A Compelling Culture

How we do our work sets us apart and drives our performance. We’re experts in what we do and continuously find ways to do our jobs better. Together, we deliver strong performance, but never at all costs. We embrace core cultural attributes that are shared by everyone, everywhere. Our SPIRIT Values— Safety, People, Integrity, Responsibility, Innovation, and Teamwork — set us apart, align our workforce and provide a foundation for our culture.

Alaska employees collaborating

Advancing our Diversity, Equity and Inclusion (DEI) Journey

As our industry evolves, we’ll continue to face both new opportunities and challenges. So, we’ll need the best and brightest people who bring passion and excitement for solving important problems. We also need to cultivate an environment where everyone is encouraged and able to contribute — no matter their role, level or location. This is how innovation thrives, leading to better business outcomes. That is why we’ve put an emphasis on — and are committed to — elevating DEI and creating a great place to work.

At ConocoPhillips, we believe our unique differences power the future of energy. Our DEI vision is to foster an inclusive culture that values the rich mixture of backgrounds, identities and workstyles that our employees possess. Our programs are built on equitable practices that support all employees in unlocking their full potential. Our commitment to DEI is foundational to our SPIRIT Values and to achieving our business objectives. All employees play a part in creating and sustaining an inclusive work environment that benefits everyone.

"We have an organization that has very high integrity; it's very collaborative; we have mutual respect for one another and there's open and transparent communication. This just makes it a great place to work."

 

— David Hendicott, Europe & North Africa General Manager

Leadership is the single biggest determinant of DEI success. The ELT has ultimate accountability for advancing our DEI commitments through a governance structure that includes a Chief Diversity Officer (CDO), a dedicated DEI organization, and a global DEI Council consisting of senior leaders from across the company. All company leaders are accountable for advancing DEI through local efforts. Our DEI efforts and progress are regularly reviewed with the Board. Learn more about our DEI journey from our previous Human Capital Management Reports.

DEI Council InfographicIn 2022, we welcomed our new CDO. Over the course of the year, the CDO established the DEI organization and embarked on a global listening tour to understand the impact of current efforts, areas for improvement, and the overall employee experience. Based on the insights and perspectives from employees, the company’s DEI strategy was refreshed, inclusive of four focus areas: people, programs and processes, culture, and our external brand and reputation.

DEI Pillars Infographic

Natacha Buchanan

In April 2022, Natacha Buchanan joined ConocoPhillips as our first Chief Diversity Officer. She serves on the Leadership Forum, a group comprised of the company’s top senior leaders, leads the global DEI Council and oversees a team responsible for executing the company’s DEI strategy.

Highlights from our 2022 DEI accomplishments include:

  • Reviewing the results of the 2022 Perspectives survey and continuing to integrate the insights into our DEI efforts.
  • Staffing the newly established DEI organization.
  • Launching our DEI Dashboards 2.0 internally, which feature expanded global and U.S. workforce metrics and industry benchmark data.
  • Completing a bias audit of our hiring processes.
  • Hosting our inaugural Black Leadership Symposium to support future leadership diversity in the company.
  • Having 45 leaders and employees participate in Catalyst’s Men Advocating Real Change (MARC) Program and extending invites to ConocoPhillips-hosted workshops in Houston and Midland to industry peers and other companies.

Measuring our Progress 

We are committed to being transparent as we build a more diverse, equitable and inclusive workplace, and we monitor employee engagement survey results and diversity metrics on a global basis. The DEI organization, in conjunction with the ELT, reviews diversity metrics and identifies the appropriate plans and priorities to address our trends.

“You can see me thriving, and that will provide a role model for so many others who are underrepresented or underestimated. I'm a good example that illustrates ConocoPhillips' commitment to creating a diverse and inclusive workforce with access to great opportunities to excel.”

 

Tuba Khawaja, Finance, Planning and Analysis Director, Low Carbon Technologies

 

Starting in 2019, we began internal publication of our first DEI dashboards, which contained multi-year trends of key DEI statistics for our global and U.S. employees. These dashboards are updated annually. In 2022, we published the second edition of our internal DEI Dashboards with an expanded view of our global and U.S. workforce metrics. The new dashboards show workforce data outside the U.S. and industry benchmark data to help compare our internal metrics against our peers. Externally, we publish our workforce metrics and HCM disclosures in our Consolidated EEO-1 Reports, Sustainability Report and Human Capital Management Report.

You can find our workforce metrics in the Performance Metrics and key trends below:

Women and People of Color Progress bar charts

The ConocoPhillips Perspectives survey is our primary listening platform for gathering feedback on employee sentiment to measure incremental year-over-year progress on DEI. The five questions we use to track DEI in the survey focus on the topics of belonging, inclusion, diversity progress, equal opportunity and psychological safety.

Overall, our 2022 scores showed improvement year over year. The DEI organization reviews insights gained from the DEI-specific scores, comments and feedback through various demographic filters and uses findings to validate and/or evolve our multi-year DEI priorities and actions. We also recognize that while progress has been made, we lag our external benchmark in some areas and still have significant work to do. 

Perspectives Survey

U.S. Equal Employment Opportunity Reports

We are committed to publicly disclosing ConocoPhillips’ Consolidated EEO-1 Report on a voluntary basis. The report characterizes ConocoPhillips’ U.S. workforce by race, ethnicity and gender across job categories established by the U.S. Equal Employment Opportunity Commission (EEOC). Our U.S. workforce breakdown is included below:

Race/Ethnicity Pie Chart

ConocoPhillips’ EEO-1 reports for the last three years: 

Additional details on EEO reports are available on the EEOC website.

External Recognition

While we have been recognized for our DEI efforts, we know that it takes ongoing commitment to make sustainable progress. So, we continue to provide training, build awareness and reinforce accountability at all levels of the organization. We focus on behaviors and processes that build an environment where everyone has the opportunity to succeed.

The Human Rights Campaign’s Corporate Equality Index recognized us in 2022 for our commitment to lesbian, gay, bisexual and transgender equality in the workplace with a score of 100. Additionally, we were recognized as one of Forbes’ 2022 World’s Top Female-Friendly Companies (#21) and Fortune’s 2023 World’s Most Admired Companies.