Rio Tinto statement - WGEA Gender pay gap

Rio Tinto's commitment to a diverse and inclusive workplace

We are finding better ways to live our values and build an environment of trust where everyone feels safe, respected and empowered. This is how we attract and retain world-class talent to our operations globally. Over the past 12 months, we have continued our work to support a diverse and inclusive workplace by implementing the recommendations outlined in our Everyday Respect report. Our focus has been on:

• promoting respect
• investing in leadership development
• creating an inclusive workplace
• increasing support for our people
• ensuring equality through pay equity

The representation of women across all levels in our business continues to be an important focus. In 2023, we saw an increase from 22.9% to 24.3% and further increases across all levels of the organisation, with senior leaders increasing from 28.3% to 30.1%, and operations and general support increasing from 16.2% to 17.7%.

In 2024, we will conduct an independent Everyday Respect progress review. Implementing the Everyday Respect report recommendations remains our priority and we are confident that this will improve both the attraction and retention of women and other diverse groups to our business.

Our commitment to fair and equal pay

At Rio Tinto, ensuring that employees with similar skills, knowledge, qualifications, experience and performance are paid equally for the same or comparable work is intrinsically linked to our commitment to diversity and inclusion. We remain committed to eliminating any residual pay inequities based on gender or other non-legitimate dimensions of difference.

To support this commitment, Rio Tinto monitors and reports fair pay elements across multiple dimensions and participates in reporting and disclosures across several industry and legislative standards at a local, regional, country and global level.

Our WGEA gender pay gap

Base salary gender pay gap 

On base salary, our median gender pay gap is 2.3% in favour of women. Our base salary approach is driven by principles of fairness and equity, supported by annual investments that ensures our base salaries remain competitive and development driven for all employees.

Total remuneration gender pay gap 

On total remuneration, our median gender pay gap is 13.5% in favour of men. This is predominantly attributed to the under representation of women in leadership and operational roles. Leadership roles receive higher total remuneration, whilst operational roles attract a higher set of allowances to compensate for hardship (eg living and working remotely, payment for additional hours worked, and working nights/weekends etc). The difference in representation of women in operational roles which receive role-based allowances is a significant driver of the total remuneration gender pay gap.