Statoil's ambition is to be a globally competitive company. It is a key priority to create a stimulating working environment and provide employees with good
opportunities for professional and personal development.

The group seeks to achieve this through developing a strong, value-based performance culture, clear principles for leadership and an effective management and control system. In Statoil, the way in which the results are achieved is as important as the results themselves. Corporate governance, our values, leadership model, operating model and corporate policies are described in the Statoil Book, which has been made available for all employees.

The group has recently reviewed its global people policies to ensure consistent common standards across the group. Through our global people
development and deployment process, we seek to ensure a good match between professional interests and goals, while at the same time offering
challenging and meaningful job opportunities. Statoil remains committed to providing financial and non-financial rewards that attract and motivate the right
people, and it continues to focus on equal opportunities for all talents.
We promote diversity among our employees. The importance of diversity is stated explicitly in Statoil's values and ethical codes of conduct. We try to
create the same opportunities for everyone and do not tolerate discrimination or harassment of any kind in our workplace.

By December 2009, 37% of our employees were women, and 40% of the members on the board of directors were women. Of the 84 senior vice
presidents, 24% are female, and 35% of our successor pool for these roles are female. The proportion of female managers was 25%, and among managers under the age of 45 the proportion was 34%.

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. In 2009, we worked systematically on the development, deployment and succession planning of businesscritical leadership positions. Of leaders promoted to the top 170 roles in 2009, 47% were female.

Statoil works 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 Statoil is non-discriminatory and supports equal opportunities, which means that, given the same position,
experience and performance, men and women will be at the same salary level. However, due to differences between women and men in types of positions and number of years' experience, there are some differences in compensation when comparing the general pay levels of men and women.
 
The Statoil group employs approximately 29,000 permanent employees in 41 countries, and more  than 18,000 of them are employed in Norway, whereas approximately 11,000 were employed outside Norway. Of these, 9,400 were employed in the retail business.

	Number of employees			Women
Geographical Region	2009	2008	2007	2009	2008	2007
Norway	18,100	17,891	17,959	31%	30%	29%
Rest of Europe	9,593	10,475	10,151	50%	47%	46%
Africa	165	144	117	28%	32%	34%
Asia	150	169	144	55%	54%	52%
North America	584	448	315	34%	39%	33%
South America	147	102	72	48%	53%	53%
TOTAL	28,739	29,229	28,758	37%	35%	37%
Non - OECD	2,703	3,009	2,904	64%	65%	66%