Sustainable Supply Chain | Schlumberger
Sustainable Supply Chain

Global Stewardship

The energy industry is changing, and our vision is to define and drive high performance, sustainably.

Schlumberger is committed to operating ethically and in an environmentally, economically and socially responsible manner. This commitment is fully articulated in The Blue Print in Action – Our Code of Conduct. Schlumberger is also committed to conducting business in a manner that preserves and respects human dignity. These commitments are fully articulated in our Human Rights Position Statement. We seek to apply these commitments across all Schlumberger business activities and supply chain, including suppliers, contractors and labor agents.

To ensure the respect of human rights and the progression of sustainable development, Schlumberger has aligned its Global Stewardship program with the Sustainable Development Goals (“SDGs”) of the United Nations. Schlumberger takes consideration in sourcing decisions of the positive and negative impacts we can have on a range of issues covered by the SDGs. 

To find out more about our Global Stewardship program, go to www.slb.com/globalstewardship.

Globe rendering overlooking rig in the desert.
Photo of rig behind a hill of flowers.

Climate action

In December 2019, we became the first company in upstream E&P services to commit to setting a science-based target to reduce our greenhouse gas (“GHG”) emissions, as defined by the Science Based Targets initiative (“SBTi”). In line with SBTi’s defined criteria, we will define our GHG reduction target by 2021. Our science-based target will align with the goals of the U.N. Paris Agreement and will be calculated using expertise from our extensive scientific community. We are also continuously examining opportunities to better quantify and reduce our indirect GHG emissions from associated input and outputs of our operations and supply chain.

Conflict minerals

Schlumberger is committed to purchase only those parts and products containing minerals that have been procured through a validated conflict-free supply chain to avoid the use of minerals that have financed conflict in the covered countries, and we expect our suppliers to abide by the same standard. Click for more details.

Working conditions requirements summary

Schlumberger considers human rights in the workplace a salient human rights issue as defined in the UN Guiding Principles Reporting Framework. The Requirements define the general principles that inspire Schlumberger’s approach to human rights in the workplace.

Beyond different country legal and regulatory requirements, these Requirements provide a common baseline for the expected treatment of employees, contractors, temporary workers, trainee workers, migrant workers, and foreign contracted workers.

Contractors, suppliers and agents are expected to respect human rights in the workplace and comply with the Requirements and agree to be monitored to.

Below is a summary of the requirements:

Graphic displaying Principles of Schlumberger working condition requirements
  • Freely chosen employment. All work is to be voluntary and workers are to be free to leave upon reasonable notice. Use of forced, compulsory, bonded, indentured, involuntary prison labor, slavery or trafficking of persons is prohibited.
  • Child labor. Use of child labor is strictly prohibited – child labor includes any person under age of fifteen (15), or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. Workers under the age of eighteen (18) must not be required to perform hazardous work or night work.
  • Discrimination. Workplaces shall be free of harassment and unlawful discrimination. Workers shall not face discrimination based on race, color, gender identity, age, sexual orientation, ethnicity or social origin, disability, religion, political opinion, union membership, or marital status in hiring and employment practices such as promotions, rewards, and access to training and termination.
  • Harsh or inhumane treatment. Harsh and inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers is strictly prohibited, as is any threat of such treatment.
  • Fair wages. Compensation paid to workers must comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. Illegal and/or abusive wage deductions or payments by workers in return for recruitment, transportation, accommodation, food and other living costs should be prohibited.
  • Recruitment Fees. Regardless of whether recruitment fees or similar are permitted or not prohibited by relevant local law, no potential worker shall be charged with fees, administrative costs or otherwise for participating in a recruitment process and/or securing a job.
  • Working hours. Worker fatigue is linked to increased accidents, illness, lowered productivity and increased turnover. Workers must therefore not be required to work more than the maximum set by local law, including overtime hours.
  • Freedom of association. Workers are to be allowed the right to freely associate for the promotion and defense of their occupational interests and the right to collective bargaining, in good faith and in accordance with local laws. Workers are to be able to communicate openly with their management regarding working conditions without fear of reprisal, intimidation or harassment.
  • Grievances. Workers shall have access to a grievance mechanism to raise workplace concerns without fear of reprisal, intimidation or harassment.

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