Diversity, Equity & Inclusion

Our approach to Diversity, Equity and Inclusion (DEI) is rooted in increasing representation and inclusiveness across the organization. Hiring and investing in individuals with an array of talents, ideas, backgrounds and experiences drives innovative thought and adds to our business success.

Our vice president of Human Resources has leadership accountability for DEI. Our Leadership Development and Inclusion team leads our company-wide DEI strategy, which focuses on strengthening our ability to retain, recruit and develop a diverse workforce. Our board of directors provides oversight to our human capital strategies, which includes offering insight into diversity, equity and inclusion.

In addition to offering internal and external DEI training courses to employees, we partner with groups such as the Society of Women Engineers, the National Society of Black Engineers, the Society of Hispanic Professional Engineers and the LGBTQ Engineers to explore ways to better support underrepresented talent in our workforce and in our communities. Additionally, we collaborate with Advancing Women Executives (AWE), which informs our diversity metrics and best practices. We also support pay equity and conduct periodic pay equity analysis.

We support employee resource groups (ERGs), open to all employees, to amplify diverse perspectives, foster inclusion and trust, encourage networking and connection and provide development activities. Our ERGs each feature an executive sponsor and meet quarterly with the vice president of Human Resources to discuss initiatives and goals for the upcoming quarter. We also provide financial resources to our ERGs to enable them to offer paid development opportunities to their members and support charitable causes they care about. Examples of our ERGs in action in 2021:

• BEAM: Our Black Employees and Allies of Marathon (BEAM) network celebrated its one-year anniversary in October 2021. This ERG creates open conversations that increase awareness and understanding and in 2021 hosted dialogue circles. These small groups allowed employees to dive into difficult topics and have hard conversations.
• Women’s Network: This ERG continues to flourish in creating an inclusive culture at Marathon Oil. In 2021, two of our female board members presented to the Women’s Network, providing details about their own experiences and how to overcome the challenges that women face in growing their careers.

In mid-2022, we created two new ERGs, one representing the Hispanic/Latin community and the other on behalf of our Asian American and Pacific Islander employees.

A Culture of Mutual Respect

Integrity and inclusion are core to our culture. Our Code of Business Conduct, which applies to everyone who works for or acts on behalf of Marathon Oil, reinforces our long-standing commitment to high ethical standards. Our Code includes specific sections on Diversity, Equity and Inclusion, as well as Mutual Respect. Learn more in the Ethical Business Practices section of this report and read our full Code of Business Conduct here.

In 2021, women and ethnically/racially diverse employees accounted for 33% and 30% of our U.S. full-time workforce, respectively. For the first time, we have published our Equal Opportunity and Employment (EEO-1) data.