WGEA employer statement
Employer Statement
At MinRes, we have a strong commitment to an inclusive and equitable workplace and we champion diversity throughout our organisation. We recognise that opportunity and representation matter, which drives us to prioritise initiatives aimed at advancing and developing female talent, especially in operational and frontline leadership positions.
During 2024-25 we transitioned several sites to care and maintenance and implemented new rosters to maintain operational continuity. During this time we maintained strong female participation rates and continued to invest in programs to develop emerging female talent.
Growing female participation
We are proud to report that female participation in our workforce increased from 19.5% in 2021-22 to 22.3% in 2024-25.
Notably, the proportion of female managers has nearly doubled compared to three years ago, rising from 13.4% in 2021-22 to 23% in 2024-25.
Our gender pay gap (the difference between the average pay of men and women as defined by the Workplace Gender Equality Agency) has reduced from 21.3% in the 2023-24 reporting period to 19.4% this year.Gender pay reviews are conducted monthly to ensure there are no gender pay gaps in like-for-like roles.
A key point of difference at MinRes is that, unlike many of our industry peers, we do not outsource village operations and other core operational areas. By managing these teams internally, we ensure our workplace culture and values are maintained. While this approach has contributed to MinRes’ gender pay gap, our agreements are structured to ensure fair and equitable remuneration across all roles.
The table below illustrates our progress towards closing the gender pay gap since 2022-23.
| 2022-23 | 2023-24 | 2024-25 | |
|---|---|---|---|
| Average (mean) total remuneration | 19.9% | 21.3% | 19.4% |
| Median total remuneration | 20.9% | 20.2% | 20.9% |
| Average (mean) base salary | 17.8% | 16.7% | 15.4% |
| Median base salary | 19.1% | 21.2% | 19.4% |
Our achievements
We have introduced a number of initiatives over recent years to support a more representative workforce.
Early Learning Centre
One of our most significant achievements in 2024-25 was opening the MinRes Early Learning Centre, a purpose built, high-quality facility that provides affordable and convenient early learning and care to the children of our employees. Located within MinRes’ Walters Drive precinct in Osborne Park, it is understood to be the first onsite early learning service in Western Australia to be run in-house by an employer.
The centre is staffed by a team of professional educators and teachers who follow a play-based curriculum. An onsite kitchen prepares nutritious snacks and lunches. The centre provides a nurturing environment where children can thrive, allowing parents to confidently focus on their careers.
The convenient service also helps to ease the transition for those employees returning to work after parental leave.
The onsite restaurant at MinRes Head Office further supports families by offering convenient meal options, including take-home family dinners, lunch boxes and fresh baby food.
Onslow Iron project
The Onslow Iron project in the Pilbara, which was in the production ramp-up phase in 2024-25, aims to set new standards in the mining industry with resort-style accommodation that enhances psychological safety and creates an inclusive, diverse workforce. Female representation at this site now exceeds 23%.
Women in operational roles
As part of our commitment to supporting a more representative workforce, we have set a goal to increase women in operational leadership roles by 10% year-on-year. We have already surpassed this target and are now further investing in the development and succession planning of our senior female leaders through initiatives such as participation in Chief Executive Women (CEW).
Diversity Equity Strategy FY26
MinRes is committed to a holistic Diversity Equity Strategy that supports and empowers our diverse workforce. We recognise intersectionality and strive to ensure everyone has equitable opportunities and support.
Key focus areas in FY26:
- Leveraging community partnerships to strengthen workforce diversity and inclusion.
- Cultural awareness training to build respect and understanding, particularly with Traditional Owners and Aboriginal and Torres Strait Islander peoples.
- Targeted employment programs for females and Indigenous Australians, with a focus on leadership and operational roles.
- Enhanced workplace provisions, including improved family and domestic violence support, childcare options, and leave provisions.
- Inclusive support mechanisms tailored to the diverse and intersecting needs of our people.
Our strategy is reviewed annually to ensure it remains relevant and continues to drive an inclusive and supportive workplace for all.