Our continued success requires a strong global workforce that can contribute the right skills, in the right places, to achieve our strategic objectives. We offer university internships across multiple disciplines to attract the best early-career talent. We also recruit experienced hires to fill critical skills and maintain a broad range of expertise and experience.

Our voluntary attrition rate in 2022 was 5.6%. We monitor our voluntary attrition rate on a weekly basis and seek to understand trends that may be driving attrition. This includes reviewing qualitative feedback from exit interviews and periodically analyzing the data through different demographics filters (e.g., gender and U.S. POC) for trends.

Inclusive Hiring 

We believe that our workforce should reflect the communities in which we live and work. To ensure our workforce reflects the diversity of external talent pools, we leverage data analytics and other key business drivers to evaluate and optimize our experienced hire recruiting strategies. 

We continually strive to ensure equitable practices in every aspect of our recruitment process, from drafting inclusive job descriptions to using intentionally diverse interview panels, to be able to attract a broad pipeline of candidates.

• We use an established internal business process for auditing each step of our sourcing, recruitment and selection processes to mitigate the potential for bias in our decisions.  
• In the U.S., an Experienced Hire dashboard was developed to observe the diversity composition of the candidate pool from application to offer.
• We use an innovative writing platform to help us remove any biased language and unconscious barriers to attracting top candidates from job postings.
• To continue broadening our pipeline of talent, we leverage various platforms to promote open positions. For example, we work to connect with veterans and individuals with disabilities who want to find employment with an inclusive employer and ensure job postings are promoted through a variety of diverse organizations.
• In the U.S., hiring veterans is a key element of our talent strategy. Veterans currently represent 6% of our employee workforce.

U.S. Internship Program

Bringing new people with fresh ideas into our company is vital to our future. We take enormous pride in our Summer Internship Program, which strives to offer a compelling, hands-on experience. We provide interns with challenging assignments, knowledgeable mentors and engaging activities to help them grow their skills and network.

The relationship between the company and the universities we support is important. We invest in strengthening our future workforce by making financial contributions to 19 universities, including giving to programs that aid in expanding the pipeline of talent into our industry through DEI efforts. In 2022, we allocated 42% of our contributions in service of DEI advancement.

To attract top talent for full-time positions and summer internships, we recruit from numerous universities in the U.S. By attending conferences and recruiting at Hispanic-serving institutions like the University of Houston and HBCUs like Prairie View A&M University, we are able to broaden the diversity of our talent pool. We also partner with diverse organizations such as the National Society of Black Engineers, the National Association of Black Geoscientists, the National Association of Black Accountants, and INROADS, a nonprofit committed to leadership and career development for underrepresented talent.

To help track and monitor progress on the diversity of our university hires and interns, we utilize a data analytics dashboard to provide insights into the diversity of university talent pools, as well as visibility into the diversity representation throughout our recruiting process, from application to offer. This data also helps us monitor acceptance and intern conversion rates and enables us to make informed, data-driven decisions regarding our university contributions each year.