Schlumberger Releases Women and Pay Report | Schlumberger
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Publication Date
4/27/2022
Article Topics
Inside Schlumberger

Schlumberger Releases Women and Pay Report

Industry-first report elevates transparency of company’s pay practices and promotes sustainable gender balance initiatives

Schlumberger recently released its report: 2021 Women and Pay—Driving Gender Balance in Schlumberger, an industry first in the energy sector. The report aims to increase transparency of the company’s pay practices to employees and external stakeholders. It will also serve as an accountability mechanism for Schlumberger’s gender balance targets, including its goal of having 30% women in its salaried workforce by 2030.

“The participation of women in our industry has remained low for several years, and represents only around 22%,” said Carmen Rando Bejar, chief people officer, Schlumberger. "It’s clear that, in order to move the needle on gender balance, we need to increase transparency of our pay practices to help guide decision making on both internal and external equity challenges for women.”

“This report will help us establish a sustainable reference point for the data as we continue to monitor our progress and identify key focus areas to accelerate progress toward gender balance and improving the representation of women at all levels of the company.”

2021 Women and Pay: Driving Gender Balance in Schlumberger Cover

The report analyzes pay data for Schlumberger’s salaried workforce across 80 countries, comparing female and male base salaries for similar roles and levels of responsibility. The analysis included both a country-specific and global picture of pay equity. When the data results are reviewed in aggregate, Schlumberger has a global pay gap of 2.68% in favor of men.

Commenting on the gap, Leila Hamza, director – diversity & inclusion, Schlumberger said: “People performing similar roles may have individual differences depending on their background, skills and experiences, and this is why there’s a salary range for each role rather than a fixed salary. For the purpose of the gender pay gap analysis, what we need to identify is any gap that cannot be justified by those factors.”

Key findings show that the pay gap is due to two main factors:

  • An imbalance in experience, based on a historical imbalance of women in the company
  • Salary increments gained through seniority mean that employees with higher tenure typically have higher pay for similar roles.

“It’s critical to identify the barriers to women’s hiring and advancement,” said Hamza. “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 foster more equitable practices for women in the workplace.”

Schlumberger plans to produce its Women and Pay report biannually. Not only does this signify the company’s commitment to continuous transparency and gender balance improvement, it also demonstrates its aim to align with United Nations Sustainable Development Goals (SDGs) 5 and 10, which represent gender equality and reduced inequalities, respectively.

To learn more about what Schlumberger is doing to improve gender balance and to review data results from the report, visit www.slb.com/2021WomenAndPayReport.

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