Schlumberger, an historic diversity Interview with Mrs Nassima Anin
Summary 1. A greatdiversity of nationalities 2. Genderdiversity 3. Diversitythrough international careers
A great diversity in nationalities Schlumberger is divided in « Geo-marchés »
A great diversity in nationalities Let’s compare the repartition of nationality compared with the turnover’s :
A great diversity in nationalities • This policy started 40 years ago. • The society hires graduates from France, USA, but also Indonesia, Nigeria, China… • This is true at every grade : for example, the 50 top executive managers come from 20 different countries and Andrew Gould (CEO) is english.
A great diversity in nationalities What are the advantages of multicultural teams ? • the creativity improves • client’s need are better understood • Emulation between the employees : they learn other ways to work
Women in the business world • Papy boomanticipate the decrease of the workforce by appealing women • An outdated topic in USA • France begins to integrate it in the RH objectives: e.g. Schlumberger from 1994 • Every company is not at the same level • EDF waits the after motherhood: around 40 years • PPR 48% of collaborators, 37%managers • ESA: 5,5% due to the lack of women in scientific training
Gender Diversity:key figures & strategy • Pierre Bismuth: involved in gender diversity, was at Schlumberger for 30 years • Communication work, supporting policy, commitment of companies. • Objectives: 30% women in 2010+urge them to manager position • Strategy or natural behaviour: 1994 meritocracy drives actions more than positive discrimination
Today situation • Depending on women rate in engineering school • 163 women25,6% of the total workforce 13% of key positions Distribution by age and gender
Advantage of such a policy • Representativness: e.g. in Norway • Increase the chance to find people who fullfill the requirements of particular mission • Humanization on the field • Can facilitate the business: efforts made towards women in negociating • Offers new points of view increase creativity • Give opportunity in countries where woman work is complicated or not allowed "Les entreprises ayant le plus fort taux de femmes dirigeantes ont de meilleures performances financières que celles qui comptent proportionnellement moins de femmes dans leurs instances dirigeantes ». Cabinet catalyst
Advantages & difficulties • Adapt to countries: Culture &religion: In Saudi Arabia, women can’t work • Security issue: e.g: women abductions identification of adapted locations : e.g. OMAN • Take Women cycle into consideration Avoid Family splitting: pregnancy, children and marriage • Even with skills, women are less confident • appeal women to technical positions dependant on women rate in engineering school
Diversity through international career • Expatriations conditions of SLB • Expatriations for all the family • Support for « duals careers » • Try to help for the husband’s (wife’s) career • Harmonization of the maternity leaves worldwide
Diversity through international career • 2001: Started as a field engineer at the end of 2001 (training in Malaysia, the Philippines and Indonesia) • 2002: promoted to Wireline field engineer in Indonesia • End of 2002: transferred to Abu Dhabi • In November 2003, she moved to work offshore in Qatar • End of 2006, she returned to her native country: China • In 2007 moved in a different direction, she tooks up the position of recruiting manager.
Diversity through international career Create and maintain a welcoming and supportive environment for all members and their families.
Diversity through international career Vidya Javalagi, Webmaster - Al Khobar, Saudi Arabia "Welcoming our SSA friends to experience together, and be amazed at the experience of working in a very experienced team."