We start with a commitment that doing the right thing is non-negotiable. Beyond providing a safe, clean and ethical workplace, we promote an inclusive corporate culture to ensure the strength and resilience of our business.
The executive vice president, general counsel and chief administrative officer of Marathon Oil has leadership accountability for our workforce management policies and programs. Due to the importance of our workforce capabilities, the board receives updates on our human capital management on a regular basis.
Respectful relationships are core to our culture. Our Code of Business Conduct, which applies to our directors, officers and employees, prohibits workplace harassment, violence or discrimination against anyone based on race, age, national origin, sexual orientation, gender identity and other factors. Our policies apply to all aspects of employment at Marathon Oil – recruitment, training, development, compensation, performance management and benefits. We select, develop and promote employees based on the individual’s ability and job performance.
Our workforce capabilities spring from motivated, engaged employees who have diverse backgrounds, experiences and thought, and are equipped with proper training and development. Additionally, our culture encourages employees to collaborate, take ownership, act boldly and deliver results. Taken together, these elements empower our employees to create enduring value for our business.
In 2019, we leveraged employee survey results, our Women’s Network and diversity roundtables to create a more inclusive, high-performing, agile culture. These conversations resulted in ideas to promote a better understanding of our strategy and values, drive innovation, and develop our talent.
- ᵃ Data includes voluntary and involuntary turnovers.
- ᵇ Data does not include total retirement rates of 1.3%, 2.4%, 4.2%, 5.1% and 11.1% for 2019, 2018, 2017, 2016 and 2015, respectively.
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