We strive to provide our employees with a rewarding work environment, while delivering the tools, resources, and guidance needed to promote personal and professional development.
Robust Compensation and Benefits Program
Part of providing a leading workplace environment includes competitive total rewards packages. The total rewards program is comprised of base salary, short-term incentives tied to company performance, comprehensive employee benefits that include medical coverage, company-paid life insurance, disability coverage, and paid parental leave for both birth and non-birth parents.
We strive to make our benefit programs valuable and affordable. We evaluate market trends and employee participation in existing programs on an annual basis to determine opportunities for design and cost changes. We are proud that we are able to maintain 2021 medical cost premiums unchanged as compared to the prior year.
In addition, we encourage employees to maximize the financial resources made available to them. We believe this focus drives greater utilization of our benefits program, such as the 95% participation rate in our 401(k) program, which includes new employees automatically enrolled at time of hire and fully vested employer matched contributions.
EnLink’s people-centric culture extends to our employees’ physical, mental, and emotional health. Our annual wellness initiative encourages employees and their spouses to receive an annual wellness checkup. In 2021, 78% of EnLink employees received an annual wellness checkup, in some cases leading to early detection of issues or illnesses that could have become life-threatening had they gone undetected. EnLink also offers an employee assistance program that helps connect employees to the resources they need to manage many of life’s unexpected challenges.
Our competitive total rewards program also supports the financial security of our employees and helps to attract and retain top talent. Turnover rates are monitored on a monthly basis and reported to our Board of Directors at least annually. Voluntary turnover rates over the last three years have remained relatively flat, averaging approximately 9% per year.
EnLink recognizes the importance of employees’ need to provide financial stability for themselves and their families, particularly during challenging and uncertain times. Although our operations are not subject to living wage laws, our goal is to provide market competitive compensation to our employees, all of which are above the living wage. On average, the lowest 10% of our employees were paid 136% of the living wage national average of $46,304 per year¹ and our median employee earned over 200% of the living wage national average.
Like many energy companies, EnLink offers better than average income and advancement opportunities for those without a four-year college degree (53% of EnLink’s 2021 workforce²). In addition, EnLink’s 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.
One of our employees utilizing the tuition reimbursement program is EnLink Recruiting Coordinator Nancy Martinez, who is pursuing a Bachelor of Science in Business Administration with a major in Human Resources Management.
“I’m immensely thankful to be part of a team and company that promotes personal and professional development, not just with education but through mentorship. EnLink has given me the opportunity to achieve one of my biggest goals, which is to return to school to obtain my bachelor’s degree by removing a huge financial barrier. Returning to school as a full-time working parent is never easy, but having the support of your employer is very motivating.”
Developing our Employees
We strive to provide our employees with a rewarding work environment, including the opportunity for success and a platform for personal and professional development. We offer access to leadership, technical, and safety training to deepen employees’ business and operational knowledge, as well as expand their overall skillset. While COVID-19 limited our ability to host most in-person development opportunities, we leveraged a range of tools to ensure a continued culture of development, including online courses. Our employees completed approximately 23,200 online and classroom courses comprising more than 15,000 hours, of which 4,500 hours were from required safety training.
EnLink encourages bi-weekly one-on-one meetings between employees and their direct leaders – a critical element of EnLink’s 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, provide opportunities for ongoing employee development, and provide an avenue to track progress on tasks, projects, and overall performance to ensure employees are meeting their individual goals for the year.
EnLink also rewards our employees for going above and beyond. Our highest internal honor, the Servant Leadership Award, highlights employees who inspire others, make significant contributions or transformative changes within their team, and model exemplary leadership. Servant leaders embody characteristics indicative of EnLink's Core Values and demonstrate service to others first. Award recipients are nominated by their peers and selected by the EnLink Leadership Team.
Flexible Work Schedule
One of the goals of EnLink’s 2021 Strategic Plan was to motivate and engage our employees. A critical part of engagement is listening to our employees. After months of employees working from home due to the pandemic without an impact to productivity, EnLink’s office-based teams asked for more flexibility once they returned to the office.
EnLink listened and introduced an innovative hybrid work schedule in March 2021 that enables office employees to work from home two days a week and in office the remaining three. The hybrid work schedule initiative creates a number of benefits including:
- Efficiency: Working from home eliminates time needed for a daily commute, giving back time to employees to use as they please.
- Sustainability: Greenhouse gas emissions associated with commuting are reduced when employees work from home. Plus, a hybrid work schedule supports the overall well-being of a diverse workforce that is balancing numerous work/life commitments.
- Talent Retention: Multiple studies have shown that today’s workforce desires flexibility. Our hybrid schedule gives EnLink a competitive advantage that will help us secure and keep top corporate talent and further solidifies our reputation as a people-focused culture.
- Culture: The hybrid schedule creates the ideal balance of working from home and in office, which enables our employees to continue building the relationships that make our culture and company what it is.
The EnLink Community Fund
EnLink recognizes that our employees forge special relationships in the workplace and wish to support one another. There is no better embodiment of this than the EnLink Community Fund, which was created following the devastation resulting from Hurricane Katrina in 2005 to provide assistance to impacted employees and their families. Funded by employees through voluntary payroll deductions and administered by an employee committee, the EnLink Community Fund has helped numerous employee families deal with a variety of hardships over the last 15 years, including the impacts of natural disasters, medical emergencies, and other unforeseen life-altering events.
In 2021, the EnLink Community Fund awarded 14 grants to employees impacted by catastrophic events, including Hurricane Ida. The program has awarded 193 grants to employees since its adoption in 2005.
- As reported March 2022 in Massachusetts Institute of Technology (MIT) Living Wage Calculator, the living wage in the United States was $22.26 per hour or $46,304 annually per individual), before taxes for a family of four (two working adults, two children); Glasmeier, Amy K. Living Wage Calculator. 2022. Massachusetts Institute of Technology. https://livingwage.mit.edu
- Based on employee reported data collected at time of hire and/or our Diversity, Equity, and Inclusion survey conducted in 2021; reflects population as of December 31, 2021.
More in the "Social Responsibility" section:
- Social Responsibility Overview
- COVID-19 Response
- Diversity, Equity, and Inclusion
- Making an Impact in Our Communities
Other sections:
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.