Workforce
Empowering our people to contribute their best every day
Devon sets high standards for operational, financial and ESG performance to meet our stakeholders’ expectations, and our employees consistently deliver results. Guided by our principles of fairness, opportunity and the chance for every employee to fully participate and be heard, we strive to create a work environment where people give their best effort every day.
We’re living our values to support each other, have courage and value diversity as we seek to make a positive and sustainable impact. Devon strives to be a caring and connected company where employees feel they are heard, seen and valued, and have opportunities to contribute and grow.
Devon supports individual, team and company progress with family-friendly workplace practices, wellness programs, and opportunities to make decisions and be accountable for results. We communicate proactively with employees about our goals and performance, and we seek employees’ input and act on their feedback. We’re working to cultivate inclusive, diverse, equitable and respectful communities inside and outside our company.
| Workforce Metrics | |||
| *Unless otherwise noted, all data presented is pro forma for Devon and WPX. | |||
| 2020 | 2021 | 2022 | |
| Headcount (total company) | 2,022 | 1,645 | 1,860 |
| Minorities as a Percentage of Workforce1 | 21% | 22% | 22% |
| Women as a Percentage of Workforce1 | 27% | 24% | 23% |
| Women in the organization declined by 3% in 2021 primarily related to the WPX merger and location of Devon's corporate headquarters in Oklahoma City. For WPX employees in Tulsa, a lesser percentage of females were willing to relocate than males. | |||
| Minorities as a Percentage of Leadership | 13% | 15% | 17% |
| Women as a Percentage of Leadership | 20% | 15% | 16% |
| Women in leadership declined by 5% in 2021 primarily related to the WPX merger and location of Devon's corporate headquarters in Oklahoma City. For WPX employees in Tulsa, a lesser percentage of females were willing to relocate than males. | |||
| Years of Service | |||
| Less than 5 years (percent of headcount) | 33% | 36% | 41% |
| 5-9 years | 41% | 38% | 32% |
| 10-14 years | 14% | 15% | 15% |
| 15-19 years | 7% | 8% | 9% |
| 20-24 years | 3% | 2% | 2% |
| 25+ years | 2% | 1% | 1% |
| Median Age | 40 | 40 | 40 |
| Attrition Rate | 3% | 5% | 4% |
| 1 As defined by the U.S. Equal Employment Opportunity Commission. | |||
| 2 Marginal difference compared to total headcount in EEO-1 due to timing for the calculations. | |||
Advancing pay equityTo build the workforce we need, we must offer equitable pay and opportunities across the company. We measure our performance and look for ways to further align our practices with our aspirations.
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