Diversity, equity & inclusion
Actions matter. Valuing everyone’s contribution isn’t just something we talk about. It’s what we strive to put into practice each day.
Our commitment to building a diverse, equitable and inclusive environment is foundational to our SPIRIT Values, and it’s an imperative because it’s our people that make ConocoPhillips run.
Each employee is accountable for creating and sustaining an inclusive work environment. The Executive Leadership Team (ELT) has ultimate accountability for advancing our diversity, equity and inclusion (DEI) commitment through a governance structure that includes a global DEI Council consisting of diverse senior leaders from across ConocoPhillips. The Council plays a key role in establishing corporate DEI priorities in support of three pillars: leadership accountability, employee awareness, and processes and programs. Over the past five years, we have taken several deliberate actions to progress our DEI journey.
"An important aspect of our DEI ambition is ensuring everyone feels valued and can be authentic. Creating a culture where that’s possible and expected takes work on the part of all of us. We must confront and challenge our biases. We need to make an effort to understand each other. This is how we’ll get the very best for the company and for all of us."
Bill Bullock
Senior Executive Vice President and Chief Financial Officer
DEI Around the Globe
- In Alaska, Australia, Indonesia and the Lower 48, local DEI Councils have been established to engage employees on DEI issues.
- In Asia Pacific, China, Malaysia, Singapore, Indonesia and Qatar held psychological safety training for supervisors.
- In Qatar, the team developed local action plans that they branded as WASL, which means “connecting and respecting” in Arabic. These plans focus on three concepts: same but different, small tweaks and focusing on inclusive conversations.
- In Canada, listening sessions between leaders and employees have created a safe space for conversations about DEI.
We’re Raising the Bar on Creating an Inclusive Environment
Cultivating a culture that supports equal opportunity and experience for all employees is the cornerstone of our commitment to diversity and inclusion.
Chairman and CEO Ryan Lance raising the rainbow flag at the ConocoPhillips headquarters was a display of support for our belief that each person is accountable for creating and sustaining an inclusive work environment. The flag-raising event was organized and supported by the ConocoPhillips Pride Network, a group comprised of lesbian, gay, bisexual or transgender (LGBTQ+) employees and their allies, who come together to network, develop and provide value back to ConocoPhillips.
Employee Resource Groups
“I had the honor to be the executive sponsor of one of our employee networks, which gave me the opportunity to witness first-hand how much they do to help us foster an inclusive environment of mutual respect, trust and understanding.”
For more than 30 years, our Employee Resource Groups (ERGs) have provided an important forum for discussion, development and connection to our communities. These groups offer numerous benefits to employees, including increased access to company leaders and industry professionals, enhanced employee engagement and experiences, deeper connections to local communities and expanded development opportunities.
These employee-created and led groups support diversity, equity and inclusion (DEI) by fostering connections among employees, promoting allyship and facilitating awareness of and appreciation for those with different backgrounds, experiences and abilities. ERG members also provide valuable input to the company’s DEI efforts by sharing feedback on key programs and processes.
We have twelve networks globally, all of which offer various programs and events to support personal and professional development.
Learn more about all of our Employee Resource Groups
"I encourage my Legal team to work with our business partners in an informal and open way. I believe that accessibility and strong relationships help contribute to better, more creative solutions to further our company’s strategy."
Kelly Rose
Senior Vice President, Legal and General Counsel
"Attending MARC training is one of the things that has enriched my personal progress in DE&I. It’s provided me with a base of awareness to better relate to the perspective of others and the challenges people face."
"The work culture encourages knowledge sharing, teamwork and collaboration with all levels of the organization. In a busy day, there’s always time for some laughter and social interaction, whether in the form of a quick chat in the corridor, or a coffee/tea break."
Sandhya Heide
IT Security Consultant, Europe, Middle East & North America
