In 2010, the overall percentage of women in the company was 37%, and 40% of the board of directors were women, as were 20% of the corporate executive committee. Through our development programmes, we aim to increase the number of female managers, and we endeavour to give equal representation to men and women in leadership development programmes. The total proportion of female managers in Statoil ASA in 2010 was 25%, and, among managers under the age of 45, the proportion is 34%.

We also devote close attention to male-dominated positions and discipline areas. In 2010, 26% of staff engineers were women, and among staff engineers with up to 20 years' experience, the proportion of women is 31%. The proportion of female skilled workers in 2010 was 16%.

Cultural diversity

Statoil believes that being a global and sustainable company requires people with a global mindset. In 2010, 40% of the managerial staff in the Statoil group were non-Norwegians, whereas the proportion in Statoil ASA was 6%. Outside Norway, Statoil aims to increase the number of people and managers who are locally recruited, and to reduce long-term, extensive use of expats in our business operations. 

Building a culture characterised by a global mindset thus includes deploying new role models with international experience in leading positions. One of the main objectives of the Statoil 2011 project, has been to ensure renewal and globalisation of the company and its fully owned subsidiaries through a comprehensive leadership deployment process. One of the main priorities in this process has been to increase the proportion of female and international leaders, and to deploy identified talents in new leading positions. The composition of the leadership pipeline, effective from 1 January 2011, represents a significant improvement in leadership diversity, and is summarised in the figure below.

Figure: Proportion of female and non-Norwegian managers with personnel responsibility in Statoil ASA and its fully owned subsidiaries