How we define Diversity, Equity, and Inclusion (DEI)

The unique attributes that we bring as individuals.


Cultivating fair treatment and access to opportunity to maximize an individual's potential.


How we value difference, respect, and interact with one another.


Our DEI strategic goals
  • Diverse workforce
  • Inclusive culture
  • Supplier diversity
  • Engaging with customers and communities
DEI Annual Report

Read our latest Diversity, Equity, and Inclusion report

Diverse workforce

To attract and retain a diverse workforce, we must ensure that Baker Hughes maintains access to and supports a diverse pipeline of talent. We are managing our DEI priorities by improving our data collection and enhancing our reporting.

Inclusive culture

Our inclusive culture is further reinforced by our Employee Resource Groups (ERGs), groups of employees who have joined together based on shared interests, characteristics, or life experiences. 

All employees are welcome to join ERGs either as members of the represented communities or as allies. Total ERG membership increased by 13.1%,  with 8,099 employees participating in employee resource groups. This represents 14.4% of our workforce participating in an ERG.

Supplier diversity

We seek to expand our commitment to DEI across our supply chain, increasing equity and economic opportunity while simultaneously building a more resilient and innovative supply chain for our business. We want to support and build strong partnerships with a diverse array of local and global suppliers that share our values.

In 2021, we spent $82.6 million with diverse suppliers or small businesses globally. Our supplier diversity programs are fully operational in those two areas, and we are in the process of expanding our program.

Attracting, retaining, and developing people

We recognize the importance of recruiting and retaining the best talent to lead in the energy transition. To do this, we provide a welcoming, diverse, and inclusive workplace, opportunities to grow and develop, and the ability to contribute in a meaningful way, both on the job and in the community. 

A very active labor market in 2022 added complexity in talent retention and competitiveness.  We are proud of the concerted efforts outlined in the following pages which minimized these impacts compared to many other employment sectors.

Work and well-being
Flexible work

In light of the many changes that have taken place in the global workplace, we have taken a fresh look at our approach to traditional workplaces and schedules. 

Supporting mental health

We recognize that change and uncertainty are ever-present, and we can play an important role in helping our people manage the pressures of work and personal life. To do this we offer a number of mental health programs through our global employee assistance program (EAP), training for people leaders, peer support networks, and wellness seminars. 

For more information