Social

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Talent Attraction
and Retention

In our recruitment efforts, we communicate who we are as an organization — a company with a deep history, innovative leadership, and a commitment to modernization. Our Human Resources (HR) team seeks to attract talent by showcasing who we are and what we do on our company website, Careers webpage, and social media, including LinkedIn and Glassdoor. We utilize various job boards to distribute job opportunities and network with candidates. We also maintain a section on our Careers webpage to redirect job seekers to our service providers’ career pages, supporting EQT’s supply chain talent needs. Our policies comply with all federal and local regulations, including the Equal Employment Opportunity Commission and Americans with Disabilities Act, to promote fair and equitable recruitment practices. We also promote career mobility by maintaining Internal Applicant Guidelines.

As a remote-first work environment, we embraced greater flexibility and expanded access to top talent. Our approach allows all office-based employees to work remotely while still maintaining office locations with shared workspaces for those who prefer an in-office setting. This shift has empowered our HR team to recruit highly skilled, diverse talent beyond our traditional geographic boundaries, ensuring we attract the best candidates — regardless of location. Approximately 57% of our employees work remotely, with approximately 87% residing in Pennsylvania or West Virginia. See Employee Engagement and Employee Development for details on how we connect with our remote workforce.

While we continue to seek and hire qualified candidates from our local communities, we anticipate that our flexible work arrangement policies and remote work opportunities will continue to allow us to broaden our talent search. Additionally, our remote work policy has enabled us to retain employees who would have otherwise considered leaving our company due to personal or family relocation. We understand that life outside of work is a top priority, and we want to support our employees as they navigate important life transitions.

We aim to provide employees with the resources and support they need to live a physically, mentally, and financially healthy life as this is critical to sustain our status as a workplace of choice. In addition to competitive compensation, we offer a comprehensive suite of employee benefits, including company-subsidized medical, dental, and vision insurance.

Each year, we conduct an annual benefits survey to gather feedback on our total rewards offering and assess employee satisfaction. This survey helps us understand where we can make improvements to better meet the needs of our workforce. Based on recent feedback, we have enhanced our family and dental benefits.

We continue to offer comprehensive family benefits that support family life, regardless of how our employees’ families grow. Family benefits include 2 weeks of paid paternity leave and 12 weeks of paid maternity leave for both birth and adoptive parents (with pro-rated leave for part-time employees), as well as in vitro fertilization and surrogate benefits.

For families with older children, we support educational aspirations through our annual scholarship program. Each year, children of eligible employees can apply to receive a $10,000 scholarship to support their post-secondary education, and, in 2024, one applicant was selected to receive this scholarship. The annual scholarship program, which provides a one-time award, is separate from and in addition to our employee tuition reimbursement program and demonstrates our commitment to continued education and career development within our community.

We also offer flexible work arrangements, paid time off to volunteer, and a vacation donation program where employees can offer paid vacation days to a colleague dealing with a serious personal situation that requires them to take off extended time from work that would not be covered by current leave benefits. All our employees receive a minimum of 4 weeks of paid vacation.

Additionally, consistent with our corporate values — Trust, Teamwork, Heart, and Evolution — we maintain an “equity-for-all” program, under which each of our employees receives an annual long-term equity incentive grant in the form of EQT Corporation restricted stock units. The stock grants under this program are in addition to, and not in lieu of, the current compensation opportunities for our employees. We believe this program helps promote internal pay equity, recognizes the contributions of all our employees, and ensures alignment across the organization.

2024 Employee Benefits^[1]

In 2024, we continued to enhance and integrate the Vitality Wellness program into our overall benefits offerings, reinforcing our commitment to employee well-being. Vitality is a comprehensive, interactive, and personalized wellness platform that supports employees in making healthier choices while earning rewards. Employees can create an account on the Vitality Wellness app, participate in wellness activities, and earn Vitality Points, which can be redeemed for gift cards.

We offered expanded features within Vitality Wellness in 2024, including personalized health coaching, additional wellness resources, and health management programs. The platform also offers educational sessions led by medical professionals, which can help employees and their families proactively manage their health and well-being.

EQT also contributes $750 to each employee’s Health Savings Account annually upon the completion of specified wellness initiatives, with opportunities for expanded company contributions upon the completion of specified wellness initiatives within the Vitality Wellness app.

Beyond physical wellbeing, we also support our employees’ mental wellbeing. A complement to Vitality Wellness, our Employee Assistance Program offers additional wellness and lifestyle services including confidential short-term counseling and treatment programs as well as referrals to providers with expertise in family and relationship counseling, elder care, money management, and legal counseling. EQT covers the financial cost of five in-person counselor visits. Any employee, including part-time employees and those who waive our medical coverage, and anyone who lives in an employee’s household, can take advantage of the Employee Assistance Program and its additional resources.

We protect our employees’ privacy and ensure that individual results provided in the Vitality Wellness app and through our Employee Assistance Program remain confidential and third-party providers supply only aggregated information for analysis purposes.

More than half of our employees worked remotely in 2024 but continued to remain connected through over 400 virtual and in-person events, including culture booster events, holiday parties, and Town Hall meetings, where our employee base could engage in direct dialogue with management. We also hosted our annual Evolution Day event with our entire employee base to celebrate the evolution of our company and to serve as a reminder of our corporate mission and purpose. During Evolution Day, our employees participated in volunteer events in the communities where they live and work, with social events following the volunteer activities. We also hosted virtual volunteer opportunities for employees who could not join in person. For Evolution Day, our Chief Executive Officer traveled to the volunteer events, picnics, and sites to meet with employees.

Throughout 2024, we hosted multiple town hall events featuring our Chief Executive Officer and senior leadership team, reinforcing our commitment to transparency and open communication. These sessions provided employees with direct access to leadership, offering insights into company strategy, recent accomplishments, and upcoming initiatives. Additionally, they served as an opportunity to debrief earnings calls and keep employees informed about business performance. As we continue to evolve, we remain focused on leveraging technology to foster a connected, engaged, and motivated workforce while strengthening our company culture.

During an employee’s tenure with EQT, we aim to provide the resources needed to enhance their skills and knowledge and to promote a culture where employees feel empowered to advance their education and career. Beginning with our new-hire orientation, employees learn about our culture, organization, benefits, performance expectations, and other available resources to help them succeed from their first day of employment. Orientation also reinforces our commitment to workplace safety, ethical conduct, and environmental stewardship. We offer our employee onboarding for non-field personnel 100% online through Salesforce Trailhead, which has received positive feedback from new hires. Following orientation, employees receive additional mandatory and task-specific training, as needed, to develop the skills necessary to perform their tasks safely and effectively. Employees can also access LinkedIn Learning and participate in various seminars, workshops, and certification programs that are aimed at preparing employees to perform their job tasks at the highest level.

In 2024, we continued to enhance our employee development initiatives, providing a variety of resources to support career growth. Employees routinely collaborate with their managers or supervisors to identify relevant training opportunities. On a quarterly basis, we host “course clubs,” or small group discussions facilitated by a member of our workforce where employees can learn from one another and discuss outcomes of online training after it is completed.

This year, we also launched CliftonStrengths, a powerful tool designed to help employees identify and develop their unique strengths. By integrating CliftonStrengths into our development programs, we have empowered employees to leverage their natural talents, enhance team dynamics, and drive professional growth. We remain committed to providing meaningful learning opportunities that support both individual and organizational success.

Some employees may seek to expand their formal education by leveraging our Tuition Reimbursement Program, which provides financial assistance to those who enroll in approved degree programs and satisfy established grade requirements. Our Tuition Reimbursement Program reimburses 100% of eligible education expenses up to $5,250, and 70% of all additional eligible education expenses, subject to certain course grade requirements. The program covers U.S. and internationally accredited undergraduate, graduate, and online programs, provided a business case can be made for why program completion will benefit both the employee and EQT.

We conduct quarterly performance reviews for all employees to promote a growth-oriented culture, provide timely feedback on career development, and enable employees to express concerns or desired learning opportunities. We believe employee reviews help our employees hold proactive conversations with their supervisors, obtain comprehensive feedback, and identify areas for growth and engagement in their role and beyond.

In addition, employees participate in formal development plans with their direct managers to discuss aspirations and development gaps in experience and skillsets. These discussions are intended to foster success in the employee’s current role and identify additional responsibilities and opportunities. The development plan process also allows employees to rate the effectiveness of their performance review in their overall professional development and career growth. In 2024, the average review effectiveness rating was 2.95, on a scale of 1 to 3, with 3 as the most effective.

As our employees near the end of their careers, we also provide training and additional resources to aid them in their transition from active employment. Our independent 401(k) plan administrator offers online courses, one-on-one meetings, and telephone advice about financial planning and retirement options. We also help retiring employees navigate the digital health insurance marketplace as they seek to transition their health insurance providers.

We strongly believe that a workforce encompassing a range of backgrounds, education, and skillsets drives innovation and performance. Our talent includes qualified candidates from historically marginalized groups, such as people of color, veterans, individuals with disabilities, members of the Lesbian, Gay, Bisexual, Transgender, and Queer (LGBTQ+) community, and candidates across all age groups and genders.

We collaborate with the Women’s Energy Network Greater Pittsburgh and participate in Generation West Virginia, an organization that offers skill development and career opportunities for students across West Virginia, and attend career fairs and offer mentoring opportunities for individuals with disabilities. These initiatives help us intentionally grow our diverse workforce, equitably promote job opportunities, and foster a more inclusive applicant pool.

Our “Qrew-U" intern program offers in-person, hybrid, and virtual internship opportunities and aims to attract and build our diverse talent pipeline. Each year, we survey our department managers to understand which departments are best suited to host interns and identify top national and local programs to attract intern candidates. We continue to receive positive feedback from our internship cohorts. Approximately 25% of the interns who participated in our 2024 intern program were racially diverse and 38% were women.

In addition to our internship program, 2024 marked another exciting year of expanding our outreach and development initiatives with the launch of new programs and the continuation of impactful efforts:

• We hosted our third annual Qrew Camp, a 2-day immersive experience designed for rising eighth and ninth graders, providing hands-on learning and insights into the natural gas industry and career opportunities within the field;
• We proudly served as a sponsor for the Bender Leadership Academy, supporting leadership development programs for students with disabilities to help them build confidence and career readiness skills;
• We held our second annual Disability Mentoring Day, furthering our commitment to mentorship and inclusion by providing individuals with disabilities the opportunity to engage with professionals, explore career paths, and gain valuable workplace experience; and
• We continued our internship program with Nazareth Prep, offering high school students from traditionally underserved backgrounds hands-on experience and exposure to career opportunities within our industry.

These initiatives reflect our ongoing commitment to developing future talent, fostering inclusivity, and strengthening our workforce pipeline.

We believe our “Qrew-U” intern program, combined with our learning and development programs, will help us continue attracting talent from all backgrounds and involve more students in the energy industry in the future. We hope to grow the pool of candidates interested in our industry by continuing to provide learning programs and site visit opportunities. Our hope is to cultivate students’ interest in potential careers in our industry and at EQT to grow our diversity organically.

Our digital work environment plays a key role in connecting individuals across EQT and promoting inclusivity. Employees use our digital work environment to message one another, discover shared connections with colleagues, and post articles, comments, and photos. Feedback from employees indicates they feel more connected and included within their department and at EQT overall since the implementation of our digital work environment.

Furthermore, we believe that our flattened organizational structure enables more employees to be recognized and valued individually. Employees routinely collaborate with leaders and personnel outside of their department and gain increased opportunities for learning, exposure, and career development. While various factors impact the diversity of our workforce, including low-turnover limiting opportunities to attract additional candidates and operating in a region that does not have a significant workforce from underrepresented racial groups, we believe that our flexible work approach and remote work practices will support our efforts to attract top talent from all backgrounds. In 2024, 25% of our new hires were women and 7% identified as part of a historically marginalized racial group.

For information on the diversity breakdown of our Board of Directors (Board), see Corporate Governance.

2024 Employee Diversity^[2]

Gender

Age

Racial Diversity

We aim to provide fair and equitable pay in line with market rates for our industry and operating region. As transparency and accountability are cornerstones of garnering trust with our stakeholders, we disclose our gender pay ratios in accordance with Global Reporting Initiative (GRI) Standards.

Gender Pay Ratios (women:men)

At EQT, our goal is to maintain a flat organization. As such, our compensation structure is market-based with compensation tailored to competitive rates focused on job-specific duties and scope of responsibility, as opposed to compensation based on title or level within the organization. Market rates based on job responsibility vary significantly, which is why regulatory agencies typically look at compensation related to responsibility rather than title. In a flat organization, similarly titled employees can have significant variation in market compensation. The pay gaps noted in the chart above can be attributed to the small numbers of women to men in each category, as well as differences in market rates among roles within each category.