Finding better ways to provide the materials the world needs
Our business
We operate in 35 countries where our 60,000 employees are working to find better ways to provide the materials the world needs
Our purpose in action
Continuous improvement and innovation are part of our DNA
Innovation
The need for innovation is greater than ever
We supply the metals and minerals used to help the world grow and decarbonise
Iron Ore
The primary raw material used to make steel, which is strong, long-lasting and cost-efficient
Lithium
The lightest of all metals, it is a key element needed for low-carbon technologies
Copper
Tough but malleable, corrosion-resistant and recyclable, and an excellent conductor of heat and transmitter of electricity
Bringing to market materials critical to urbanisation and the transition to a low-carbon economy
Oyu Tolgoi
One of the most modern, safe and sustainable operations in the world
Rincon Project
A long-life, low-cost and low-carbon lithium source
Simandou Project
The world’s largest untapped high-grade iron ore deposit
Providing materials the world needs in a responsible way
Climate Change
We’re targeting net zero emissions by 2050
Nature solutions
Our nature-based solutions projects complement the work we're doing to reduce our Scope 1 and 2 emissions
Decarbonisation progress update
We have a clear plan on decarbonisation - find out more about our progress
We aim to deliver superior returns to our shareholders while safeguarding the environment and meeting our obligations to wider society
Reports 2024
Download our 2024 suite of reports, including our 2024 Taxes and Royalties Paid Report, detailing $8.4 billion of taxes and royalties paid globally during the year
Get the latest news, stories and updates
Things You Can't Live Without
Our podcast discussing what needs to happen to create a sustainable future for the everyday items we have come to rely on
The 'f' word of innovation
How unlocking innovation requires a change of mindset
Reducing titanium oxide's carbon footprint
Our BlueSmelting technology could drastically reduce carbon emissions during ore processing
Discover more about life at Rio Tinto
Graduates and students
If you want to drive real change, we have just the place to do it
Empowering families with flexibility
Supporting new parents of any gender with equal access to parental leave
Available jobs
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At Rio Tinto, we’ve been on a journey to build a more inclusive, safe and respectful workplace for everyone.
A big part of this has been our deliberate focus on making sure that people with similar skills, experience and contributions are paid equally for the same or comparable work.
As a global company, we want fairness and equity to be at the heart of everything we do. We’re committed to building an inclusive organisation that reflects the societies and communities we operate in. We know diverse teams make better decisions, which leads to better outcomes for everyone, because that's when you unleash the full power, the full creativity, the full energy, of our people.
Our pay equity strategy is all about ensuring fairness in our pay outcomes. It's a fundamental part of how we approach pay at Rio Tinto. We invest a significant portion of our annual budget in our people's Pay Health. Over time, this has helped us achieve neutral pay gaps for base pay.
Every year, we report on our equal pay and gender pay gaps using best practice methodology. Our annual data report that we share with the Workplace Gender Equality Agency (WGEA) in Australia plays an important role in how we address gender pay in one of our largest geographical areas.
We know that our industry needs to change, and as one of the world’s largest mining companies, we have a crucial role to play.
We are fully dedicated to providing fair and equal pay, improving gender representation, and building a more respectful and inclusive workplace.
We are taking bold steps to maintain our pay equity and breaking down cultural barriers through concrete actions and initiatives. This includes strong support from senior leadership, education for leaders, mentoring and career development programs.
Our Living Wage accreditation further reinforces our commitment to fair pay.
Join us on our journey at Rio Tinto, where we champion equitable pay and where we are building an inclusive, diverse culture.
Together, let’s make Rio Tinto a place where everyone feels valued and fairly treated.
Our equal pay gap, the primary lens we use when assessing gender pay, measures the extent to which women and men employed by our company in the same location and performing work of equal value receive the same pay. In 2024, we reported a Group level equal pay gap of less than 1.5%* in favor of men.
Gender pay gap is a measure of the difference between the average earnings of women and men across the Group (excluding incentive pay), regardless of role, expressed as a percentage of men’s earnings. In 2024, we reported a Group level gender pay gap of less than 1%* in favour of women consistent with previous years.
*As reported in our 2024 Annual Report and based on full time equivalent, contractual base salary
Further reinforcing our approach to fair and equal pay is our recent global Living Wage Employer accreditation from the Fair Wage Network (FWN), which we achieved in 2024.
This milestone confirms that our employees are paid a living wage, ensuring sufficient income for an acceptable standard of living. The accreditation is reflective of our pay levels representing a minimum income required to cover essential expenses such as food, water, housing, education, health care, transport, clothing, and other essential needs, including provision for unexpected events.
Being a Living Wage Employer reflects our core values of caring for our people, their families and communities, ensuring they can maintain a decent quality of life, free from financial hardship. We believe this not only promotes employee wellbeing but contributes to broader societal benefits through reduced pay inequity.
This accreditation is a key part of our pay equity strategy, and provides an important measure of our progress in delivering fair and equitable pay.
Rio Tinto participates in country-specific reporting, such as the Workplace Gender Equality Agency (WGEA) in Australia. The current WGEA report reflects 2023/2024 data submitted in 2024. Variances in reporting timeframe and methodology mean that the outcomes are not directly comparable to our Group-level reporting on gender pay, but they provide valuable insight into our equal and fair pay practices.
A summary of our WGEA gender pay outcomes is outlined below:
16.6% +Men
1 As calculated by the Workplace Gender Equality Agency
For more detail on our WGEA gender pay disclosures, see Our Rio Tinto Statement – WGEA gender pay gap.
The methodology required by the UK regulations differs from our approach to assessing gender pay equity.
The UK methodology calculates the difference in average pay and bonuses between all men and women within an employing entity. It is expressed as a percentage of men’s earnings. This differs from Equal Pay, which means that men and women in the same employment performing equal work must receive equal pay.
We have published combined figures for Rio Tinto London Limited (RTLL) and Rio Tinto Mining and Exploration Limited, as set out below:
(see below for definitions)
(April 2024)
(April 2023)
Mean hourly gender pay gap2
24%
34.5%
Median hourly gender pay gap2
17.1%
25.4%
Mean bonus pay gap for the year3
62.9%
71.8%
Median bonus pay gap for year3
28.2%
43.5%
Proportion of men receiving a bonus payment4
95%
86%
Proportion of women receiving a bonus payment4
85%
Notes:
1 Year on year variances in the gaps are primarily a reflection of changes in demographics from employee movement across the two periods.
2 Indicates by how much women’s mean/median hourly rate is lower than men.
3 Indicates by how much women’s mean/median bonus is lower than men.
4 All current UK employees are eligible for a bonus. Percentages less than 100% reflect employees joining after the bonus cut-off period.
Proportion of men and women in each quartile pay band
Men
Women
Lower pay quartile
43%
57%
34%
66%
Lower middle pay quartile
59%
41%
47%
53%
Upper middle pay quartile
60%
40%
62%
38%
Upper pay quartile
71%
29%
75%
25%
Definitions used for UK disclosures in the table above:
Difference between the mean/median hourly rate of pay paid to men and women (employees whose pay has been reduced as a result of leave and therefore are not "full-pay relevant" are excluded from the analysis). A positive value indicates that the hourly pay for men is higher than for women.
Difference between the mean/median bonus pay paid to men and women (employees not in receipt of a bonus are excluded from the analysis). A positive value indicates that the bonus for men is higher than for women.
Proportion of men/women who were paid a bonus.
Proportion of men/women employees in 4 quartile bands, which are calculated by dividing the employee population into 4 equal parts.
Gender pay gap calculations, including the UK pay gap methodology, are deeply influenced by the seniority of men and women in an organisation and industry.
Women continue to be underrepresented in senior roles at Rio Tinto, and this is evident in Rio Tinto London Limited, where employees are primarily located in a small corporate office in London, which contains some of the most senior roles in the company. As representation of women at senior levels is lower, this proportionally affects the size of the UK gender pay gap metrics. The approach to addressing this in the UK is the same as our global goals, including targets to increase the representation of women in Rio Tinto.
Pleasingly, progress is being made with a lower mean hourly gender pay gap and lower median hourly gender pay gap in 2024.
The hourly pay gap reflects the number of women in senior roles at Rio Tinto London Limited, as evidenced by the percentage of women in roles paid in the upper quartile or middle upper quartile.
It is worth noting that the reported level of gender pay gap is materially lower when there are equal numbers of men and women at a given level of seniority. For example, in middle management and middle professional roles, which are the most balanced in terms of gender representation for Rio Tinto in the UK, the mean and median Gender Pay Gap is 4% and 6% in favour of men respectively at 5 April 2024.
The ‘bonus’ primarily includes the value of short (STIP) and long term (LTIP) incentives.
Consistency and fairness checks are conducted annually on STIP and LTIP awards as part of the Annual Remuneration Review.
The ‘bonus’ pay gap is primarily driven by a higher representation of men in upper bands, which attract higher salaries, STIP and LTIP opportunities.
How we process personal data provided or obtained through this website.
With the exception of the use of cookies, Rio Tinto generally does not seek to collect personal data through this website. However if you choose to provide personal data to Rio Tinto through this website (for example, by sending us an email), we will process that personal data to answer your query and if relevant, to manage our business relationship with you or your company. We won't process that personal data for other purposes except where required to meet our legal obligations or otherwise as authorised by law and notified to you.
If you choose to subscribe to our media releases or other communications, you can unsubscribe at any time (by following the instructions in the email or by contacting us).
With your consent, our website uses cookies to distinguish you from other users of our website. This helps us to provide you with a good experience when you browse our website and also allows us to improve our site. A cookie is a small file of letters and numbers that we store on your browser or the hard drive of your computer if you agree. Cookies contain information that is transferred to your computer's hard drive.
As some data privacy laws regulate IP addresses and other information collected through the use of cookies as personal data, Rio Tinto’s processing of such personal data needs to comply with its Data Privacy Standard (see Part 1 of our Privacy Policy), and also applicable data privacy laws.
With the exception of the use of cookies (explained below), Rio Tinto generally does not seek to collect personal data through this website. However if you choose to provide personal data to Rio Tinto through this website (for example, by sending us an email), we will process that personal data to answer your query and if relevant, to manage our business relationship with you or your company. We won't process that personal data for other purposes except where required to meet our legal obligations or otherwise as authorised by law and notified to you.
Part 1 of this Privacy Policy contains the Rio Tinto Data Privacy Standard, which provides an overview of Rio Tinto’s approach to personal data processing. There is additional information in the appendices to the Data Privacy Standard, including information about disclosures, trans-border data transfers, the exercise of data subject rights and how to make complaints or obtain further information relating to Rio Tinto’s processing of your personal data.
If you choose to subscribe to our media releases or other communications, you can unsubscribe at any time (by following the instructions in the email or by contacting us at digital.comms@riotinto.com).
With your consent, our website uses cookies to distinguish you from other users of our website. This helps us to provide you with a good experience when you browse our website and also allows us to improve our site.
A cookie is a small file of letters and numbers that we store on your browser or the hard drive of your computer if you agree. Cookies contain information that is transferred to your computer's hard drive.
As some data privacy laws regulate IP addresses and other information collected through the use of cookies as personal data, Rio Tinto’s processing of such personal data needs to comply with its Data Privacy Standard (see Part 1 of this Privacy Policy), and also applicable data privacy laws.
These Cookies are used to provide a better user experience on the site, such as by measuring interactions with particular content or remembering your settings such as language or video playback preferences.
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