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Sustainability and social impacts

BW Offshore focuses on its employees and organisation, and the opportunities it can provide for the wider community.

Keeping people safe and well is the single greatest responsibility. That is why the company pursues a zero-harm principle.

We are deeply aware of the importance of our people and their contribution to meeting our operational and financial objectives. By supporting people and nurturing their talent they are able to realise their full potential and help the business as a whole to do the same.

Being a non-discriminating and fair employer, we promote a fair and safe working culture, in support of the UN Sustainable Development Goal #8.

Human Rights, Anti-Discrimination and Fair Employment 


The BW Offshore Code of Ethics and Business Conduct represents the commitment to respect for the individual, upholding human rights and instituting fair and ethical employment practices.
BW Offshore has established several policies with routines and procedures aligned with ethical and compliant business practices, such as rules for transparent recruitment and provision of employment agreements establishing its personnel’s rights and entitlements.

The Company is committed to treating all persons with dignity and respect. The Company carefully considers the effect and impact on local communities and indigenous peoples where its activities might have an impact. BW Offshore prohibits unlawful discrimination based on ethnic or national origin, age, gender identity or expres­sion, sexual orientation, marital status or family structure, religion or disability. Inappropriate workplace conduct, such as harassment, violence or discrimination is not tolerated.

BW Offshore supports the United Nations Universal Declaration of Human Rights and the standards advised by the International Labour Organisation (ILO). Slavery, forced labour, child labour, tor­ture and other violations of human rights are totally unacceptable.

Third parties providing goods and services to BW Offshore are expected to comply with human rights and relevant employment practices, and the Company performs due diligence to support the effort to ensure that the various supply chains operate in an ethical and responsible manner to prevent slavery, human trafficking, forced or child labour and any other violations of human rights and labour standards.

The graph shows the rolling 12-month average per million exposure hours for all persons directly involved in the company’s activities for key elements it measures. The statistics include contractors working on BW Offshore units. 

BW Offshore follows the oil companies International Marine Forum (OCIMF) guidelines for reporting marine incidents:

  • Lost Time Injury (LTI): A Lost Time Injury (LTI) is an injury in the workplace that means the injured person is unable to resume normal duties in their next shift or subsequent shifts.
  • Total Recordable Injuries (TRI): Total Recordable Injuries (TRI) are the sum of lost time injuries, restricted work cases and medical treatment cases.
  • High Risk Incidents (HRI): A High Potential Incident (HPI) is an incident not causing harm or damage but that, under slightly different circumstances, could have realistically resulted in one or more fatalities or major damage.

As a proactive measure, BW Offshore monitors the trend on High Risk Incidents (HRI) which are subjected to a formal incident investigation process.

Workforce diversity and equal opportunity

BW Offshore believes that diversity promotes healthy collaboration and positive development of the Company’s capabilities and oper­ates with multinational teams on all offshore units and in all onshore locations. The Company is committed to ensure equal opportuni­ties regardless of gender, ethnic background, age, religion or sexual orientation, and aim to provide a comfortable and adequate work environment to all employees, as stated in the Human Capital Policy.

BW Offshore consists of employees with a wide range of experi­ences and backgrounds. The Company continues to build a diverse workforce by attracting, recruiting, developing and retaining people regardless of gender, nationality and age, across all types of posi­tions.

To support BW Offshore’s commitment to diversity, a Diversity and Inclusion Committee (“D&I Committee”) was established in 2020, founded in line with the Company’s value to “Leverage the Team” and embrace diversity and collective competencies in all aspects. The committee, consisting of employees from various locations, nationalities, gender and religions, shall be a representative for employees in mapping gaps, establishing targets and providing solutions to further evolve BW Offshore as a diverse and respected company.