The People pillar of our sustainability strategy encompasses our relationships with our employees and our communities around the globe. This includes a broad range of social topics including human capital, workforce development, and community engagement. We see these areas as intricately linked and important to advancing our corporate strategy. In this section, we discuss Baker Hughes' programs to advance Diversity, Equity, and Inclusion (DEI), promote a just energy transition, attract, retain, and develop talent, and support the communities where we live and work.
How we define diversity, equity, inclusion , and culture:
The unique attributes we bring as individuals
Ensuring fair treatment and access to opportunity to maximize an individual's potential
How we value difference, respect, and interact with each other
The set of shared attributes, values, goals and practices that characterizes an institution or organization
Baker Hughes wins The Offshore Energies United Kingdom Award for Equality, Diversity, and Inclusion
The award celebrates the various initiatives and efforts in promoting an inclusive culture. Kim Sabate developed a LGBT STEM program, and championed the creation of a gender transition toolkit, designed to assist managers in supporting and understanding employees who are transitioning their gender.
Diversity, equity, and inclusion
As we shape the future of the energy industry, we believe unique ideas and perspectives fuel innovation and our differences make us stronger.
Developing future energy leaders
As we move the energy transition forward, the skills we need are changing, and we expect our needs to continually evolve over time.
Supporting our communities
We work to advance environmental quality, educational opportunities, and health and wellness. We support our communities through financial contributions, in-kind donations of goods and services, and volunteer projects.
People progress dashboard
This dashboard represents our progress on social metrics over time.