Schlumberger Issues Report on Women and Pay
An industry-first report increases transparency about a company's pay practices and promotes long-term gender balance initiatives.
Schlumberger recently published a report titled 2021 Women and Pay—Driving Gender Balance in Schlumberger, which is an industry first in the energy sector. The report's goal is to make the company's pay practices more transparent to employees and external stakeholders. It will also serve as a checkpoint for Schlumberger's gender balance targets, such as its goal of having 30% women in its salaried workforce by 2030.
"Women's participation in our industry has remained low for several years, and represents only about 22%,"
said Carmen Rando Bejar, Schlumberger's chief people officer.
"It is clear that, in order to move the needle on gender balance, we must increase transparency in our pay practices to help guide decision-making on both internal and external equity challenges for women."
"This report will assist us in establishing a long-term 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 women's representation at all levels of the organization."
Women and Pay in 2021: Driving Gender Balance in Schlumberger Coverage The report compares female and male base salaries for similar roles and levels of responsibility in Schlumberger's salaried workforce across 80 countries. The study included both a national and global picture of pay equity. When the data is aggregated, Schlumberger has a global pay gap of 2.68% in favor of men.
In response to the pay disparity, Schlumberger's Leila Hamza, director of diversity and inclusion, stated,
"People performing similar roles may have individual differences depending on their background, skills, and experiences, which is why there is a salary range for each role rather than a fixed salary."
What we need to identify for the purpose of the gender pay gap analysis is any gap that cannot be justified by those factors."
The key findings indicate that the pay gap is caused by two major factors:
An experience imbalance based on a historical imbalance of women in the company, Employees with more tenure typically have higher pay for similar roles due to salary increments gained through seniority.
"Identifying the barriers to women's hiring and advancement is critical," Hamza said. "We are committed to highlighting and removing these barriers by empowering our leaders and employees of all genders to foster an inclusive environment and collaborating with industry peers to foster more equitable workplace practices for women."
Schlumberger intends to publish its Women and Pay report every two years. This not only demonstrates the company's commitment to continuous transparency and gender balance improvement, but it also demonstrates its intention to align with UN Sustainable Development Goals (SDGs) 5 and 10, which represent gender equality and reduced inequalities, respectively.
Visit www.slb.com/2021WomenAndPayReport to learn more about what Schlumberger is doing to improve gender balance and to review data from the report.