IT IS A LEGAL REQUIREMENT FOR EMPLOYERS WITH 250 OR MORE EMPLOYEES TO PUBLISH SPECIFIC FIGURES ABOUT THEIR GENDER PAY GAP ON THEIR WEBSITE AND ON THE GOVERNMENT’S ONLINE REPORTING SERVICE. CHEVRON ARE DELIGHTED TO SUPPORT THIS EXCELLENT INITIATIVE AND PRESENT BELOW OUR GENDER PAY GAP DATA COVERING STAFF EMPLOYED AS AT 5TH APRIL 2018.
The regulations require us to carry out six calculations that show the difference (“the gender pay gap”) between the average earnings of men and women in our organisation, regardless of the nature of their work. The gender pay gap is not the same as an equal pay comparison, which deals with the pay differences between men and women who carry out the same jobs, similar jobs, or work of equal value.
Our data is currently being updated and will be published here soon.
WRITTEN STATEMENT FROM CHEVRON’S CHIEF FINANCE OFFICER.
I am pleased to confirm our 2018 published gender pay gap information as presented above. By way of context, our staff consists mainly of shift-paid traffic management workers who, at the snapshot date, are overwhelmingly male, whereas our female colleagues, again at the snapshot date, tended to hold salaried administrative or managerial roles within the organisation. It is this that accounts for the negative gender pay gap data recorded in mean and median hourly rates of pay. For example, a minus 5.6% difference in mean hourly rate of pay means that the mean hourly rate of pay for female Chevron employees was 5.6% higher than the mean hourly rate of pay for male Chevron employees on the snapshot date. We note the differences in mean and median bonus pay, which is due to fewer women working in the more senior roles that qualify for larger bonus payments.
Anthony Livingstone - CFO
3rd April 2019