Inland Rail Pty Ltd, a subsidiary of Australian Rail Track Corporation (ARTC), is building Inland Rail on behalf of the Australian Government.
Construction of the line has been divided into 12 sections. As each section of Inland Rail is completed, it will be operated and managed by ARTC.
Inland Rail Pty Ltd was established as a wholly owned subsidiary of ARTC in May 2024, in line with the Australian Government’s response to the April 2023 Independent Review of Inland Rail conducted by Dr Kerry Schott AO.
Inland Rail Pty Ltd is delivering the Inland Rail project, a 1,600km freight line that will connect Australia, generating opportunities during construction and beyond, and linking regional producers and manufacturers to national and global markets.
With a staged delivery approach, we are prioritising the construction of sections between Beveridge, Vic, and Parkes, NSW, by 2027.
For sections north of Narromine, NSW, and into Queensland, we are securing primary environmental approvals and acquiring land for the corridor, so we can then provide the Australian Government with more certainty as to the full scope and cost of Inland Rail.
Corporate documents
We believe in transparency and accountability. These resources provide insight into our strategic direction, values and reflect our commitment to safety, sustainability and enhancing Australia’s freight and supply chain capabilities.
Australian Rail Track Corporation (ARTC) has released its Statement of Corporate Intent (Corporate Plan) 2025-26, outlining its strategic direction and priorities for the next five years.
Our plan reflects the Australian Government’s Statement of Expectations and sets out how we’ll continue to deliver safe, efficient and sustainable improvements across ARTC’s rail network.
It highlights the progress we’ve made and details how we’re delivering Inland Rail in ways that strengthen Australia’s freight supply chain, support regional communities and create opportunities for local businesses.
Our values and behaviours are the foundation of our business. Our culture supports diverse and broad thinking, customer focused decision making, accountability and responsibility.
Our sustainability progress and impact: 2023-2024 highlights
Our Annual Sustainability Report 2023–2024 highlights the positive environmental, social and economic outcomes achieved across Inland Rail during that period. It showcases how we are embedding sustainability into planning, design and construction – from reducing emissions and waste, to supporting regional jobs, protecting biodiversity and partnering with First Nations communities.
The report outlines our progress against Inland Rail’s sustainability objectives and reflects our ongoing commitment to delivering lasting value for communities and the environment.
Disclaimer:
The Inland Rail Annual Sustainability Report has been prepared to provide stakeholders with an overview of Inland Rail’s environmental, social and governance performance and initiatives. This report is intended for general informational purposes only.
This report does not constitute the Annual Sustainability Report as defined under section 296A of the Corporations Act 2001 (Cth). It does not include the climate statements, notes or directors’ declarations required under the Corporations Act, nor is it prepared in accordance with the sustainability standards or legislative instruments prescribed for statutory reporting purposes.
Readers should not rely on this report for compliance or regulatory purposes. For statutory sustainability disclosures, please refer to the relevant documentation lodged in accordance with the Corporations Act.
Inland Rail Modern Slavery Statement 2025 [PDF, 2 MB]
Our commitment to closing our gender pay gap
At Inland Rail we are working on building an inclusive and diverse culture which is guided by our Inclusion and Diversity Vision and Purpose.
Vision
- We’re building and supporting a diverse team to deliver Inland Rail and developing an inclusive culture that values the contributions of all team members.
Purpose
- To attract and retain a diverse workforce, building a safe, respectful and inclusive team culture to deliver Inland Rail.
IRPL is committed to:
- empowering every voice
- valuing every contribution
- building a stronger Inland Rail.
Our Results
Inland Rail recently submitted its first Workplace Gender Equality Agency (WGEA) report – a milestone that reflects our ongoing commitment to fairness, transparency and inclusion.
The gender pay gap reflects the difference in average earnings between women and men across our workforce.
As of 31 December 2024, Inland Rail’s average total remuneration gap is 27.7% and 25.1% median total remuneration gap.
To gain a clearer understanding of our gender pay gap, Inland Rail has undertaken detailed analysis that has been independently validated. The key factors driving our pay gap includes:
- our gender composition. Although overall female participation at Inland Rail at 45.8% is very positive, females are underrepresented in the upper middle and upper quartiles of total remuneration.
- our employees have the opportunity to earn more remuneration when working in an operational/site-based role. These opportunities are extended to employees based on the skills and experience required. Currently this cohort are largely males.
Our Actions
Our FY26-27 Inclusion and Diversity Strategy, endorsed by the Board, outlines targeted initiatives and metrics to progressively close the gender pay gap.
We are committed to addressing the drivers of the gender pay gap by focusing on four key areas.
1. Engaging our people by:
- Adopting capability-based selection criteria to increase females and diverse candidate pools
- Building a compelling value proposition for women and diverse candidates
- Implementing a mentoring and sponsorship program for high-potential women and diverse talent.
2. Building leadership capability by:
- Rolling out inclusive leadership training and accountability frameworks
- Educating leaders on their role in creating a psychologically safe workplace.
3. Setting measurable goals by:
- increasing representation of women in leadership and operational roles
- implementing our Inclusion and Diversity objectives under the four key pillars:
- an inclusive culture
- attracting diverse talent
- developing and retaining diverse talent
- visible leadership and governance.
- undertaking regular reporting on performance with the Board, Board Committees and the Executive.
4. Monitoring progress by:
- conducting regular gender pay gap analyses
- allocating remuneration review budget to close gaps and track impact.
We will continue to be transparent with our people on our gender pay gap and commit to continuing to consult with our workforce in alignment with our Vision and Purpose.
Inland Rail Pty Ltd. ABN 73 094 819 520
