Workforce
Bringing our best every day
Devon strives to produce the oil and gas the world needs in a safe, ethical and environmentally responsible way, all while meeting high expectations for operational and financial performance. In the face of daunting challenges in 2020, our employees proved resilient and determined in continuing to improve our company’s performance.
Our corporate culture is based on integrity and supportive relationships, giving our people the courage to take intelligent risks with a shared desire to achieve great results. We want to be a caring and connected company where employees feel that they’re heard, seen and valued, and have opportunities to contribute and grow.
Devon supports individual, team and company progress with familyfriendly workplace practices, wellness programs and opportunities to make and be accountable for decisions. We communicate proactively with employees about our goals and performance. 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.
| Workforce Metrics | ||||
| *Unless otherwise noted, all data presented is pro forma for Devon and WPX. | ||||
| 2018 | 2019 | 2020 | 2021 | |
| Headcount (total company) | 2,727 | 2,352 | 2,022 | 1,6452 |
| Minorities as a Percentage of Workforce1 | 18% | 19% | 21% | 22% |
| Women as a Percentage of Workforce1 | 29% | 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 | 12% | 11% | 13% | 15% |
| Women as a Percentage of Leadership | 20% | 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) | 42% | 35% | 33% | 36% |
| 5-9 years | 30% | 37% | 41% | 38% |
| 10-14 years | 17% | 17% | 14% | 15% |
| 15-19 years | 6% | 6% | 7% | 8% |
| 20-24 years | 2% | 3% | 3% | 2% |
| 25+ years | 3% | 2% | 2% | 1% |
| Median Age | 40 | 40 | 40 | 40 |
| Attrition Rate | 9% | 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 and workforce compositionTo build the workforce we need, we must offer equitable pay and opportunities across the company. We’re measuring our performance and always looking for ways to further align our practices with our aspirations.
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