This section presents analysis of how enterprises applied wage increases for employees in the absence of a significant change to an employee’s duties or responsibilities and how employees had attained wage increases.
Wage increases reported by enterprises
Enterprises were asked whether they used specific methods to determine wage increases and, if so, whether that method would be available to all, most or some employees.
Table 5.9 presents findings for each method used by enterprises. Just over three-quarters (77%) of enterprises reported using performance assessments to determine wage increases for employees and almost two-thirds (64%) indicated that they had implemented increases resulting from employee-initiated negotiations.
Table 5.9: Methods used to determine wage increase by employment size & main method of setting pay, per cent of enterprises
||Pre-determined adjustments such as through annual increases
|Negotiations initiated by employees
|Main method of setting pay
Access to wage increases reported by employees
As noted in Table 5.5, 43% of employees indicated that they had negotiated their pay rate with their employer. The AWRS also collected information about whether employees had sought to increase their wage/salary since they commenced their employment and how.
Table 5.10 demonstrates that almost one-third (28%) of employees indicated they had received a better wage without having to negotiate with their employer.
More males than females indicated that they had attempted (with or without success) to attain a better wage/salary through negotiation with their employer, with 19% of males indicating that they had attained a better wage without changing roles or had attempted to (2%) compared to 13% of females who had been successful or had unsuccessfully attempted this (2%).
Almost one-third (30%) of employees indicated that they had not attempted to attain a better wage/salary since they commenced their employment.
Table 5.10: Proportion of employees who had sought a better wage/salary since commencing their current job & outcome by gender, per cent of employees
|Received a better wage/salary without pursuing it
|Successfully attained a better wage/salary through a promotion
|Successfully attained a better wage/salary through negotiations with manager/employer (i.e. without changing roles)
|Attempted to attain a better wage/salary though promotion, but was unsuccessful
|Attempted to attain a better wage/salary in the same role, but was unsuccessful (e.g. request refused or ignored)
|Have not attempted to attain a better wage/salary since commencement of employment with this employer
|Have not attempted to get a promotion
As presented in Table 5.11, the most commonly reported reason for not pursuing a better wage or salary reported by employees who had not attempted to improve their wage since they commenced their employment was satisfaction with their wage/salary (33%).
Table 5.11: Reason why employees have not sought a better wage/salary since commencing their current role
||All employees (%)
|Satisfied with current wage/salary
|Satisfied in current role
|There is no process/procedure to be able to access a better wage to perform the role
|Role not seen by manager/employer as worthy of a higher wage
|Concerned about negative effects on relationship with manager/employer
|New to role/still on probation
|Waiting for a review to conclude