Finding better ways to provide the materials the world needs
Our business
We operate in 35 countries where our 57,000 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 in 2024
We aim to deliver superior returns to our shareholders while safeguarding the environment and meeting our obligations to wider society
Acquisition of Arcadium Lithium
Bringing our scale, development capabilities and financial strength to the Arcadium Lithium portfolio
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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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Equity is intrinsically linked to our commitment to inclusion and diversity. Ensuring that employees with similar skills, knowledge, qualifications, experience, and performance are paid equally for the same or comparable work remains a core focus. Our gender pay gap reporting consists of two metrics: equal pay gap and gender pay gap. These pay equity statistics are integral to our monitoring of employee pay, they guide pay decisions and investment during our annual remuneration review. The statistics are affected by gender representation across our organisation (we employ more men than women). We remain focused on improving diversity at all levels across the business.
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 2023, our equal pay gap was less than 1%* in favour of men.
*Based on full time equivalent, contractual base salary
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 less than 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.
In conjunction with progressing our Everyday Respect work, various targeted initiatives to reduce gender pay gaps include (but are not limited to):
Both the equal pay gap and the Group-wide gender pay gap are measured and monitored on a voluntary basis by Rio Tinto, in parallel with country-specific mandatory reporting requirements.
Rio Tinto Australia
Industry comparison
Median
Base salary gap
(2.3%)
10.3%
Total remuneration gap
13.5%
14.5%
1As calculated by the Workplace Gender Equality Agency
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.
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.
Under UK regulations, while none of our UK employing entities meet the minimum reporting threshold of 250 employees, details of the gender pay gap for the largest entity (Rio Tinto London Limited) have been voluntarily disclosed.
The methodology required by the UK regulations differs from Rio Tinto’s 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.
Rio Tinto is not obliged to publish the “gender pay gap” report for any of its UK employing entities for 2023, as none of these entities reached the minimum reporting threshold of 250 employees. However, we have chosen to voluntarily publish figures for the largest employing entity in the UK, Rio Tinto London Limited, as set out below:
Gender pay gap disclosable metrics (see below for definitions)
Results RTLL (April 2022)
Results RTLL (April 2023)
Mean hourly gender pay gap2
42.9%
34.5%
Median hourly gender pay gap2
32.4%
25.4%
Mean bonus pay gap for the year3
83.1%
71.8%
Median bonus pay gap for year3
64.7%
43.5%
Proportion of men receiving a bonus payment4
88%
86%
Proportion of women receiving a bonus payment4
91%
85%
Notes:
1 Year on year variances in the gaps are primarily a reflection of changes in demographics from employee movement across the 2 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.
4All current UK employees are eligible for a bonus. Percentages less than 100% reflect employees joining after the bonus cut-off period.
As at April 2022
As at April 2023
Proportion of men and women in each quartile pay band
Men
Women
Lower Pay Quartile
26%
74%
34%
66%
Lower Middle Pay Quartile
50%
47%
53%
Upper Middle Pay Quartile
61%
39%
62%
38%
Upper Pay Quartile
79%
21%
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 under-represented 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.
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 in Rio Tinto London Limited, the mean and median Gender Pay Gap is 6% and 9% in favour of men respectively at 5 April 2023.
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.
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