Canadian Natural Resources www.cnrl.com

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Deep Gulf Energy, LP

Women's Job Satisfaction (5=very satisfied)
3.0
0%say women are treated fairly
and equally to men
100% might recommend
to other women
March 2017

Traditional old boy style oil and gas company, good benefit

Job Satisfaction Level
3.0
$50k-$80k
$0-$10k
None taken
Heard there is 6 weeks
Not for Pay, Promotion
Hours
  • 1

  • 2

  • 3

  • 4

  • 5

Maybe. Good work life balance for admin works, good medical benefits
Improve my compensation

Encana Oil and Gas

Women's Job Satisfaction (5=very satisfied)
5.0
100%say women are treated fairly
and equally to men
100% would recommend
to other women
March 2017

The maternity leave policy is bizarre. Women can and have been promoted, but it's still a bit of a boys club.

Job Satisfaction Level
5.0
$100k-$150k
$20k-$50k
No
Maternity leave is 6 weeks paid for a natural birth, 12 weeks paid for a c-section. Vacation must then be used up before taking unpaid leave up to a year.
Yes
Hours, Culture
  • 1

  • 2

  • 3

  • 4

  • 5

Yes
Promote more women into leadership positions

Phillips 66

Women's Job Satisfaction (5=very satisfied)
4.0
50%say women are treated fairly
and equally to men
100% would recommend
to other women
March 2017

The ratio of men to women traders is extremely high. There are few women in managerial roles.

Job Satisfaction Level
4.0
$50k-$80k
$0-$10k
None taken
Not for Promotion
Hours
  • 1

  • 2

  • 3

  • 4

  • 5

Yes
Improve my compensation

Noble Energy Inc.

Women's Job Satisfaction (5=very satisfied)
2.3
0%say women are treated fairly
and equally to men
100% would not recommend
to other women
March 2017

Management doesn't seem to value your ideas or want to change

Job Satisfaction Level
3.0
$50k-$80k
$0-$10k
None taken
Not for Promotion, Evaluation and Reviews
Hours
  • 1

  • 2

  • 3

  • 4

  • 5

No
Improve my benefits (e.g. medical, maternity)

Chevron

Women's Job Satisfaction (5=very satisfied)
3.6
53%say women are treated fairly
and equally to men
57% would recommend
to other women
February 2017

If it is good, it's really good. If it is bad, it's really bad. Be mindful of the team you end up working for and if it is bad, find a new team as quickly as you can.

Job Satisfaction Level
4.0
$100k-$150k
$10k-$20k
12 paid / unpaid
It's more of a "family leave" policy, but it's "okay." They could do better.
Not for Pay, Promotion, Hiring, Evaluation and Reviews
Hours, Culture, Policies
  • 1

  • 2

  • 3

  • 4

  • 5

Flexibility is all depended on the team / group you work for here. There are some groups that are really great at work-life balance, promotion, and gender equality. There are others that are not good at it at all. And there does seem to be quite a bit
Maybe. Depending on the team, there is a lot of work life balance, and there are a lot of women in upper middle management, so the groundwork is being laid for women to ascend and lead. Chevron promotes a lot of diversity and inclusion, so it has the tools in place, just need upper management to really start using them and moving beyond placing "tokens" in leadership positions.
Improve my compensation

Pacific Drilling

Women's Job Satisfaction (5=very satisfied)
3.0
100%say women are treated fairly
and equally to men
100% would recommend
to other women
February 2017

Good maternity policies and women at the top in HR

Job Satisfaction Level
3.0
$100k-$150k
$10k-$20k
None taken
Yes
Hours, Culture, Policies
  • 1

  • 2

  • 3

  • 4

  • 5

Yes
Improve my compensation

Shell United Kingdom

Women's Job Satisfaction (5=very satisfied)
4.0
100%say women are treated fairly
and equally to men
100% would recommend
to other women
January 2017

A great company with very postiive attitude to women, only downside is don't expect to reach the top if you are an experienced hire, unless you have found a very senior sponsor early on.

Job Satisfaction Level
3.0
>$150k
$50k-$75k
None taken
Yes
Yes
Promote more women into leadership positions

Phillips 66

Women's Job Satisfaction (5=very satisfied)
4.0
50%say women are treated fairly
and equally to men
100% would recommend
to other women
January 2017

Compensation is good. Benefits could use work. No on-site childcare, medical benefits could use improvement, as well as flex-time / ability to work from home.

Job Satisfaction Level
4.0
$100k-$150k
$10k-$20k
12 paid / unpaid
Use short term disability of 12 weeks to cover maternity leave - only get what doctor prescribes
Yes
Yes
Improve work-life balance and policies (e.g. flex-time, limit face time)

Exxon Mobil

Women's Job Satisfaction (5=very satisfied)
3.0
27%say women are treated fairly
and equally to men
53% would recommend
to other women
January 2017

There aren't definitely favorites. Some women are promoted after having a baby, but some women are pushed into miserable jobs after maternity leave to a point that marginalizes them

Job Satisfaction Level
1.0
$100k-$150k
Not eligible for bonus
None taken
Not for Pay, Promotion
Maybe. If you fit the mold of the woman who is aggressive and feels the need to act like the alpha male, then sure, you'll do well. But if you are a woman who wants to do her job, perform well, make significant contributions, and not feel the need to step on others to boost yourself, then do not work here.
Improve work-life balance and policies (e.g. flex-time, limit face time)

Statoil

Women's Job Satisfaction (5=very satisfied)
3.0
0%say women are treated fairly
and equally to men
100% might recommend
to other women
December 2016

I believe there is still a big gender gap at the top end of the company. There are not many female top manager and the number does not seem to increase over the years. However, compared to other companies in the industry, the company is average. I would say that there are possibilities but it is still not a gender egalitarian company.

Job Satisfaction Level
3.0
$100k-$150k
Not eligible for bonus
None taken
I do not have kids.
Not for Promotion
Maybe. The organisation has not taken sexual harassment in the workplace seriously enough. The main offices reside in Norway, a country that does not FORCE employers to have proper training and consequences to preven sexual harassment in the workplace.
Write rules that prevent sexual harassment, and that define consequences for infringing those rules. Provide proper training and awareness about gender inequality and harassment.

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