Our objective is to ensure the health, safety, security and welfare of our employees and those with whom we work and to ensure that we have a workforce that is performing at its best.

Our HSE Policy and Code of Business Conduct & Ethics commit us to protecting the health and safety of our workforce, to providing a workplace free of discrimination where diversity is valued and to ensure that we consult and engage with our employees.

Zero
Zero Lost Time Injury events across Group operations in 2021
60%
Female employees at corporate level in London in 2021

Occupational health and safety

We place the highest priority on providing safe and healthy working environments for our staff and contractors. Our HSES MS is implemented at each stage of a project, supported by Occupational Health and Safety Guidance and Standard Operating Procedures.

Where Pharos is not directly an operator, we work with our partners to maintain safety standards. We have worked to build and contribute to improvements in the safety culture in Vietnam and we are proud of that record of achievement. HSES training, drills, workshops and inspections are conducted on an annual basis to ensure that the zero target is maintained. We are able to share our practices and lessons learned with others in the industry and are contributing to further capacity building.

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Diversity helps deliver our strategy

We believe in a workforce with a diversity of experience, nationalities, cultural backgrounds and gender, to support our business strategy of long-term sustainable growth. It is crucial to the success of our business that we retain and develop the diversity of our workforce and have diversity and inclusion at the heart of our recruitment, development and promotion processes.

In Egypt, we have maintained a gender neutral recruitment process and, wherever possible, are ensuring that we first look to fill any vacancy internally with a local Egyptian candidate, thus ensuring career progression and succession planning are established for local staff.

We are also proud that women accounted for nearly 60% of employees at our London head office. Our offices across the organisation recruit talents from diverse backgrounds, ethnicity and experience. Most notably, our London head office has 17 people from 10 different nationalities, which ensures that we cultivate a culture that recognises and promotes diversity in all forms and where every voice is heard.

We currently have over 65 employees in London, Egypt and Vietnam. With a relatively small directly-employed workforce, everyone in Pharos can benefit from discussion with their colleagues, understanding each other’s challenges and uniting as a team.

Large Image Office 4

Preventing major accidents

Pharos has emergency response plans in place for all projects and assets. The plans are communicated to the workforce and response personnel receive training to ensure they are competent to carry out their emergency roles. This is supplemented by periodic refresher training. Drills and training exercises are carried out.

We ensure asset integrity and control operations in order to effectively manage all significant risks during all stages of the operations.

Diversity & Inclusion

Our Code and Policies and our Guiding Principles commit us to providing a workplace free of discrimination where all employees can fulfil their potential based on merit and ability. They also commit us to providing a fully inclusive workplace, while providing the right development opportunities to ensure existing staff have rewarding careers. As part of this global approach we ensured that leadership training was made up of a fair representation of our global employees in terms of race, gender and ethnicity. 

With a relatively small directly-employed workforce, everyone in Pharos can benefit from discussion with their colleagues, understanding each other’s challenges and uniting as a team. 

Building local capability

We are committed to providing meaningful opportunities for technical cooperation, training and capacity building in host countries.

In Egypt, we have maintained a gender neutral recruitment process and, wherever possible, are ensuring that we first look to fill any vacancy internally with a local Egyptian candidate, thus ensuring career progression and succession planning are established for local staff. We recruit directly from the local universities and surrounding villages. In Egypt, as part of the Concession Agreements of El Fayum and North Beni Suef, the Company commits to a total of $200,000 split equally between the two Concessions for training and development of employees. Work has continued on establishing a KPI based staff performance appraisal scheme.

In Vietnam, as part of the HLHVJOC, we contribute to local capability building. A training levy of $150,000 for each JOC goes into a fund which is ringfenced to support the development of future talent in Vietnam in the industry. HLHVJOC also invests in staff development and training.

Case study

Local capability building

We are committed to providing meaningful opportunities for technical cooperation, training and capacity building in host countries.

In Egypt, as part of the Concession Agreements of El Fayum and North Beni Suef, the Company commits to a total of $200,000 split equally between the two Concessions for training and development of employees. Work has continued on establishing a KPI based staff performance appraisal scheme.

In Vietnam, as part of the HLHVJOC, we contribute to local capability building. A training levy of $150,000 for each JOC goes into a fund which is ringfenced to support the development of future talent in Vietnam in the industry. HLHVJOC also invests in staff development and training.

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