Gender Balance

Hinda GharbiWireline President

Schlumberger-Private

Gender Balance: Challenges and OpportunitiesSchlum

berger-Private

Schlumberger Strong Foundation

HR Guiding Principles Talent Identification Career Development

High Value Emp. Flagging

Succession Planning

Our ability to attract,

develop and retain a

highly competent and

diverse workforce has

been the key to our

success

My Career Fundamentals

Career Opportunities Portal

Technical Programs

Training and Learning

Schlumberger-Private

Gender Balance - A Long Journey…

1980’s 1990’s 2000 2005 2010 2020

Gender Balance Forum

Female recruiting

initiatives begin

Female recruiting quotas

Female recruiting

target: 25%

Female recruiting

target: 30%

Employee Friendly HR

Standards: Parenting, Dual

Career, Benefits, Child Care

Women’s Leadership Workshop

Connect Women

Women in the Field

25% Female content

at all levels

Awakening EngagementGender

Balance

Schlumberger-Private

Gender Balance Enablers

Dual Careers

>2300 employees

Active Management

of Dual Careers

program

Personnel Policy

Maternity Guidelines

Flexible Working

Guidelines

Schlumberger-Private

Leading Gender Balance

Commitment from

the top

Steering committee led by senior executives

“We need to

increase the number

of women in all roles

and at all levels

across the company”

Paal Kibsgaard

SLB Chairman and CEO

Schlumberger-Private

Progress - Balance Across All Levels

0%

5%

10%

15%

20%

25%

G08-11 G12-14 B06-05 B04+

2001

2007

2015

Source: SLB Internal Data

Middle

Management

Senior

Management

Executive

Management

Field Level

Schlumberger-Private

Gender Balance - Our Ambition

25% Female content at all levels by 2020

Schlumberger-Private

Gender Balance

Hinda GharbiWireline President

Schlumberger-Private