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 not 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.

With two significant acquisitions completed in 2021, we prioritized cultural integration. We seized the opportunity to learn from and value each other’s cultures. This involved employee engagement, active listening and leveraging data analytics to monitor key workforce/engagement metrics. Following the successful close of the Concho Resources transaction, we launched a comprehensive onboarding framework to introduce Concho employees to the ConocoPhillips culture and HR programs and processes. Using a phased, fit-for-purpose approach, we aimed to provide a positive transition experience for employees. The onboarding consisted of a dedicated resource site for employees, targeted training on culture, leadership, talent systems and processes, and comprehensive compensation and benefits education. Learnings from the Concho integration were implemented in plans for onboarding new Shell Permian asset employees.

Advancing our Diversity, Equity and Inclusion (DEI) Journey

"The environment has been very welcoming. My colleagues are willing to share ideas and information freely, and that creates a culture where your opinion counts and is valued."

At ConocoPhillips, we value all forms of diversity, provide equitable employee programs and promote a culture of inclusion. Our DEI vision is for our workforce to have a strong sense of belonging and feel supported in meeting their full potential. Our commitment to DEI is foundational to our SPIRIT Values. We hold our leaders accountable for having personal DEI goals each year and encourage all global employees to play a part in creating and sustaining an inclusive work environment.

The ELT has ultimate accountability for advancing our DEI commitment through a governance structure that includes an ELT-level DEI Champion, a global DEI Council consisting of senior leaders from across the company and organization-wide DEI goals. The company sets goals and measures progress based on three pillars that guide our DEI activities: leadership accountability, employee awareness, and processes and programs. In addition, our DEI plans and progress are reviewed regularly with the Board of Directors.

In 2021, HR and the DEI Council reviewed the results of the 2020 Perspectives Pulse DEI employee survey and prioritized action plans tied to quantitative and qualitative employee sentiment. 2021 accomplishments included:

• Refreshed and diversified the global DEI Council to reflect the diversity we seek across our global organization.
• Used survey insights to produce six multi-year corporate DEI priorities that will guide us through 2024.
• Developed a detailed plan for our corporate DEI priorities, made up of 18 specific tactics that will position us to deliver meaningful progress through 2024. Two examples of specific tactics include establishing a centralized DEI organization to be led by a new Chief Diversity Officer and increasing internal and external DEI disclosures.
• Championed the addition of the ‘E’ (equity) to D&I; emphasizing the importance of providing equitable programs that lead to fair outcomes for all employees. This was a natural evolution of our D&I journey.

We know that for DEI to be sustainable, we need programs and processes that promote fair, consistent, disciplined and equitable treatment of all employees. By putting a DEI lens on our people-related programs and processes, we can help improve DEI within the company. Some of our focus areas include:

• Recruiting: Enhancing our recruitment and selection practices to ensure DEI is embedded in each step. This includes educating managers on inclusive hiring practices, working with partners to connect veterans and individuals with disabilities with employment, ensuring diverse internal and external candidate slates, and creating balanced interview teams to mitigate any unconscious bias in our hiring processes.
• Talent Management Teams: Examining Talent Management Teams’ processes to ensure we are eliminating bias within our selection and succession efforts.
• Performance management: Implementing a “how” rating as part of our performance management process to hold our workforce and our leaders accountable for behaviors, including DEI.
• Recognition: Expanding our workforce recognition programs to include a prestigious SPIRIT of Performance Award for DEI advocates.
• Employee networks: Sponsoring broad participation in our extensive employee networks. Read more here.

Measuring our Progress

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

Starting in 2019, we began internal publication of our first DEI dashboards, which contain five years of key DEI statistics for our global and U.S. employees. These dashboards are updated annually. In 2021, we expanded the transparency of internal and external workforce metrics and human capital management (HCM) disclosures by publishing our 2018-2020 Consolidated EEO-1 Reports, expanding metrics in our Sustainability Report and launching our inaugural HCM report.

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

U.S. Equal Employment Opportunity Reports

We are committed to publicly disclosing ConocoPhillips’ Consolidated EEO-1 Report. 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:

^{ConocoPhillips prepares its EEO-1 reports based on strict guidelines issued by the EEOC. For internal reporting purposes, ConocoPhillips has expanded its’ lens to include employees that are excluded from our EEO-1 reporting pursuant to the regulations. Data may not equal 100% due to rounding.}

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

• 2021 EEO-1 Component 1 Report.pdf
• 2020 EE0-1 Component 1 Report.pdf
• 2019 EE0-1 Component 1 Report.pdf

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

Recognition

While we have been recognized for our inclusion 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 and 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 2021 and 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’ 2021 America’s Best Large Employers and 2021 America’s Best Employers for Diversity.