Our people

Employees in the Delaware Basin discussing proceedures

Our strategy, performance, culture and reputation are fueled by our workforce. We recognize that attracting, retaining and developing a world-class workforce is a competitive imperative within our complex industry.

Our Executive Leadership Team (ELT) and Board of Directors help set our human capital management (HCM) strategy and drive accountability for meaningful progress. Our HCM programs are managed by our human resources function with support from business leaders across the company and are regularly reviewed by the Board of Directors.

We depend on our workforce to successfully execute our company’s strategy, and we recognize the importance of creating a workplace where our people feel valued. Our HCM approach is built around three pillars that we believe are necessary for success: a compelling culture, attracting a world-class workforce, and valuing our people.

A Compelling Culture
  • SPIRIT Values guide our actions and behaviors.
  • Performance and accountability are core to our culture, supported by consistent, fair and merit-based practices.
  • Participation in our Employee Resource Groups is voluntary and open to all employees
  • Employee engagement surveys are used to establish meaningful action plans based on employee feedback.
  • Data analytics track key workforce and engagement metrics.
  • Modern work spaces and onsite amenities enhance employees’ workplace experience. 
Attracting a World-Class Workforce
  • We utilize consistent and fair recruitment and selection practices to find and onboard the talent to meet our business needs.
  • We build broad talent pipelines through active membership with trade associations, nonprofit organizations and significant long-standing partnerships with universities.
  • Our U.S. Summer Internship Program offers university students a compelling, hands-on experience.
  • Our strategic process allocates university contributions in service to strengthening and expanding our future talent pools.
valuing our people
    • Employees are rewarded for contributing to our success through:
      • Competitive, performance-based compensation packages and global equitable pay practices.
      • Compensation programs that link individual and company performance.
      • Global benefits informed by external market practices and employee needs and feedback.
      • Real-time recognition programs.
      • Global wellness programs that address physical and mental well-being.
    • A robust succession planning process promotes business continuity and develops employees for key roles.
    • Hands-on global Talent Management Teams (TMTs) guide employee development around the world.
    • A dedicated internal website, My Career, provides employees with access to career planning tools and curated development resources.

People by the Numbers infographic

U.S. Equal Employment Opportunity (EEO) reports

We publicly disclose the ConocoPhillips Consolidated EEO-1 Report on a voluntary basis. The report characterizes our U.S. workforce by race, ethnicity and gender across job categories established by the U.S. Equal Employment Opportunity Commission (EEOC). The makeup of our U.S. workforce is included below.

ConocoPhillips EEO-1 reports for the last three years:

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

In This Section

  • A compelling culture

    SPIRIT Values guide our words and actions.
    Learn More

  • Attracting a world-class workforce

    Attracting a world-class workforce.
    Learn More

  • Valuing our people

    Rigorous talent development and succession planning.
    Learn More

  • Compensation, benefits and well-being

    Competitive compensation and benefits.
    Learn More

Custom sustainability report builder

Download the entire report or specific sections.

Try it here