The Company's main asset is its highly professional staff motivated to work efficiently in today's challenging realities.

Rosneft is one of the largest employers in the Russian Federation. In 2021, the Company's average headcount was 330,500 employees, a 3.7% decrease from 2020. The headcount dynamics is explained by changes in Rosneft's perimeter due to the optimization of the Company's asset portfolio. The main share of employees is in Russia (99.2%).

The average age of the Company's employees increased by 0.2 years to 40.8 years. In 2021, 41.3 thousand people held managerial positions. The share of employees attributed to the "managers" category in 2021 was 12.3% of the total headcount. Staff turnover in 2021 was 13%. The personnel turnover rate in 2021 was 13%.

The share of women among the Company's employees remained virtually unchanged at 32.8%. The share of women among managers at the end of 2021 was 24.2%, and the share of women among top managers and executives in the Group Subsidiaries was more than 16%.

Improvement of HR processes to ensure labour rights of employees

Improvement of HR processes plays an important role in minimizing the risks of violations of employees' labour rights. Rosneſt is working systematically to unify and automate these processes, as well as to unify the organizational structures of the Group Subsidiaries' functional blocks.

Unification and automation

The main HR business processes in the Company are implemented in accordance with the methodological document "Uniform Corporate Template for Personnel Management, Compensation and Social Development" (hereinafter - UCT). UCT regulates personnel record keeping, timekeeping, organizational management, remuneration system and settlements with personnel and other persons. Despite the restrictions caused by the epidemiological situation, in the reporting year the roll-out of the UCT methodology on the basis of corporate IT platforms was continued (roll-out was carried out at 13 entities).

Unification of the organizational structures of the Group Subsidiaries' functional units

The Company seeks to optimize workforce processes and reduce employees' labour input. To this end, systematic work is being carried out to unify the functionality and organizational structures of Group Subsidiaries. In addition to the existing ones, two standard organizational structures for the following functional areas were developed, approved and rolled out at three entities in 2021: information security and power supply. Their step-by-step implementation was started in Q4 2021, and the process is scheduled to be completed by the end of 2023 across all Group Subsidiaries.