Finding better ways to provide the materials the world needs
Purpose & Values
The drive for innovation and continuous improvement is at the heart of our purpose
Business Strategy
Climate change is at the heart of our business strategy
Innovation
Finding better ways to do things is in our DNA
We supply the metals and minerals used to help the world grow and decarbonise
Iron Ore
Iron ore is the primary raw material used to make steel
7 things the world will need for a low-carbon future
Wind, sun and water – what else do you need to make renewable energy work?
Sustainability – the expectation, not the exception
Shaping our aluminium product offering to meet demand for greener metals
Bringing to market materials critical to urbanisation and the transition to a low-carbon economy
Look inside a mine of the future
Our most intelligent mine yet is pioneering new mining technologies
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
Sustainability Reporting 2023
As temporary custodians of the land where we operate, we are entrusted with accessing the world’s essential materials and making them available for society’s use
Climate Change
We’re targeting net zero emissions by 2050
Tailings
We’ve launched a new interactive map of our tailings facilities
We aim to deliver superior returns to our shareholders while safeguarding the environment and meeting our obligations to wider society
Reports 2023
Download our 2023 Annual Report, Climate Change Report, Sustainability Fact Book and Taxes Paid Report
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
A new way to decarbonise steel
Tackling a global challenge
Tackling it all
A short documentary series with the Queensland Reds is inspiring working women everywhere
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
Join our team
We are finding better ways to support and empower our people, which means creating an environment where everyone feels comfortable being themselves, has the courage to speak up if something is not right and listens to each other with care and curiosity.
We have launched a number of initiatives to build a culture of trust where our people feel safe, respected and empowered. They are supported to be the best they can be, to use their knowledge and experience to achieve our aspirations together.
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, and we have established targets to improve the number of women in our organisation, at all levels.
We are committed to Indigenous peoples having a stronger voice across our business. We are one of the largest employers of Indigenous Australians, with more than 1,500 Indigenous employees and contractors working across our Australian business, but we recognise that we have more work to do to increase representation in professional and leadership roles.
Our values – care, courage and curiosity – guide how we work and how we treat each other.
IIn many organisations, career progression means taking on responsibility for leading teams. But through our RioExcel program, we offer our technical specialists an alternative career path – one where they can focus on building and sharing their expertise.
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RioExcel is open to all technical experts in our business, and guides career development planning, recognition, and a challenging and rewarding path to progress within our company. Experts can apply to join the program, and applications are assessed against five criteria: technical expertise, commercial and strategic outcomes, contribution to community knowledge, professional recognition as a thought leader, and living our values.
Brendan, our Head of Technical Excellence and leader of the RioExcel program, explains how the program supports career growth:
“With RioExcel, we’re looking for technical leadership and influencing skills. It’s not just about doing the work, but about bringing the organisation along on the journey and being able to pass on your knowledge to the next generation. There’s a structured process to how to assess the RioExperts, and it’s a rigorous process. Similar to the way science advances through a peer review process, the applications go to a senior assessment panel that reviews the information, benchmarks it to others in the organisation and then recognises them, if they’re successful, as a RioExpert.
“I remember having a conversation with someone, she was a young engineer, a world expert in her niche field. She was getting to the point where she couldn’t see much room for advancement. She’d done all she could do. When she was recognised as a RioExpert – almost the next day the phone started ringing because people knew what she had to offer. Suddenly she realised her horizons were much more vast. Getting to be part of that, and creating that opportunity, it’s been such a rewarding experience for me.
“It’s also been so fantastic to see when people come to the realisation of what collectively they can achieve as a community – because they’re multidisciplinary, they join forces and can solve really massive problems that had previously felt unsolvable – when I see the lights go on for people and they see what they can achieve together? It’s incredible.”
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.
To help us understand how our people feel about the company and our direction, we conduct 2 annual Group-wide employee engagement surveys. More than 39,000 employees responded to our most recent survey in October 2023, and our employee satisfaction score (eSAT) increased to 74, from 73 in 2022.
We have made positive progress on key indicators aligned with everyday respect including authenticity, belonging, inclusion and speaking up.
We have more to do and will continue to focus on accountability and increasing collaboration inside and outside of our business.
Having an inclusive and diverse workforce is a competitive advantage. It will enable us to find better ways to do things and ensure that we reflect the communities where we work.
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%.
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.
We continued to evolve our award-winning graduate program in 2023 and recruited our biggest cohort yet with 298 graduate roles. Of these, 51.7% in new graduate roles were women and 37.6% were from communities where we are building new businesses. In Australia, 10.6% of the graduate intake (down from 15% in 2022) and 13.8% of our vacation student program (up from 2.2% in 2022) were Indigenous.
In December 2023, we formalised our ambitions to increase representation of ethnic minorities setting a global target of 18% ethnic minority representation within our senior leadership population (Executive Committee direct reports) by the end of 2027.
Throughout 2023, we have also made it a priority to address safety and hygiene risks in our facilities with improvements to security, lighting and access to well-maintained restrooms and change rooms.
We continue to invest in our people. We know leaders play a critical role in shaping our culture and in 2023, our focus was on developing our leaders. We held 2 leadership conferences to bring our senior leaders together to reflect on our past, make further progress against our strategy and look at ways we can shape the future of our business.
In 2023, we continued to invest in personal leadership development through the Voyager program. This program has now been completed by 72% of our senior leaders.
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 inclusion and diversity.
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. Our 2023 equal pay gap is 1% in favour 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 2023, our gender pay gap was 1% in favour of women, consistent with previous years.
We are committed to eliminating any residual pay inequities based on gender or other non-legitimate dimensions of difference.
Since moving from Japan to the remote Pilbara region of Western Australia, Mari’s had a fascinating career trajectory – changing gears from hospitality to driving huge mining trucks and excavators.
Feeling comfortable to be your true self is a core part of feeling included, supported and productive at work
Increasing Indigenous knowledge-sharing through 2-way Mentoring program
Total workforce
Board of Directors
Executive Committee
Senior leadership
Graduate intake
Frontline operators
2023 figures. Total workforce refers to managed operations.
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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.
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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.
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