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 of our ability 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 fully vested employer matched contributions.

EnLink also offers an employee assistance program that helps connect employees to the resources they need to manage many of life’s unexpected challenges.

EnLink’s people-centric culture extends to the support of sustainable lifestyles, including physical, mental, and emotional health. Our annual wellness initiative encourages employees and their spouses to receive an annual wellness checkup. In 2019, more than 75% 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. Due to the pandemic, our 2020 wellness initiative was temporarily suspended due to limited access to wellness visits. The program is in effect for the 2021 plan year.

Our competitive total rewards packages support the financial security of our employees and help to attract and retain top talent. Turnover rates are monitored on a monthly basis and reported to our Board of Directors (Board) at least annually. Voluntary turnover rates over the last three years have remained relatively flat, averaging approximately 10% per year.

“I am grateful to work for a company that helps me to grow. I have many mentors at EnLink who encourage me to finish my degree and not to give up. The EnLink Tuition Reimbursement program represents leadership’s commitment to their employees who hunger for growth. Even during the most challenging times, like the 2020 pandemic, that commitment never wavered.” - David Chung, Senior IT Technical Support, pictured here receiving EnLink's highest employee honor, the Servant Leadership Award from Alaina Brooks, Executive Vice President and Chief Legal and Administrative Officer; Chung will graduate in 2022 with a Bachelor of Science in Information Technology.

EnLink recognizes the importance of employees’ need to provide financial stability for themselves and their families, particularly during challenging and uncertain times such as the current COVID-19 pandemic. 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 wage¹. On average, the lowest 10% of our employees were paid 182% of the living wage national average of $34,040 per year¹ and our median employee earned approximately 300% 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 (55% of EnLink’s 2020 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.

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 7,500 online courses comprising more than 4,500 hours of supplemental or compliance-based training. In addition, our employees completed over 13,000 hours of 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 reviewed by the EnLink Leadership Team.

The EnLink Community Fund

We recognize 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 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 2020, the EnLink Community Fund awarded 13 grants to employees impacted by catastrophic events, including Hurricane Laura.

  1. As reported in Massachusetts Institute of Technology (MIT) Living Wage Calculator, the living wage in the United States was $16.54 per hour, or $68,808 per year ($34,404 per individual), in 2019, before taxes for a family of four (two working adults, two children); Glasmeier, Amy K. Living Wage Calculator. 2019. Massachusetts Institute of Technology. livingwage.mit.edu; https://livingwage.mit.edu/articles/61-new-living-wage-data-for-now-available-on-the-tool
  2. Based on employee reported data collected at time of hire and/or our Diversity, Equity, and Inclusion survey conducted in 2020; reflects population as of December 31, 2020.

This webpage is part of EnLink's 2020 Sustainability Report, published May 4, 2021, and reflects content from and as of such date.