We recognise that our people are critical to our success
Diversity and Inclusion
The Group-wide diversity and inclusion (‘D&I’) strategy, developed during the first quarter of 2021, is now embedded in the overall strategy of the business, alongside the D&I policy. The policy outlines seven key commitments:
• Challenge our personal bias;
• Understand the diversity of our workforce;
• We will resource, ensuring diversity matters;
• Engage and educate our workforce on D&I;
• Learn from each other by providing reverse mentoring;
• Consider suppliers who are diverse and inclusive; and
• Learn and continuously improve
Targets have also been set for gender and ethnicity representation in leadership with a target of 30% women in both leadership roles and management grades across the business, and 15-20% minority ethnic representation in Executive leadership roles, with targets to be achieved by 2025.
EnQuest publishes its Gender Pay information in accordance with the UK’s Gender Pay legislation. Our gender pay gap results are influenced by factors such as societal norms, more males than females working in the Oil and Gas sector (particularly offshore) and individual choices in terms of self-selected flexible working practices such as part time working. Having a gender pay gap does not mean that the pay practices at EnQuest are unequal.
The Company conducts regular benchmarking exercises to ensure that our salaries are comparable, regardless of gender, and that our recruitment process is fair and balanced.
However, we recognise that we need to work at addressing our gender pay gap over the coming years. Whilst we recognise that any improvements of this imbalance cannot be resolved immediately, we are committed to narrowing the gender pay gap in EnQuest over time.
We have a zero tolerance approach to any form of modern slavery, which encompasses slavery, servitude, human trafficking and forced labour.