2.1. HR Management

The General Collective Bargaining Agreement of PJSC Gazprom – one of Russia's largest employers – provides for equal rights and opportunities for all employee categories.

The Gazprom Group ensures equal remuneration for men and women in positions requiring the same professional expertise and competencies. The ratio of fixed and variable remuneration is the same for both genders.

An increase in the Group’s headcount in the reporting year is due to strategic projects in gas processing and transportation, the implementation of PJSC Gazprom's investment program, the reform of the investment and forecasting business unit, as well as the launch of major liquid hydrocarbon production projects and the development of import substitution at the Gazprom Neft Group.

There are no significant changes in the gender structure of personnel; the share of women among executives has been growing each year.

The increase in the share of employees over 50 years old is due to the natural ageing of personnel and the pension reform in Russia in 2019–2028.

The Gazprom Group entities strictly comply with the requirements of Russian laws on job quotas for persons with disabilities. To this end, the Group formalizes employment relations with such employees for any jobs or enters into agreements for the employment of people with disabilities with third-party organizations or sole proprietors.

The Gazprom Group seeks to ensure proper respect for employees’ labor rights.

The notice period for significant changes in labor conditions is at least two months. The notice provisions are included in the General Collective Bargaining Agreement.

The territories where Gazprom operates include remote regions of Siberia, the Russian Far North and offshore areas. In the reporting year, the number of shift workers operating in adverse weather conditions at fields located far away from populated areas amounted to 56,700 people.

⁽¹⁾ Average headcount of the Gazprom Group entities.

Growth in the average headcount of shift workers in 2022 by 2,800 people (or +5.2%) resulted from the commissioning of new facilities relying on shift personnel in remote areas, particularly in the Russian Far North.

• Social payments paid to all Group staff, as well as to certain staff categories (employees of the Group entities located in the Far North or equivalent areas, young professionals, employees who have multi-child families and children with disabilities, and others).
• Medical care provided to employees, former employees (retirees) of the Gazprom Group entities, and members of their families under voluntary medical insurance (VMI) contracts and under direct contracts with healthcare institutions.
• Personal insurance. In addition to compulsory health insurance (CHI), the Gazprom Group concludes VMI contracts for employees, former employees (retirees), and members of their families. In addition to compulsory social insurance, the Gazprom Group's employees enjoy accident and life insurance coverage. In line with the approved list of insurance risks, payments are made to employees or their heirs.
• Housing is provided under a corporate program which is co-funded by both employees and the employer and uses mortgage loans. This program helps the Company retain its HR potential in the long run.
• Non-governmental pension insurance of employees relies on the corporate pension system, which provides for additional payments upon retirement.

⁽¹⁾ Information provided for PJSC Gazprom, its representative offices, branches and subsidiaries involved in core business activities and infrastructure entities included in PJSC Gazprom’s budgeting.

⁽²⁾ Temporary employment refers to fixed-term employment contracts. If their term is less than three years, life insurance is not provided. If their term is less than two months, medical services (voluntary medical insurance) are not provided.

⁽³⁾ Part-time employment as per Article 93 of the Labor Code of the Russian Federation. The benefits are not provided under civil law agreements for the purchase of services.

⁽⁴⁾ Extends to executives of PJSC Gazprom’s Administration and subsidiaries engaged in core operations and provides additional insurance coverage against the risk of the employee’s death or injury.

Non-governmental pension insurance for employees at the Gazprom Group entities relies on pension agreements signed with Non-State Pension Fund GAZFOND. This pension arrangement covers employees who have worked at PJSC Gazprom’s entities for at least 15 years and by the time of retirement are entitled to receive an old-age pension. Employees receive these payments upon retirement.

The Occupational Healthcare and Sanitary and Epidemiological Control Directorate of PJSC Gazprom provides guidance to, coordinates activities of and exercises control over medical care facilities. It analyzes feedback on the quality of medical services from the corporate healthcare system participants. Complaints and reports are reviewed by dedicated committees set up at medical institutions.

Insurance companies partnering with the Gazprom Group under VMI contracts arrange and pay for medical services and preventive measures at corporate medical organizations, or, if it is not possible, at third-party healthcare institutions, with their list defined by the VMI Program. The scope of services is set out in the VMI Programs. Insured employees, retirees, and members of their families receive outpatient and inpatient care, as well as health resort and rehabilitation treatment under medical indications.

In 2022, the number of the Gazprom Group’s employees insured under VMI programs grew by 2.3% vs. 2021, and the number of their family members by 8.5%.

Guided by the fundamental principles of Russia’s Healthcare and Demography national projects, Gazprom pays close attention to disease prevention measures. The measures included:

• regular medical examinations (check-ups) for certain categories of employees engaged in heavy work and work in harmful and/or hazardous conditions;
• annual medical screening of employees to identify symptom-free disease forms, determine risk factors, and develop individual health improvement plans, including rehabilitation treatment options;
• monitoring of patients with chronic diseases;
• immunity-strengthening activities, such as vaccination against flu and other viral diseases.

In 2022, the volume of payments for targeted preventive initiatives grew by 52% year-on-year.

In the reporting year, 132,298 of the Gazprom Group’s employees had medical screenings; 60,228 employees received health resort and rehabilitation treatment.

In 2022, we continued our efforts to promote healthy lifestyles among the Group's employees. The Company pays employees for their membership in sports clubs and reimburses sports-related expenses. Apart from that, the Gazprom Spartakiada Games were held in 2022, and a number of corporate sports competitions were organized.

The Gazprom Group also holds professional competitions as an additional personnel development and motivation tool and the means of promoting professional achievements and best practices.

Since 2018, competitions have been held as part of PJSC Gazprom's Labor (Workmanship) Festival in several core professional disciplines relevant for the Group's subsidiaries once every two years. In 2022, PJSC Gazprom's Labor (Workmanship) Festival was held in eight professional disciplines with the total number of participants exceeding 180 employees from 36 subsidiaries.

PJSC Gazprom’s computer-aided design and information technology competition was held at Gazprom Corporate Institute concurrently with the Festival. It was attended by IT professionals interested in the development and implementation of promising projects in information technology and computer-aided design, professional development, and promotion of creative initiatives.

In August 2022, Gazprom Transgaz Tomsk hosted the offline (final) stage of the Best Young Employee contest, which was attended by representatives from PJSC Gazprom’s 45 subsidiaries and entities.

The success of the Gazprom Group relies on the professionalism of its employees, who continuously improve their professional expertise, skills and competencies, broaden practical experience and apply it in their work.

Systematic training of employees throughout their professional career is a critical element of successful talent development. As part of PJSC Gazprom's Continuous Vocational Education and Training System, training relies on pre-designed educational programs using a variety of training materials and learning aids. The programs focus on hands-on personnel training, practicing skills, competencies, and procedures for emergency situations and incidents using mock-ups of production equipment. The subsidiaries and entities adopt their own training plans for work-study centers and educational institutions in the regions of operation.

The Gazprom Group takes an active part in building a national system of qualifications based on professional standards. In 2022, eight professional standards developed by PJSC Gazprom were approved by the Ministry of Labor and Social Protection of the Russian Federation. In the reporting year, the Company drafted six standards and plans to prepare another four drafts by the end of 2023.

⁽¹⁾ The number of employees who completed training is stated in man-courses (if one person received training twice, they are counted twice, etc.).

⁽²⁾ The number of employees does not include those who received corporate ethics training. In the Gazprom Group’s Sustainability Reports 2020 and 2021, the number of employees trained includes training in the corporate ethics standards: in 2020 – 206,700 people (total number of employees trained – 406,100 people); in 2021 – 353,700 people (total number of employees trained – 603,800 people).

⁽³⁾ Data on managers, specialists, and other white-collar staff who completed pre-certification training in industrial safety, occupational health, etc. The number of employees who completed training is stated in man-courses (if one person received training twice, they are counted twice, etc.).

The growth in personnel training indicators in 2022 resulted from compulsory training required for admission to work at hazardous production facilities, and from an increase in the headcount. Another factor contributing to the growth of indicators in the reporting year was the adoption of regulatory documents governing training or establishing additional requirements for the organization of compulsory training.

Support for partner universities includes assistance in coordinating training programs, providing career guidance and organizing student internships. Gazprom managers and senior specialists teach at these educational institutions. The Gazprom Group pays special attention to setting up, equipping and refurbishing laboratories, classrooms, and lecture rooms, research complexes, training grounds, scientific and technical libraries at its partner universities.

The specialized departments established at universities based on Gazprom Group entities enable students to apply theoretical knowledge they gained in practice and contribute to the development of additional competencies. As of the end of 2022, there were 27 specialized departments.

Overall, PJSC Gazprom cooperates with more than 150 universities in providing pro-active training and skills upgrading programs.

In 2022, PJSC Gazprom held another Student Olympiad jointly with partner universities in key subjects related to the Company’s business. Its main goal is to identify students who view the oil and gas industry as a priority for their future professional career.

Annual job fairs at PJSC Gazprom’s partner universities and Gazprom Days enable participating students to learn the specifics of working for the Group, explore internship opportunities and job prospects at Group companies. In 2022, the number of students who completed internships at PJSC Gazprom subsidiaries and entities totaled 10,533, while the number of graduates of secondary vocational and higher education institutions who were hired by the Gazprom Group in the reporting year increased by 18% to 3,495.

PJSC Gazprom holds annual competitions among the sponsored students for personal scholarships rewarding the students of secondary vocational and higher education institutions.

The Regulation on Students and Young Talent Management at PJSC Gazprom’s Subsidiaries and Entities defines the fundamental principles for the onboarding of young professionals at Group companies.

Dedicated onboarding programs, including those involving mentors from among veteran mentors and industry experts, enable PJSC Gazprom and its subsidiaries to:

• reduce the onboarding period for young talent;
• introduce them to corporate traditions;
• improve the qualifications of young professionals in line with their professional focus area;
• select the most promising candidates for planning their further professional development.

In 2022, 170 people took part in workshops under the School of Young Specialists onboarding program.

To inform employees and other stakeholders about various aspects of PJSC Gazprom's operations, the Group publishes 60 corporate newspapers and four magazines, broadcasts three in-house TV channels and three radio stations, and airs a TV program.

In 2022, the Company organized zonal tours (southern zone – Orenburg, northern zone – Ufa) of the corporate Fakel Festival of performing art teams and individual performers from PJSC Gazprom’s subsidiaries and entities.

The main objectives of the festival are:

• preserving the traditions of Russia’s multinational culture, promoting folk art;
• instilling the corporate culture;
• enhancing employee creativity;
• organizing leisure activities, fostering moral and aesthetic development of employees;
• sharing experience among the teams and establishing cultural and business ties between the participating regions.

The total number of participants in the Orenburg stage exceeded a thousand people from 21 subsidiaries, in Ufa – 930 people from 17 subsidiaries.