At Hess, we are committed to diversity and to providing equal employment opportunities for all employees and job candidates regardless of race, color, gender, age, sexual orientation, gender identity, creed, national origin, disability, veteran status or any other protected status in recruitment, hiring, compensation, promotion, training, assignment of work, performance evaluation and all other aspects of employment. Hess’ Inclusion and Diversity Council provides executive leadership and direction to our hiring, work environment and development activities.
We do not tolerate any form of workplace harassment, including sexual harassment. We reinforce these expectations through our Code of Conduct, our recently updated Equal Employment Opportunity and Harassment-Free Workplace Policies, training for U.S.-based managers, other human resources policies and our Human Rights and Social Responsibility Policies.
Recruiting Diverse Hires
In 2019, we implemented several initiatives to help us attract more diverse job candidates and new hires. For example, we introduced a new video recruiting technology, HireVue, to expand the reach of our university recruiting and attract more diverse talent into our early career programs. We also became a member of the National GEM Consortium, which supports the development of diverse STEM (science, technology, engineering and math) talent at the master’s and Ph.D. levels. As part of the Genesys Works program, we welcomed two more high-school-level interns – for a total of four – who represent diverse backgrounds. Lastly, we worked to improve our candidate experience for Hess applicants.
Hess is also committed to fostering an inclusive work environment in which each person is a valued team member who continually learns and grows. In 2019, we expanded our Unconscious Bias training to our U.S., Malaysia and Denmark managers, and 475 employees completed the training in these locations.
Through Life at Hess, we are helping to ensure that inclusion is woven into our culture, policies and programs. As a testament to our efforts, Hess was included in the 2020 Bloomberg Gender-Equality Index, which tracks and reports on public companies’ performance on gender equality and representation in the workplace, as well as transparency in reporting on gender. We also received an 85% score on the 2020 Human Rights Campaign Foundation’s Corporate Equality Index (CEI). The CEI ranks more than 1,000 of the nation’s largest businesses on their practices related to lesbian, gay, bisexual, transgender and queer (LGBTQ) equality and inclusion.
We remain committed to fostering the professional growth of women and minorities at Hess. As an example, Women Inspiring Success and Excellence (WISE) – a Hess networking group with chapters in Houston, New York and North Dakota – has a vision to “help promote and cultivate leadership skills, business practices, career opportunities and personal contacts for women.” WISE is run as a “Lean-In Circle” and uses workshop modules from Lean-In Energy, the industry chapter of the national organization based on Sheryl Sandberg’s bestselling book, Lean In. To underscore our commitment to gender equality, our Senior Vice President of Production serves on Lean-In Energy’s board of directors, and Hess was a sponsor of its new online mentoring platform. Our relationship with the Lean-In organization provides Hess employees with external opportunities for enrichment, development, networking and digital mentoring.
Also in 2019, we continued to provide U.S. employees with a corporate membership to the Women’s Energy Network (WEN), sponsored WEN’s 30th anniversary celebration and sent Hess representatives to serve as leaders at the Women’s Global Leadership Forum and the HERWorld Energy Forum.
Tracking Our Performance
To gauge our progress, we track our U.S. employee demographic metrics, including the proportions of Hess’ workforce that are female and minority (as defined by the U.S. Department of Labor). From 2018 to 2019, the numbers of both female employees and minority employees remained consistent.
We also track the number of local national employees in our international operations and report publicly where the number is 100 or more. Overall, the proportion of local nationals and of nationals holding managerial or professional positions has grown over the past five years. During this period, the percentage of local nationals increased from 85% to 98% in Denmark and from 75% to 89% in Malaysia.
We take part in external efforts and professional organizations that are helping to make our industry more diverse. In 2019, for example, we publicly endorsed the Equality Act, and in doing so became a member of the Human Rights Campaign’s Business Coalition for the Equality Act. The Coalition is a group of more than 260 leading U.S. employers that support the Equality Act, which would guarantee explicit, permanent protections for LGBTQ people under existing civil rights laws and create a federal standard to treat all employees the same.
Also in 2019, we engaged with groups such as the National Business & Disability Council at the Viscardi Center, the National Diversity Council, the U.S. Business Leadership Network, the National Action Council for Minorities in Engineering, the Society of Women Engineers and the Veteran Jobs Mission. We also support additional membership organizations that promote diversity.