Report Dec. 20, 2019
Healthy and engaged workforce
Report Dec. 20, 2019
Healthy and engaged workforce
Employee attraction and retention
We prioritize the development of each one of our employees. It begins with recruiting exceptional talent and continues with individually planned assignments and experiences that lead to broad skill development and a deep understanding of our businesses. This career-oriented, personalized approach results in a retention rate of 96 percent and an average length of service of 30 years for our career employees. It also facilitates development of the next generation of leaders from within the company.
Through a combination of work assignments, on-the-job experiences, and focused training and education, employees acquire the necessary skills and competencies to take on increasing levels of responsibility and job complexity.
Assessments include a discussion between employees and their supervisors about work accomplishments, learning objectives, development opportunities and career interests. Our employee development system integrates our talent management processes in support of capability development throughout an employee’s career.
ExxonMobil’s benefits programs are an integral part of a total remuneration package designed to support retention and our long-term business objectives. Our goal is to be mindful of our employees’ needs throughout their careers and into retirement.
Ensuring access to affordable health care helps employees effectively manage health care issues and reduces related financial concerns. ExxonMobil also offers a variety of workplace flexibility programs to maintain engagement and maximize productivity by addressing individual employee needs. Examples include adaptable workplace arrangements, modified workweeks, part-time employment and adjustable work hours. The financial strength of ExxonMobil, or the respective sponsoring affiliate, supports defined benefit pension obligations. Our funding levels of qualified pension plans comply with applicable laws and regulations.
2018 performance and initiatives:
ExxonMobil invests in our people for a long-term career. We spend an average of $100 million per year on training and in 2018 had more than 25,000 job rotations in support of employee development plans.
Worksite health and wellness
The success of ExxonMobil’s operations depends on a healthy and competent workforce. Our health policy communicates corporate expectations for identifying and managing health risks related to our operations. In each country, we develop workplace health programs that consider local health care systems and health needs. In all cases, our benefits plans comply with or exceed applicable country laws or regulations.
Improvements in worker health increase quality of life and employee productivity. ExxonMobil supports voluntary health programs that promote employee well-being while reducing health-plan costs. Through our Culture of Health program, we enable the provision of services including health education, disease management assistance and fitness programs. The Culture of Health program is currently implemented in 22 countries, and our team continues to look for new opportunities to expand the program’s reach. We have recently added programs in Angola, Australia, Cameroon, China, the Czech Republic, Egypt, Guyana, Hungary, India, Indonesia, Mozambique, the Netherlands, Papua New Guinea, Saudi Arabia and Thailand.
2018 performance and initiatives
We design disease prevention and control programs to address health risks prevalent in locations where we operate. They include malaria, tuberculosis, HIV/AIDS, Ebola, Zika and other diseases. Investments and programs support the health of our employees, contractors and community members in malaria-prone regions, including Africa and Asia. We have not had an employee or contractor fatality due to malaria since 2007.
ExxonMobil also works to address broader health issues and endemic diseases in the locations where we operate, for example, malaria in sub-Saharan Africa. In 2018, the Corporate Alliance on Malaria in Africa named ExxonMobil a Champion in Sustainability Malaria Programming. The alliance is a cross-industry group for companies working in Africa that aims to expand malaria-control efforts across the continent. ExxonMobil was recognized for its efforts to protect employees, contractors, suppliers and communities from malaria. The alliance’s board noted ExxonMobil’s efforts to build health facilities and improve clinical skills in malaria-endemic countries.
Diversity and inclusion
Diversity of thought, ideas, perspectives, skill, knowledge and culture makes ExxonMobil more innovative, resilient and better able to navigate the complex and changing global energy business. Creating an inclusive workplace enables our global employees to bring their unique perspectives to help achieve ExxonMobil’s business objectives.
Our global workforce reflects the local communities and cultures where we operate. Our objectives are to seek and hire talented, dedicated employees and give them opportunities to learn, grow and succeed. The result is a diverse and multi-faceted employee base representing different perspectives and ideas.
ExxonMobil’s financial aid and internship initiatives play a vital role in identifying the best and brightest diverse talent. ExxonMobil provides scholarships and funding through partner associations like the National Action Council for Minorities in Engineering, the National Society of Black Engineers and the Society of Women Engineers to expand the pool of talented students pursuing college careers. We provide technical scholarships to minorities in our U.S. operations. ExxonMobil offers internship opportunities that enable college students to apply classroom skills and concepts in the workplace, gain valuable exposure to their chosen field of study and obtain practical work experience.
ExxonMobil encourages participation in employee-led resource groups that assist in fostering a culture of diversity and inclusion through development programs, community service opportunities and mentoring. ExxonMobil’s local employee resource groups include:
- Asian Connection for Excellence (ACE)
- Black Employee Success Team (BEST)
- Global Organization for the Advancement of Latinos (GOAL)
- Organization for New Employees (ONE)
- People for Respect, Inclusion and Diversity of Employees (PRIDE)
- Veteran Advocacy and Support Team (VAST)
- Women’s Interest Network (WIN)
Our Global Diversity Framework and Standards of Business Conduct govern ExxonMobil employment practices, including policies for recruitment, hiring, promotions and salary administration. The Standards support our commitment to provide equal employment opportunities, prohibit discrimination in the workplace and align with applicable laws in the countries where we operate. We train all new employees on the Standards and offer regular continuing education courses. The framework outlines our approach to maintaining a diverse workforce. We focus on the following initiatives:
- Attract, develop and retain a premier workforce, from the broadest possible pool, to meet our business needs worldwide;
- Actively foster a productive work environment where individual and cultural differences are respected and valued, and where all employees are encouraged to contribute fully to achieving of our business results; and
- Identify and develop leadership capabilities to excel in a variety of international and cultural environments.
ExxonMobil uses a series of training programs and tools to help our employees understand cultural sensitivities across a diverse workforce. We do not tolerate harassment in any form. Employees are subject to disciplinary action, up to and including termination, for any act of harassment.
2018 performance and initiatives
We consider and monitor diversity through all stages of employment, including recruitment, training and development of our employees. In 2018, 36 percent of our campus engineering hires in the United States were women, which is higher than the average annual percentage of female engineering graduates. Over the past decade, 40 percent of our worldwide management, professional and engineer hires were female. In the United States, 31 percent of management, professional and engineer hires were U.S. minorities over the same time period. In 2018, 20 percent of ExxonMobil’s global executive employee population were women, and 17 percent of our U.S. executives were minorities. Learn more about our local hiring practices outside the United States.
As demand increases for workers in the fields of science, technology, engineering and mathematics, we will continue to support immigration policies that help U.S. companies attract highly skilled workers.
2018 workforce by geographic region*
Number of employees
ExxonMobil supports Smithsonian The Green Book exhibition
ExxonMobil is sponsoring a Smithsonian Institution traveling exhibition that will showcase the history of The Green Book, a guide for African-American travelers in the United States during the segregated era of the mid-20th century. The Green Book, first published in 1936, listed service stations, hotels, restaurants and other establishments where African-American travelers would be welcomed. In just a few years it was distributed nationwide and became what was called “the bible of black travel.” The Civil Rights Act of 1964 ended legal discrimination, and three years later The Green Book printed its final edition.
ExxonMobil predecessor Standard Oil Company of New Jersey was The Green Book’s major retail distributor through its network of Esso gasoline stations, which welcomed African-American travelers and provided business opportunities for African-American franchisees. According to the Smithsonian, no corporation was more crucial to the success of The Green Book than Esso. The company was the only major retail outlet that sold the book and accounted for a significant portion of its national distribution.
The exhibition will travel to 12 cities across the United States for three-month appearances over a three-year period beginning in 2020. ExxonMobil’s sponsorship was formally announced at an event in the U.S. Capitol that featured Chairman and Chief Executive Officer Darren Woods, Smithsonian Provost John Davis and several members of Congress.