Diversity, Equity & Inclusion

Our Diversity, Equity and Inclusion (DEI) mission is to foster a respectful and supportive workplace that enables us to attract and retain a diverse and collaborative workforce that represents our One Team culture. We are committed to consciously fostering an inclusive environment where all employees can achieve their full potential and add to the resilience of our business.

Our vice president of Human Resources has accountability for DEI and leads our multi-year, company-wide DEI strategy, which is applied to all levels of the company. Our board of directors provides oversight to our human capital strategies, which includes offering insight into our DEI strategy, which is guided by four pillars: Attract, Engage, Develop and Deploy, as shown below.

In addition to offering internal and external DEI training workshops to employees, we partner with such groups as the National Hispanic Corporate Council, Ascend (largest Pan-Asian business professional membership), 50/50 Women On Boards, Dress for Success and Catalyst to explore ways to better support underrepresented talent in our workforce. Additionally, we collaborate with Advancing Women Executives (AWE), which informs our diversity metrics and best practices. We also support pay equity and conduct periodic pay equity analysis.

We accomplished several DEI milestones in 2022, including reviewing our talent processes with a DEI lens, embedding quarterly DEI data into our talent insights processes, updating our hiring manager guidelines, implementing bias mitigation awareness and expanding voluntary enterprise-wide DEI training. When recruiting new candidates, we continue to utilize diverse hiring panels.

We support a growing list of employee resource groups (ERGs). These ERGs are open to all employees and are committed to amplifying diverse perspectives, fostering inclusion and trust, promoting professional development, encouraging networking and connection and supporting local communities. Our ERGs each have a dedicated chair, receive financial resources, are championed by an executive sponsor and have company and leadership support. ERGs meet monthly with the diversity and inclusion (D&I) lead and quarterly with the vice president of Human Resources to discuss initiatives that will help them reach their goals for the upcoming quarter.

The ERG Council, made up of ERG chairs, aligns ERG efforts with our corporate DEI strategy and deploys resources to high-impact and meaningful activities.

In 2022, we focused on providing additional structure to our ERGs to enable them to work together on joint initiatives. As an example, all our ERGs came together to support our ongoing partnership with the American Heart Association (AHA). The ERGs promoted and coordinated a Marathon Oil team at AHA’s annual Heart Walk. The event increased awareness of health equity and the symptoms that many face as a result of stress, high blood pressure, heart disease and strokes.

We added two new ERGs in 2022. The Association of Latin Employees at Marathon and Allies (ALMA), which works to foster, contribute and embrace an inclusive workplace for employees who identify as Latin and allies, launched during Hispanic Heritage month. ALMA got right to work, hosting small group discussions called Cafecito con ALMA, where members discussed how to positively impact Marathon Oil, our employees and the Latin communities where we operate.

Also in 2022, the Asian American Resources and Community (ARC) started with a Lunar New Year celebration and an official launch event during Asian American and Pacific Islander Heritage month. ARC’s mission is to Achieve, Recognize and Connect, and in 2022, ARC hosted a Storytelling Series and offered MindFOLDness for members to connect and share culture, experiences and stories.

In 2022, our Women’s Network continued to focus on educating and developing members, as well as expanding impact outside of Marathon Oil through partnerships with peers. The Black Employees and Allies at Marathon (BEAM) group expanded our Collegiate Shadowing Program for students attending Historically Black Colleges and Universities (HBCUs). Five students from Southern University were selected to participate in the three-day immersive learning event. During their visit, students participated in mock interviews, attended workshops on financial literacy and navigating a corporate environment, gained exposure to the various oil and gas industry career paths and visited our Eagle Ford field operations. Also in 2022, BEAM strengthened our community partnership with Black Girls Do Engineer and continued to host dialogue circles – open, small-group conversations that increase awareness and understanding. As another example of how our ERGs work together, the Collegiate Shadowing Program was expanded across all ERGs in early 2023.

Our Code of Business Conduct includes specific sections on DEI and mutual respect. Learn more in the Code and in the Ethical Business Practices section of this report.

As of Dec. 31, 2022, women represented 29% and 33% of our global and U.S. workforce, respectively. Ethnically/racially diverse employees accounted for 32% of our U.S. full-time workforce. See our public Equal Opportunity and Employment (EEO-1) data posted on our external website.