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Values Matter
Sustainability Report
Values Matter
2016 Sustainability Report
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3.4 Reduce premature mortality through prevention and treatment, and promote mental health and well-being

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.

5.4 Recognize and value unpaid care and domestic work and shared responsibility

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.

8.2 Achieve full and productive employment and decent work for all women and men

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.


 Annual Targets 2016 2017
100% of permanent employees participating in an annual performance review and development plan 93% achieved Available in Q2 2018
Strong employee participation numbers in the Great Place to Work survey in all of our participating jurisdictions  92% response rate  88% response rate

Key Metrics


At December 31, 2016, our global team comprised 661 people, compared to 721 at December 31, 2015. In 2016:


42% of our workforce is located in North America, 46% in Europe and 12% 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. 


Although we do not currently have a formal policy in place addressing the representation of women in senior management positions, two out of our 11 (18%) Directors on our Board are female and one out of four (25%) of our senior management team is female. In 2016, 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 will launch in 2018. This program will match 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. G4-LA1b


In 2016, we saw a 13% increase in training hours, to 8,913 hours of formal training. G4-LA11

Values Matter
Vermilion Energy