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.


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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 composition

To 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.


Peer employee pay equity

The salaries of female and minority employees are, on average, positioned equivalently (+/-2% to accommodate workforce changes throughout the year) within the applicable job pay range as males and non-minorities.


Employee base pay compensation

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