Schlumberger recently released its 2021 Women and Pay report, which the company described as an industry first in the energy sector.
The report is intended to increase the transparency of the company’s pay practices for employees and external stakeholders, according to Schlumberger, which said it will also serve as an accountability mechanism for Schlumberger’s gender balance goals, including its goal of having 30 percent women in its salaried workforce by 2030.
The report, which Schlumberger plans to produce semi-annually, analyzed pay data for Schlumberger’s salaried workforce in 80 countries, comparing the base salaries of women and men for similar roles and levels of responsibility, Schlumberger noted. When the data results were reviewed as a whole, it was revealed that Schlumberger has a global pay gap of 2.68 percent in favor of men, the company noted.
According to Schlumberger, the findings showed that the pay gap was due to two main factors: an imbalance in experience, based on a historical imbalance of women in the company, and salary increases achieved through seniority, which according to the company It means that longer-tenured employees generally command higher pay for similar roles.
The Schlumberger Women and Pay report found that the percentage of female employees in the company increased from 19.5% in 2017 to 22.6% in 2020. The report highlights that to improve gender balance, the company is addressing the problem in the three components of its people strategy; culture, talent and leadership, and environment.
“The participation of women in our industry has remained low for several years and represents only about 22 percent,” Carmen Rando Bejar, Schlumberger chief people officer, said in a company statement.
“It is clear that, to advance gender balance, we must increase the transparency of our salary practices to help guide decision-making on internal and external equity challenges for women,” Bejar added in the statement.
“This report will help us establish a sustainable benchmark for data as we continue to monitor our progress and identify key focus areas to accelerate progress towards gender balance and improve the representation of women at all levels of the organization. company,” continued Bejar.
Leila Hamza, director of diversity and inclusion at Schlumberger, said: “People in similar roles can have individual differences based on their backgrounds, skills and experiences, which is why there is a salary range for each role rather than a fixed salary. “.
“For the purpose of gender pay gap analysis, what we need to identify is any gap that cannot be justified by those factors,” Hamza added.
“It is critical to identify barriers to the hiring and advancement of women… We are committed to highlighting and removing these barriers by empowering our leaders and employees of all genders to create an inclusive environment and working with industry peers to encourage more equitable practices for women in the workplace,” Hamza continued.
Commenting on the report, Schlumberger CEO Olivier Le Peuch said, “Through strong collaboration with our business partners across the industry, we are uniquely positioned to play a role in driving change.”
“We know that simply attracting more women is not enough to address the problem. As well as building a more inclusive environment, we believe it is vital to ensure that women are supported, positioned and compensated for increasingly important roles in the company”, she added.
“Today, we are on track to reach our current milestone of 25% women in our paid workforce by 2025. As we look ahead, we have set our next milestone of 30% women by 2030… To support this commitment, we have taken the decision to publish our global benchmark report on gender diversity, including compensation. We believe this is the first time this has been done in our industry. We hope that the transparency we provide on these findings will encourage others to do the same,” continued Le Peuch.
In January, Schlumberger highlighted in a company publication that achieving gender balance company-wide is ongoing and has been a focus for the company for more than 25 years.
The publication promotes Connect Women as a business networking community that supports its gender balance approach and highlights that the group has organized 18 global webinars and roundtables to promote self-development and knowledge sharing in 2021. Another group of internal networks , Men for Change, seeks to Engage men to become advocates for gender diversity and inclusion, is outlined in the post.
Schlumberger’s January publication also highlighted that the company had recently participated as a platinum sponsor of the Women in Energy Global Leadership Conference and the Women’s Economic Forum held in Ecuador.
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