This excerpt taken from the STO 20-F filed Mar 24, 2009.
We promote diversity of gender, age and ethnicity among our employees.
The importance of diversity is stated in our values and in our ethical codes of conduct. We aim to create the ame opportunities for all of our employees, regardless of gender, age on ethnicityand do not tolerate discrimination or harassment of any kind in our workplace.
By December 2008, 37% of our people were women, and 40% of the members on our board of directors were women. The proportion of female managers is 27%, and among managers under the age of 45, the proportion is 35%. Moreover, women are relatively well represented in the technical disciplines. In 2008, 25% of our staff engineers were women, and among staff engineers with up to 20 years' experience, the proportion of women is 28%. The proportion of female skilled workers in 2008 is 18%.
We work systematically with recruitment and development programmes in order to increase the number of women in male-dominated positions and discipline areas.
The reward system in StatoilHydro is gender neutral, meaning that men and women with the same position, experience and performance will be at the same salary levels. However, due to differences in types of positions and numbers of years' experience between women and men, some differences in compensation appear when comparing the general wage levels of men and women. On average, the earnings of female skilled workers are 93% of the earnings of their male colleagues. There are no significant differences between the earnings of female and male staff engineers.