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Employment and Human Capital

One of our greatest strengths is the diversity of our workforce, with men and women of many nationalities and backgrounds working together and sharing common objectives.

Our long-standing commitment to national, cultural, and gender diversity fosters a corporate culture that is global in outlook yet local in practice. We attract top performers from the countries where we work, and this broad range of perspectives enables us to better understand national issues, respond to local concerns, and deliver services that meet the expectations and requirements of our stakeholders and customers.





Research and Innovation
Research and Innovation

Through a global network of Research and Engineering centers, Schlumberger is committed to advanced technology programs that enhance oilfield efficiency, reduce E&P costs, improve productivity, maximize reserve recovery, and increase asset value while also accomplishing these goals in a safe and environmentally sound manner.

Since 2008, our Early Stage Technology Corporate Venture group has supported external innovation by co-investing and codeveloping promising technologies with start-up companies in a broad range of disciplines, including technologies such as nanocrystalline cellulose, wireless power, high-pressure mass spectrometry, robotics, automation and control, and cybersecurity—all of which are being actively pursued. More recently, we have invested in technologies around waste heat recovery and decarbonization, emissions monitoring and control, and renewable energy. In 2017, we also invested in Peloton Technologies, a Silicon Valley start-up company that is developing a vehicle “platooning” system that enables commercial trucks to operate at close following distances with the goal of improving safety and fuel efficiency. The system has shown fuel savings of more than 7% when platooning using industry standard tests: 4.5% for the lead truck, and 10% for the following truck.

At the Southwest Research Institute in Texas, the Schlumberger Research and Corporate Venture Groups collaborated with the Environmental Defense Fund to test a variety of technologies for the application of detecting methane leaks from equipment in the upstream oil and gas sector. The tests highlighted two open-path detection systems that are powered by solar panels. These systems upload data automatically to the cloud and can be commercialized at well sites without significant existing infrastructure.

Technology Watch, a component of our University Relations program, identifies opportunities for commercializing game-changing technology and connects the most promising university teams with the Schlumberger Corporate Ventures group. Technologies currently being watched include drilling and treatment fluids that reduce our industry’s environmental footprint, advanced materials and chemistry for extreme environments, renewable energy, energy efficiency, nanotechnology, robotics, mechatronics, automation, autonomous vehicles and the mobility transformation, power management and energy storage, and data analytics.

We are founding members of the NorTex Alliance of Petroleum Universities, which includes leading universities in Norway and Texas that are conducting applied research on carbon storage and reuse in operations to improve hydrocarbon recovery.

As one of four founding companies that established the Global Climate and Energy Project (GCEP) at Stanford University in 2002, Schlumberger has committed nearly USD 25 million in collaboration with 40 institutions worldwide that have collectively committed more than USD 188 million. GCEP seeks ways to supply energy to meet the changing needs of the growing world population but also protects the environment. The project manages a portfolio of energy research programs to develop technologies that are efficient, cost-effective when deployed on a large scale, and environmentally benign. The broad portfolio has led to the formation of several high-profile start-up companies.

University Relations

Our Management on University Advisory Boards

University Relations

Performance Data

Our University Relations program helps develop technical leaders and positively influence science and energy technology worldwide. Internally, we are aligning University Relations with our new way of working by focusing on efficiency and reliability. In 2017, we continued to attract talented university graduates; advance education and research in engineering, manufacturing, science, and technology; promote academic entrepreneurship; support technology transfer; foster corporate, social, and environmental responsibility through university partnerships; and become change agents in communities by directly supporting education programs in STEM subjects.

We have many ongoing collaborations with universities that are directly relevant to the technical challenges facing the oil and gas industry. Approximately half of our collaborations are related to software development, one-third to advanced materials, and one-fifth to robotics, mechatronics, and automation. They include technologies for deepwater operations, such as the development of subsea engineering education programs, footprint reduction in operations to extract unconventional resources, materials and chemistries for extreme operating environments, technologies to improve the accuracy of surface and subsurface measurements, and high performance computing and data analytics.

Many members of the Schlumberger leadership team serve on university boards around the world. Our representatives also serve on faculty or deans’ industry advisory boards, departmental industry affiliates committees, and student project committees at the undergraduate and graduate levels. We continue to sponsor academic chairs and invest in scholarships either through direct financial aid or in the form of tools and training. We also support competitions organized by professional societies, such as the American Association of Petroleum Geologists Imperial Barrel Award and the Society of Exploration Geologists Geoscientists Without Borders.

Recruiting

Schlumberger believes in meritocracy, early responsibility, and promotion from within. We provide a challenging workplace and encourage fair employment practices. We also offer equal opportunities to all our employees.

Hiring for Success

Our recruiting strategy is based on a long-term vision. We hire the best talent globally. Our investment in the accelerated development of our people by exposing trainees to multiple experiences across a variety of locations and operations helps us develop an agile workforce and the next generation of business leaders. In 2017, we hired approximately 740 interns from top universities and recruited 1,600 graduates, 33% of which were women. The candidates came from all disciplines of study and worked in field operations, applied research, engineering, manufacturing, business, sales, finance, legal, and human resources.

Social Impact Challenge

Working in conjunction with the Society of Women Engineers, the Schlumberger recruiting team in North America sponsored a Serve 2 Succeed social impact challenge by encouraging section members and partners to volunteer in their communities and turn ideas into positive real-world impact. Over a five-week period in fall 2017, 754 volunteers from 12 universities participated in 154 volunteer events, contributing a combined total of 504 hours of volunteer time. Winners of the 2017 challenge were the Colorado School of Mines in the category for Most Volunteering Events; Tulane University for Best Video Content; and Texas Tech University for Best Social Impact Performance. For more information, please visit www.s2schallenge.com.

Corporate Sponsor of the Year

Schlumberger received the Penn State Corporate Sponsor of the Year Award, which recognizes a corporation that has demonstrated extraordinary generosity in promotion and support of Pennsylvania State University. Recipients are selected based on consistency of giving, level of impact across the university, and support for areas of greatest need. Schlumberger’s technical and recruiting teams are working to expand and strengthen the relationship with Penn State through greater technical collaboration and improved recruiting.

Veteran Program

In January 2017, the newly formed Schlumberger Veteran Engagement Team launched a Veteran Program. The program is an evolution of the veteran initiative started by Cameron in 2014 before it was acquired by Schlumberger in 2016, and empowers veterans through recovery and transition—two fundamental issues many returning service members face today.

The Schlumberger Veteran Engagement Team made multiple visits to military bases throughout the United States to provide transitioning service members with an in-depth overview of the oil and gas industry, Schlumberger, and the types of careers that the Company offers.

In August, Schlumberger hosted its first Military Open House and Hiring Event in Midland, Texas. Several veterans drove more than 12 hours from other states to attend the event. Among the 17 veteran candidates who attended, 14 were presented with job offers.

Training and Development

Our investment in employee training and development is one of the largest among oilfield services companies. High-quality training is fundamental to the success of our employees, as well as to the success of our business.

Training and development are continuous processes at Schlumberger. Training is delivered through classroom-based instruction, live simulations at learning centers, self-paced learning using the latest interactive technologies, and on-the-job education. Development opportunities include coaching, mentoring, and cross training through career mobility to expose employees to new roles, geographies, business segments, and functions.

Depending on job position, all our employees participate in a variety of training modules. All employees prepare annual training and development plans with their managers and agree on specific actions for the year. Employees are also evaluated on “self-development” during their annual appraisal, which is part of our Commitment Mindset in the Schlumberger Blue Print in Action–Our Code of Conduct. Our goals are to foster partnerships between employees and the Company, and create value for employees by enabling them to keep their skills current and develop their talents to their full potential.

We also offer a number of internships for students, and many of our people started with Schlumberger this way. Interns generally progress through a period of intensive off-the-job technical training or receive on-the-job training interspersed with formal seminars.

HSE Training

In 2017, we deployed initiatives to improve HSE training delivery methods by using a learner-centered training approach to provide more participatory teaching methods. This new approach to training includes a combination of micro-learning videos, group discussions, virtual reality, activities, role-play, practice, and brainstorming. For computer-based training, personnel have access to an online application that provides a platform for interactive training and includes self-study and assessments to complete the required certifications. Throughout their careers, personnel are assigned training, re-certifications or refresher training based on their specific roles and responsibilities, work environment, geographic location, and activity risks.

Employee Development

Opportunities are provided for employees to develop their full potential through a combination of training and experience during a progression of roles. For certain positions, our goal is to transfer employees to new roles every two to three years. Our borderless career philosophy means we support multiple flexible career paths; we take risks on people by developing them across functions, businesses, and geographies. We provide employees with the necessary training to enable them to fulfill the requirements of their current role or position.

Learning Centers

Our global network of learning centers is busy year-round. Training programs include technical, safety, personal development, business, and managerial courses as well as on-the-job training. New oilfield trainees follow a fixed-step training program that lasts three years, and all employees are offered courses that last from several days to 12 weeks, or are multiyear.

NExT

NExT, a Schlumberger company, provides capability, competency, and professional development services for the oil and gas industry. With a portfolio of over 700 courses, training programs, and competency services covering technical and software skills, NExT assists in developing the petrotechnical expertise needed to meet today’s increasingly complex industry challenges. NExT has access to more than 3,000 instructors teaching across every E&P discipline. On average, NExT teaches over 15,000 oil and gas industry professionals each year at Schlumberger locations in 85 countries around the globe.

Employee Engagement

Engage to Excel is company-wide program to measure and improve employee engagement and performance. The survey provides employees around the world with an opportunity to suggest ways to improve teamwork and create a work environment where Schlumberger people are inspired to give their best. During 2017, teams throughout the Company implemented more than 20,000 action plans to help improve the 12 conditions that, proven by Gallup, drive high engagement and performance. This was our second year conducting the survey and we achieved a 91% participation rate, a slight improvement from the 2016 participation rate.

Learn more about our Recruiting and Training.

Knowledge Management
Research and Innovation

The approach to knowledge management at Schlumberger encourages employees around the globe to share their expertise across the full spectrum of the Company’s day-to-day activities, including topics such as health, safety, and environmental concerns during our operations and best practices across all domains. Using established knowledge management systems and processes, Schlumberger employees address the technical challenges of the oil and gas industry. Within this strong culture of knowledge sharing, the Schlumberger approach to knowledge management enables people to connect, collaborate, and learn from one another daily.

In 2017, our employees viewed two million pieces of vetted information in the corporate knowledge base, and accessed more than 29,000 entries in our internal encyclopedia over 43 million times since its inception. To facilitate networking within the Company and encourage knowledge sharing, every employee maintains a curriculum vitae on our intranet, and these are accessed more than 8.5 million times annually.

For the 12th year in a row, Schlumberger was a winner of the Global Most Admired Knowledge Enterprises (MAKE) study—the international benchmark for world-class knowledge organizations. Overall rankings are based on a company's performance in eight individual categories. In 2017, Schlumberger was voted No. 1 for creating an enterprise knowledge-driven culture. The global award recognizes organizations that outperform their peers in creating shareholder wealth by transforming tacit and explicit enterprise knowledge and intellectual capital into superior products, services, or solutions.

Diversity

Nationality Mix

Gender Diversity

Our people are our main asset. Making diversity a business priority has given us access to the best people, no matter where they were born. Schlumberger sees diversity of its workforce as an important part of its cultural philosophy and a business imperative because it enables the Company to serve clients anywhere in the world. We attract top performers from the countries where we work, and this broad range of perspectives enables us to better understand national issues, respond to local concerns, and deliver services that meet the unique expectations and requirements of our stakeholders and customers.

National and Cultural Diversity

One of our greatest strengths is the diversity of our workforce, with men and women of many nationalities and backgrounds working together and sharing common objectives. Schlumberger recruits and develops people in alignment with our business objectives and proportional to the revenue derived from the countries in which we work. Our long-standing commitment to national and cultural diversity fosters a culture that is global in outlook yet local in practice, and this permeates every layer of the Company, including every level of management.

Management Diversity

Employees from non-Western nationalities and emerging countries are now integrated into every level of the workforce, including senior management. The composition of our Board of Directors also reflects the diversity of the Company—among our 10 directors, three of which are women, four are citizens of the United States, and the others are citizens of Norway, Argentina and the United Kingdom, Canada, France, Russia and Saudi Arabia.

Age Diversity

Ongoing changes in the composition of our workforce require an adaptive approach toward recruitment, retention, and the mobility of our employees. Schlumberger is dedicated to hiring, training, and retaining younger professionals to take on the leadership roles being vacated, and we benefit from the perspectives younger employees bring to the Company.

Gender Diversity

We strive to meet the evolving needs of our workforce in terms of gender equality, work-life balance, and dual-career expectations. We believe this focus helps us maintain our competitive edge. Schlumberger continually monitors equality in compensation for men and women globally across all grades with the goal of maintaining equity.

Our gender diversity focus began in 1994, when the Company set an overall target of having women comprise 15% of our workforce by 2015. After achieving this milestone ahead of schedule in 2011, we set a new target of having women comprise 25% of our workforce at all levels of the organization by 2020.

In 2017, women made up 16% of the Schlumberger workforce. Within our salaried population, 19.6% are women. As of December 31, 2017, the following roles were filled by women: three executives reporting to the CEO, one Product Line president, one GeoMarket region manager, and eight vice presidents.

Connecting Women

Connect Women’s mission is to empower women to achieve their full potential through networking, mentoring, development, and community outreach. Connect Women has more than 75 local chapters around the world where members and managers meet regularly to exchange ideas and propose concrete actions to facilitate integration and career progression within Schlumberger.

In 2017, Connect Women celebrated its 10th anniversary by holding 117 local celebrations across the globe with more than 8,500 attendees. Global activities included 30 webinars, including two webinar series (OWN IT—Be the Best You and Field Series), newsletters, challenges, discussions, and the compilation of videos from around the world into three 10th anniversary videos representing the past, present and future of Connect Women.

Advancing Careers

In partnership with Heriot-Watt University in the United Kingdom, Schlumberger offers scholarships for women working on their bachelor's or master's degrees in engineering and science. Students must be in their third year or higher and recipients are awarded financial assistance each year for up to three years of study.

Inspiring Gender Diversity


Women’s Leadership Day in Saudi Arabia

In conjunction with the Company’s 75th year of doing business in Saudi Arabia, Schlumberger held the first Women’s Leadership Day in the country with more than 100 employees, engineers, professors, young professionals, and students in attendance. Participants engaged in workshops and listened to speakers and panelists discuss topics such as the challenges faced by women in the oil and gas industry, the importance of gender balance, and how to bridge the gap between academia and the oil and gas industry.

International Women’s Day in Canada

More than 100 Schlumberger employees came together in March to celebrate International Women’s Day in Calgary, Canada. The event featured senior female employees as keynote speakers and panelists and focused on the achievements of female employees, the challenges women continue to face in the workplace, and the benefits of gender parity. During the event, the Company presented the progress Schlumberger has made toward its commitment to have women comprise 25% of its workforce by 2020.

International Women’s Day Celebration in Kuwait

Employees in the Connect Women Kuwait Chapter celebrated International Women’s Day by participating in outdoor activities and holding competitions to challenge gender stereotypes. More than 60 participants heard inspirational advice from two keynote speakers and spent time networking and sharing stories about their successes and the challenges they face.

Mexico Event Inspires Women in Engineering

More than 150 future female engineers from four universities joined Schlumberger for a Women in Technology event in Villahermosa, Mexico. Hosted by a panel of female Schlumberger experts with experience in HR and engineering, the event included workshops on women leaders, the importance of a personal and professional life, the role of women in Mexico, appropriate personal protective equipment for women, and life in the field.

International Women’s Day in Mexico

In Villahermosa, Mexico, Schlumberger organized a meeting of employees to celebrate International Women’s Day. The guest speaker was Blanca Estela González Valtierra, the first female asset manager in PEMEX, a Mexican oil company and one of our customers. Valtierra, who has broken barriers and paradigms throughout her career, spoke about empowerment, setting and accomplishing career goals, and tearing down barriers to success.

Society of Women Engineers Conference in India

Schlumberger sponsored a Society of Women Engineers (SWE) conference in Pune, India. SWE works to inspire women to achieve their full potential as engineers and leaders, and to transform the image of the engineering profession. Three female Schlumberger employees spoke at the event and provided engaging presentations on management, the oil and gas industry, and maintaining a proper work-life balance. Schlumberger also set up a booth to provide the more than 600 participants with an opportunity to network with employees and learn more about the Company.

Women’s Global Leadership Conference in Energy

Schlumberger was a platinum sponsor of the 15th Women’s Global Leadership Conference in Energy. More than 700 women attended the conference, which is designed to inspire the next generation of women in the oil and gas industry. Participants had the opportunity to network with other industry professionals, discuss industry trends, and learn new ways to fine-tune their professional and technical skills. Many senior Schlumberger employees offered their technical and professional expertise as keynote speakers and panelists during the event.

Diversity Day in France

Employees at the Schlumberger-Riboud Product Center in Clamart, France, held the first Diversity Day to celebrate the center’s diversity of thought with respect to nationality, culture, generations, and handicapped people. The event, held in conjunction with the Connect Women 10th Anniversary Celebration, included a series of conferences aimed at increasing awareness of the importance of diversity in the workplace along with a roundtable discussion, photo exhibit, webinar, and diversity wall.

Working Toward Gender Parity in Russia

The Drilling Engineering Center (DEC) in the Russia and Central Asia GeoMarket region has dramatically increased gender diversity among engineers during the past five years. In 2013, women made up merely 10% of engineers at the center, but in 2017, that number reached 40%. The DEC also sought to increase efficiency by updating its hiring and recruiting strategies to create more diverse and efficient teams.

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