EnLink offers access to leadership, technical, and safety training to deepen employees’ business and operational knowledge, as well as expand their overall skillset. We leverage a range of tools to provide a culture of development, including online and in-person courses. In 2023, our employees completed approximately 32,000 online and classroom courses comprising approximately 27,000 hours, of which over 10,000 hours were from required safety training.

Ongoing Performance Feedback

We encourage regular one-on-one meetings between employees and their direct leaders – a critical element of our long-standing culture and focus on people. These key touchpoints allow leaders and employees to stay connected and accountable to one another. They also encourage two-way communication, create opportunities for ongoing employee development, and provide an avenue to track progress on tasks, projects, and overall performance, enabling employees to meet their individual goals.

Career Advancement Opportunities

Like many energy companies, we offer better than average income and advancement opportunities for those without a four-year college degree (39% of our 2023 employee base¹). In addition, our tuition reimbursement program encourages employees to earn a degree or technical certification by providing economic support for our employees who choose to pursue additional education.

We encourage employees to explore opportunities throughout the organization to expand their development, and, as a result, 30% of our job openings were filled by internal candidates. As an example, in 2023 our Operations Director in North Texas was promoted to head of our Operational Excellence group and is now responsible for leading efforts to continually improve and make our company processes more efficient. In addition, our Operations Director in the Permian was promoted to head of our Environmental, Health, and Safety group and leads our safety performance, environmental compliance, regulatory, and focus on GoalZERO initiatives.

Turnover Trends

Turnover rates are monitored on a monthly basis and reported to our Board of Directors at least annually. Our voluntary turnover rates for 2023 were the lowest over the last three years at 9.2%.² As reported by Payscale, this is less than half of the average energy and utility industry 2023 voluntary turnover rate of 22%.³

  1. Based on employee-reported data collected at time of hire and/or by our Diversity, Equity, and Inclusion survey conducted in 2021; reflects employee population as of December 31, 2023.
  2. Voluntary turnover rate reflects all employees who elected to leave EnLink, including retirees.
  3. Payscale’s 2023 Compensation Best Practices Report.

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The information and data (collectively, “Information”) provided in EnLink’s 2023 Sustainability Report (“Report”) reflects content as of and for the period ending December 31, 2023, 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 6, 2024, and EnLink undertakes 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 expressly not 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 is presented 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 pertaining to disclosures required under U.S. federal securities laws, which have distinct and specific concepts of materiality.