Yarwun refinery employee

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

Rio Tinto Australia

Industry Comparison


Base salary gap



Total remuneration 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.

Reducing gender pay gaps

Representation of women in both senior and operational roles remains a key driver of gender pay gaps and it remains a key area of focus across the Group. 

Targeted actions

There are a broad range of targeted initiatives underway, which include (but are not limited to):

  • Consistent monitoring and reporting of our gender pay gaps and underlying causes
  • Annual investments in pay that are specifically focused on eliminating gender gaps and other non-legitimate dimensions of difference in pay
  • Year-on-year targets towards achieving gender balance at all levels, including as a performance metric in the Group scorecard of our Short-Term Incentive Plan
  • International Women in Mining mentoring, as well as other mentoring for women at local levels
  • Benefits offering of a gender-neutral parental leave policy
  • Targeted recruitment campaigns at the Product Group level to increase representation of women. Including our Transferrable Pathways and Balance Boost (Iron Ore), Women in Leadership (Aluminium), #SheMines (Minerals) and others
  • Various career and learning development opportunities for women, to enable development and create a culture where women can thrive

Progress of Everyday Respect recommendations

The Everyday Respect recommendations also aim to address root causes which drive inequalities in the workplace. Some of the work underway includes:

  • Launch of a global Gender Equality Employee Resource Group (ERG), to elevate the voices of women and the “why” for gender equality
  • Everyday Respect leader training
  • Identifying and addressing structural barriers that exist for women (and underrepresented groups) in the recruitment process
  • Improving support for women and underrepresented groups when onboarding as a new employee with Diverse Deployment Support Guides for leaders and employees
  • Improving parental leave experience with an employee guide Caring for you throughout your parental leave transition and leader guide Enabling positive parental leave transitions
  • Ongoing work to provide safe and inclusive facilities at our sites and hub locations


Related content

Employees at Richards Bay Minerals

Talent, diversity and inclusion

Creating an environment where everyone feels comfortable being themselves, has the courage to speak up and listens to each other with care and curiosity
Employees safely walking next to HME at West Angelas Mine

Pay equity

Rio Tinto strives to create an inclusive workplace where all people feel safe, respected and included
Everyday Respect

Everyday Respect

We have a responsibility to create a safe, respectful and inclusive workplace