At Whiting, we believe our people are our greatest asset. We recognize the advantages of a company culture that embraces diversity, continuous learning, servant leadership and an engaged workforce. We encourage open and transparent communication among our teams and strive to set the highest ethical standards.
Our commitment to diversity and inclusion goes beyond our compliance with all applicable equal employment opportunity laws. At Whiting, we do not allow unlawful discrimination or unlawful harassment against applicants or employees. We recruit, hire, promote and perform personnel actions without regard to race, color, religion, sex, national origin, age over 40, disability, genetic information, or any other applicable status protected by federal, state or local law. We also comply with all applicable federal, state and local laws.
We make reasonable accommodations for qualified individuals with known disabilities and employees whose work requirements interfere with a religious belief, unless doing so would result in an undue hardship to the Company or a direct threat. Employees needing such accommodation are instructed to work with Human Resources.
If an employee has a work-related problem or concern, they are encouraged to following these resolution steps:
- Discuss the issue with their supervisor in a timely manner, usually within three to five working days.
- If a resolution is not reached with the supervisor or if the issue is with the supervisor, discuss the situation with their department manager in a timely manner, usually within five to seven working days.
- If the problem is not resolved to an employee’s satisfaction at that level, they are to communicate the problem directly to the Human Resource Department, the V.P. of their department and/or another member of senior management.
- Should further resolution be required, the CEO will make the final determination.
Any employee who witnesses violations of our guidelines should report the incident to the Company’s Human Resources department or the Company’s General Counsel. The Company will investigate all reports and take corrective action.
Additionally, Whiting has an Ethics Hotline for the purpose of allowing all employees an avenue for confidential, anonymous submission of concerns. If for any reason an employee is uncomfortable using the procedures outlined above, this hotline provides a method of reporting ethical concerns through a confidential and anonymous third-party system. The Ethics Hotline may be accessed by calling a toll-free number.
Retaliation against any individual who makes a report or participates in an investigation is prohibited. Any employee who feels he or she has been retaliated against for making a report or participating in an investigation should immediately notify the Company’s Human Resources department or the Company’s General Counsel. Whiting will investigate all reports and take corrective action.
At the end of 2017, Whiting had 834 employees across our operating areas. Overall, we believe our employee demographic is typical for our industry. We excel at maintaining a workforce that is diverse in age and our corporate office in Denver is in line with industry trends for gender representation.
- Percentage of employees in major age brackets
- 21 to 30 = 18.82%
- 31 to 40 = 35.50%
- 41 to 50 = 19.18%
- 51 to 60 = 17.50
- 61 to 64 = 5.76%
- 65 Plus = 3.24%
Whiting’s objective is to be mindful of ways that we can increase the diversity of our workforce and we will continue seeking opportunities to do so in the future. If a current employee is interested in another position within Whiting, we encourage them to contact their supervisor and submit a request to Human Resources. Open positions can be found here. Whiting reserves the right to hire anyone for any position, including external candidates. Candidates identified both internally and externally are assessed based on performance, relevant business knowledge, and skillset.