Diversity and Inclusion

broader PERSPECTIVES, better solutionsWe believe that diversity of people and ideas, and our ability to collaborate as one inclusive team, give Marathon Oil a business advantage. 

The leaders of our high-performing teams value diversity and differences of opinion, and encourage new ideas. We expect employees to keep an open mind, value others’ opinions and respect their point of view.

Marathon Oil offers training to raise awareness about and encourage diversity and inclusion. Courses on unconscious bias and inclusive leadership are open to all employees and are an integral part of our Leadership Immersion Program for newly hired and promoted supervisors. Following roundtable discussions with employees, we revamped the courses and rolled them out to our corporate and field employees.

Increasing Diversity in Our Talent Pipeline

Many Marathon Oil jobs, including the majority of our leadership positions, require a degree in science, technology, engineering and math (STEM) subjects. We compete with a variety of companies and industries to attract and retain a diverse workforce from the available STEM graduates. According to a 2017 U.S. Department of Commerce Economics and Statistics Administration report, women held 47% of all U.S. jobs in 2015, but only 24% of STEM jobs. In addition, women made up about 30% of all STEM degree holders, but only 19% of workers holding engineering degrees. API projected in 2016 that the oil and gas and petrochemical industries will offer nearly 1.3 million job opportunities by 2025 and nearly 1.9 million by 2035. Of these, 38% are expected to be filled by African American and Hispanic workers and 16% by women by 2035.

In 2018, women and under-represented minorities accounted for 28.1% and 33.3% of the Marathon Oil workforce, respectively. The company recruits interns and graduates in STEM fields primarily on the campuses of Texas A&M University, University of Texas, University of Oklahoma and University of North Dakota. We broaden the pool of diverse job candidates by reaching out to local student chapters of the Society of Women Engineers, the National Society of Black Engineers, the Society of Hispanic Professional Engineers, LGBTQ Engineers and other organizations. Additionally, we use digital methods to recruit diverse job candidates at approximately 17 universities.

The company also awards scholarships to increase the number of qualified diverse hires in the U.S. In 2018, we funded college scholarships totaling $280,000 for students to study core disciplines. This included approximately $150,000 for diverse students with a record of academic excellence studying engineering and geosciences at the University of Texas, Texas A&M University and the University of Houston.

In addition to college recruiting, we continue to look for ways to hire, retain and promote more women and under-represented minorities. Marathon Oil partners with organizations such as Women in Energy, Pink Petro, Hispanic Alliance for Career Advancement (HACE) and Human Rights Campaign to make their members aware of career opportunities with Marathon Oil. These relationships also give our employees networking and professional development opportunities. For example, we hosted the 2018 Mujeres de HACE Leadership Program and 2019 HACE Executive Leadership tour, where several Marathon Oil Hispanic leaders were among a diverse group that participated in leadership and career development conversations.

Employee participation in Pink Petro and its annual HERWorld Energy Forum was the catalyst to launch our own grassroots women’s network in 2018. Based on input from employee focus groups, volunteers established small groups to discuss topics of interest such as petrotechnical careers, owning your career, elder care, millennial concerns and working moms. The groups meet periodically and volunteers plan two professional development events each year with external speakers, professional development and networking. Open to all employees, the women’s network grew to approximately 180 participants by year-end 2018. We offer a group based on the Lean In model for women in senior leadership positions.

There has also been a commitment and focus on our African American employees. When two of our senior executives were recognized as Savoy Magazine’s Most Influential Blacks in Corporate America in 2018, it created ongoing career development and professional networking opportunities for our African American employees. Marathon Oil employees also attended an African American Executive Leadership Council event.

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