | 54 |
During the last 12 months, have you been subjected to harassment or bullying in your workplace | 15 | 17 |
Women
As at June 2014, 58.0% of the APS workforce was female (57.6% of ongoing employees and 61.6% of non-ongoing employees). This representation declines the more senior the position, with ongoing women comprising 40.1% of the ongoing SES in 2014 (up from 39.7% in 2013).
Representation
Table A5.17 shows the representation of women in the APS from 2010 to 2014. As can be seen, the proportion of ongoing and non-ongoing women in the APS remained relatively stable this year at 58% (57.9% in 2013).
Employment type | 2010 | 2011 | 2012 | 2013 | 2014 | |||||
---|---|---|---|---|---|---|---|---|---|---|
N | % | N | % | N | % | N | % | N | % | |
Source: APSED | ||||||||||
Female employees—ongoing and non-ongoing | 94,964 | 57.8 | 95,730 | 57.6 | 96,880 | 57.6 | 96,664 | 57.9 | 92,230 | 58.0 |
Female employees—ongoing | 86,717 | 57.4 | 88,076 | 57.4 | 88,367 | 57.3 | 87,517 | 57.5 | 84,078 | 57.6 |
Table A5.18 shows the representation of women in the APS by classification. In 2013–14, the largest proportion of ongoing and non-ongoing female employees was at the APS 4 level (68.8%) and the lowest proportion of female employees was at the SES 3 level (30.5%).
Classification | Female employees—ongoing and non-ongoing | Female employees—ongoing | ||
---|---|---|---|---|
N | % of classification | N | % of classification | |
Source: APSED | ||||
Trainee | 205 | 54.7 | 201 | 54.6 |
Graduate | 569 | 49.1 | 568 | 49.0 |
APS 1 | 3,238 | 65.2 | 427 | 53.8 |
APS 2 | 3,198 | 61.5 | 2,140 | 65.9 |
APS 3 | 12,869 | 66.1 | 10,469 | 65.6 |
APS 4 | 21,229 | 68.8 | 20,665 | 69.1 |
APS 5 | 12,658 | 59.6 | 12,298 | 59.4 |
APS 6 | 18,064 | 55.2 | 17,619 | 55.3 |
EL 1 | 13,845 | 49.6 | 13,507 | 49.7 |
EL 2 | 5,312 | 42.0 | 5,158 | 42.2 |
SES 1 | 807 | 41.4 | 793 | 41.6 |
SES 2 | 197 | 35.6 | 194 | 36.5 |
SES 3 | 39 | 30.5 | 39 | 33.3 |
Total | 92,230 | 58.0 | 84,078 | 57.6 |
Engagements and separations
In 2014, women accounted for 55.1% of all ongoing separations from the APS, an increase from 53.9% in the previous year. Women made up 55.6% of all ongoing APS engagements in 2013–14, a slight decrease from 57.6% the previous year.
Figure A5.13 shows ongoing female engagements to, and separations from, the APS as a proportion of all engagements and separations.
Figure A5.13. Engagements and separations of ongoing women, 2005 to 2014
Source: APSED
The employment experience
The following section presents employee census results for a number of key workforce satisfaction and engagement items.
Figure A5.14 shows only minor differences between engagement levels for men and women. This is consistent with last year's results.
Figure A5.14. Employee engagement—men and women, 2014
Source: Employee census
Key employee census results for male and female employees in 2014 are shown in Table A5.19. These results demonstrate that, similar to men, women had generally positive employment experiences. However, women reported higher levels of satisfaction with the senior leadership in their agency (55% compared with 48%). They were also more likely than their male colleagues to agree they are fairly remunerated for the work they do (72% compared to 62%).
Female employees were also more likely to report that they had been bullied or harassed in the past 12 months than male employees (19% compared with 13%). Women, however, were more likely to indicate they reported the behaviour than men (39% compared with 33%).
Employee census question | Female employees | Male employees |
---|---|---|
Agreed (%) | Agreed (%) | |
Source: Employee census | ||
I enjoy the work in my current job | 78 | 76 |
I have a good immediate supervisor | 79 | 79 |
I am fairly remunerated (e.g. salary, superannuation) for the work I do | 72 | 62 |
The people in my work group are accepting of people from diverse backgrounds | 88 | 88 |
In my agency, the senior leadership is of a high quality | 55 | 48 |
During the last 12 months, have you been subjected to harassment or bullying in your workplace | 19 | 13 |
Women in senior leadership
For the second consecutive year, the agency survey asked agencies to report on the representation of women in their senior leadership group. Rather than reporting by classification level such as SES Band 2 or SES Band 3, agencies reported by level of hierarchy:
- agency head
- direct report to agency head (AH –1)
- direct report to those who report directly to the agency head (AH –2).
This reporting format was put in place to reflect the reporting recommendations made by the Male Champions of Change to ASX 200 companies. The following tables show this data by agency for large, medium and small agencies. This data is discussed in Chapter 5.
Agency | Agency head | Number of male AH –1 | Number of female AH –1 | Number of male AH –2 | Number of female AH –2 | |||||
---|---|---|---|---|---|---|---|---|---|---|
2013 | 2014 | 2013 | 2014 | 2013 | 2014 | 2013 | 2014 | 2013 | 2014 | |
Source: Agency survey | ||||||||||
Administrative Appeals Tribunal | Male | Male | 4 | 4 (80%) | 1 | 1 (20%) | 2 | 2 (17%) | 11 | 10 (83%) |
Australian Aged Care Quality Agency | N/A | Male | N/A | 4 (67%) | N/A | 2 (33%) | N/A | 9 (39%) | N/A | 14 (61%) |
Australian Centre for International Agricultural Research | Male | Male | 11 | 13 (87%) | 3 | 2 (13%) | 3 | 4 (50%) | 15 | 4 (50%) |
Australian Commission for Law Enforcement Integrity | Male | Male | 1 | 1 (50%) | 1 | 1 (50%) | 2 | 3 (43%) | 3 | 4 (57%) |
Australian Commission on Safety and Quality in Health Care | Female | Female | 4 | 2 (50%) | 5 | 2 (50%) | 7 | 3 (33%) | 35 | 6 (67%) |
Australian Fisheries Management Authority | Male | Male | 2 | 3 (100%) | 1 | 0 (0%) | 13 | 15 (79%) | 3 | 4 (21%) |
Australian Human Rights Commission | Female | Female | 2 | 0 (0%) | 5 | 1 (100%) | 5 | 5 (63%) | 3 | 3 (38%) |
Australian Institute of Aboriginal and Torres Strait Islander Studies | Male | Male | 0 | 0 (0%) | 1 | 1 (100%) | 9 | 1 (13%) | 14 | 7 (88%) |
Australian Institute of Criminology | Male | Male | 3 | 3 (75%) | 1 | 1 (25%) | 6 | 6 (40%) | 6 | 9 (60%) |
Australian Institute of Family Studies | Male | Male | 1 | 1 (33%) | 2 | 2 (67%) | 6 | 5 (29%) | 8 | 12 (71%) |
Australian National Maritime Museum | Male | Male | 5 | 3 (50%) | 2 | 3 (50%) | 11 | 8 (36%) | 18 | 14 (64%) |
Australian Office of Financial Management | Male | Male | 5 | 5 (83%) | 1 | 1 (17%) | 6 | 10 (53%) | 9 | 9 (47%) |
Australian Organ and Tissue Authority | Female | Female | 1 | 0 (0%) | 2 | 1 (100%) | 2 | 3 (60%) | 3 | 2 (40%) |
Australian Pesticides and Veterinary Medicines Authority | Female | Female | 3 | 2 (40%) | 2 | 3 (60%) | 15 | 20 (67%) | 11 | 10 (33%) |
Australian Radiation Protection and Nuclear Safety Agency | Male | Male | 5 | 5 (83%) | 1 | 1 (17%) | 13 | 16 (84%) | 2 | 3 (16%) |
Australian Research Council | Male | Male | 1 | 0 (0%) | 3 | 1 (100%) | 4 | 1 (25%) | 9 | 3 (75%) |
Australian Skills Quality Authority | Male | Male | 2 | 2 (50%) | 3 | 2 (50%) | 0 | 0 (0%) | 0 | 0 (0%) |
Australian Transport Safety Bureau | Male | Male | 8 | 7 (88%) | 2 | 1 (13%) | 12 | 22 (96%) | 1 | 1 (4%) |
Cancer Australia | Female | Female | 0 | 0 (0%) | 2 | 2 (100%) | 2 | 1 (17%) | 3 | 5 (83%) |
Commonwealth Grants Commission | Male | Male | 2 | 2 (67%) | 1 | 1 (33%) | 6 | 6 (75%) | 2 | 2 (25%) |
CrimTrac Agency | Male | Male | 2 | 1 (50%) | 1 | 1 (50%) | 10 | 10 (67%) | 6 | 5 (33%) |
Food Standards Australia New Zealand | Male | Male | 3 | 3 (60%) | 2 | 2 (40%) | 8 | 12 (43%) | 10 | 14 (54%) |
Future Fund Management Agency | Male | Male | 4 | 5 (83%) | 3 | 1 (17%) | 12 | 11 (61%) | 15 | 7 (39%) |
Independent Hospital Pricing Authority | Male | Male | 2 | 2 (50%) | 2 | 2 (50%) | 6 | 6 (50%) | 15 | 6 (50%) |
Museum of Australian Democracy at Old Parliament House | Female | Female | 2 | 2 (100%) | 0 | 0 (0%) | 2 | 2 (29%) | 5 | 5 (71%) |
National Blood Authority | Male | Male | 3 | 4 (57%) | 4 | 3 (43%) | 5 | 6 (35%) | 8 | 11 (65%) |
National Capital Authority | Male | Male | 3 | 3 (50%) | 2 | 3 (50%) | 1 | 0 (0%) | 3 | 0 (0%) |
National Film and Sound Archive | Male | Male | 4 | 2 (67%) | 0 | 1 (33%) | 7 | 3 (38%) | 9 | 5 (63%) |
National Health and Medical Research Council | Male | Male | 3 | 3 (100%) | 0 | 0 (0%) | 3 | 4 (67%) | 3 | 2 (33%) |
National Health Performance Authority | Female | Female | 3 | 2 (33%) | 4 | 4 (67%) | 4 | 12 (43%) | 13 | 16 (57%) |
National Museum of Australia | Male | Male | 2 | 1 (25%) | 3 | 3 (75%) | 7 | 7 (25%) | 15 | 21 (75%) |
National Offshore Petroleum Safety and Environmental Management Authority | Female | Female | 5 | 5 (83%) | 3 | 1 (17%) | 11 | 10 (71%) | 14 | 4 (29%) |
National Portrait Gallery of Australia | N/A | Male | N/A | 3 (43%) | N/A | 4 (57%) | N/A | 0 (0%) | N/A | 0 (0%) |
National Water Commission | Male | Female | 2 | 3 (75%) | 2 | 1 (25%) | 5 | 3 (50%) | 4 | 3 (50%) |
Office of National Assessments | Male | Male | 1 | 2 (100%) | 1 | 0 (0%) | 9 | 9 (90%) | 2 | 1 (10%) |
Office of Parliamentary Counsel | Male | Male | 2 | 2 (40%) | 2 | 3 (60%) | 7 | 5 (31%) | 13 | 11 (69%) |
Office of the Australian Information Commissioner | Male | Male | 2 | 2 (67%) | 1 | 1 (33%) | 0 | 0 (0%) | 2 | 2 (100%) |
Office of the Commonwealth Ombudsman | Male | Male | 1 | 1 (50%) | 1 | 1 (50%) | 4 | 2 (50%) | 4 | 2 (50%) |
Office of the Fair Work Building Industry Inspectorate | Male | Male | 3 | 5 (71%) | 2 | 2 (29%) | 5 | 9 (50%) | 2 | 9 (50%) |
Productivity Commission | Male | Male | 1 | 1 (100%) | 0 | 0 (0%) | 2 | 2 (50%) | 2 | 2 (50%) |
Royal Australian Mint | Male | Male | 5 | 7 (78%) | 3 | 2 (22%) | 30 | 21 (57%) | 18 | 16 (43%) |
Safe Work Australia | Male | Female | 2 | 2 (50%) | 2 | 2 (50%) | 3 | 0 (0%) | 11 | 0 (0%) |
Tertiary Education Quality and Standards Agency | Female | Female | 3 | 3 (60%) | 2 | 2 (40%) | 7 | 7 (44%) | 12 | 9 (56%) |
Torres Strait Regional Authority | Male | Male | 6 | 4 (67%) | 1 | 2 (33%) | 12 | 0 (0%) | 12 | 0 (0%) |
Workplace Gender Equality Agency | Female | Female | 0 | 0 (0%) | 5 | 5 (100%) | 0 | 0 (0%) | 5 | 4 (100%) |
Agency | Agency head | Number of male AH -1 | Number of female AH -1 | Number of male AH -2 | Number of female AH -2 | |||||
---|---|---|---|---|---|---|---|---|---|---|
2013 | 2014 | 2013 | 2014 | 2013 | 2014 | 2013 | 2014 | 2013 | 2014 | |
Source: Agency survey | ||||||||||
Aboriginal Hostels Limited | Female | Female | 1 | 1 (33%) | 2 | 2 (67%) | 1 | 2 (25%) | 3 | 6 (75%) |
Australian Communications and Media Authority | Male | Male | 4 | 5 (71%) | 3 | 2 (29%) | 11 | 7 (47%) | 5 | 8 (53%) |
Australian Competition and Consumer Commission | Male | Male | 1 | 1 (50%) | 0 | 1 (50%) | 2 | 7 (78%) | 2 | 2 (22%) |
Australian Crime Commission | Male | Male | 2 | 2 (67%) | 1 | 1 (33%) | 6 | 13 (72%) | 5 | 5 (28%) |
Australian Financial Security Authority | Female | Female | 4 | 4 (100%) | 0 | 0 (0%) | 13 | 13 (72%) | 8 | 5 (28%) |
Australian Institute of Health and Welfare | Male | Male | 3 | 3 (38%) | 6 | 5 (63%) | 15 | 15 (41%) | 23 | 22 (59%) |
Australian National Audit Office | Male | Male | 1 | 1 (100%) | 1 | 0 (0%) | 20 | 17 (63%) | 7 | 10 (37%) |
Australian Public Service Commission | Male | Male | 1 | 1 (50%) | 2 | 1 (50%) | 4 | 4 (50%) | 4 | 4 (50%) |
Australian Sports Anti-Doping Authority | Female | Male | 1 | 3 (60%) | 1 | 2 (40%) | 4 | 7 (70%) | 2 | 3 (30%) |
Australian Trade Commission | Male | Male | 5 | 5 (71%) | 2 | 2 (29%) | 14 | 15 (52%) | 15 | 14 (48%) |
Australian Transaction Reports and Analysis Centre | Male | Male | 1 | 3 (75%) | 1 | 1 (25%) | 5 | 8 (67%) | 3 | 4 (33%) |
Australian War Memorial | Male | Male | 1 | 2 (50%) | 2 | 2 (50%) | 6 | 7 (47%) | 10 | 8 (53%) |
Clean Energy Regulator | Female | Female | 5 | 5 (100%) | 0 | 0 (0%) | 7 | 9 (50%) | 5 | 9 (50%) |
Comcare | Male | Male | 0 | 0 (0%) | 2 | 2 (100%) | 3 | 3 (60%) | 4 | 2 (40%) |
ComSuper | Female | Female | 5 | 4 (44%) | 5 | 5 (56%) | 21 | 15 (44%) | 31 | 19 (56%) |
Defence Housing Australia | Male | Male | 1 | 3 (75%) | 2 | 1 (25%) | 16 | 6 (67%) | 9 | 3 (33%) |
Department of Communications | Male | Male | 2 | 2 (67%) | 1 | 1 (33%) | 6 | 6 (75%) | 2 | 2 (25%) |
Fair Work Commission | Female | Female | 2 | 2 (40%) | 2 | 3 (60%) | 6 | 5 (38%) | 16 | 8 (62%) |
Family Court and Federal Circuit Court | N/A | Male | N/A | 8 (57%) | N/A | 6 (43%) | N/A | 17 (43%) | N/A | 23 (58%) |
Federal Court of Australia | Male | Male | 7 | 7 (58%) | 5 | 5 (42%) | 0 | 22 (59%) | 0 | 15 (41%) |
Geoscience Australia | Male | Male | 6 | 6 (86%) | 0 | 1 (14%) | 16 | 11 (61%) | 9 | 7 (39%) |
Great Barrier Reef Marine Park Authority | Male | Male | 2 | 4 (80%) | 1 | 1 (20%) | 11 | 10 (67%) | 6 | 5 (33%) |
Migration Review Tribunal and Refugee Review Tribunal | Female | Female | 1 | 1 (100%) | 0 | 0 (0%) | 1 | 1 (50%) | 1 | 1 (50%) |
Murray Darling Basin Authority | Female | Female | 4 | 3 (75%) | 1 | 1 (25%) | 4 | 11 (69%) | 3 | 5 (31%) |
National Archives of Australia | Male | Male | 1 | 1 (20%) | 4 | 4 (80%) | 7 | 5 (24%) | 15 | 16 (76%) |
National Disability Insurance Agency | N/A | Male | N/A | 1 (20%) | N/A | 4 (80%) | N/A | 5 (29%) | N/A | 12 (71%) |
National Library of Australia | Female | Female | 2 | 2 (33%) | 4 | 4 (67%) | 12 | 17 (46%) | 23 | 20 (54%) |
Office of the Commonwealth Director of Public Prosecutions | Male | Male | 7 | 5 (71%) | 1 | 2 (29%) | 13 | 11 (46%) | 14 | 13 (54%) |
Office of the Fair Work Ombudsman | Male | Female | 5 | 2 (100%) | 2 | 0 (0%) | 8 | 4 (44%) | 8 | 5 (56%) |
Agency | Agency head | Number of male AH -1 | Number of female AH -1 | Number of male AH -2 | Number of female AH -2 | |||||
---|---|---|---|---|---|---|---|---|---|---|
2013 | 2014 | 2013 | 2014 | 2013 | 2014 | 2013 | 2014 | 2013 | 2014 | |
Source: Agency survey | ||||||||||
Agriculture | Male | Male | 2 | 2 (50%) | 1 | 2 (50%) | 14 | 11 (65%) | 7 | 6 (35%) |
Attorney-General's Department | Male | Male | 2 | 2 (67%) | 1 | 1 (33%) | 6 | 13 (54%) | 11 | 11 (46%) |
Australian Bureau of Statistics | Male | Male | 5 | 5 (100%) | 0 | 0 (0%) | 14 | 12 (57%) | 7 | 9 (43%) |
Australian Electoral Commission | Male | Male | 1 | 1 (100%) | 0 | 0 (0%) | 9 | 7 (64%) | 8 | 4 (36%) |
Australian Securities and Investments Commission | Male | Male | 7 | 7 (70%) | 3 | 3 (30%) | 26 | 29 (53%) | 16 | 26 (47%) |
Australian Taxation Office | Male | Male | 3 | 3 (100%) | 0 | 0 (0%) | 23 | 20 (67%) | 10 | 10 (33%) |
Bureau of Meteorology | Male | Male | 3 | 3 (60%) | 1 | 2 (40%) | 12 | 25 (78%) | 3 | 7 (22%) |
Australian Customs and Border Protection Service | Male | Male | 2 | 2 (50%) | 2 | 2 (50%) | 6 | 5 (50%) | 7 | 5 (50%) |
Defence | Male | Male | 10 | 8 (100%) | 1 | 0 (0%) | 24 | 23 (79%) | 7 | 6 (21%) |
Education | N/A | Female | N/A | 3 (100%) | N/A | 0 (0%) | N/A | 2 (25%) | N/A | 6 (75%) |
Employment | N/A | Female | N/A | 1 (25%) | N/A | 3 (75%) | N/A | 7 (41%) | N/A | 10 (59%) |
Environment | Male | Male | 3 | 3 (50%) | 2 | 3 (50%) | 8 | 13 (54%) | 5 | 11 (46%) |
Finance | Male | Male | 1 | 1 (25%) | 4 | 3 (75%) | 17 | 12 (75%) | 2 | 4 (25%) |
Foreign Affairs and Trade | Male | Male | 15 | 13 (81%) | 3 | 3 (19%) | 48 | 50 (79%) | 14 | 13 (21%) |
Health | Female | Female | 9 | 6 (75%) | 1 | 2 (25%) | 16 | 17 (52%) | 29 | 16 (48%) |
Human Services | Female | Female | 7 | 6 (67%) | 2 | 3 (33%) | 15 | 21 (50%) | 21 | 21 (50%) |
Immigration and Border Protection | Male | Male | 4 | 4 (67%) | 2 | 2 (33%) | 12 | 13 (62%) | 12 | 8 (38%) |
Industry | Male | Female | 2 | 3 (60%) | 2 | 2 (40%) | 15 | 16 (55%) | 7 | 13 (45%) |
Infrastructure and Regional Development | Male | Male | 2 | 2 (67%) | 1 | 1 (33%) | 26 | 4 (31%) | 12 | 9 (69%) |
IP Australia | Male | Female | 3 | 2 (50%) | 4 | 2 (50%) | 17 | 11 (52%) | 19 | 10 (48%) |
Prime Minister and Cabinet | Male | Male | 2 | 2 (25%) | 6 | 6 (75%) | 6 | 13 (41%) | 10 | 19 (59%) |
Social Services | Male | Male | 2 | 1 (20%) | 3 | 4 (80%) | 16 | 10 (50%) | 17 | 10 (50%) |
Treasury | Male | Male | 6 | 5 (71%) | 4 | 2 (29%) | 33 | 31 (74%) | 21 | 11 (26%) |
Veterans' Affairs | Male | Male | 10 | 4 (80%) | 5 | 1 (20%) | 11 | 6 (38%) | 8 | 10 (63%) |
Footnotes
1 Each year APS agencies provide workforce data, including diversity data, to APSED. If the employee moves to another agency that has not provided this information to APSED, the previous data is retained in APSED.
2 Figures may not add to 100% due to rounding.
3 Figures may not add to 100% due to rounding.
4 A push factor is some aspect of the agency that contributes substantially to an employee leaving; a pull factor is some aspect of the new employer that specifically attracted the employee.
5 Australian Public Service Commission 2012, viewed 23 September 2014, http://www.apsc.gov.au/publications-and-media/current-publications/mental-health.
6 Australian Public Service Commission 2012, viewed 23 September 2014, http://www.apsc.gov.au/disability/as-one/leading-the-way
7 The definition of employees from a non-English speaking background differs between the APSED and employee census definitions.