This Employer Statement relates to Anglo American’s information submitted to the Workplace Gender Equality Agency (WGEA) for the 2024-25 reporting period.
Our approach to fair and equal pay
At Anglo American, we believe pay should reflect the value every person brings to our workplace – regardless of gender.
We provide fair, transparent and relevant pay that reflects the expectations of current and future colleagues as well as the contribution they make to our success.
Gender equality is an important part of ensuring we have an inclusive work environment.
One key pillar of that broader strategy is prioritising pay transparency and equity for our people.
We use a rigorous ‘like-for-like’ methodology to compare similar jobs at the same level and location.
Furthermore, we have a robust framework to ensure our pay is managed fairly and equitably:
- Biannual equity reviews: Review equity biannually, respond to any colleague pay review requests and benchmark externally.
- Internal transparency: Share internal updates transparently with our workforce and keep the door open for individual review requests
- Inclusive policies: Embed gender equity across our recruitment, development, flexibility, and support programs.
- Workplace Support Unit: Dedicated unit to help every person thrive and reduce barriers to growth.
Our WGEA gender pay gap
Anglo American participates in WGEA reporting of our gender pay gap data in Australia.
In 2025, we proudly reported our gender pay gap had reduced to 7.3%, down from 15.4% in 2021 – a 53% reduction in just four years.
This figure is less than half the coal mining industry average pay gap of 16.9% and only a third of the national average pay gap of 21.8%, underscoring our commitment to building a more equitable future.
Gender Pay Update: 2025
We are committed to fairness and transparency to realise and sustain ongoing improvements and reduction of the gender pay gap.