Diversity, Inclusion and Equity

An inclusive, safe workplace with a workforce that represents the diversity of humanity.

Material Topic Information

Why it matters

Inclusion drives performance. When people feel safe, respected, and valued, they do their best work. Teams that embrace difference are more innovative, make better decisions, and outperform those that don’t.

Ambition

To increase gender diversity across Fortescue to reflect a minimum of 40 percent men, 40 percent women with the remaining 20 percent represented by any gender (40:40:20).

To increase the number of First Nations Australian employees to be reflective of local Pilbara society and provide development and leadership opportunities to female and First Nations Australian employees.

Contributing to SDG's

Salient Human Rights Issues

Materiality

Diversity, Inclusion and Equity at Fortescue

At Fortescue, we believe that diversity, inclusion, and equity (DI&E) are fundamental to creating a thriving, innovative, and high-performing workplace. Our commitment to these principles is not only aligned with our values but also central to our long-term success as a sustainable and responsible organisation. We recognise that diversity brings a wealth of perspectives, experiences, and ideas that drive creativity, enhance problem-solving, and build resilience.

FY25 Highlights

In FY25, Fortescue made significant strides in promoting DI&E across the organisation. We achieved a 25 per cent female employment rate, with women holding 30 per cent of leadership roles and 40 per cent of senior leadership roles, all increases from FY24. We maintained or improved our representation of First Nations Australians within the Australian workforce, who accounted for 12 per cent of total positions, five per cent of leadership positions and 16 per cent of Pilbara-based positions.

The VTEC program continued to provide sustainable career pathways for First Nations Australians, with 91 graduates completing training this year and successfully transitioning into employment.

Employee feedback from our latest employee survey highlighted strong trust in leadership and a positive perception of workplace culture. The participation rate of 96 per cent and an engagement score of 71 per cent reflect the commitment of our people in shaping Fortescue’s culture and future.

Looking forward, Fortescue aims to build on these achievements by advancing inclusion programs and working to continue the increasing representation of underrepresented groups.

24.8%

Female employment rate

11.7%

Total positions held by First Nations Australians within the Australian workforce

95.9%

Employee survey participation rate

Our Workforce at a Glance

A snapshot of our Fortescue Family, as of 30 June 2025

For more information on our employment numbers and statistics please see FY25 ESG Databook in our Document Library.

16,005

Employees, including labour hire

28

Countries in which we have employees

89%

Employees based in Australia

98

Nationalities in our workforce

13,443

Permanent, full time employees

11.7%

First Nations Australian employees in our Australian workforce

47.1%

Australian employees covered by enterprise agreements

7.6%

Annualised voluntary turnover

803

Employees accessed parental leave in FY25

74

Vacation students in FY25

73

Students participating in our graduate program in FY25

Employment by age

Employees and labour hire

Employment by gender

Employees and labour hire

FY25 Performance

A full breakdown of our FY25 Diversity, Inclusion and Equity data is provided in our FY25 ESG Databook located in our Document Library.

Read our FY25 ESG Databook

Impacts, dependencies, risks and opportunities

Fortescue’s commitment to DI&E positively impacts workplace culture, innovation, and employee wellbeing. Our success depends on attracting diverse talent while addressing risks like discrimination and retention challenges. Leveraging opportunities strengthens our reputation, engagement, and business performance.

Fortescue has the potential to impact individuals within our value chain, both positively and negatively, in relation to decent work standards, discrimination and harassment, and physical safety.

As a values-based business, we strive to create an environment that respects human rights, values diversity and treats people equitably, supporting the physical and psychosocial safety and wellbeing of our Fortescue Family. We do this by:

Promoting an inclusive workplace culture where employees feel respected, valued, and empowered to contribute their best work.
Implementing programs like the REAL Diversity Strategy, which focuses on increasing representation across genders, First Nations Australians, and other underrepresented groups.
Supporting employee resource networks such as Fortitude (for LGBTQ+ employees) and Neurodiversity, which foster a sense of belonging and drive awareness and change.

Fortescue’s success is heavily reliant on the DI&E of our workforce. A diverse and inclusive team fosters innovation, strengthens problem-solving capabilities, and enhances employee engagement, all of which are critical to achieving our business goals.

We depend on our ability to attract and retain talent from varied backgrounds and perspectives to meet the demands of our growing portfolio, particularly as we decarbonise and expand into the renewable energy sector. Additionally, maintaining an equitable workplace is essential for building trust and credibility with our stakeholders, including employees, First Nations communities, and regulators.

Fortescue recognises several risks related to DI&E, particularly as the business continues to grow and operate across increasingly diverse geographies and cultural contexts. Challenges in talent acquisition and retention may arise if diversity is lacking in talent pipelines, potentially limiting access to the skills and perspectives needed to navigate complex technical, cultural, and regulatory environments. At the same time, rapid organisational growth can make it more difficult to maintain equitable practices consistently across the workforce. Failure to effectively manage workplace culture, such as addressing discrimination or harassment, can undermine employee well-being, increase turnover, reduce productivity, and harm our reputation. Regulatory compliance also remains a critical concern, with potential penalties and risks to our license to operate if diversity and equity-related obligations are not met.

To mitigate these risks, Fortescue has embedded DI&E principles into its strategic objectives and implemented comprehensive policies, including the Code of Conduct and Integrity and the Appropriate Behaviour Policy, which set clear expectations for behaviour and reinforce our zero-tolerance stance on discrimination and harassment. We also actively monitor workplace culture through surveys and feedback mechanisms.

DI&E provides significant opportunities for Fortescue to enhance its reputation, drive innovation, and strengthen employee engagement. By building high-performing teams with diverse perspectives, we improve creativity and adaptability in problem-solving, which in turn supports stronger decision-making across the business.

A visible commitment to DI&E also enhances Fortescue’s reputation as an employer of choice, fostering a workplace culture where all employees feel valued and empowered to share ideas. This inclusive environment helps unlock innovation and enables better solutions, ultimately supporting the success of both our people and our business.

Diversity, Inclusion and Equity Strategy

Fortescue’s REAL Diversity Strategy, launched in FY25, represents a renewed commitment to fostering a workplace that is inclusive, equitable, and reflective of the communities we serve. The strategy is designed to increase representation across underrepresented groups, promote equitable opportunities, and build an inclusive culture where all employees feel valued and respected.

Key focus areas include:

Gender Equity: Increasing female employment rates and representation in leadership roles.
First Nations Employment: Strengthening training and employment pathways for First Nations Australians through programs like the Vocational Training and Employment Centre (VTEC).
Employee Resource Networks: Supporting initiatives like Fortitude (LGBTQ+), Neurodiversity, and Global Fortescue Women to foster inclusion and advocacy.

The strategy is underpinned by the goals of gender balance and pay equity.

A Closer Look

Managing Diversity, Inclusion, and Equity

Fortescue manages DI&E through a structured framework that integrates policies, programs, and governance mechanisms. The REAL Diversity Strategy serves as the foundation for our efforts, supported by the Code of Conduct and Integrity and the Appropriate Behaviour Policy, which outline expectations for behaviour and accountability.

Recruitment and Retention: Targeted initiatives to attract and retain diverse talent, including programs for First Nations Australians and women.
Pay Equity: Annual remuneration benchmarking to identify and address any discrepancies.
Employee Engagement: Regular surveys and feedback mechanisms to monitor workplace culture and identify areas for improvement.

These efforts are complemented by employee resource networks and professional development programs that support underrepresented groups and foster a sense of belonging.

Governance

Our approach to DI&E is informed by the UN Global Compact including:

Principle 1: support and respect the protection of internationally proclaimed human rights.
Principle 6: the elimination of discrimination in respect of employment and occupation.

We also apply the ICMM Principles 3 (human rights) and 9 (social performance) as recognised best practices for the sector. These frameworks guide our efforts to create an equitable and inclusive environment where everyone can thrive.

Governance plays a critical role in ensuring our DI&E commitments are upheld. The People, Remuneration, and Nomination Committee oversees all DI&E matters on behalf of the Board. In FY25 these efforts were led by the Chief Operating Officer, supported by the Director of Global People and their team. From FY26, the CEO Metals and Operations and the CEO Growth and Energy will jointly lead this area.

Policies and Standards

As a values-based company, our Code of Conduct and Integrity brings Fortescue's Values to life. It defines who we are, what we stand for, and our expectations of everyone working with, on behalf of Fortescue. This includes Directors, employees, contractors, suppliers, business partners, subsidiaries, consultants and agents.

A copy of our Code of Conduct and Integrity is available from our Document Library.

In FY25, Fortescue released the REAL Diversity Strategy, a refinement and re-commitment of our passion for diversity. The Strategy is designed to foster an inclusive and diverse workplace by setting clear strategic goals and empowering teams globally to develop locally relevant action plans. The strategy emphasises four key changemakers: beliefs and understanding, behaviour and capability, symbols and stories, and systems and structures. These elements are identified as drivers of meaningful and sustainable cultural change, ensuring that diversity and inclusion are deeply embedded across our business.

Our Processes and Procedures

We are committed to providing a workplace that is free from unlawful discrimination, harassment, bullying, victimisation, and any behaviour that goes against our Values. Such behaviour is not tolerated at Fortescue, in our industries or in society

Our Code of Conduct and Integrity, and Appropriate Behaviour Policy outline our expectations of all employees, contractors and other team members. These expectations are reinforced through inductions, training and leadership development programs.

Additionally, we foster a culture of speaking up and being a good upstander. All team members are encouraged to speak up through our multiple, confidential and anonymous methods for raising grievances. Support services are also available to our team members through our external Employee Assistance Program and internal Chaplaincy program.

Specific information on psychosocial safety and sexual harassment is available in Safety and Wellbeing.

Speaking up

Fortescue encourages and empowers our team members to raise concerns regarding our workplace. This includes any behaviours which may not align with our values, or our workplace policies and procedures. There are many ways our employees can raise concerns, including speaking with any Fortescue leader, speaking to a member of the Fortescue People team or Health and Safety team or contacting our Speak Up service.

All matters are treated with the utmost confidentiality, and everyone is supported throughout this process, including with anonymous reporting options. Our dedicated Fortescue People team are trained to deal with complaints of all types of inappropriate behaviour professionally and respectfully, with a victim-centric trauma-informed approach.

Additionally, our Fortescue Chaplaincy services and external Employee Assistance Program are always available to provide support to all team members.

At Fortescue, we respect freedom of association, including the right to representation by independent unions and collective bargaining or enterprise agreements for employees at all our operations, regardless of geographical location or types of operations. We acknowledge that within our value chain, there are locations and industries where rights to exercise freedom of association or collective bargaining may be at risk, and we work with our suppliers and customers in respecting the rights of these workers.

We respect the right to a fair wage and work towards achieving the commitment for all employees to be treated fairly and without discrimination, including on the basis of age, race, gender, political or religious belief, culture, family commitments, physical or mental ability, marital status or sexual orientation.

Compliance

Fortescue complies with all relevant DI&E-related legislation, including the Workplace Gender Equality Act 2012 in Australia. Compliance is ensured through regular reporting, internal reviews, and alignment with global best practices.

In FY25, Fortescue submitted its annual report to the Workplace Gender Equality Agency and met all regulatory requirements related to workplace equity. These efforts reflect our commitment to maintaining a fair and inclusive workplace.

Reporting

We disclose our DI&E data in accordance with the following GRI Standards:

GRI 202: Market Presence 2016
GRI 401: Employment 2016
GRI 402: Labor/Management Relations 2016
GRI 405: Diversity and Equal Opportunity 2016
GRI 407: Freedom of Association and Collective Bargaining 2016.

For more information on DI&E data, please see FY25 ESG Databook in our Document Library.

In addition to our voluntary sustainability disclosures, Fortescue also discloses employer data annually under the Workplace Gender Equality Act 2012. This data is available on the WGEA website.

Our Actions

Fortescue’s commitment to DI&E extends across all aspects of our operations. This includes targeted programs to increase representation, such as the Leadership Empowerment for Aboriginal People (LEAP) program, as well as flexible work arrangements to support gender equity.

By embedding DI&E principles into our operations, Fortescue creates an environment where all employees can thrive and contribute to our shared success.

This summary highlights some of our programs and achievements at Fortescue during FY25.

Local and Global Initiatives

In the Pilbara, initiatives like VTEC and cross-cultural awareness training ensure that First Nations Australians are supported in building sustainable careers. Globally, employee resource networks provide platforms for advocacy, awareness, and community building, while leadership development programs equip managers with the skills to foster inclusive teams.

First Nations Australian employment and development

Increasing First Nations Australian employment rates in our Australian workforce remains a key priority for us. As at 30 June 2025, we employed 1,662 First Nations Australian people in Australia, an increase from 1,518 in FY24. In our Australian workforce, First Nations Australian people hold 12 per cent of total positions, five per cent of leadership positions and 16 per cent of positions in our Pilbara operations.

1,662

First Nations Australian people employed in Australia

11.7%

First Nations Australians of Total Workforce

5.3%

Of leadership positions held by First Nations Australian people

16.2%

Of positions held in our Pilbara Operations by First Nations Australian people

Vocational Training and Employment Centre

For the past 19 years, our VTEC has been a key part of our training and development strategy, providing First Nations people with sustainable career pathways and guaranteed employment after training completion.

During FY25, 91 graduates completed their training through VTEC. The recent cohort of graduates commenced employment in various roles at our operations. Since its inception in 2006, the VTEC has resulted in the successful employment of more than 1,600 First Nations people across our sites.

Apprenticeship and trainee programs

In FY25, there were 84 First Nations Australian participants in our apprenticeship and traineeship programs, representing 40 per cent of overall participants.

Leadership Empowerment for Aboriginal People program

First Nations leaders are critical to enabling a culture that supports and allows First Nations people to thrive. We provide a range of professional development opportunities for First Nations employees with leadership aspirations to realise their goals. A key component of this is our Leadership Empowerment for Aboriginal People (LEAP) program that provides our First Nations Australian employees with a 12-month formal training program which includes offsite education, practical onsite development, internal mentoring, Board exposure, First Nations leadership education and business leadership training.

In FY25, there were 31 First Nations Australian participants in our LEAP program, including seven Native Title partners as well as 11 females. Since its inception in FY15, 201 First Nations Australians have participated in our LEAP program, including 111 Native Title partners as well as 64 females.

31

First Nations Australian participants in LEAP program in FY25

7

Native Title partners in LEAP program in FY25

11

Female participants in LEAP program in FY25

201

Total First Nations Australian participants in LEAP program since FY15

111

Total Native Title partners in LEAP program since FY15

64

Total female participants in LEAP program since FY15

Supporting our First Nations Australian workforce

Our First Nations Australian training and employment programs are complemented by initiatives designed to overcome the barriers faced by First Nations Australians in securing and maintaining work.

We employ a full-time health coordinator and implement an Aboriginal Health Program that aims to improve the health of our First Nations Australian workforce. Key responsibilities of the health coordinator are to:

support candidates to address health barriers
conduct health screening
implement the VTEC fitness program
promote and support trainees with health initiatives and fitness for work
work with personal trainers to review and develop the VTEC health and fitness program.

We strive to build a workplace that understands, supports and champions First Nations people through though various programs and initiatives:

Cross-cultural awareness training
29,014 employees and contractors trained in FY25
Leadership support
ensuring leaders are provided with the skills and knowledge to support and lead First Nations employees
Recognition and reward
for employees who support First Nations employment and development
Celebration
celebrating significant First Nations cultural events throughout the year, including National Aboriginal and Islander Day Observance Committee (NAIDOC) Week in Australia.

Fortescue's CEO for a Day program provides aspiring First Nations leaders the opportunity to join the Executive team to experience how the business operates at the highest levels. Since the program began in 2015, there have been 33 participants, with 52 per cent female.

Female employment and development

Increasing our female employment rates remains a key priority for us. As at 30 June 2025, we employed 3,973 women, an increase from 3,836 in FY24 .

Our female employment rate increased steadily this year, with female employees holding 25 per cent of total positions, 30 per cent of leadership positions (Manager roles and above) and 40 per cent of senior leadership roles (General or Group Manager roles and above). We also focus on gender diversity at the team level to help build successful, high-performing teams across our business.

In 2025, for the sixth consecutive year, Fortescue was listed in the Parity.org Best Companies for Equal Advancement Opportunity.

Flexible work supports gender equity, with 433 of our employees using flexible work arrangements as at 30 June 2025. 56 per cent of our part-time workforce were female.

During FY25, 98 per cent of carers returned to work after parental leave, and 86 per cent remained at Fortescue for 12 months following leave in FY24. Our employees made 423 bookings in our Family Room in Perth this year.

We offer up to 10 days of paid family and domestic violence (FDV) leave annually, available to any employee experiencing or FDV, supporting family members experiencing FDV, or where employees are using forms of abuse and seeking help to change their abusive behaviour or improve the safety of their family.

3,973

Female employees at Fortescue

29.5%

Leadership positions held by females

40%

Senior leadership roles held by females

24.8%

Total positions held by female employees

55.9%

of our part-time workforce are female

98.3%

of carers returned to work after taking parental leave

Female Development Opportunities

We provide a range of professional and personal development opportunities for our female staff to promote gender equity in our workplace. In FY25, there were 71 female participants in our apprenticeship and traineeship programs, representing one third of all participants.

Pay Equity

Fortescue respects workers' rights to a fair and living wage, and complies with local minimum wage rules at minimum. All Fortescue employees, together with other workers including contractors at our mining operations, are compensated at a significantly higher rate, based on the skills required to undertake their roles and the competitive nature of the mining industry. Our Australian entry-level employees are paid on average, 169 per cent of the minimum wage for females and 167 per cent of minimum wage for males.

We conduct annual remuneration benchmarking to ensure that like-for-like roles are paid equitably, regardless of gender, race, age, or culture. Where discrepancies are found, remuneration is adjusted.

We align our pay equity calculation methodologies with the Australian Workplace Gender Equality Agency approach and apply this to our significant locations of operation in Australia, the UK, China and Singapore.

Gender Pay Gap

The mean gender pay gap for Fortescue employees for our significant locations is 11 per cent, with a median gender pay gap of 14 per cent.

Differences between male and female salaries at Fortescue are primarily driven by variation in the types of roles commonly held. Typically, there is a higher proportion of female employees in office-based roles and a higher proportion of male employees in technical and site-based roles. These employment areas can differ significantly in remuneration, often due to pay related to roster and site conditions.

Our Diversity Networks

Our diversity networks ensure our Fortescue Family members can share information and stories, raise awareness and, most importantly, are empowered to create change. These groups are led by employees, championed by senior leaders and supported by the Fortescue People team.

Neurodiversity
Our vision is to have an inclusive community where 'minds of all kinds' are recognised and valued. We aim to create a work environment that is friendly to neurodivergent individuals in our Fortescue family, and a culture that recognises the value of having a neurodiverse team.
Fortitude
Our vision is to be the industry leading employer of choice for the LGBTQ+ community. We aim to create and maintain a safe and respectful work environment that fosters empowerment, acceptance and inclusivity for all Fortescue family team members.
Global Fortescue Women
We aim to retain, promote, develop and value the women of Fortescue by providing a safe space for people to ask questions, share experiences, and discuss improvements that can be made within our business.
Parents Connect
Our vision is to foster a supportive and inclusive community where working parents at Fortescue can connect, share experiences, and access resources that empower them to thrive both professionally and personally.

Additional Resources

Melanie's LEAP to Leadership

First Nations leaders are critical in building a culture that supports the First Nations people in Fortescue, and allows them to thrive. Our LEAP program provides opportunities for people like Melanie to develop tailored leadership skills.

To mark 10 years of Fortescue's Leadership Empowerment for Aboriginal People (LEAP) program, each month we will spotlight our First Nations LEAP graduates who have since become leaders within our business.

This month, we feature Melanie Condon, a proud Innawonga Traditional Owner from the Paraburdoo region of the Pilbara, working as a Mine Support Supervisor at our Cloudbreak operations.

Melanie has been a dedicated member of the Fortescue family for more than a decade, first joining us as a dump truck operator in 2011.

In 2020, she graduated from our LEAP program and said the leadership skills and mentoring in the program was second to none.

“I had never had ambitions of being a supervisor until a leader told me that I showed great leadership skills when giving a talk to the VTEC students,” said Melanie.

“It gave me the confidence in myself that was lacking and so when I was given the opportunity to join LEAP, I grasped that with both hands and have never looked back.”

Since completing the program, Melanie stepped into her current supervisor role and has become an inspiring role model to her peers and community, notably so that she was awarded the NAIDOC Leadership Award in 2022.

More on Melanie’s journey in her own words.

Since finishing LEAP, what has your career journey looked like?

Before joining LEAP, I was an operator of dump trucks, graders and loaders. My supervisor at the time was an incredible mentor and when I completed LEAP, my confidence went from strength to strength, and I stepped up into my current supervisor role here at Cloudbreak, which I absolutely love. I had no hesitation taking on the role, as both my supervisor and the LEAP program had set me up to succeed. I am currently studying for a Diploma in Surface Operations Management, that’s how much my confidence and belief in myself has grown.

Since becoming a leader, what are some things you’ve learned about your leadership style?

My leadership style has always been to lead by example and to mentor, encourage and support my team in being the best that they can be. I have a fantastic team, and I like to think that I bring out the best in each one of them.

What advice would you give those taking part in our LEAP program?

It is a fantastic program and I would encourage emerging leaders to apply. It will give you the confidence and skills to take the next step in your Fortescue journey and become a great leader. Be open to learning, never doubt yourself and your capabilities, LEAP will bring out the leader in you so don’t let this opportunity slip through your fingers.

Digital Library

Date
Title
Category
21 Feb 2025
Code of Conduct and Integrity Policy 2025
Download document(26.66 mb)

Diversity, Inclusion and Equity

Material Topic Information

Why it matters

Ambition

Contributing to SDG's

Salient Human Rights Issues

Materiality

Diversity, Inclusion and Equity at Fortescue

FY25 Highlights

The VTEC program continued to provide sustainable career pathways for First Nations Australians, with 91 graduates completing training this year and successfully transitioning into employment.

Employee feedback from our latest employee survey highlighted strong trust in leadership and a positive perception of workplace culture. The participation rate of 96 per cent and an engagement score of 71 per cent reflect the commitment of our people in shaping Fortescue’s culture and future.

Looking forward, Fortescue aims to build on these achievements by advancing inclusion programs and working to continue the increasing representation of underrepresented groups.

24.8%

11.7%

95.9%

Our Workforce at a Glance

A snapshot of our Fortescue Family, as of 30 June 2025

For more information on our employment numbers and statistics please see FY25 ESG Databook in our Document Library.

16,005

28

89%

98

13,443

11.7%

47.1%

7.6%

803

74

73

Employment by age

Employment by gender

FY25 Performance

Impacts, dependencies, risks and opportunities

Impacts

Dependencies

Risks

Opportunities

Diversity, Inclusion and Equity Strategy

A Closer Look

Managing Diversity, Inclusion, and Equity

Recruitment and Retention: Targeted initiatives to attract and retain diverse talent, including programs for First Nations Australians and women.

Pay Equity: Annual remuneration benchmarking to identify and address any discrepancies.

Employee Engagement: Regular surveys and feedback mechanisms to monitor workplace culture and identify areas for improvement.

These efforts are complemented by employee resource networks and professional development programs that support underrepresented groups and foster a sense of belonging.

Governance

Our approach to DI&E is informed by the UN Global Compact including:

Principle 1: support and respect the protection of internationally proclaimed human rights.

Principle 6: the elimination of discrimination in respect of employment and occupation.

We also apply the ICMM Principles 3 (human rights) and 9 (social performance) as recognised best practices for the sector. These frameworks guide our efforts to create an equitable and inclusive environment where everyone can thrive.

Policies and Standards

Code of Conduct and Integrity

Appropriate Behaviour Policy

Real Diversity Strategy

Our Processes and Procedures

Appropriate workplace behaviour

Respecting freedom of association and the right to a fair wage

Compliance

Fortescue complies with all relevant DI&E-related legislation, including the Workplace Gender Equality Act 2012 in Australia. Compliance is ensured through regular reporting, internal reviews, and alignment with global best practices.

In FY25, Fortescue submitted its annual report to the Workplace Gender Equality Agency and met all regulatory requirements related to workplace equity. These efforts reflect our commitment to maintaining a fair and inclusive workplace.

Reporting

We disclose our DI&E data in accordance with the following GRI Standards:

GRI 202: Market Presence 2016

GRI 401: Employment 2016

GRI 402: Labor/Management Relations 2016

GRI 405: Diversity and Equal Opportunity 2016

GRI 407: Freedom of Association and Collective Bargaining 2016.

For more information on DI&E data, please see FY25 ESG Databook in our Document Library.

In addition to our voluntary sustainability disclosures, Fortescue also discloses employer data annually under the Workplace Gender Equality Act 2012. This data is available on the WGEA website.

Our Actions

Fortescue’s commitment to DI&E extends across all aspects of our operations. This includes targeted programs to increase representation, such as the Leadership Empowerment for Aboriginal People (LEAP) program, as well as flexible work arrangements to support gender equity.

By embedding DI&E principles into our operations, Fortescue creates an environment where all employees can thrive and contribute to our shared success.

This summary highlights some of our programs and achievements at Fortescue during FY25.

Local and Global Initiatives

First Nations Australian employment and development

1,662

11.7%

5.3%

16.2%

Vocational Training and Employment Centre

For the past 19 years, our VTEC has been a key part of our training and development strategy, providing First Nations people with sustainable career pathways and guaranteed employment after training completion.

Cross-cultural awareness training
29,014 employees and contractors trained in FY25

Leadership support
ensuring leaders are provided with the skills and knowledge to support and lead First Nations employees

Recognition and reward
for employees who support First Nations employment and development

Celebration
celebrating significant First Nations cultural events throughout the year, including National Aboriginal and Islander Day Observance Committee (NAIDOC) Week in Australia.