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 2022, the Company's average headcount was 323,900 employees, a 2% decrease vs 2021. The headcount dynamics is explained by changes in Rosneft perimeter due to the optimization of the Company's asset portfolio. The main share of employees is in Russia (99.6%).

The average age of the Company's employees increased by 0.2 years to 41 years. 41,400 people held senior positions in 2022. At the same time, the share of employees classified as "senior managers" in 2022 was 12.3% of the total headcount. Staff turnover in 2022 was 13.3%.

The share of women among the Company's employees remained virtually unchanged at 33%. The share of women among managers at the end of 2022 was 23.9%, and the share of women among top managers and executives in the Group Subs was more than 18%.

Improvement of HR processes to ensure labor rights of employees

Rosneft is systematically working to unify and automate HR business processes and unify organizational structures of functional units across the Group's subs. This work also contributes to minimizing the risks of non-compliance with the labor rights of employees.

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) which regulates personnel record keeping, timekeeping, organizational management, remuneration system and settlements with personnel and other persons. Scaling of the UCT methodology in the reporting year based on corporate IT platforms was continued (rollout was carried out at 9 entities).

Unification of the Subs’ organizational structures

The Company works on a systematic basis to unify the functionality and organizational structures of the Group's Subs to optimize processes and reduce labor costs. In addition to the existing standard organizational structures (SOS), the following functional areas were updated and replicated in 2022: oil quality control and chemical and analytical research, energy, capital construction and geotechnical monitoring. The rollout is planned to be completed by the end of 2023 in the subsidiaries of the respective production areas.