Trailblazer Pacesetter LATE BLOOMER
Company Narrative
ConocoPhillips, a company in the mining, and crude oil production industry, has been ranked as a LATE BLOOMER on the Women’s Power and Influence Index.
ConocoPhillips has achieved pay equity and conducts annual pay reviews to assess potential disparities in pay gaps. ConocoPhillips claims they are committed to DEI goals including mentoring employees from diverse backgrounds and utilizing DEI resources. Improving women’s representation in senior roles is also a top priority.
As of 2021, data shows that 29% of women make up the workforce at ConocoPhillips and roughly 27% of women hold leadership positions.
Publicly available data from ConocoPhillips sources could not be found for pay parity, women’s mentorship, subsidized healthcare, as well as harassment and discrimination training criteria.
Workforce Profile
Equitable Pay
✓ Does the company demonstrate a clear and transparent commitment to equal pay?
“We have global equitable pay practices that strive to ensure the compensation of every employee reflects their talents, skills, responsibilities and experience and is competitive within our peer group. We routinely benchmark our global compensation and benefits programs with local markets to ensure they are competitive, inclusive and aligned with company culture, and allow our employees to meet their individual needs and the needs of their families.”
Ref: Pg. 153, ConocoPhillips 2022 Sustainability Report
✓ Does the company perform an annual analysis of gender pay equity and pay disparities?
“We conduct annual disparity pay reviews to assess potential gaps related to university hire pay compression, etc.”
Ref: Pg. 153, ConocoPhillips 2022 Sustainability Report
✘ Do female employees earn at least 95% of what their male counterparts earn?
Information regarding this criterion was unavailable or incomplete.
Career Growth
✓ Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization?
“Improving TMTs and succession processes: We enhanced the diversity of our TMTs’ representatives, with a specific focus on increasing the representation of women and U.S. people of color in these roles.”
Ref: Pg. 30, ConocoPhillips 2021 Human Capital Management Report
✓ Does the company provide professional development programs designed specifically for female employees?
“For more than 30 years, our employee networks have provided an important forum for discussion, development and connection to our communities. Open to all employees, these groups promote DEI through knowledge sharing, networking, professional development and volunteerism around the globe.”
Ref: Pg. 32, ConocoPhillips 2021 Human Capital Management Report
✓ Does the company provide professional development programs designed specifically for diverse employees?
“For more than 30 years, our employee networks have provided an important forum for discussion, development and connection to our communities. Open to all employees, these groups promote DEI through knowledge sharing, networking, professional development and volunteerism around the globe.”
Ref: Pg. 32, ConocoPhillips 2021 Human Capital Management Report
✘ Does the company offer a formal mentoring program to support the career advancement of all female employees?
Information regarding this criterion was unavailable or incomplete.
✓ Does the company offer a formal mentoring program to support the career advancement of diverse employees?
“We expect leaders at all levels (from frontline supervisors to the ELT) to increase their personal commitment to DEI by taking visible actions, such as setting and sharing their DEI goals, mentoring colleagues from diverse backgrounds, engaging our workforce on related topics, utilizing and supporting existing DEI resources, and demonstrating behaviors consistent with our DEI ambitions.”
Ref: Pg. 26, ConocoPhillips 2021 Human Capital Management Report
✓ Does the company have policies and programs in place to actively recruit female candidates?
“Improving TMTs and succession processes: We enhanced the diversity of our TMTs’ representatives, with a specific focus on increasing the representation of women and U.S. people of color in these roles.”
Ref: Pg. 30, ConocoPhillips 2021 Human Capital Management Report
✓ Does the company have policies and programs in place to actively recruit diverse candidates?
“Improving TMTs and succession processes: We enhanced the diversity of our TMTs’ representatives, with a specific focus on increasing the representation of women and U.S. people of color in these roles.”
Ref: Pg. 30, ConocoPhillips 2021 Human Capital Management Report
Work-Life Balance
✓ Does the company demonstrate a commitment to providing support and/or time off for women with children?
“ConocoPhillips has partnered with Bright Horizons® to help you better manage your work, family, and personal responsibilities. Bright Horizons Back-Up Care™ provides access to back-up care for your children, adult, and elder family members during a lapse or breakdown in normal care arrangements.”
Ref: Pg. 2, ConocoPhillips Back-up Care
✓ Does the company provide child care support for employees?
“ConocoPhillips has partnered with Bright Horizons® to help you better manage your work, family, and personal responsibilities. Bright Horizons Back-Up Care™ provides access to back-up care for your children, adult, and elder family members during a lapse or breakdown in normal care arrangements.”
Ref: Pg. 2, ConocoPhillips Back-up Care
✘ Does the company offer subsidized child care?
Information regarding this criterion was unavailable or incomplete.
✓Does the company offer paid maternity leave for birthing parents?
“Maternity leave is paid through the Short-Term Disability (STD) Plan. This benefit may also be used for pay continuation if you are not able to work due to doctor’s orders during your pregnancy. All birth mothers are eligible for eight weeks of paid leave; your percentage of pay, 100% or 60%, will be dependent on your utilization of STD absence benefits. As a reminder, each year you receive absence benefits (equivalent to hours of paid time off) based on your work schedule and years of service. Maternity leave will reduce the absence benefits you have available.”
Ref: Pg. 2, ConocoPhillips Becoming a Parent
✓Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?
“ConocoPhillips provides six weeks of 100% paid time off within the 12-month period immediately following the month of birth or adoption of the employee’s child. Approved parental leave must be taken in at least one-week increments; however, the six weeks of parental leave are not required to be continuous.”
Ref: Pg. 3, ConocoPhillips Becoming a Parent
✓ Does the company demonstrate a commitment to supporting the health benefits of its female employees?
“Fertility treatment consisting of in-vitro fertilization and artificial insemination is limited to a $30,000 lifetime maximum benefit ($20,000 for medical services and $10,000 for prescription drugs and injections).”
Ref: Pg. 41, ConocoPhillips Employee Benefits Handbook
✓ Does the company offer women-specific health benefits for female employees?
“Fertility treatment consisting of in-vitro fertilization and artificial insemination is limited to a $30,000 lifetime maximum benefit ($20,000 for medical services and $10,000 for prescription drugs and injections).”
Ref: Pg. 41, ConocoPhillips Employee Benefits Handbook
Workplace Standards
✓ Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?
“In addition, our Company does not tolerate harassment. Harassment can take many forms, including verbal remarks, physical advances or visual displays, and may come from coworkers, supervisors, suppliers, contractors or customers. Regardless of the legal definition of harassment as it may exist in different locales, our policy prohibits any behavior that has the purpose or effect of creating an intimidating, offensive or demeaning environment for another person.”
Ref: Pg. 13, ConocoPhillips Code of Business Ethics and Conduct
✘ Does the company mandate all employees to undergo harassment and discrimination training?
Information regarding this criterion was unavailable or incomplete.
✓ Does the company have a defined harassment policy that includes promptly addressing reported incidents?
“If you feel that you have experienced or observed any discriminatory or harassing behavior, you are encouraged to voice your concerns. Tell your supervisor or another member of management, your Human Resources representative or any of the points of contact listed in our Code. Reprisals or retribution against an employee who lodges a complaint in good faith will not be tolerated.”
Ref: Pg. 13, ConocoPhillips Code of Business Ethics and Conduct
Stakeholder Engagement
✓ Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?
“To foster an innovative, diverse and inclusive environment, ConocoPhillips partnered with LiftFund, a Community Development Financial Institution and Community Development Corporation, to provide equal opportunities for minorities, youth and women. Through the Small Biz Builder, any eligible applicant can learn how to establish a business idea or further grow their existing business through courses taught by LiftFund.”
Pg. 123, ConocoPhillips 2022 Sustainability Report
✓ Does the company offer and support initiatives that promote gender equality in the community?
“Girls Talk Tech’s goal is to help girls learn more about IT careers and feel confident they can succeed. Girls Talk Tech (GTT) was formalized in 2018 with the mission to educate, encourage and empower young women to embrace technology for the future.”
✓ Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?
“Internally, we also increased visibility to diversity metrics to help inform workforce decisions, drive consistency and mitigate bias. We update our internal global and U.S. DEI Dashboards annually. These dashboards present a multiyear view of key demographics, trends and statistics. Analytics dashboards were also created for university recruiting, experienced hire recruiting and Talent Management Teams.Additional diversity metrics were included in the monthly People Dashboard for business leaders. These dashboards help inform decisions, establish a baseline and track progress.”
Ref: Pg. 29, ConocoPhillips 2021 Human Capital Management Report
✓ Does the company offer equity-focused trainings, speaker programs, or events for employees?
“Additionally, TMTs aligned on common DEI goals, including developing a consistent onboarding curriculum inclusive of DEI training and leveraging internal data to drive talent decisions.”
Ref: Pg. 30, ConocoPhillips 2021 Human Capital Management Report