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% |
| ||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.