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 through employee education and training on diversity topics.

Working with company leadership and Human Resources, EnLink’s Diversity, Equity, and Inclusion (DEI) Action Team leads EnLink’s diversity efforts. The DEI Action Team is comprised of diverse employees across the company, representing numerous demographics, backgrounds, and perspectives, and is led by Chairman and CEO Barry Davis and 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 and launched EnLink’s first Month of Service in September 2021. EnLink offers employees eight hours of paid time off per year to volunteer. While this time can be taken at any time in the calendar year, the DEI Action Team encouraged employees to volunteer through the September Month of Service, which was supported by EnLink. Their efforts resulted in over 740 hours volunteered - representing over $33,000 in donated time¹. In addition, employee-led fundraisers held throughout the year donated more than $20,000 to community nonprofits serving diverse populations. Click here to read about this effort in our Community Impact section.

In 2021, Davis 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.

Looking forward, the DEI Action Team is organizing a mentorship program for 2022, teaming experienced leaders with employees looking to learn and grow their potential.

Employee Training and Education

Employees are assigned a “Preventing Workplace Harassment” course each year, resulting in 100% completion of the assigned training in 2021. 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 2020, 97% of managers completed “Unconscious Bias” training. In 2021, 100% of managers completed “Inclusive Leadership” training, which taught people leaders how to continually assess inclusion in their teams and coach team members effectively and without judgment.

In addition to formal training, EnLink employees receive frequent diversity education through employee intranet articles written by the DEI Action Team. In 2021, the DEI Action Team shared celebratory and informative stories and personal testimonials on a variety of cultural topics including: how the holidays are celebrated by employees of Nigerian, Mexican, and Pakistani descent; Hispanic Heritage Month; Juneteenth; Women’s History Month; Black History Month; Martin Luther King Jr.’s impact; and several stories about employees who immigrated from China, Vietnam, and other countries.

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 will provide 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.

EnLink conducted a confidential survey of its employees in 2021 to get a more complete view of employee demographics. As a result of this and when combined with existing personnel data, EnLink has demographic data for approximately 99% of our employee population.

  1. Financial impact of volunteer hours are calculated using EnLink’s average hourly rate (as of December 31, 2021) of $44.80 per hour.

The information and data (collectively, Information) provided in EnLink’s 2021 Sustainability Report (Report) reflects content as of and for the period ending December 31, 2021, 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 May 3, 2022, 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. Unless otherwise provided, 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.