Company: RTNTF
Filing Date: 2025-02-20
Form Type: 20-F
Source: 0001628280-25-006642
Chunk: 158

Company: RIO TINTO LTD
Filing Date: 2025-02-20
Form: 20-F
Chunk 158
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ations, to give our people greater agency in their future careers and development. It centres around our people, their values-based performance, motivations and experiences, supporting them to plan their career and development in collaboration with their leader. Launched to senior leaders in 2024, Career Conversations will be rolled out more broadly across the organisation in 2025 and 2026. We continued our commitment to support individuals at the start of their career with 235 graduates and 280 interns joining the organisation in 2024. Our graduate program provides stretching development opportunities, including our Innovation Challenge, and enables interns to build business skills and experience while studying. This year we launched a new development curriculum, recognising the different learning preferences for these graduates. Grad Tok uses technology, video and digital resources to provide development resources in short, easily digestible formats that can be accessed as needed as part of a curated learning journey. In 2024, 6,084 new hires joined the business, of which 1,821 were contractors becoming permanent employees (2023: 9,166 new hires of which 2,718 were contractors). Investing in leadership development To best equip our most senior cohort to lead culture change, we have now had over three- quarters of the senior leadership group (77%) complete the Voyager program. This program encourages leaders to reflect deeply, role model psychological safety, understand empathy and build connection to lead in a complex environment . We have maintained a sustained focus on the importance of coaching, with a further 523 leaders completing our Leader as Coach program which supports our Safe Production System roll out. To support our frontline leaders, this year we launched Leadership Fundamentals, designed to build core leadership skills, with individual modules focused on key areas such as how to build a team and how to create a safe environment. More than 695 frontline leaders have participated in the program. There have been 31 Safe Production System deployments at operational sites this year, bringing a focus to mindsets, behaviours and skill development for our leaders.

| For more informationabout how we areincreasing Indigenous leadership in ourbusiness seethe CSP commitmentssection on page83. |

Equality through pay equity Ensuring that employees with similar skills, knowledge, qualifications, experience and performance are paid equally for the same or comparable work is intrinsically linked to our commitment to inclusion and diversity. We remain committed to eliminating any residual pay inequities based on gender or other non-legitimate dimensions of difference. Our equal pay gap, the primary lens we use when assessing gender pay, measures