Marathon Oil Employees at the Site

Diversity and Inclusion

Diverse, inclusive teams help Marathon Oil compete in our industry and achieve our ambitions. We respect, listen to, challenge, support and learn from each other and our differences. Diversity of thought also stimulates creativity and innovation, and makes Marathon Oil an attractive employer. In 2017, women and under-represented minorities accounted for approximately 26 percent and 30 percent of our U.S. workforce, respectively.

To foster a diverse and collaborative workplace, our leadership training program includes two optional courses to help employees understand diversity of thought and its impacts, and appreciate individual and cultural differences that can increase collaboration. For supervisors, we refreshed the diversity and inclusion (D&I) training in our Management Essentials course in early 2018 and will include the D&I information in all future courses related to soft skills.

The majority of our leadership positions require a degree in science, technology, engineering or math (STEM). 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 percent of all U.S. jobs in 2015, but only 24 percent of STEM jobs. In addition, women made up about 30 percent of all STEM degree holders, but only 19 percent of workers holding engineering degrees. API reported 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 percent will be filled by African American and Hispanic workers and 16 percent by women by 2035.

Given these and other findings on gender and minority representation in STEM fields, we partner with organizations such as Women in Energy, Pink Petro, Hispanic Alliance for Career Advancement (HACE), Hispanic IT Executive Council (HITEC) and Human Rights Campaign to raise awareness about opportunities at Marathon Oil. These relationships also provide networking and development opportunities for our employees. In addition, we identified experienced, diverse talent at career fairs and networking events in specific asset areas and those targeting military veterans. 

In the U.K., where we have operations in the North Sea, Marathon Oil complied with the government’s requirement to publish information on our gender pay gap. Our data reflected fewer women in engineering, geoscience, offshore and higher-salary leadership roles requiring engineering and geoscience backgrounds in Marathon Oil, as well as our industry and in the U.K. generally. To close the gap, we are focused on flexible and home working policies, balanced talent pipelines and career progression for women, and training.

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