Diversity and Inclusion

Training, education and learning

We believe leadership is the single most factor to achieve meaningful progress on diversity and inclusion. At the heart of our learning strategy is our People Management Programme. This supports existing and future supervisors, managers and leaders in their role in ensuring a positive environment for employees. The programme is designed to equip them with the skills, competencies and confidence to be able to effectively supervise, manage and lead people. A key module within this is Diversity and Inclusion (D&I). In 2019, 60 delegates attended this training to support a respectful and inclusive workplace with equal opportunities for everyone.

Promoting STEM careers

Chrysaor is committed to inspiring the next generation of scientists and engineers to help solve the energy challenges of the future. We actively participate in Oil and Gas UK’s (OGUK’s) D&I Taskforce where a network of champions across the sector promote the D&I agenda and consider any gaps at an industry level. We have also been actively participating in a working group looking at people re-skilling for second careers in energy.

Across the company we offer student placements in a variety of disciplines. Not only do these create mentoring opportunities for our employees, they also offer diverse industry-related projects to further students’ personal and professional development within the energy industry.

We play a key role in the Energy Industry’s STEM programme working with the Oil and Gas Technology Centre to promote STEM education and careers in the Energy Sector. This includes sponsoring a Skills Scotland Career Event. We are also a supporter and mentor for STEM in the Pipeline and Go4Set secondary schools’ education initiatives and the Engineer n’ Our Lives, primary schools’ education programme.

Flexible working

We believe that a proactive and forward-looking approach to flexible working is a key enabler to attracting and retaining a diverse talented workforce. Chrysaor will continue to provide working parents (male and female employees) with opportunities to continue their careers through family-friendly incentives, as well as advocating flexible working arrangements to support individuals in the workplace.

Bias-free recruitment

We have rigorous recruitment processes in place to ensure that people from any background have equal access to opportunities in employment. We continually review our job descriptions and job advertisements for gender neutrality to ensure we are reaching as diverse a range of candidates as possible. Our People Management Programme helps supervisors and managers understand unconscious bias and the impact it can have in the workplace. The programme arms participants with strategies for controlling bias to ensure our working environment is as equitable and inclusive as possible, and to ensure we engage people from diverse backgrounds, experiences and perspectives.

Working with groups to drive change

We are involved in a number of initiatives, including POWERful Women (PfW) and the AXIS Network, which aim to attract, engage, and develop women in our business and industry. Last year, we supported AXIS in three practical ways: having an employee serve on the committee, chairing an AXIS committee meeting and hosting in the delivery of an AXIS event at one of our offices. In addition, one of our male employees became an AXIS Role Model on the topic of shared parental leave. AXIS positively impacts gender balance in oil and gas by:

  • Engaging leaders across the industry to recognise the benefit of diversity and to drive through cultural change.
  • Providing a personal support network and access to role models for over 1,000 employees.
  • Providing access to mentors who share industry insights and practical career advice.
  • Sharing best practice on issues related to gender diversity.