- Corporate Responsibility
- Royalty Owners
Sound, collaborative and respectful relationships among SWN employees are essential to achieving and maintaining a high level of productivity and ethical business conduct. Basic to these relationships is our recognition that every person should be treated fairly and with dignity and respect, and that every employment-related decision should be based on merits and qualifications for a particular job, including capability, performance and reflection of our corporate mission and values.
All SWN decisions regarding recruiting, hiring, training, evaluation, assignment, advancement and termination of employment are made without unlawful discrimination on the basis of race, color, national origin, ancestry, citizenship, sex, sexual orientation, gender identity or expression, religion, age, pregnancy, disability, present military status or veteran status, genetic information, marital status or any other factor that the law protects from employment discrimination.
SWN’s policies specifically state that the company will not tolerate any form of harassment, discrimination or retaliation in the workplace against any of its employees or contractors by anyone, including but not limited to officers, supervisors, employees and nonemployees of SWN. Any form of harassment, discrimination or retaliation directed at any employee or nonemployee of SWN is strictly prohibited as a matter of SWN company policy. We ask every individual who is a victim of harassment, discrimination and/or retaliation in the SWN workplace to report such conduct immediately. All such reports and subsequent investigations will be handled in as confidential a manner as is reasonably possible, consistent with SWN’s obligations under local, state and federal law, as well as any applicable company policies and internal procedures. See the Governance page for complete data on the 2020 Ethics Hotline reports.
We are committed to respect in the workplace. In 2020, all employees participated in a program addressing workplace behavior and respect.
We understand the value of gender balance in our workforce, and we insist on fairness as it relates to opportunity and pay.
Pay at SWN is based on several primary factors, including but not limited to:
- years of experience
- time in position
- market data
In 2020, the average salary for women working at SWN was 104% of the average salary for men at SWN, illustrating our success in achieving gender pay parity.
In 2020, we launched a women’s development program to help us retain and develop SWN’s female talent by advancing female succession candidates and increasing the population of women in our leadership pipeline. As part of this program, participants have built an internal network to identify and advance professional development activities. The program has had great success and has resulted in 43% of participants being promoted or tasked with leading enterprisewide projects.
SWN also continues to be a corporate sponsor of Pink Petro and is active in its initiatives to power the energy workforce of the future.
To expand the diversity of our workforce, we actively recruit with key diversity organizations, such as the Asian Business Student Association, Black Business Student Association, Hispanic Business Student Association and the National Association of Black Accountants. We are also working to build a diverse and local talent pool by encouraging diversity in science, technology, engineering and math education.
See the Workforce Performance Metrics page for our complete workforce diversity data.
with military or veteran status
under age 30
over age 50
- As of year-end 2020.