Over the past seven years, we’ve been analysing and reporting on our gender pay gap, taking proactive steps to address gender inequality. While our gender pay gap is influenced historically by a higher number of men in senior leadership and technical roles – reflecting our legacy in the mining industry – we have made significant progress in shifting this balance.
Since 2018, we’ve reduced our gender pay gap by 19.83 percentage points. We’re committed to creating a more gender-balanced workforce by promoting gender equality through inclusive policies and practices. Our focus includes building a family-friendly and wellbeing-focused workplace, ensuring fair and equitable development opportunities for all, and addressing the factors that impact women in the workplace to help them perform at their best.
Closing our pay gaps
In addition to reporting our gender pay gap, we have voluntarily reported pay gaps related to ethnicity, disability, and sexual orientation for the past four years. Transparency in these areas is crucial to us, as it enables us to identify disparities and take informed actions to drive meaningful change.
How will we know we are succeeding?
| We will: |
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| Continue to make demonstrable progress in recruiting and retaining a diverse workforce reflective of the communities we serve across Great Britain, improving social mobility and providing opportunities for individuals who live in mining communities |
| Provide opportunities for our colleagues to grow and develop their skills and expertise including support for professional development, formal accreditation and apprenticeships |
| Demonstrate our ongoing commitment to the health, safety and wellbeing of the public, our colleagues and our partners and supply chain through external benchmarking |
| Strive to maintain an employee survey engagement score above 70% |