More progress through more perspectives
There’s more than one way to make meaningful progress. By fostering a workplace that welcomes diverse experiences, backgrounds and ideas, we can explore more pathways to make a wider-reaching impact.
Our focus is on shaping an inclusive workplace culture that top talent is inspired to be a part of. Anchored by strong values and elevated by development opportunities, rewards and flexible working practices, Whitehaven is a place where everyone can progress.
employees1
FY23: 1,290
embedded contractors1,2
FY23: 583
female employees1, and 19.7% in legacy business
FY23: 17.3%
women in leadership roles1,3 and 21.1% in legacy business
FY23: 14.1%
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.
We set a target in FY22 to achieve 20% women employees and 20% women in leadership roles by the end of FY26. We achieved these targets two years early – with 22.7% of women employees and 19.7% in leadership roles by FY24.
But we know there’s still work to be done. Initiatives like our industry-leading parental leave policy and our holistic Women’s Leadership Development Program help us continue to drive positive change.
You can find out more about how we’re supporting the exceptional women at Whitehaven in our Sustainability Report 2024
There are opportunities for local Aboriginal and Torres Strait Islander people at Whitehaven. Our Reconciliation Action Plan sets out how we’re committed to connecting more First Nations people to those opportunities.
Our Trainee Operator Program creates opportunities for Aboriginal and Torres Strait Islander students to join our team and we’re working with the Clontarf Academy and other education partners to encourage local students to consider a career in mining.
Today, over 10% of our company-wide workforce identify as Aboriginal or Torres Strait Islander people – and we’re proud of it. You can read more in our Sustainability Report 2024
A recruitment process with no place for unconscious bias
We welcome candidates who are often underrepresented in mining – from entry-level through to senior roles.
An industry-leading parental leave policy
26 weeks paid lave (plus super) for primary caregivers, two weeks (plus super) for secondary caregivers – and super contributions for the unpaid parental leave. Includes adoption.
A place for female talent to take greater steps
Along with our own leadership development programs, we’re also a platinum sponsor of Women in Mining NSW’s mentoring program.
A domestic and family violence policy
That offers 10 days’ paid leave at a time when it matters most.
A focus on First Nations engagement Including employment, procurement and cultural awareness for Aboriginal and Torres Strait Islander peoples and culture.
A flexible working policy
Because there’s more than one way to do great work at Whitehaven.
Each year, Whitehaven is required to provide the Workplace Gender Equality Agency (WGEA) with data relating to gender diversity in our business.
Each year, we provide the Workplace Gender Equality Agency (WGEA) with data relating to gender diversity. You can read our most recent WGEA report here – as well as our comments on the Gender Pay Gay at Whitehaven here.
Any comments are always welcome at [email protected], or to WGEA directly through their website.
Whitehaven coal
