We are committed to providing a workplace that offers equal opportunities, competitive terms of employment and high-quality training and development opportunities. We invest in the core human capital priorities — attracting, engaging and developing diverse talent and building an inclusive and equitable workplace — that underpin our current and future success and our ability to generate long-term value. 

Attracting, engaging and developing talent

The success of our company is built on our people. We work hard to attract, retain, develop and reward our talented global employees. Through our recruitment efforts, we seek to attract diverse and highly skilled individuals. To support local workforce development, our recruitment efforts focus on colleges and universities in our areas of operations including the University of Houston, Texas Southern University, the University of Texas and Louisiana State University. 

We offer a range of employee development programs, including a core training curriculum, leadership training and executive coaching, as well as funding for professional certifications and continuing education. We also hold annual performance reviews and more frequent informal discussions to help employees meet their career goals. 

To help drive employee engagement and create a more inclusive culture include we implement regular engagement surveys and other platforms to enable employees to share ideas and voice concerns, including a confidential hotline. We also facilitate two-way communication through town halls, our internal communications platform and our Cultural Champions, employee-led action groups that support inclusion, collaboration and continuous improvement.

Diversity, equity and inclusion

We treat our employees fairly, equally and without prejudice, irrespective of gender, race, age, disability, sexual orientation or any other attributes. This is reflected in our Equal Employment Opportunity and Anti-harassment and Discrimination Policies, which apply to all with whom Cheniere works. 

Beyond this, we are fully committed to actively supporting diversity, equity and inclusion (DEI) across our business. We believe that a diverse range of backgrounds, experiences and ideas helps support an empowered and innovation-driven culture, making us stronger and more effective as a company. Our DEI vision is to foster an equitable environment where all stakeholders and their differences are respected, welcomed and valued. 

Over the past five years, we have consistently increased the percentage of women and racially/​​ethnically diverse individuals in management, as well as the percentage of racially/​​ethnically diverse individuals in our workforce overall. Where permissible by law and data privacy restrictions, we also regularly conduct gender and race/​ethnicity pay equity analyses in order to ensure equitable pay across our employee population. Continuing to increase the diversity of our workforce is an important focus of our DEI strategy. 

Our senior vice president and chief human resources officer oversees human capital management. This includes our approach to talent attraction and retention, rewards and remuneration, employee relations, employee engagement, and training and development. She briefs our board of directors on a quarterly to annual basis and shares updates on human capital metrics and trends — from performance on recruitment and retention, to employee benefits, to pipeline and succession planning. 

Our chief compliance and ethics officer oversees the DEI program. She reports to the board at least quarterly on the progress of our initiatives. Our commitment to building an inclusive workplace — regardless of background, race, national origin, ethnicity, age, disability, beliefs, religion, sexual orientation, nationality or gender/​gender identity — is reflected in our Code of Conduct and Ethics and Anti-Discrimination policies. Among other things, these prohibit discrimination and harassment, and reflect our dedication to a professional working environment that is consistent with our core value of respect.

In early 2021, we completed an extensive analysis to better understand the current state of our DEI policies, practices and culture. In partnership with third-party DEI consultants, we used insights from these assessments — which included feedback from employee focus groups — to develop the foundational components of our DEI approach. 

A critical part of developing our roadmap is incorporating cross-functional workstreams including analytics, communication, corporate giving, culture, infrastructure, leadership development/​training, supply chain management and talent acquisition and management. These workstreams reflect and support our holistic approach to embedding DEI into all that we do.

We are embedding these workstreams into existing processes while expanding engagement and new initiatives across the organization. We are also building ways to measure our successes and learn from the opportunities to support continuous improvement. We are sharply focused on turning our commitment into action and further embedding DEI principles in our culture.