Healthy and engaged workforce

Report Jan. 5, 2021

In this article

Healthy and engaged workforce
We recruit exceptional people and give them personalized career plans and unique experiences, which leads to an average length of service of more than 30 years for career employees.

Employee recruitment and retention


ExxonMobil prioritizes the development of our employees. We begin with recruiting exceptional talent and continue with individually planned assignments and experiences that lead to broad skill development and a deep understanding of our businesses. This career-oriented, tailored approach results in an average length of service of more than 30 years for career employees. It also facilitates development of the next generation of leaders from within the company.

ExxonMobil invests in people for a long-term career. 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. 

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 work weeks, 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.

2019 performance and initiatives:

In support of employee development, we have invested an average of $93 million per year on training since 2015. In 2019, more than 60,000 personnel completed voluntary training courses.

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.

Improvements in worker health can 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 provide employees with health education, disease management assistance, resilience training and fitness programs. We have implemented the Culture of Health program in 30 countries, and we continue to look for new opportunities to expand the program’s reach. We have recently added programs in Canada, Chad, Colombia, Equatorial Guinea, France, Germany, Guam and New Caledonia.

When the COVID-19 pandemic emerged in early 2020, our emergency preparedness and response procedures were triggered at the country, regional and facility levels, building on lessons learned from SARS, Pandemic Flu, MERS and Ebola. Our preventive and mitigation safeguards, combined with coordinated internal communications, helped protect the health and safety of our workers and their dependents. Where appropriate, we implemented remote-work policies while our facilities were deep-cleaned and reconfigured to enable proper social distancing. Our measures were continually refined as more information about the virus was identified, in consultation with internal and external health experts.

Altona Refinery COVID-19

COVID-19 precautions at the Altona Refinery.

2019 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. 

Strathcona Refinery's voluntary COVID-19 testing program.

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 diverse talent. ExxonMobil provides scholarships and funding through partner associations like the National Society of Black Engineers, the Society of Hispanic Professional Engineers and the Society of Women Engineers to expand the pool of talented students pursuing college careers. We also provide technical scholarships to minorities in our U.S. operations, and we offer 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 actively fosters a productive work environment where individual and cultural differences are respected and valued, and where all employees are encouraged to contribute fully to achieving business results.

Employee-led resource groups at ExxonMobil assist in fostering a culture of diversity and inclusion through development programs, community service opportunities and mentoring. Our 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 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. Violators of this policy are subject to disciplinary action, up to and including termination, for any act of harassment.

In 2019, our employee-led Women’s Interest Network participated in a clothing drive in Dallas, Texas, to support the local community.

2019 performance and initiatives

We consider and monitor diversity through all stages of employment, including recruitment, training and development of our employees. In 2019, 36 percent of our campus engineering hires in the United States were women, and 40 percent were minorities. Both rates are higher than the average annual percentage of female engineering graduates and minority engineering graduates, respectively.

Over the past decade, 39 percent of our global management, professional and technical hires were female, and 31 percent of our U.S. management, professional and technical hires were minorities. In 2019, 22 percent of ExxonMobil’s global executive employee population were women, and 18 percent of our U.S. executives were minorities.

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.