Company: RTNTF
Filing Date: 2025-02-20
Form Type: 20-F
Source: 0001628280-25-006642
Chunk: 227

Company: RIO TINTO LTD
Filing Date: 2025-02-20
Form: 20-F
Chunk 227
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 2025. The Committee are mindful of the changes made to the Policy last year and are keen to maintain a measured approach to pay. It should be noted that even after this adjustment, the Chief Executive’s salary remains below median against FTSE 10 peers. Further details on the increase for the Chief Executive are provided on page 122 . As part of making this change we engaged extensively with a number of our major shareholders regarding the proposed adjustments to salary. I want to thank those investors whom I met and consulted with during the year. Executive changes Alf Barrios, a member of the Executive Committee since 2014, decided to retire and stepped down from his role as Chief Commercial Officer on 31 August 2024. James Martin also decided to retire and stepped down from his role as Chief People Officer on 31 December 2024. On behalf of the Board, I want to thank Alf and James for their service to Rio Tinto and wish them lengthy and enjoyable retirements. Bold Baatar, previously Chief Executive, Copper, succeeded Alf as Chief Commercial Officer, with effect from 1 September 2024. We welcomed Katie Jackson to the role of Chief Executive, Copper on 1 September 2024. Both Bold and Katie were appointed to their roles on terms consistent with our Policy. Details of their appointment terms are included on page 138 . Georgie Bezette was also appointed to the role of Chief People Officer and the Executive Committee on 1 January 2025.

| Annual Report on Form 20-F 2024 | 121 | riotinto.com |

Directors’ report | Remuneration report People During the year, we worked with the Executive Committee to set the direction for a workplace culture that aligns with our purpose, reflects our values, and supports the delivery of our strategy. To that end, we continue to support a performance management framework that places as much emphasis on how results are delivered as it does on what is achieved. This further builds on our decision in 2023 to change the STIP scorecard to apply consistently across 27,000 colleagues. The Committee monitored culture progression through visits to our sites and offices, operational deep-dives and management presentations. It considered trends and findings from our bi-annual employee engagement survey, succession and talent plans for our most senior roles, as well as our ability to attract and retain a diverse workforce. The overall representation of women in our business remains a key aspect of our broader agenda on diversity and inclusion, and will continue to be an area of focus in