Tullow continues to recognise that there is a gender pay gap resulting principally from a gender imbalance across its UK organisation.
The permanent workforce in the UK office at April 2022 (Gender Pay Gap Reporting date) was 33% female with 17% of women in senior management positions.
Tullow's Gender Pay Gap reporting can be found below and on the government website.
Pay gaps
Women's hourly rate | ||||
2019 | 2020 | 2021 | 2022 | |
Lower (mean) | 35% | 38% | 33% | 35% |
Lower (median) | 43% | 43% | 36% | 37% |
Pay quartiles
Men | Women | |||||||
2019 | 2020 | 2021 | 2022 | 2019 | 2020 | 2021 | 2022 | |
Top quartile | 89% | 88% | 90% | 89% | 11% | 12% | 10% | 11% |
Upper middle quartile | 83% | 88% | 70% | 73% | 17% | 12% | 30% | 27% |
Lower middle quartile | 62% | 59% | 61% | 57% | 38% | 41% | 39% | 43% |
Lower quartile | 52% | 45% | 49% | 49% | 48% | 55% | 51% | 51% |
Response to the Hampton-Alexander report
The Hampton-Alexander set a voluntary target of 33% women representation on the FTSE 350 Boards and in Executive Committee and Direct Reports by the end of 2020. On the latest Hampton Alexander Reporting date (October 2021) Tullow had:
- 33% women on the Board
- 36% women in the Executive Committee & Direct Reports
Hampton-Alexander has now increased the voluntary target to 40% women representation in Boards and Leadership teams by 2025, which Tullow will strive to achieve.