Inclusion & Diversity

Gender Pay gap reporting

Tullow recognises there is a gender pay gap resulting principally from a gender imbalance across its UK organisation.  Tullow’s UK permanent workforce is 28% female with only 16% of senior management positions currently filled by women.  This imbalance is not unusual for the oil and gas sector where women only make up ~20% of the workforce.  Whilst it will take time to address the gender pay gap, we have shown improvement from the 2017 reporting and will continue to focus on reducing the gender pay gap. Tullow continues to have inclusion and diversity (which includes the reduction in Tullow’s gender pay gap) as a KPI on the Group’s Company scorecard that drives remuneration for all employees. Tullow will also be setting long range diversity targets in 2019.

Tullow is committed to improve the Group’s gender diversity especially at senior levels.  For example, our Inclusion and Diversity Plan is currently focussed on nationalities and gender with the intention to increase women and local Africans in senior management roles across all Tullow locations. This is supported by good employee policies, benefits and recruitment practices. 

Tullow continues to strive for an inclusive culture where everyone is treated fairly and equally. Tullow's Gender Pay Gap reporting can be found below, on the government website, and you can read more about it Tullow's Gender Pay Gap Report 2019.

Pay & Bonus gaps

  Women's hourly rate

 Women's bonus pay
   2017 2018  2017  2018
 Lower (mean) 44%  39%  53%  48%
 Lower (median) 49% 46%  52%   48%
   

Pay quartiles

  Men Women
  2018 2019 2018 2019 
 Top quartile 90% 90%  10%  10% 
 Upper middle quartile 91% 88%  9%  12% 
 Lower middle quartile 65% 62% 35%  38% 
 Lower quartile 51%  51% 49%  49%

Percentage received bonus

 Men
 Women
 2017  2018  2017  2018
 95%  94%  97%  97%

 

Response to the Davies Report

The Board currently consists of three Executive and six non-executive Directors. One of the six non-executive Directors is a woman but all of the Executive Directors are men, which translates to a low level of gender diversity. However in February 2019, Tullow announced the appointment of two new non-executive Directors who will join the Board following Tullow Oil's 2019 Annual General Meeting. Both of the new non-executive Directors are women, improving Tullow's female representation on the Board to 33%. 

The Board supports the aspirations set out in the 2011 Davies Report ‘Women on Boards’ that women should make up at least 25 per cent of board positions. Tullow has set a target to achieve 30% female representation and 30% African representation by 2020.

 

Download Gender Pay Gap Report

Download document / PDF 5MB

Tullow signatory of HM Treasury Women in Finance Charter

Tullow PLC is a signatory to the UK HM Treasury’s Women in Finance charter. We are committed to improving the diversity of our workforce because we know that diversity of thought adds real value to our business, and gender diversity is an important part of this. Signing the Women in Finance Charter indicates Tullow’s commitment to supporting the development and progression of women into senior roles within our organisation.

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