Social

Talent Attraction
and Retention

Why It Matters to Us

To become the operator of choice for all stakeholders, we maintain a strong workforce and aim to foster a culture aligned with our mission. Attracting and retaining diverse talent leads to greater innovation and overall success. We rely on a broad range of skills to operate our business, including technical skills to operate and run our well pads and administrative skills to run our business operations. We are steadfast in our commitment to hire, retain, and develop the best and brightest in our industry and aspire to support employees so that they can find purpose and meaning in their roles.

What We Are Doing

We aim to develop an engaged workforce and are focused on creating a modern, innovative, diverse, collaborative, and digitally-enabled work environment where our employees are incentivized to contribute at the highest levels. We aim to attract and retain top talent in our industry through our recruitment process, which highlights our robust benefits package, learning and development opportunities, and technology-driven work environment. 

Our organizational values — Trust, Teamwork, Heart, and Evolution — are ingrained into our company culture. Transparency, integrity, collaboration, and a willingness to look for better ways to operate support our end-goal of producing timely, accurate data to help guide our decisions.

We aim to get the best out of our employees and realize this by fostering growth, listening to their concerns, and valuing their contribution to EQT. We leverage our digital capabilities and programs to recruit talent and promote learning, development, and performance. We also use our digital work environment to engage directly with our employees by sharing company updates, highlighting personnel accomplishments, and soliciting employee feedback. Using internal polls and surveys, employees can provide feedback to management on the technology we use, their work experience, and the overall company culture.

We measure the career development of our employees by tracking personal growth, contributions to value creation, and recognition of individual actions. As we continue to create a purpose driven workforce, we aim to solicit and respond to employee feedback to shape our policies and actions to be the best that we can be.

Attracting Talent

When recruiting talent and promoting job opportunities, we communicate who we are as an organization — a company with a deep history that is a leader in innovation and committed to modernization. Our Human Resources (HR) team seeks to attract talent by showcasing who we are and what we do on our company website, career pages, and social media, including LinkedIn and Glassdoor. Our job opportunities are distributed to numerous job boards and our team is skilled in leveraging LinkedIn for additional sourcing and networking efforts. In 2022, we added a section to our EQT.com Careers page to redirect job seekers to our service providers’ career pages, supporting EQT’s supply chain talent needs. We maintain policies compliant with all federal and local regulations, including the Equal Employment Opportunity Commission and Americans with Disabilities Act, to promote fair and equitable recruiting practices. We also promote career mobility by maintaining Internal Applicant Guidelines.

Our transition to a predominately remote work environment beginning in March 2020 has enabled us to expand our search for talent nationally. Our remote work policy permits all office-based employees (approximately 70% of our workforce) to work remotely, although we do maintain office locations throughout our operating areas and provide shared workspaces at these locations for any employees that desire to work in an office setting. Our remote work policy has allowed our HR team to expand talent searches beyond the geographical boundaries of our operational footprint and to hire skilled and diverse candidates, regardless of where they reside. Approximately 67% of our employees work remotely, with 91% residing in Pennsylvania or West Virginia; however, approximately 20% of our new hires in 2022 reside in states outside of our primary operating area of Pennsylvania, Ohio, and West Virginia. 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 beyond our core operating area so that that we have access to diverse, highly qualified talent. 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.

“I cannot thank enough the EQT executives, my managers, and all the staff who assisted me in a very quick and sudden relocation. My mom passed away unexpectedly, and I had to move back to the west coast to be closer to my family. It was nice not having to worry about finding a new job and finding the time to relocate on top of everything I had to do and get done with my mother’s funeral and as part of my move. The support I received from the entire EQT team, from HR, to IT, to the mail staff, made my relocation smooth every step of the way. I now have the best of both worlds as I got to keep my work family and be with my family to get through this difficult time. It’s why we employees are known as the EQT Qrew family.”
Melody Collins, Accounting Clerk, EQT Corporation

Employee Benefits

Ensuring employees have the resources and support they need to live a healthy life is critical for sustaining 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.

We continue to offer comprehensive family benefits, including 80 hours of paid paternity leave and 12 weeks of paid maternity leave for both birth and adoptive parents, in addition to our in vitro fertilization benefit. In 2022, we added a benefit to support the use of a traditional or gestational surrogate in family planning, enhancing our suite of fertility benefits. We aim to support family life, regardless of how our employees’ families grow.

“We recently welcomed our daughter via surrogacy. EQT’s surrogacy reimbursement program allowed us to better prepare ourselves for a sibling journey and extend our desired family. I know as new parents and especially as parents navigating the world of infertility, we appreciate that our company provides an inclusive way to assist employees with starting and expanding their own families. Thank you EQT for providing such a wonderful benefit.”
Morgan Krasa, Project Specialist III Surface Use, EQT Corporation

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 existing leave benefits. All our employees receive a minimum of four 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 employee 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 existing compensation opportunities for our employees. We believe this program helps promote internal pay equity, recognizes the contributions of all our employees, and enhances our shared culture of success.

2022 Employee Benefits^[1] 

Employee Wellness

We also offer the EQT Take Charge wellness program, sponsored by one of our health service providers. Take Charge offers personal health coaching, wellness information, health management programs, newsletters, and employee educational sessions conducted by medical professionals during work hours. The program is designed to aid employees and their families in managing personal health and wellness issues. In addition, we contribute $750 annually to each employee’s Health Savings Account, with additional opportunities for company-contributions upon the completion of a wellness coaching conversation or other wellness initiatives. In 2022, employees were not required to complete any steps to receive the $750 company-provided health savings account contribution, making it easier for our employees to access this benefit.

We believe that supporting our employees’ mental wellbeing is as important as supporting their physical health. Complementing Take Charge is our Employee Assistance Program, which offers additional wellness and lifestyle services. Our Employee Assistance Program includes confidential short-term counseling and treatment programs and referrals to providers with expertise in family and relationship counseling, elder care, money management, and legal counseling. We pay in full for up to five in-person counselor visits. Any employee, including part-time employees and those who waive our medical coverage, and anyone living in an employee’s household, can take advantage of the Employee Assistance Program and its additional resources.

We protect our employees’ privacy by ensuring that individual results remain confidential and third-party providers supply only aggregated information for analysis purposes.

Employee Engagement

Employee Development

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. Our employee onboarding for non-field personnel is offered 100% online through Salesforce Trailhead, which has received positive feedback from recent new hires. Following orientation, employees receive additional mandatory and task-specific training, as needed, to develop the skills necessary to perform their job tasks safely and effectively. Employees also can participate in various seminars, workshops, and certification programs as we aim for employees to remain continually prepared so they can perform their job tasks at the highest level.

Employees routinely collaborate with their managers or supervisors to identify other appropriate training opportunities as they grow their careers. Employees have access to digital learning modules, which offer development opportunities covering a wide range of topics, such as supporting work-life balance, working on cross-functional teams, and developing habits for improving performance. In 2022, we launched a “Skill Bank” where employees are asked to identify the skills required to do their job and then can claim proficiency in the appropriate skills, allowing employees to track their development alongside their managers. Additionally, we launched four new learning paths with curated learning and development content to support employees in various employee groups including production employees, new employees, individual contributors, and managers.

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 subsequent eligible education expenses. The program covers undergraduate and graduate programs 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 to promote a culture of ongoing feedback for all employees. In addition, employees participate in formal development planning with their direct managers to discuss aspirations and development gaps in experience and/or skillsets. These discussions are intended to foster success in the employee’s current role and identify additional responsibilities and opportunities. The review process also allows employees to rate the effectiveness of their performance review in their overall professional development and career growth.

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.

Diversity and Inclusion

We passionately believe that diversity of backgrounds, education, and skillsets among our employees supports a successful workforce and improved performance. We strive to recruit the best available talent, including qualified candidates from historically marginalized groups such as people of color, veterans, disabled persons, and members of the LGBTQ+ community and candidates from all age groups and genders. We continue to work with Diversity Pennsylvania and other organizations committed to growing diverse workplaces to promote our job openings and support a diverse applicant pool.

Our “Modern Intern” program offers 100% virtual internships and aims to attract and build our diverse talent pipeline. Each year, we survey our department managers to understand which of our departments are best suited to host interns and identify top national, local, and diversity programs to attract a diverse pool of intern candidates. We continue to receive positive feedback from our internship cohorts. The majority of our 2022 intern class responded that their EQT internship experience either exceeded or greatly exceeded their expectations. Approximately 22% of the interns that participated in our 2022 intern program were racially diverse and 44% were women. We believe the implementation of virtual internships will enable us to continue to attract talent from more diverse geographies and involve more students in the energy industry in the future. We hope to grow the pool of diverse candidates interested in our industry by providing learning programs and opportunities to visit our sites to students in local school districts. Our intent is for initiatives such as these to foster students’ interest in potential careers in our industry and with us, growing our diversity organically.

Our digital work environment enables us to connect individuals across EQT and promote inclusivity. Employees use our digital work environment to message one another, discover shared connections with colleagues, and post articles, comments, and photos. Employees have indicated that they feel more connected and included within their department and at EQT than they did prior to the implementation of our digital work environment.

Furthermore, we believe that our flattened organizational structure enables more employees to be recognized individually for the value they create. Employees routinely collaborate with leaders and personnel outside of their department, gaining increased opportunities for learning and exposure and furthering their career development. In 2022, we created a dashboard within our digital work environment to track internal promotions by racial diversity and gender, allowing us to assess our performance in supporting career progression of historically marginalized individuals in the natural gas industry.

While headwinds exist in growing our diverse employee base, both in low-turnover limiting opportunities to attract more diverse candidates and operating in a region that does not have a significant workforce from underrepresented racial groups, we are focused on improving. We believe that our flexible work approach and remote work practices will support our efforts to improve our workforce diversity. In 2022, 27% of our new hires were women and 10% identified as being part of a historically marginalized racial group.

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

2022 Employee Diversity^[2]

Gender

Age

Racial Diversity

Equitable Pay

As transparency and accountability are cornerstones of garnering trust with our stakeholders, we began disclosing our gender pay ratios in accordance with Global Reporting Initiative standards in 2019.

Gender Pay Ratios (women:men)

We aim to provide fair and equitable pay that is in line with market rates for our industry and operating region. Given our goal of maintaining a flat organization, 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 being based upon an employee’s 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 as opposed to 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 of the broad categories provided and differences in market rates among roles within each of such categories.

[1] All benefits listed are provided to employees regardless of where they reside based on full-time employment equivalency status. Benefits marked with an “*” are not available to part-time employees. For purposes of benefits eligibility, an employee is considered full-time if the employee is scheduled to work for at least 20 hours each week.

[2] Minority population includes American Indian/Alaska Native, Asian, Black/African American, Hispanic, or Latino, or any employee disclosing two or more races.