Valuing Our People

Our strategy, our performance, our culture and our reputation are fueled by our world-class workforce. The diverse people of ConocoPhillips have always been the heart of our company and we recognize that attracting and developing talent is a competitive imperative within our changing industry. At year-end 2021, we had approximately 9,900 employees in 14 countries. Read more about our workforce metrics.

We depend on our workforce to successfully execute our company’s strategy and we recognize the importance of creating a workplace in which our people feel valued. Our human capital management (HCM) programs are built around three pillars that we believe are necessary for success: a compelling culture, a world-class workforce and strong external engagement. Each of these pillars is described in more detail below.

A Compelling Culture
  • SPIRIT Values guide everything we do.
  • Actions grounded in DEI pillars: leadership accountability, employee awareness and processes and programs.
  • Leveraging data analytics to monitor key workforce and engagement metrics through dashboards shared with the Executive Leadership Team (ELT), leaders, Talent Management Teams, and employees.
  • Prioritizing successful post-M&A cultural integrations.
  • Supporting different ways of working with new hybrid work program.
  • Global COVID-19 response prioritizes protecting our workforce, mitigating the spread of COVID-19 and safely running the business.
A World-Class Workforce
  • Recruitment/selection practices focused on minimizing bias.
  • Robust succession planning focused on diverse pipeline.
  • Hands-on Talent Management Teams guiding employee development.
  • Real-time recognition programs.
  • Competitive, performance-based compensation packages; global equitable pay practices.
  • Compensation programs linking individual and company performance.
  • Inclusive global benefits informed by external market practices and employee needs.
  • Global wellness programs addressing physical/mental well-being.
  • Expanded benefits to support families.
External Engagement
  • Expanded our external disclosures, including publishing our EEO-1 reports for the last three years and our inaugural HCM report.
  • Maintaining active partnerships with trade associations and minority nonprofit organizations.
  • Recognized by Human Rights Campaign’s Corporate Equality Index, with a score of 100 for multiple years.
  • Increasing partnerships with Historically Black Colleges and Universities and Hispanic-serving institutions.
  • Allocated significant amount of university contributions budget to programs advancing DEI.
  • Formed new partnership with INROADS, a nonprofit committed to leadership and career development for underrepresented talent, and awarded Corporate Partner of the Year recognition.

In This Section

A Compelling Culture

Creating a diverse, equitable and inclusive environment.

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Attraction and Retention

Attracting a world-class workforce.

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Employee Engagement and Development

Rigorous talent development and succession planning.

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Compensation, Benefits and Well-being

Competitive compensation and benefits.

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2021 Human Capital Management (HCM) Report

This report details the actions we are taking to inspire a compelling culture, attract and retain great people, provide rewarding opportunities and meet our commitments to all stakeholders.

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