Employees sharing a laugh


We are curious and creative, ingenious and hard-working. We are pioneers – exploring the boundaries of everything we do. The materials we produce are essential to human progress, and we see that progress driven by our people.

At home and at work, we promote a healthy and balanced lifestyle and are paying more attention to mental health. We also know that people are at their best when they can be themselves, so we foster a culture where every voice is heard, every idea is encouraged and everyone is supported.

Our Values

Our five values – safety, teamwork, respect, integrity and excellence – define how we treat each other and how we work with our partners.

  • Employee inspecting machinery
    Safety: Caring for human life and wellbeing above everything else
    This means: we make the safety and wellbeing of our employees, contractors and communities our number one priority. Always. Safely looking after the environment is an essential part of our care for future generations. 
  • Teamwork at IOC
    Teamwork: Collaborating for success
    This means: we work together with colleagues, partners and communities globally to deliver the products our customers need. We learn from each other to improve our performance and achieve success.
  • Two employees on site working together
    Respect: Fostering inclusion and embracing diversity
    This means: we recognise and respect diverse cultures, communities and points of view. We treat each other with fairness and dignity to make the most of everyone’s contributions. 
  • Employee smiling at camera
    Integrity: Having the courage and commitment to do the right thing
    This means: we do the right thing, even when this is challenging. We take ownership of what we do and say. And we are honest and clear with each other, and with everyone we work with. This helps us to build trust. 
  • Employee surrounded by monitors
    Excellence: Being the best we can be for superior performance
    This means: we challenge ourselves and others to create lasting value and achieve high performance. We adopt a pioneering mindset and aim to do better every day. 


Nothing is more important to us than the safety of our employees and contractors.

Our goal is zero fatalities: we want everyone to return home safely at the end of the day, every day. That means not only our employees, but also our suppliers and local communities. We work to keep them safe and healthy by managing risks, promoting a safety-first culture, focusing more and more on health and using automation to remove people from high-risk work. We also believe safety does not begin and end at work and have taken steps to stop violence against women, with industry-leading programmes in Australia and North America to end family and domestic violence.

Inclusion & Diversity

We are committed to an inclusive environment where people feel comfortable to be themselves. We want our people to feel that all voices are heard, all cultures respected and that a variety of perspectives are not only welcome – they are essential to our success. We treat each other fairly and with dignity regardless of race, gender, nationality, ethnic origin, religion, age, sexual orientation or anything else that makes us different. 

We also aim for a diverse workplace – not just because it is good for our business, but because it is the right thing to do. We are not where we want to be on gender diversity, so we have established clear targets to improve the number of women in our organisation, at all levels. We have rolled out a global policy for gender-neutral parental leave and revised our policy on inclusion and diversity to reinforce our expectations around behaviours and personal accountability. Our goal is to increase women in senior management by 2% each year, and for our graduate intake to be 50% women. 

We are also a Founding Member of the Australian Male Champions of Change, a group established to elevate gender equality.

2019 Performance

  • 2019 in Review
  • 2019 in Numbers

We aim to create a workplace that is supportive, inclusive, empowering and engaging. In 2019, our chief executive visited 17 sites, engaged in small group discussions at more than 20 locations, and held more than 30 town halls. He also regularly has conversations with employees around the world on our internal Yammer platform, which more than 30,000 of us use.

We saw a 12-point increase in our employee Net Promotor Score (eNPS) over the past 12 months. This measures how likely an employee is to recommend Rio Tinto to a friend or colleague.

  • 12-point increase in our employee net promoter score (eNPS*)
  • 3-point increase in employee satisfaction score (eSAT*) 
  • 4-point increase in our recommend score
  • 37% of Yammer members engage on a monthly basis, on average

*eNPS is a measure of “how likely an employee is to recommend Rio Tinto to a friend or colleague”. It is calculated by subtracting the proportion rating 0-6 from the proportion rating 9 and 10 (on a 0-10 scale). eSat is a measure of “how happy an employee is to work at Rio Tinto”. It is calculated by averaging the responses on the 1-7 scale and expressing this out of 100.

Continuous Learning

We recognise that our leaders are critical to engaging our employees and we continue to invest in building great capabilities within this key group. In 2019, our flagship leadership development programme Leading for Success concluded, with almost 6,000 leaders participating over a three-year period in 38 locations, across 14 countries.

We also implemented our RioExcel programme across all technical disciplines and levels. RioExcel recognises the contributions of our technical experts across our business and provides them with a technical career pathway. 50 such experts – 24% of whom are women – were recognised across all levels and technical disciplines in 2019, from geology to process engineering to asset management.

Diversity and Inclusion

Our graduate programme continues to help us bring new perspectives into the organisation. In 2019, our graduate cohort came from 29 countries, representing 20 nationalities^, with most speaking at least two languages. 54% of our 2019 intake were female (4% above our 50% target), with 19% of our graduate intake from places where we are developing new businesses (against a 30% target).

We also partner with universities such as Queensland University of Technology, University of Western Australia, McGill University and Polytechnique of Montreal to build a diverse pipeline and attract students into STEM disciplines through targeted primary and high school programmes.

^Identifying with a nationality is not mandatory, and over 48% of our graduates have not formally reported a nationality.

Pay Equity

Equal pay is at the core of our approach to pay equity, meaning that we make sure that men and women employed in the same location and performing work of equal value receive the same pay. Our equal pay gap is just under 2%. We continue to monitor this gap to make sure differences are due to legitimate factors, and we are taking action if they are not.

Unlike equal pay, the gender pay gap is influenced by the relative seniority of men and women. This is a measure of the difference between average earnings across our company, regardless of roles – and is expressed as a percentage of men’s earnings.

Our gender pay gap of less than 1% reflects the large sample size and masks a less favourable position, vis-à-vis women’s earnings, at our UK head office. While there is relatively little difference between the average pay of men and women across our entire workforce, there is still a lack of gender balance across our most senior management positions, which we are addressing through a number of initiatives and targets, for example, to increase the women in our senior management roles by 2% each year. In 2019, the percentage of women in senior management at our company remained at 22.6%, consistent with 2018.


Industrial Relations

In 2019, we held a forum in North America for union directors and presidents, as well as senior management representatives from our aluminium, iron and titanium and Iron Ore Company of Canada (IOC) businesses.

We also continued to strengthen our relationship with IndustriALL, a global trade union federation representing more than 50 million workers in more than 140 countries. In June, Oyu Tolgoi’s Employee Relations team took part in a workshop with a union delegation led by IndustriALL leaders. In September, we invited IndustriALL to take part in the survey for our latest sustainable development materiality assessment. And in November, we joined the IndustriALL Global Union Conference on Corporate Social Responsibility and Labour Relations in Berlin.

In December, our Industrial Relations steering committee met with global unions to discuss various things, including the roll-out of our Supplier Code of Conduct around the world.

Employee (Number)

Regional Distribution of Workforce

Product Group Distribution of Workforce (2014-2018)

Women at Rio Tinto


Senior Management


Executive Committee


Graduate Intake


Total Workforce


Occupational Roles Occupied by Women


Overall Gender Pay Gap

2019 figures. Total workforce refers to managed operations.

Working at Rio Tinto

We produced the world's first certified responsible aluminium. We were the first mining company to embrace Indigenous peoples' land rights in Australia. And we created one of the world's biggest robots – and maybe one of the smallest. But we always want to do more.

Working at Rio Tinto means touching people’s lives: from exploring new materials to finding ways to tackle climate change. We value curiosity, creativity, innovation and hard work. We work in some of the most remote, beautiful places in the world – like the Northwest Territories in Canada and Weipa in Far North Queensland, Australia – as well as in major metropolitan hubs like Montreal, Perth, Brisbane and Singapore.

We know that work is changing and we are changing with it. We partner with governments and institutions to ensure that our people and communities have the skills they need throughout their careers. For example, in 2018 we launched the first ever nationally recognised certificates in Automation and Remote Operations, in partnership with the government of Western Australia and South Metropolitan TAFE (Technical and Further Education). And in 2019 we announced a A$10 million, four-year partnership focusing on skills for the digital future with leaders in Australia’s education and innovation sectors, including leading start-up accelerator BlueChilli and Amazon Web Services. In the same year, in Quebec, Canada, we supported the creation of a centre to support entrepreneurs in the natural resources sector to establish and run more efficient, sustainable and profitable businesses.