Equal pay gap

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

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

Gender pay gap

• Australia

  Gender Pay Gap – Australia¹

  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:

  	Rio Tinto	Mining industry
  	2023/2024 reporting year (published in March 2025)
  Average base salary	0.5% +Women	16.6% +Men
  Median base salary	0.6% +Men	17.9% +Men
  Average total remuneration	7.7% +Men	19.8% +Men
  Median total remuneration	12.2% +Men	19.9% +Men

   

   ¹ As calculated by the Workplace Gender Equality Agency

  • Our WGEA average base salary pay gap is 0.5% in favour of women, compared to the mining industry average pay gap of 16.6% in favour of men.
  • While we expect to see small shifts year on year, our 2024 outcome reflects a neutral pay gap and reinforces our commitment to fair and equal pay setting.
  • Our WGEA average total remuneration pay gap is 7.7% in favour of men, compared to the mining industry average gender pay gap of 19.8% in favour of men.
  • Our total remuneration pay gap is largely attributed to the under representation of women in operational roles, where a higher set of allowances compensate for hardship factors (for example, living and working remotely, payment for additional hours and working nights, weekends and public holidays), typically between 15% and 25% depending on occupational activities.

  For more detail on our WGEA gender pay disclosures, see Our Rio Tinto Statement – WGEA gender pay gap.

• UK

  Gender pay gap - UK

  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: 

  Rio Tinto UK Gender Pay Gap Metrics (UK Government Methodology) ¹

  Gender pay gap disclosable metrics (see below for definitions)	Results RTLL (April 2024)	Results RTLL (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	95%	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.

   

  	As at April 2024		As at April 2023
  Proportion of men and women in each quartile pay band	Men	Women	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:

  Mean/median gender pay gap

  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.

  Mean/median bonus pay gap

  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.

  Prop. men/women receiving bonus

  Proportion of men/women who were paid a bonus.

  Prop. men/women in each quartile band

  Proportion of men/women employees in 4 quartile bands, which are calculated by dividing the employee population into 4 equal parts.

  Commentary on Results for Rio Tinto London Limited

  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.

  Hourly pay gap

  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.

  Bonus pay gap (Variable pay)

  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.

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