Having a diverse and inclusive workforce that reflects the areas where we operate strengthens our capability and resilience. We aim to provide an equal opportunity work environment that’s free of harassment and bullying and promotes decision-making that is unbiased and free of discrimination and victimisation.
As outlined in the Oil Search Diversity and Inclusion Policy, diversity encompasses, but is not limited to, gender, ethnicity, age and culture. The Diversity Policy, the Oil Search Code of Conduct and our Human Resource Standards make it clear we will not tolerate discrimination, harassment, bullying or other victimisation, and outline how we approach a discrimination allegation.
Our 2020 Diversity and Inclusion Strategy aims to leverage a diverse, inclusive and representative workforce to achieve top quartile business results. The Strategy focuses on increasing:
- Female representation in senior leadership roles.
- Female representation in our Graduate Development Programme.
- PNG national representation in PNG leadership roles.
- The “Inclusion index” result of the employee engagement survey year on year.
We report our progress towards these objectives in our annual Social Responsibility Report.
Our approach includes applying candidate gender diversity requirements for all external roles and removing diversity marker information from resumes. This improves the diversity of candidates being considered and reduces the risk of personal bias during recruitment. We also conduct unconscious bias training for our senior managers.
Both gender and ethnicity are elements of our selection criteria for participation in our Accelerated Development, Citizen Development and Graduate Development and Apprentice Programmes. For further information on these development programmes,see Training and Development.
Our parental leave offering aims to create and maintain a work environment that accommodates the needs of our employees with non-work responsibilities. Flexible working arrangements are available, and employees can purchase up to two weeks’ additional leave each year to help balance their personal and professional commitments.
We also continue to pay superannuation payments to men and women who take unpaid parental leave, a point of difference for our Company in both Australia and PNG. In Alaska, we offer flexible start and finish times to support our employees with personal commitments outside work.
We recognise the impact gender-based violence can have on the wellbeing and productivity of employees and as such, we provide a safe environment and support to employees who are subject to violence. Our principles of support are outlined in our procedure governing family and women’s protection.
Our Women’s Protection and Empowerment (WPE) Strategy, which includes elements of our Company processes and community-based activities, is overseen by the Board HSS Committee and the Oil Search Foundation Board. It is delivered by a dedicated WPE project manager and supported by an employee group, the Women’s Protection and Empowerment Steering Committee.
The Oil Search Women’s Network provides an informal opportunity for women across the Company to support and learn from each other.
To the extent that the law permits, we collect data on workforce age, nationality and gender to support our diversity efforts. Our drive to provide a workplace free of discrimination and victimisation of any kind aligns with or exceeds local legislative requirements in each of the countries where we operate.
Our diversity and inclusion performance, including instances of discrimination, is monitored on a quarterly basis by the Board People and Nomination Committee, and is included in Key Performance Indicators for some executive managers.
See People and Organisation in our Data Centre for more information.