Diversity and inclusion

Proud of our differences - inclusive for everyone

We are transforming Petrofac into a company that better reflects the communities we operate in and promotes diversity in its widest sense. We represent diverse cultures that, combined with the dedication to Petrofac’s values and behaviours, provide an unrivalled strength. It brings a wide range of perspectives and attracts the best talent prompting greater creativity and success in the workplace.

Diversity and Inclusion are key to our business strategy in creating a more innovative, creative place to work. We recognise that our differences are our greatest strength, and we are building an inclusive environment that everyone feels respected, a sense of belonging and are supported to succeed, we want to celebrate individuality. We believe our workforce should be representative of the communities in which we operate, and we want Petrofac to be a place free of bias and discrimination.
Anna Douglas Global Head of Diversity & Inclusion
We are Petrofac

Our differences are our strengths

Developing a diverse workforce

We are committed to being a more diverse company, which embraces differing perspectives, is representative of the communities in which we operate, and provides equal opportunities to all employees and job applicants.

  • The percentage of women in senior management maintained at 25.8%
  • We established a further two employee network groups, Age and Developing, as well as a Menopause subgroup, adding to the Women’s Group and (SHINE) and a Pride Group
  • We launched our Global Menopause Policy
  • In the UK we launched ethnic origin reporting, which is voluntary for our employees to complete
  • The percentage of women in senior management increased to 25%. As a result we brought our target of 30% of women in senior management forward from 2030 to 2025
  • Since 2020 the proportion of women recruited externally into senior management roles has increased from 6% to 26%
  • To ensure that the Company hears and engages with a wider spectrum of viewpoints, we established two new global employee network groups – a Women’s Group and a Pride Group
  • We have appointed our first Global Head of Diversity and Inclusion, as well as two Diversity Champions in the leadership team
  • Each member of the Executive Leadership team is a mentor to two high potential female employees
  • We established a Women’s Leadership programme, a six-day initiative, and 48 of our most senior female employees participated
  • We introduced a requirement for at least one woman to be included on the final interview shortlist in all the external recruitment of all middle management positions
  • We developed a new diversity and inclusion e-learning programme, which is mandatory for all employees from 2021


We aim to achieve 30% of women in senior roles by 2025

Our people


We have more than 85 nationalities working at Petrofac



Percentage of female graduates onboarded (globally) in 2022

Award winning equality, diversity and inclusion

Our Employee Network Groups (ENGs) – Pride and SHINE – won the Equality, Diversity & Inclusion Initiative of the Year award from ECITB thanks to their work to provide safe spaces for both female and LGBTQ+ employees at Petrofac.

Ensuring everyone's included

Getting it right on inclusion means we are ensuring that people feel valued, accepted, and included for who they are. It’s important to recognise that each individual is unique and that differences, both visible and invisible, are part of who they are.

We prioritise inclusion because it is strongly linked to faster and better decision-making, to innovation and to employee engagement and wellbeing. By making our business more inclusive, we are making it more efficient.

A global platform

We have celebrated National Inclusion Month in 2022, highlighting the actions we can take to create a more inclusive workplace. We have organised sessions, webinars, meetings, and provided resources and opportunities for all Petrofac employees to get involved. As a business, we continue to celebrate key diversity and inclusion events across the globe.

Some of the improvements we have made to become a more inclusive workplace include:

  • We have signed up to the Disability Confident programme, to improve our accessibility and inclusion. the Disability Confident scheme supports employers to make the most of the talents disabled people can bring to a workplace
  • We have made progress with ethnic origin reporting in our UK business units. This is a voluntary exercise, and the information shared by employees is securely held and treated with strict confidentiality. The data is used to analyse trends and enables us to monitor and minimise the risks of any bias in our recruitment, training, development, reward and other processes.
  • We have included flexible working options in all our job adverts. We are also open to discussing permanent flexible working options where these can be accommodated. Our view is that the promotion of flexible working arrangements increases motivation, performance, and productivity, reduces stress and encourages staff retention by enabling employees to balance their work life with other priorities
  • We are now an Accredited Living Wage employer in the United Kingdom
  • We have signed up to the Menopause Workplace Pledge. This means that we are making a commitment to take positive action to support employees going through menopause
  • We have signed the Age-Friendly employer pledge, and we are showing our commitment to older workers and making our workplace age-friendly
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