Gender pay gap continues to close

• In 2022 our median gender pay gap figure fell to 1.85 percent, well below the UK national average

• Proportionately more women (34 percent) than men (28 percent) were promoted

• For the first time the mean hourly gender pay gap was higher for our female rather than our male employees, albeit by a small percentage (-1.46 percent).

Leatherhead, Surrey – ExxonMobil has published its 2022 UK gender pay gap figures1 on behalf of its two UK affiliates. The report shows a combined median gender pay gap of 1.85 percent for ExxonMobil companies in the UK, which compares favourably with the 2022 UK national average of 9.71 percent2.

Our mean gender pay gap has continued to shrink annually since we first began reporting (in 2017). In 2022 the mean gender pay gap stood at -1.46 percent, compared with 4.1 percent the previous year.

 Year  Median Gender Pay Gap  Mean Gender Pay Gap
 2022 1.85 percent  -1.46 percent
 2021  5.2 percent  4.1 percent
 2020  6.8 percent  4.7 percent

Proportionately more women than men were promoted during the year, and proportionately more women (34 percent) than men (28 percent) work in management positions.

Across the two UK affiliates 18 percent of men and 23 percent of women received a bonus. This figure includes shift allowances, which are classed as bonuses as defined by the UK Government’s reporting requirements.

ExxonMobil in the UK employs over 2,200 people across two affiliates to which the government’s gender pay gap regulations apply: Esso Petroleum Company, Limited and ExxonMobil Chemical Limited. The figures in this latest report include all UK employees at these two affiliates, as at 5 April 2022, whether working in the UK or overseas on expatriate assignments, where their work has a strong connection to the UK.

In recent years we have been successful in attracting female graduate engineers into ExxonMobil companies in the UK at or above market availability (typically between 10 to 25% depending on engineering discipline). In 2022, however, our female graduate intake fell to 12%, significantly below our historic four-year average of 36%.

We are committed to ensuring our recruitment of female graduate engineers is at or above market availability and have therefore implemented a series of actions to that end. These include improvements to our interview process and greater involvement of our employee resource groups, such as the Women’s Interest Network (WIN) and PRIDE, in developing and supporting our recruitment events, new hire orientation, professional development, and mentorship.

Elaine Cole, UK HR Manager, said: “Our latest gender pay gap figures show progress overall, and we remain committed to continued improvement. Inclusion and diversity are not standalone initiatives at ExxonMobil. Both areas are embedded in our talent management system as well as in the culture to which we aspire. Our ambition is that our workforce and leadership reflect the communities and culture in which we operate, and to have proportionate representation aligned with availability.”

Paul Greenwood, Chairman of Esso UK and Lead Country Manager for ExxonMobil in the UK, said: “We are committed to building and sustaining a diverse workforce. Diversity strengthens us by promoting unique viewpoints and challenging each of us to think beyond our traditional frames of reference. Diversity and inclusion of thought, skill, knowledge and culture make ExxonMobil more competitive, more resilient and better able to navigate the complex and constantly changing global energy business. There is a strong management commitment, both in the UK and globally, to ensure that ExxonMobil continues to be an inclusive and diverse employer.”

ExxonMobil remains committed to actions aimed at increasing the number of females studying STEM subjects, to help widen the talent pool from which we can recruit in future. We continue to invest in our local communities through charitable donations, including support for STEM teaching around our sites. This funding enables young people from all backgrounds to stay connected to our STEM outreach remotely.

Over the past three years, we have invested more than £40,000 in education in the UK through charitable donations alone, including support to STEM teaching in communities around our key locations.

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Notes for editors:

  • This report has been produced in accordance with the Equality Act 2010 (Gender Pay Gap) Regulations 2017, and the guidance on managing gender pay developed by the Arbitration and Conciliation Service (Acas).
  • The information combines the pay data for the two UK companies covered by the regulations: Esso Petroleum Company, Limited and ExxonMobil Chemical Limited.
  • The report shows that the companies’ combined 1.85 percent median gender pay gap in 2022 remains low compared with the UK average (9.71 percent).
  • ExxonMobil supports the work of voluntary, employee-led networks that work to foster a culture of inclusivity across the breadth of its business.
  • For more information please visit the Inclusion and Diversity page on our UK website.

1 Published on the Inclusion and Diversity page of our UK website.
2 Office for National Statistics, ‘Gender Pay Gap in the UK: 2022’.