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Gender Pay Gap
Tullow continues to recognise that there is a gender pay gap resulting principally from a gender imbalance across its UK organisation.
The permanent workforce in the UK office at April 2023 (Gender Pay Gap Reporting date) was 29% female with 17% of women in senior management positions.
Tullow's Gender Pay Gap reporting can be found below and on the government website.
Pay gaps
Women's hourly rate | |||
|---|---|---|---|
2021 | 2022 | 2023 | |
Lower (mean) | 33% | 35% | 31% |
Lower (median) | 36% | 37% | 34% |
Pay quartiles
Men | Women | |||||
|---|---|---|---|---|---|---|
2021 | 2022 | 2023 | 2021 | 2022 | 2023 | |
Top quartile | 90% | 89% | 86% | 10% | 11% | 14% |
Upper middle quartile | 70% | 73% | 82% | 30% | 27% | 18% |
Lower middle quartile | 61% | 57% | 65% | 39% | 43% | 35% |
Lower quartile | 49% | 49% | 50% | 51% | 51% | 50% |
Response to the FTSE Women Leaders report
The FTSE Women Leaders has set a target of 40% women representation on the FTSE 350 Boards and in Executive Committee and Direct Reports by the end of 2025. On the latest Reporting date (October 2023) Tullow had:
33.3% women on the Board
32.6% women in the Executive Committee & Direct Reports
Tullow will strive to meet the above mentioned target of 40% by the end of 2025.