Respect, Inclusion and Collaboration
Advancing a culture of respect, inclusion and collaboration is a vital aspect of our talent strategy. In both our hiring practices and our selection of vendors, we seek to benefit from the rich cultural diversity of the regions where we operate. Throughout our company, we focus on recruiting from a wide range of cultures and backgrounds to ensure we have the diversity of thought and experience that is essential to innovation and growth.
During the year, we formalized our commitment to strengthen our culture of inclusion. We added internal and external resources for our workforce to provide them with tools to navigate today’s work environment, such as inclusion training programs on respectful workplace and unconscious biases. We expect to advance these efforts in 2019 and beyond through networking and mentoring opportunities, a speaker series, resources, tools and other initiatives.
When hiring within the United States, we post openings on diversity job boards and work with relevant state agencies to reach candidates who have disabilities or are military veterans.
In the Eastern Mediterranean and West Africa, we prioritize the hiring of nationals within each country. This practice benefits our greater workforce development efforts to help establish a deeper pool of talent with the skill sets required for the energy industry. Over the past decade, we have increased the percentage of domestic employees in Equatorial Guinea. Currently, 68 percent of our total employee base are Equatoguineans. In Israel, 86 percent of our total employee base is Israeli.
We continue to evaluate opportunities to partner with external resource groups and other organizations with a diversity focus.
At the leadership level, we continue to focus on improving our executive and board diversity efforts. During 2018, our CEO, the Board of Directors and the management team successfully led the company through the transition of key executive leadership positions. Noble Energy attracted top talent such as Brent Smolik, President and Chief Operating Officer, and Rachel Clingman, Senior Vice President, General Counsel and Secretary. In 2018, the percentage of females holding executive and senior level positions was 17 percent, compared to 2017 when 8 percent of executive and senior-level positions were held by women.
At the board level, we continue to focus on refreshment and added Barbara Duganier to the Board in May of 2018. Ms. Duganier brings financial expertise along with extensive leadership and cyber security experience. A matrix of relevant skills and diversity attributes for our board of directors is available in the Governance section of this report.
Gender Pay Equity and Gender Pay Gap
Noble Energy conducts an annual analysis to evaluate base pay equity and the gender pay gap across specific disciplines within the U.S. organization. The analysis revealed that employees are paid equitably based on their role, organization and experience.
The analysis also showed:
- Noble Energy has actively developed our female talent pool and increased the percentage of women in leadership and technical positions over the past 10 years.
- Men and women are promoted with equal frequency within the disciplines reviewed.
- Leaders are leveraging talent reviews, workforce planning and developmental work assignments to develop the workforce and further increase the percentage of women in leadership and technical positions.