Vermilion supports this through access to preventive health care, including supplementary medical coverage for all permanent employees, access to mental health care, support for safe and healthy surroundings and lifestyles.
We offer key family friendly work options, including a strong parental leave program, vacation purchase program, flexible working hours, and the ability to work part-time with benefits.
We offer a full range of workforce protections, including respect for labor rights, detailed codes of conduct, robust compensation and benefits program, and a range of options for training and development.
|100% of permanent employees participating in an annual performance review and development plan||93% achieved||7|
|Strong employee participation numbers in the Great Place to Work survey in all of our participating jurisdictions||92% response rate||88% response rate|
41% of our workforce is located in North America, 46% in Europe and 13% in Western Australia.
Our workforce gender split is slightly more balanced than that of the global oil and gas industry, which reported 22% women according to a 2017 study by The Boston Consulting Group and the World Petroleum Council.
WOMEN IN LEADERSHIP
Although we do not currently have a formal policy in place addressing the representation of women in senior management positions, two out of 10 (20%) Directors on our Board are female and one out of four (25%) of our senior management team is female. In 2017, 18% of leadership roles at Vermilion were held by women. We are continuing to focus on supporting more women to reach leadership positions; this includes developing our high potential female employees through the creation of a mentoring program that launched in 2018. This program matches participants with members of the Vermilion Management Team (Executives and Direct Reports of Executives).
By nurturing and protecting our culture, we believe we attract and retain the best of the best. Our successful efforts are best measured by our consistently low voluntary turnover rate. In 2016, our voluntary turnover rate was 1.8% (the lowest rate in five years), while total turnover was 7.4%. As an example, the Mercer industry average for our peer group in Canada in 2016 was 22.7% for office staff and 15.8% for field staff. Our corresponding turnover was 10.1% office staff and 9.25% field staff. 401-1
TRAINING AND DEVELOPMENT
In 2017, our formal training and development constituted 8,526 hours.