LUKOIL is a large employer in Russia and abroad. We endeavor to apply uniform principles and approaches to working with our employees in all countries and regions of operation, taking into account local cultural specifics and legislative features. The principles and standards set forth in our Human Capital Management Policy and other local regulations are mandatory for all LUKOIL Group entities.
Human Capital Management Policy dictates that we conduct our activities under the principle of equal rights and opportunities and consider any form of violation of human dignity and discrimination on any grounds unacceptable.
The Company does not tolerate discrimination based on gender, race, age, or other grounds. The hiring process applies an equal opportunity approach to local applicants abroad, to men and women, to applicants with limited health abilitiesFor applicants from special groups, jobs are provided based on statutory regulations and job openings that meet labor requirements. For example, the quota for hiring people with limited health abilities in the Company is 2–3% of the average number of full-time employees and is set separately for each region of LUKOIL’s operations.", to members of the indigenous minorities of the North, and to other social groups.
Recruitment in foreign countries
Our basic approach in all countries where we operate is to comply with legal requirements and employ the best professionals. In the Republic of Iraq, for example, foreign companies are required to hire at least 50 percent of the average headcount from local candidates. In the Republic of Uzbekistan, this number is at least 80 percent. (This requirement applies to both full-time employees and contractors.) We offer opportunities for locals to fill vacant positions and provide training if needed. In Bulgaria, Italy, Romania, and Belarus the share of local hires was 99 percent, in Uzbekistan — 93 percent, and 60 percent in IraqGiven our broad geographic presence, some indicators such as the share of local hires and the average salary are disclosed for each significant region. See Appendix 6 for the definition of a significant region. In 2020, six foreign countries mentioned in this paragraph of the Report are considered significant regions. Local employees are all employees of Group’s organisations, excluding seconded employees (defined in Appendix 6).".
Employees with appropriate qualifications are hired for management positions in our foreign entities. If personnel with the necessary qualifications and capabilities are not available on local markets, Russian employees are appointed to managerial positions in order to promote the same corporate culture throughout LUKOIL Group and to expand their capabilities by gaining professional experience in international projects. For this purpose, the Company has a pool of employees who can be rotated. Thus, the risk of a loss to efficiency is mitigated and the need for highly qualified and managerial personnel is promptly satisfied, regardless of the situation in local labor markets. At the same time, the opportunity to work in different business and cultural environments is a motivation for employees who value diversity.
|Senior managers, people||89||89||88|
|Share of local senior managers, %||31||33||35|
Despite the specifics of the oil and gas industry and the traditional prevalence of male employees, LUKOIL has maintained a balanced gender structure for many years.
We provide equal career development opportunities to all our employees. Gender monitoring of personnel job categories is carried out regularly. In doing so, we respect the desire of employees to achieve a balance between family and work. Parental leave, for example, is available to both women and men. We also encourage employee initiatives to develop groups based on specific interest. For example, a women’s club has been functioning at the refinery in Nizhny Novgorod since 2013.