3.2. Headcount
In 2019, the Gazprom Group’s headcount grew by 7.7 thousand people year-on-year and reached 473.8 thousand people. Such increase was driven by the implementation of strategic projects in gas production and transportation, as well as by the development of the Group’s production activities in the oil and power generation businesses.
28.5 thousand people are employed by the Group under fixed-term contracts, and 445.3 thousand under indefinite-term contracts. Fixed-term employment contracts are usually concluded with top executives and their deputies or in other cases provided for by the Labour Code of the Russian FederationNo breakdown by gender is made for the data provided on the number of employees working under fixed-term employment contracts. No breakdown by region is made for the data provided on the number of employees working under fixed-term employment contracts..
Gazprom Group’s headcount as of the end of the reporting period by employment contract type, 2018–2019, thousand people
Employee breakdown by category and gender did not change materially in 2016–2019. The share of employees under 30 years old tends to decrease.
Gazprom Group’s employees by category and gender, 2016–2019
| Indicator | 2016 | 2017 | 2018 | 2019 |
|---|---|---|---|---|
| Share of the Gazprom Group’s employees, % | ||||
| Executives | 13.9 | 13.9 | 14.2 | 14.4 |
| including: | ||||
| male | 75.9 | 75.7 | 75.0 | 75.4 |
| female | 24.1 | 24.3 | 25.0 | 24.6 |
| including: | ||||
| under 30 y.o. | 6.4 | 5.6 | 5.0 | 4.6 |
| 30 to 50 y.o. | 65.4 | 66.9 | 68.4 | 69.3 |
| over 50 y.o. | 28.2 | 27.5 | 26.6 | 26.1 |
| Specialists and other white-collar staff | 31.6 | 31.5 | 32.4 | 33.0 |
| including: | ||||
| male | 59.0 | 57.4 | 56.9 | 58.4 |
| female | 41.0 | 42.6 | 43.1 | 41.6 |
| including: | ||||
| under 30 y.o. | 18.3 | 16.1 | 14.5 | 13.5 |
| 30 to 50 y.o. | 63.5 | 66.0 | 67.5 | 68.2 |
| over 50 y.o. | 18.2 | 17.9 | 18.0 | 18.3 |
| Workers | 54.5 | 54.6 | 53.4 | 52.6 |
| including: | ||||
| male | 78.0 | 77.0 | 77.5 | 78.0 |
| female | 22.0 | 23.0 | 22.5 | 22.0 |
| including: | ||||
| under 30 y.o. | 18.7 | 17.3 | 16.8 | 15.7 |
| 30 to 50 y.o. | 53.5 | 54.6 | 55.9 | 56.4 |
| over 50 y.o. | 27.8 | 28.1 | 27.3 | 27.9 |
Gazprom Group’s headcount as of the end of the reporting period, by employment type and gender, 2018–2019, thousand people
New Hires
In 2019, the entities within the Group hired 76.6 thousand new employees. The number of new hires by age remained almost the same as in 2018: most of the newly hired employees (36.9%) are under 30 years old, 30.6% are 30 to 40 years old, 19.3% are 40 to 50 years old, and 13.2% are 50 or more years old.
Number of employees hired by the Gazprom Group in 2018–2019. broken down by age
| [Translate to en:] Возрастная категория | 2018 | 2019 | ||
|---|---|---|---|---|
| thousand people | % | thousand people | % | |
| under 30 y.o. | 28.7 | 36.4 | 28.3 | 36.9 |
| 30 to 40 y.o. | 24.2 | 30.6 | 23.4 | 30.6 |
| 40 to 50 y.o. | 15.4 | 19.5 | 14.8 | 19.3 |
| 50 y.o. or more | 10.7 | 13.5 | 10.1 | 13.2 |
| thousand people | % | |
|---|---|---|
| Male | 48.2 | 63.0 |
| Female | 28.4 | 37.0 |
For more details on the number of the employees hired broken down by federal districts see Appendix
Quitters headcount at the Gazprom Group in 2018–2019, broken down by age
| Age group | 2018 | 2019 | ||
|---|---|---|---|---|
| thousand people | % | thousand people | % | |
| under 30 y.o. | 20.2 | 24.6 | 19.8 | 27.7 |
| 30 to 40 y.o. | 21.1 | 25.7 | 19.3 | 27.0 |
| 40 to 50 y.o. | 14.6 | 17.8 | 13.1 | 18.3 |
| 50 y.o. or more | 26.2 | 31.9 | 19.3 | 27.0 |
Quitters headcount at the Gazprom Group in 2019, broken down by gender
| Gender | thousand people | % |
|---|---|---|
| Male | 43.4 | 60.7 |
| Female | 28.1 | 39.3 |
The number of hired employees and quitters dropped in 2019 versus 2018 due to the dismissal of many employees in 2018 from Gazprom Dobycha Astrakhan LLC and Gazprom Dobycha Orenburg LLC and hiring by Gazprom Pererabotka LLC as part of restructuring initiatives and processing assets spin-off.
The turnover rate was 5.8% in the reporting year, slightly up year-on-yearThe turnover rate is calculated as the ratio of the number of employees dismissed under clauses 3, 6, 7, and 9 of Article 77 of the Labour Code of the Russian Federation to the average headcount. No breakdown by gender is made for the data provided on the turnover rates.. The turnover rate growth in 2019 versus 2018 was driven by an increased number of employees who voluntarily resigned from PJSC Gazprom’s subsidiaries undergoing organizational and staffing improvements related to reorganization (winding-up) in 2019.
For more details on the number of quitters, personnel turnover rates and personnel loss rates broken down by federal district see Appendix
Shift Personnel
The Group’s operations cover remote regions of Siberia, the Far North, and Russian offshore areas. 50.5 thousand shift workers are employed at the fields located in remote areas far away from populated localities, in harsh weather conditions.
Gazprom Group’s shift personnel(1), 2016–2019, thousand people
| [Translate to en:] Наименование | As of December 31, 2016 | As of December 31, 2017 | As of December 31, 2018 | As of December 31, 2019 |
|---|---|---|---|---|
| Roster of employees of the entities which use the shift system, thousand people, total | 161.3 | 164.5 | 165.2 | 224.7 |
| Headcount of shift staff, thousand people, including: | 34.6 | 35.6 | 35.2 | 50.5 |
| people working in the Far North and areas considered equivalent to it, thousand people(2) | 32.8 | 34.0 | 33.8 | 47.8 |
| Relative share of shift staff in the organization’s roster, % | 21.5 | 21.6 | 21.3 | 22.5 |
(2) No information is collected or analysed in terms of gender.
The average headcount of shift workers in 2019 exceeded that of 2018 by 15.3 thousand people (or 43.5%) because in 2019 there was an increase in the number of the Gazprom Group members who provide information in the form of corporate statistical reports.
Gazprom makes its best to ensure effective work of and comfortable living for the shift personnel. The Company provides transport to bring shift workers from the meeting point to the place of work and back, offers medical, social and amenity services, and consistently develops the infrastructure of shift personnel camps by building and renovating accommodation facilities, canteens, medical aid posts, and sports facilities.