Diversity and inclusion

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

4 January 2021

Empowering local Aboriginal and/or Torres Strait Islander people by increasing employment opportunities

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8 March 2022

Whitehaven employees set to enjoy industry-leading Paid Parental Leave Policy

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Gender Diversity

Underpinned by our enhanced Diversity and Inclusion Policy, Whitehaven has measurable targets to increase our gender diversity. In FY23, we made strong progress towards our targets of 20% women employees and 20% women in leadership roles by the end of FY26, and we recognise we have more to do.

To support our ambition to improve the diversity of our workforce, 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 to see highlights of our progress in FY23, refer to our
Sustainability Report 2023.

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, 10.5% of our workforce identify as Aboriginal or Torres Strait Islander people, compared with 8% in FY15 when we adopted our first Reconciliation Action Plan.

For further detail about our engagement with Aboriginal and Torres Strait Islander people and businesses, refer to our
Sustainability Report 2023.

How we foster 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

20% of workforce at our Maules Creek mine identifies as Aboriginal and/or Torres Strait Islander, and 10.5% of our total workforce identifies as Aboriginal and/or Torres Strait Islander

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 Indigenous 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 2023, available here.

You may provide written comments on the 2023 WGEA Report to

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.

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