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 26% female with only 14% of managerial or senior technical 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, Tullow is already taking a number of actions and has made the reduction in the Group’s gender pay gap an important KPI on the Group’s 2018 Company scorecard that determines Senior Management bonuses.
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 technical and leadership 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.
Pay & Bonus gaps
| ||Women's hourly rate ||Women's bonus pay |
| Lower (mean) ||44% ||53% |
| Lower (median) ||49% ||52% |
| ||Men ||Women |
| Top quartile ||90% ||10% |
| Upper middle quartile ||91% ||9% |
| Lower middle quartile ||65% ||35% |
| Lower quartile ||51% ||49% |
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.
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.