The gender composition of BHP Billiton’s workforce is 17% female and 83% male. BHP Billiton aspires to have a diverse workforce at all levels of the organisation and believes that transparent reporting of the gender pay gap is critical in evaluating progress towards this goal. The company is guided by the principle that what is measured and disclosed is better understood and acted upon.
The organisation also delivers against measurable diversity and inclusion objectives set by the Board in the Board Governance Document, which defines the governance process adopted by the Board of BHP Billiton, includes a requirement for the Remuneration Committee to oversee “the review, at least annually, of remuneration by gender”. These performance measures and the resulting initiatives are designed to improve gender balance and to avoid any gender bias resulting in women being paid less than men for like roles.
BHP Billiton’s gender pay gap is reviewed regularly to detect any bias and reported annually as part of the Company’s commitment to transparent reporting of progress on its diversity objectives. These reviews are conducted at all levels in the organisation and in all locations.
The published data is based on total remuneration, which includes bonuses and other components of pay together with base salary. The gap for the 2015 financial year was 3%, and published in the 2015 Sustainability Report.
BHP Billiton also publishes workforce composition figures for gender and age for category level (senior leaders, managers, supervisory and professionals, operators and general support), and employee new hires and employee turnover.
This process for auditing and publishing remuneration and workforce data is overseen by the Board of BHP Billiton and the CEO. The annual reporting process is owned and managed by the Chief External Affairs Officer (who reports directly to the CEO), with the Chief People Officer (who also reports directly to CEO) accountable for the data and information. The Chief People Officer and relevant HR team members are primarily responsible and accountable for driving strategy and activity on public reporting in this area.
BHP Billiton’s commitment to improving gender balance includes: the introduction of business scorecards that include specific measures to increase inclusion and engagement; the launch of an Inclusion and Diversity Council chaired by the CEO; and unconscious bias training for BHP Billiton’s senior leadership team – with learning being rolled out to employees across the company.
The Council includes senior executives, managers and employees of different ages, levels of work experience, ethnicity, gender and sexuality. The Council’s role is to shape the long-term strategy around inclusion and diversity and determine specific actions to accelerate progress, with an initial focus on achieving gender equality.
Benchmarking and comparability is a critical driver of analysis, decision-making, innovation and behaviour change.