Cairn Energy PLC
Corporate Responsibility Report 2009
Corporate Responsibility Report 2009
- Employee engagement
- Occupational health and safety
- Training and development
- Diversity and local hiring
- Security and risk management
- Data
Diversity and local hiring
Cairn embraces equality and diversity in employment and believes all employees should enjoy equality of opportunity, advancing purely on their merits and abilities. We also promote the hiring of local employees wherever practicable and support their transition into the Company through our induction programme.
Equality and Diversity
Our global policy on equality of opportunity and diversity sets the standard for a positive working environment that respects an individual's personal dignity. We categorically oppose all forms of unlawful or unfair discrimination on the basis of sex, gender, disability, race (including colour, nationality, ethnic national origin or creed), marital or civil partner status, age, sexual orientation, belief or employment status.
We value diversity and we recruit and promote employees on merit, providing fair and just rewards for all our workers. We do not tolerate harassment or bullying of any kind and recognise the need for effective communication and consultation with employees. We recognise an employee's rights to freedom of assembly, association and collective bargaining. However, as an organisation, we pride ourselves on our open-door policy and staff are continually encouraged through a variety of means such as individual, team and staff meetings to provide feedback and make representation to senior management.
In 2009, an average of 39% of the Cairn workforce (excluding Cairn India) was women, ranging from 21% in Bangladesh to 60% in Tunisia, and around 8.2% of Cairn India employees are female. In addition, 10% of Cairn's employees come from minority groups and 2% have disabilities.
Local Employment in India
For the construction of the MPT in Rajasthan, Cairn India implemented a Local Employment Strategy to promote and prioritise local employment.
Through it, we aim to take 80% of the unskilled labour we need from the local area, giving first priority to those from which we acquire land, then to people living within 5 kilometres of our major oil fields and then within the wider Barmer district. The remaining 20% can be brought from outside the local area by the contractors.
Peak employment was achieved during 2009, so to counter the reduction in employment opportunities, we are developing an employment strategy for the post-construction phase. This will support the communities most affected and especially those who have lost land.
Work Experience
In 2009, we took on a number of work experience students, particularly in the Exploration part of the business. The students participated in a number of different projects and worked closely with their skilled mentors. We recognise that taking on students can make a real contribution to the business and develops their skills and knowledge, increasing their employability following the completion of their studies. In an industry with a growing skills shortage, we recognise the importance of attracting graduates to the sector.