Workforce Diversity | Schlumberger
Workforce Diversity
2019 Schlumberger UK Gender Pay Gap Report
2019 Gender Pay Gap UK report.
The UK Government recently enacted The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, requiring UK companies with more than 250 employees to publish figures related to gender pay. This report provides a consolidated snapshot of the gender pay gap for Schlumberger in the UK and the gender pay gap for each of our four UK entities with more than 250 employees as of April 5, 2019.
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2020 Schlumberger France Gender Equality Indicators
2019 Schlumberger France Gender Equality Indicators
Beginning in 2019, the French government requires each company to measure the equality between women and men. Each legal entity's rating is calculated based on several factors: wage gap, carrier development, processing of maternity leave returns, gender balance among the highest paid employees. The total score is 100 points and companies have three years to reach a minimum of 75 points by law.
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One of our greatest strengths is the diversity of our workforce, with men and women of many nationalities and backgrounds working together and sharing common objectives. Schlumberger does not have a 'nationality' which describes its culture but operates in a truly global fashion throughout the world. As a company, we encourage fair employment practices worldwide and offer equal opportunities to all our employees.

Workplace diversity

Our customers, suppliers and shareholders are increasingly global and diverse. They expect us to understand, respond, and deliver services that meet their unique expectations.

We must attract and retain top performers worldwide from the full depth of the talent pool and address the evolving needs of our workforce in terms of quality of life and dual career expectations. By creating a variety of perspectives that stimulate productive creativity and innovation, we maintain our competitive edge.  

Three prerequisites upon which we will proceed with our diversity efforts:

  • We are a publicly traded corporation concerned with profitability and shareholder return.
  • Meritocracy drives our actions, decisions, and employee advancement.
  • While it is a competitive advantage that our workforce communicates in a multitude of languages, English is the common language of our internal management communication.

Gender diversity

Our goal is to continually increase the percentage of women we recruit worldwide, ensure proper career development for high-performing women, and increase our organizational flexibility to accommodate a wider range of personal situations.

Nationality diversity

Schlumberger has been successful in attracting and developing nationalities from nonwestern and emerging countries, now integrated into all levels of the work force, including senior management.

Family and work life

Our people worldwide are our main asset. The change in the composition of our workforce necessitates an adjustment in our attitude toward recruitment, retention, and mobility of our employees.

Dual careers

One of the most significant changes in our society in the last several decades has been the entry and continued presence of women in the working population. Families in marriages in which both spouses work are now the largest single group of families in the workplace.

According to the US Bureau of Labor Statistics, 60% of all marriages are dual career; these couples make up 45% of the workforce.

Because the proportion of people in dual career relationships is on the increase, this creates new challenges for the organization. We try to take family considerations into account when making personnel and assignment decisions.

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