WGEA employer statement
As part of our commitment to transparency and continuous improvement, MinRes has implemented a custom gender pay equity dashboard.
This tool identifies any pay discrepancies on a month-by-month basis. These reviews specifically target gender pay gaps within comparable and like-for-like positions. By adopting this proactive strategy, we systematically evaluate and rectify any gender pay disparities that may emerge, ensuring the continued fairness and equity of our remuneration practices.
In recent years, we have introduced programs that encourage female participation in FIFO roles, recognising the positive impact on both our business and the creation of a well-balanced workplace.
Consequently, we currently have a larger proportion of females in entry-level positions, especially within the village operational teams.
It’s essential to highlight that, unlike many industry peers who outsource this operational segment, MinRes actively chooses internal management of these teams.
While this distinctive approach contributes to a relatively higher pay gap – as defined by the Workplace Gender Equality Agency (WGEA) – our agreements are designed to ensure fair and equitable remuneration practices across diverse roles within our organisation and have no like-for-like role discrepancies.
Our gender pay gap has increased from 19.9% to 21.3% over the past 12 months.
This change is influenced by new reporting requirements as prescribed by WGEA and the inclusion of the Long-Term Incentive Plan for our Senior Leaders. For a like-for-like comparison with 2022-2023, the data was recalculated to exclude these variables and the gender pay gap remained at 19.9 percent.
We acknowledge that our gender pay gap is largely due to the high number of females in entry-level positions and their underrepresentation in leadership roles. As a response, we are focusing on enhancing female leadership in frontline operational roles. This initiative forms part of our FY25 commitment, with a goal to increase the proportion of female leaders by 10 percent year on year.
MinRes gender pay gap over time
| 2021-22 | 2022-23 | 2023-24 | |
|---|---|---|---|
| Average (mean) total remuneration | 27.8% | 19.9% | 21.3% |
| Median total remuneration | 29.6% | 20.9% | 20.2% |
| Average (mean) base salary | 25.9% | 17.8% | 16.7% |
| Median base salary | 28.6% | 19.1% | 21.2% |
Gender Equity Strategy
To maintain our focus on advancing gender equality, MinRes has developed a comprehensive Gender Equity Strategy, in place for three years and tailored annually. This strategy promotes fairness, equality, and inclusiveness, aiming to address and correct systemic gender-based disparities while creating an environment where individuals of all genders have equal opportunities to succeed.
The current iteration of the Gender Equity Strategy focuses on enhancing female leadership across all levels and advancing our efforts in cultivating safe and respectful workplace behaviours. We continue to prioritise workforce consultation, implement mentoring programs, design best practice family and domestic violence workplace provisions, and broaden career pathways available for employee development.