Diversity and inclusion

We believe in equal opportunity for all, and recognise the importance of fostering a diverse workforce and inclusive workplace culture.

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Our attraction and retention strategies are focused on strengthening the employee experience, while ensuring we engage top talent. Our focus includes providing a competitive total rewards program and flexible employment practices, a positive, safe and values-aligned culture, and the right career development opportunities.

FY24 highlights

3,362

employees¹
FY23: 1,290

859

embedded contractors^1,2
FY23: na

22.7%

female employees¹, and 19.7% in legacy business
FY23: 17.3%

19.7%

women in leadership roles^1,3 and 21.1% in legacy business
FY23: 14.1%

10.6%

of employees identify as Aboriginal or Torres Strait Islander people¹
FY23: 11.1%

1. Includes Queensland mines.
2. Number of permanent contractors hired via labour hire firms or individual contracts.
3. Leadership roles are defined as anyone with direct reports or those reporting to an Executive General Manager or General Manager.

Gender Diversity

Our ambition is to grow female representation at Whitehaven. Our target, set in FY22, was to achieve 20% women employees and 20% women in leadership roles by the end of FY26.

In FY24, the representation of women across all our operations was 22.7% and women held 19.7% of all leadership roles, achieving our diversity targets two years early.

We continue to invest in a number of focused initiatives, including our industry-leading parental leave policy and our holistic Women’s Leadership Development Program.

For more information on these initiatives and our progress in FY24, refer to our Sustainability Report 2024.

Aboriginal and Torres Strait
Islander employment

Our Reconciliation Action Plan sets out our commitment to support the empowerment of Aboriginal and Torres Strait Islander people, with a key focus on employing and training local people.

We are implementing initiatives to promote roles to local Aboriginal and Torres Strait Islander people. This includes recruiting Aboriginal and Torres Strait Islander students for our Trainee Operator Program, and working with the Clontarf Academy and other education partners to encourage local students to consider a career in mining.

Company-wide, 10.6% of our employees identify as Aboriginal or Torres Strait Islander people.

For further detail about employment of Aboriginal and Torres Strait Islander people, refer to our
Sustainability Report 2024.

Diversity, inclusion and equality

Recruitment process designed to eliminate unconscious bias and welcome candidates traditionally underrepresented in mining, including shortlisting females for all senior roles

Industry leading parental leave policy of 26 weeks paid leave plus super for primary caregivers, two weeks plus super for secondary caregivers, and super contributions for the unpaid portion of an employee’s parental leave. Includes adoption

Women’s leadership development and mentoring programs for senior and emerging talent

Platinum sponsor of Women in Mining NSW and participant in its Mentoring Program

Domestic and family violence policy offering 10 days paid leave

Prioritising Aboriginal and/or Torres Strait Islander engagement, including through employment, procurement and cultural awareness

Flexible working opportunities

I was impressed with Whitehaven’s commitment to Aboriginal and Torres Strait Islander employment and decided to transition from drill rigs over to mining in 2016, and since then I’ve had the opportunity to upskill into a leading hand role.

I’m grateful to have found long term employment close to home.

Paul Sampson

I am so proud to work for a company that recognises the needs of women in the workforce and is putting their money where their mouth is in terms of implementing policies that do just that.

Anastasia Schutz
Commercial Superintendent

Workplace Gender
Equality Act Reporting

Each year, Whitehaven is required to provide the Workplace Gender Equality Agency (WGEA) with data relating to gender diversity in our business.

Gender diversity is only one element of diversity across our business, but it is extremely important when we look at our overall performance, our broader culture, our ability to attract highly skilled people, and our productivity. Whitehaven has now lodged its WGEA Report for 2024, available here, and its Employer Statement discussing Whitehaven’s Gender Pay Gap is available here.

You may provide written comments on the 2024 WGEA Report to performance@whitehavencoal.com.au

If you wish to provide comments directly to the Workplace Gender Equality Agency please refer to the WGEA website and complete the comments submission form.

Whitehaven coal