At all ConocoPhillips locations across the globe, we seek to attract and develop local talent, build capacity and identify local and global leaders.

Diversity and inclusion is about creating a work force that represents the global communities in which we live and work and ensuring an environment in which every individual’s contributions are valued.  A diverse and inclusive environment challenges our way of thinking by bringing together a variety of talents, backgrounds and experiences, and serves as a catalyst for new ideas and innovation.

Discovering and developing the best ways to make our differences work – for the good of our enterprise, our employees, our vendors and our communities – is an ongoing process. We believe that these contributions and differences drive our competitive business advantage, stimulate personal growth and ultimately create success for the company. In our most recent employee opinion survey, ConocoPhillips maintained a high level of satisfaction for creating an environment where people with diverse backgrounds can succeed.

2011 Global Diversity Metrics

Leadership                           All Employees Women                                                  14.3%                                    23.8% Non-U.S. Employees                             13.5%                                    33.9%

Our diversity and inclusion statement captures our commitment to creating an inclusive work environment.

Managers and supervisors are instrumental in developing and progressing global diversity and inclusion initiatives. This was reinforced and renewed by communication from our CEO to employees about the importance of enhancing our focus on people through four key areas:

Development – Providing career-long learning and development opportunities that maximize every employee’s potential and performance.

Retention – Valuing all employees’ contributions; and providing challenging and rewarding jobs, as well as competitive compensation that is linked to performance.

Recruiting – Hiring the best talent from around the world to support our global operations.

Global Outreach – Partnering with professional organizations that can both help us in how we approach diversity and provide us greater access to diverse talent in our recruiting efforts.

Our businesses and corporate staffs incorporate People Plans into their five-year operating plans. These plans include the strategies and tactics that are needed to ensure the optimum workforce size and capability over time. We monitor the progress on our People Plans twice a year to help drive accountability. We review demographic information on nationalization, recruiting, attrition, promotion, and the identification and development of future leaders. These metrics plus the efforts taken are used to assess progress and ensure that operating plans are successfully executed. The results of these metrics and efforts are assessed and tied to the performance-based incentives for managers and supervisors.

Employee network groups exist globally and play an important role toward achieving the company’s long-term diversity and inclusion objectives. Each group is sponsored by a senior executive and is empowered to determine their key activities, while also providing input for the company's diversity and inclusion programs. For example, in several locations, networks are in place to support women, people of African descent, Asian-Americans and Hispanics. These groups meet regularly to network, develop professional skills and support community activities. Since 2009, employee network groups have been integrally involved in the company's recruiting activities.

To provide further access to best practices, innovative thinking and talent, the company has formed strategic partnerships with five diverse professional organizations representing the African-American, Asian-American, Hispanic, and female professional communities. Arrangements also have been established with six new diversity job boards. We anticipate that these partnerships and arrangements will increase our access to a more diverse talent pool, and will supplement existing external relationships already maintained by our businesses around the world.

To help employees achieve balance between work and their personal health and well-being, ConocoPhillips offers a number of programs in different parts of the world, including: flexible work schedules, corporate wellness, educational assistance, local volunteer programs, the Employee Assistance Program (EAP) and family-friendly corporate events. Individual locations also provide other programs based on local employee needs and cultural expectations.

As an example, to promote greater diversity, inclusion and work/life balance, the Australian business unit created a work environment that provides increased employment flexibility. The program includes flexible work schedules and paid maternity and paternity leave provisions, and has been successful in encouraging more women to consider engineering, geoscience and geodata roles.