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Employment policies and practices
Our employment practices are governed by our Standards of Business Conduct, which support our commitment to equal employment opportunity, prohibit harassment and discrimination in the workplace, and are consistent with applicable laws and regulations of the countries in which we operate.
Policies against discrimination
Any form of discrimination by or toward employees, contractors, suppliers, and customers in any ExxonMobil workplace is strictly prohibited. Our global, zero-tolerance policy applies to all forms of discrimination, including discrimination based on sexual orientation and gender identity. We have deployed a comprehensive education, training, and stewardship program to ensure this policy is implemented and followed by our employees throughout our worldwide operations. Each affiliate has adopted ExxonMobil’s global standards, with modifications as required for compliance with country law.
Employee benefits and programs
We provide all employees with a competitive package of benefits and programs, which varies based on the legal requirements and culture of countries. Benefit coverage for spouses is based on legally recognized spousal relationships in the individual countries where we operate. In the United States, we have adopted the definition of spouse used in federal law, which provides benefits to heterosexual couples. Employees in countries where national law recognizes same-sex relationships are provided spousal benefits under the ExxonMobil programs.
We take seriously our benefit plan commitments. The funding levels of all qualified pension plans are in compliance with standards set by applicable law or regulation. All defined benefit pension obligations are fully supported by the financial strength of the Corporation or the respective sponsoring affiliate.
Employee engagement
ExxonMobil seeks to create an environment of open communication with our more than 80,000 employees. Employee forums provide an opportunity for senior managers to engage with employees on a variety of topics such as business performance, importance of safety, policy matters, and future plans for the company. During these forums, employees may ask questions on any topic. For example, in 2009, Management Committee members held 32 employee forums of which 16 were held outside the United States in 14 different countries. Additionally, during the annual performance assessment and development process, all employees have a structured, documented discussion with their supervisor about their work goals, training objectives, and development needs. This process provides the basis for ongoing employee coaching and continuous improvement.
Diversity
ExxonMobil’s greatest strength is the quality and diversity of our employees who differ in age, gender, race, nationality, sexual orientation, and religious beliefs and operate across multiple cultures and languages. Their diversity reflects the countries and communities in which we operate. Our Global Workforce Diversity Framework
is intended to attract, develop, and retain a premier workforce; actively foster a work environment where individual and cultural differences are respected and valued; and identify and develop leadership capabilities of employees to perform effectively in a variety of environments.
At year-end 2009, about 37 percent of our employees were located within the United States and 63 percent internationally. In 2009, approximately 33 percent of our executives were non-U.S. employees. We hired more than 3200 management and professional employees worldwide, of whom approximately 63 percent were outside the United States.
View chart: Management and Professional New Hires
ExxonMobil is committed to promoting leadership opportunities for women globally and improving the gender balance within our company. Currently, women account for about 26 percent of our worldwide workforce, excluding company-operated retail stores. This represents a 1-percent increase from 2008 and a 3-percent increase from 2005.
View chart: Female Management & Professional New Hires by Region
In 2009, 38 percent of management and professional new hires were women, significantly higher than the percentage of women in our broader employee population. Approximately 13 percent of executive employees worldwide are women, compared to 12 percent in 2008. One significant challenge in attaining gender balance in technology companies like ExxonMobil is a long-standing trend of fewer women selecting college majors and careers in science, technology, engineering, and mathematics. ExxonMobil is working to ensure that access to science, technology, engineering, and mathematics education is widely available, particularly to women and minorities in the United States.
View chart: Women & Minorities by Position
We are also working to increase the representation of minorities, including African-Americans, Hispanics, Asians, and Native Americans in our U.S. operations. For example, hiring programs include outreach to ensure diverse candidates are identified. As part of this effort, ExxonMobil awards scholarship grants to minority intern and co-op candidates who have successfully completed internships with the company. Early identification of minority employees with leadership potential is part of the ongoing staffing and development effort in each organization. Based on U.S. Equal Employment Opportunity Commission reporting, minorities made up approximately one-third of our U.S. workforce and about 20 percent of officials and managers in 2009.
View chart: Workforce by Geographic Region
ExxonMobil has long supported employee networks that provide career development information, act as an advisory group to management, build cultural awareness, and support community outreach for our diverse employees. Networks in the United States include the Asian Connection for Excellence (ACE); Black Employee Success Team (BEST); Global Organization for the Advancement of Latinos (GOAL); People for Respect, Inclusion, and Diversity of Employees (PRIDE); and Women’s Interest Network (WIN).
