Empowering employees on their path to success

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.

Since our merger in 2021, we’ve been leaning into our culture of openness to new ideas and creative solutions. We’re living our values to support each other, value diversity and have courage 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 do not accept the status quo of social and racial inequality, and we’re working to cultivate inclusive, diverse, equitable and respectful communities inside and outside our company.


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Workforce Metrics
*Unless otherwise noted, all data presented is pro forma for Devon and WPX.
2019 2020 2021
Headcount (total company) 2,352 2,022 1,645 2
Minorities as a Percentage of Workforce1 19% 21% 22%
Women as a Percentage of Workforce1 28% 27% 24%
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 11% 13% 15%
Women as a Percentage of Leadership 20% 20% 15%
Women in leadership declined by 5% 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) 35% 33% 36%
   5-9 years 37% 41% 38%
   10-14 years 17% 14% 15%
   15-19 years 6% 7% 8%
   20-24 years 3% 3% 2%
   25+ years 2% 2% 1%
Median Age 40 40 40
Attrition Rate 7% 3% 5%
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 equity

To 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.


Peer employee pay equity

The salaries of female and minority employees are, on average, positioned equivalently (+/-2% relative to the applicable pay grade) to those of male and non-minority peers.


Employee base pay compensation

100% of employees make more than $19/hour and receive an annual performance bonus and long-term incentives.