Diversity and inclusion are critical attributes of one of EnLink’s Core Values – Focus On People. EnLink strives to embrace, celebrate, and support the diversity of our employees and the unique perspectives and experiences each of us brings to EnLink. We promote diversity and inclusion through our hiring and promotion practices, overall pay practices, community outreach efforts, and employee education and training.
Working with company leadership and Human Resources, EnLink’s Diversity, Equity, and Inclusion (DEI) Action Team leads EnLink’s diversity and inclusion efforts. The DEI Action Team is comprised of diverse employees across the company, representing numerous demographics, backgrounds, and perspectives, and is led by Executive Vice President and Chief Legal and Administrative Officer Alaina Brooks. The team’s objectives are to:
- Foster a supportive and celebratory work environment in which all employees can realize their maximum potential at EnLink, regardless of their differences
- Promote a diverse workplace encompassing differences in ethnicity and backgrounds, thinking styles, experiences, and education
- Encourage and support the diverse communities where we operate
The DEI Action Team organized fundraising events throughout the year, including during EnLink’s second annual “Month of Service” in September 2022. Employees utilized our community service paid time policy that gives each employee up to eight hours of paid time off to volunteer, volunteering almost 1,300 hours’ time companywide throughout the year. This represents over $60,000 in donated time¹. Click here to read about this effort in our Community Impact section.
At the request of employees, the DEI Action Team developed and managed a mentorship pilot in 2022, teaming experienced leaders with employees looking to learn and grow their potential. Pilot participants reported having open conversations while gaining useful insights about development. Due to the pilot’s success, the official program was launched companywide in early 2023.
Employee Training and Education
Employees are assigned a “Preventing Workplace Harassment” course each year, resulting in 100% completion of the assigned training in 2022. Additionally, EnLink requires various diversity training courses for EnLink leadership. These courses are open to all employees to take but are required for people leaders. In 2021, 100% of managers completed “Inclusive Leadership” training, and, in 2022, 100% of managers assigned a “Fair and Effective Interviewing” training completed the course, which taught leaders how to be an effective and inclusive interviewer.
In addition to formal training, EnLink employees receive frequent diversity education through employee intranet articles written by the DEI Action Team. In 2022, the DEI Action Team shared informative stories and personal testimonials on a variety of cultural topics and celebrated key moments in time through Black History Month, Women’s History Month, Hispanic Heritage Month, Native American Heritage Month, Juneteenth, Veterans Day, and more.
Diversity Hiring and Demographics
EnLink is an equal opportunity employer that recruits, hires, trains, and promotes individuals in all job classifications without regard to race, color, religion, sex, national origin, disability, veteran status, or any other legally protected status.
In 2022, EnLink engaged Circa to expand our diverse candidate outreach. Circa promotes job openings to targeted diverse groups through a network of 15,500 community-based organizations and diversity sites, while also tracking and reporting data that EnLink can use as part of our recruitment efforts. This partnership provided the opportunity for EnLink to identify diverse candidates for our interview process. Further, EnLink’s recruitment process includes inclusivity questions that identify if potential candidates embrace and celebrate diversity.
Leadership
EnLink named Jesse Arenivas our new chief executive officer in June 2022 after the retirement of our former CEO. Arenivas, who also joined EnLink’s Board of Directors, strengthens EnLink’s diversity leadership as a Mexican American. There were just 20 Latino CEOs on the 2022 Fortune 500². Additionally, EnLink’s four-person executive leadership team also includes one woman and two leaders with ethnic diversity.
Arenivas also joined the CEO Action for Diversity & Inclusion, the largest organization of chief executives who have publicly committed to driving measurable action in advancing DEI in the workplace. The national organization provides resources, tools, and forums for members to implement meaningful DEI programs at their companies and learn from their peers’ successes in creating diverse, inclusive business cultures.
- Financial impact of volunteer hours are calculated using EnLink’s average hourly rate (as of December 31, 2022).
- Bloomberg.com, “‘Sea of White’: Latino Leaders Fight to Reshape U.S. Boardrooms;” March 22, 2022
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The information and data (collectively, “Information”) provided in EnLink’s 2022 Sustainability Report (“Report”) reflects content as of and for the period ending December 31, 2022, unless otherwise indicated. Such Information in this Report is for informational purposes only. EnLink does not make, and hereby expressly disclaims, any representation or warranty as to the accuracy or completeness of the Information contained herein. This Report is being published on August 1, 2023, and EnLink has no obligation or duty to (1) update or correct the Information, (2) provide additional details regarding the Information, or (3) continue to provide the Information, in any form, in the future. EnLink reserves the right, in its sole discretion, to modify, update, change, delete, or supplement the Information from time to time without notice. The Information should not be interpreted as any form of guaranty or assurance of future results or trends. EnLink is not expressly incorporating by reference any of the Information into any filing of EnLink made with the United States Securities and Exchange Commission or in any other filing, report, application, or statement made by EnLink to any federal, state, or local governmental authority. This Report contains information based upon EnLink’s role in the broader economy, environment, and society and for the purpose of responding to issues that are important to a wide range of interested parties. While events, scenarios, and efforts discussed in this report may be significant, any significance should not be read as necessarily rising to the level of materiality of the disclosures required under U.S. federal securities laws, which have distinct and specific concepts of materiality.