Global Citizenship

Workforce Development

Our workforce is our No. 1 asset. Halliburton is committed to compliance with all applicable employment, labor and human rights laws to ensure fair and ethical employment practices, including our non-discrimination, minimum age, freedom of association and fair compensation policies, as well as our policies on health, safety and security for our employees. Our requirements are also aligned with the Universal Declaration of Human Rights expressed by the United Nations.

Benefits and Well-Being

Halliburton offers comprehensive benefits and competitive salaries to meet the dynamic needs of employees and their families, in addition to retirement plans, health and wellness benefits, and career development opportunities. Halliburton offers a variety of tools and resources to help employees determine which programs are best suited for their personal situation.

In 2019, Halliburton continued to advance our employee health and wellness lifestyle management program, LiveWell, which provides employees and their spouses access to information and tools to help them achieve their personal health and wellness goals, including tobacco cessation, weight-loss programs, and financial planning and educational workshops.

The Halliburton Wellness Committee, under executive sponsorship, has a mission to increase awareness and create opportunities for employees and their families to take ownership of their health. The initiative focuses on five key elements: (1) nutrition, (2) physical health, (3) emotional health, (4) financial wellness and (5) community involvement.

Halliburton offers programs that help employees constructively cope with well-being issues that may arise within and outside the workplace, including:

  • The Halliburton Dispute Resolution Program, which provides independent ombudsman and mediator support for employees to resolve workplace issues
  • The Employee Assistance Program, which offers confidential help and support for a range of personal and professional difficulties
  • In 2019, we introduced two new global programs intended to provide additional support and flexibility for our employees and their families, including:
  • Work Location Flexibility, which allows employees to work from home or an alternate location, in addition to their assigned work location, under certain circumstances
  • Dual Careers Program, which provides career support services to an employee’s spouse when an employee relocates, either domestically or internationally, to work for Halliburton. These spousal support services include resume development, career planning, personal branding, networking and job skills information.
Talent Attraction and Management

Halliburton recognizes that a key to engaged employees is offering support in enhancing professional growth. Our initiatives focus on building careers with succession planning, leadership development plans and specialized leadership programs for high-potential employees.

Ongoing identification and development of leadership talent strengthens our competitive advantage. Career development frameworks that prepare qualified employees for leadership roles include the Supply Chain Management Program, the Technology Professional Development Program, the Human Resources Leadership Program, the Hire to Health, Safety and Environment (HSE) Manager, and the Hire to Country Manager processes. For employees currently in leadership positions, Halliburton offers stretch assignments, leadership development plans with coaching and training, and a robust succession management plan process, which was discussed in detail in our 2018 Annual and Sustainability Report.

Training and Development

At Halliburton, the creation of employee development plans at the business unit level, results in a tailored curriculum focused on expanding their skills as much as possible. We offer employees technical, professional and leadership training in classroom and workshop settings as well as online. Employees can independently register for training and other development activities. By identifying and addressing gaps in knowledge or skills, they can determine the development necessary to advance to the next career level. Managers assign, and employees are assessed on, their competencies for current roles and next roles of interest.

HalVL, a virtual training platform, with social collaboration tools, is also extensively used by our employees. In 2019, we revised our approach to employee training to focus on effectiveness, rather than on the number of courses, through the modularization of training content, including shifting from formal classroom settings to informal video-based training, and providing more manageable amounts of content per training session.

Instead of an annual, one-dimensional rating, Halliburton uses a semi-annual Talent Identification Survey that serves as a multi-dimensional snapshot of performance and potential. It measures factors including performance, collaboration and potential. The Talent Identification Survey also provides managers with more specific insight that they can communicate with employees during their quarterly check-in conversations.

Diversity and Inclusion

Diversity in our workplace broadens thinking, stimulates innovation and generates unique solutions to the world’s energy challenges. A more diverse workplace impacts how we act and what we do, and opens our minds to be more creative, collaborative and competitive. Halliburton creates a positive work environment by maintaining a strong culture of diversity and inclusion, supported by our Code of Business Conduct and formal employment practices. This is reinforced through ongoing campaigns to highlight the value of diverse points of view. For example, in 2019, Halliburton expanded its unconscious bias and diversity workshops that were launched in 2018. These workshops are focused on creating an inclusive environment by embracing diversity in our workplace

The results of our efforts are visible in our Employee Resource Groups and in the diversity of our workforce. In 2019, Halliburton surpassed its Diversity Hiring Objectives, increasing our qualified female professional percent hiring into entry-level and experienced-level roles by 4 percent from 2018, reaching 27 percent overall.

Employee Resource Groups

Halliburton Employee Resource Groups (ERGs) are created and formed by employees to foster engagement, networking and professional development. They are open to all employees and enable the creation of personal and professional connections across our global workforce. In 2019, we enhanced collaboration among our five key ERGs:

  • Women Sharing Excellence (WSE) strives to attract and retain female employees by providing opportunities for women to connect and support each other through targeted mentoring, professional development, networking and community service.
  • Halliburton African American Network Forum (HAANF) supports the Company’s diverse workforce through networking, mentoring and promoting professional growth, with the mission to educate, motivate and empower its members.
  • Veterans Leadership Forum (VLF) provides tools and opportunities for professional development to members in order to help maximize their contributions to the Company’s success. Established by and for veterans in 2013, VLF membership is open to all Halliburton employees.
  • iMPACT is an organization of Halliburton professionals with the primary objective of providing a trusted community for employee engagement, collaboration and progression. Originally started in 2006 with a focus on young professionals, iMPACT has evolved to offer membership for all Halliburton employees, regardless of tenure, with over 2,300 members around the globe.
  • PRIDE is dedicated to strengthening our business by creating a positive and inclusive work environment for people of all sexual orientations and gender identities. Through collaboration with functional groups and other ERGs, PRIDE is working to identify opportunities for improvement in areas such as employee benefits and the onboarding process, which can help support an inclusive environment for all.

Community Engagement

At Halliburton, connecting with our community and external stakeholders is a key activity that we engage in every year. We believe that Global Citizenship and Collaboration, two of our Guiding Principles for Sustainability, help us improve as a Company, while enhancing the communities in which we operate. By dedicating our time and efforts to engaging with these communities through social service, volunteer efforts and charitable giving, Halliburton has contributed improvements to them on a social, environmental and educational level. Our employees have demonstrated the “Energy to Help™,” a strong desire to help others, and we are proud to support them in their philanthropic and volunteer efforts globally.

Halliburton centers our community work on our four Pillars of Giving: Education, Health and Safety, Environment, and Social Service

As examples, in 2019 the following actions were taken as part of our community engagement.


The Saudi Technology Team at the Halliburton Technology Center in Dhahran hosted a group of students and faculty members from the College of Petroleum Engineering & Geosciences (CPG) of King Fahd University of Petroleum and Minerals. During the visit, employees led the 60 students and seven faculty members on a tour, and demonstrated various oilfield tools and equipment. The group also learned about the Company’s day-to-day operations and attended workshops led by the Completion Tools, Wireline & Perforation, Testing & Subsea and Sperry Drilling groups.

Health And Safety

In honor of National Breast Cancer Awareness Month in October, Halliburton employees from around the world celebrated “Wear It Pink Day,” sharing photos and stories of their support in the fight against breast cancer.


A group of Halliburton employees in Colorado spent the day revitalizing trails at Grays and Torreys Peak outside of Denver. The event was organized by the National Forest Foundation and the Colorado Fourteeners Initiative, which encourages volunteers to help protect the natural integrity of the Fourteeners: 54 peaks reaching at least 14,000 feet high in Colorado. These peaks contain rare and fragile native alpine tundra ecosystems that are uniquely adapted to living in high terrain. Volunteers play an important role in preserving these tundra plants – some of which exist nowhere else on earth.

Social Service

The hOUsTon Industry Mixer brought together PRIDE groups from oil and gas companies including BP, Shell, ConocoPhillips, ExxonMobil and Chevron. Interactions at this event led to a joint-Employee Resource Group food pantry drive benefiting Houston’s Montrose LGBTQ Community Center in the winter of 2019.

Encouraging Access to STEM

Halliburton actively encourages science, technology, engineering and mathematics (STEM) in schools. In 2019, Halliburton engaged with schools at the elementary and collegiate levels to provide access to STEM-related programs for all races, genders, and socioeconomic classes. We worked with seven schools across the U.S. and have successfully impacted over 4,000 students across all our programs and partnerships.

We realize that science is not always accessible to every student nationwide, which is why we created programs like our Little Shop of Physics (LSOP) at Colorado State University to increase hands-on, interactive exposure to science and business operations. Our programs involve teaching students how to make and test robots, providing under-represented minority students with opportunities to improve their test-taking skills and to explore STEM-focused career paths, showing educators how to better instruct science, and building teamwork skills.

These programs inspire students’ interest and participation in science and technology, while teaching fundamental skillsets related to the fields of engineering and business and utilizing geological science applications for oil and gas.

Download the "Global Citizenship" section of the 2019 Annual & Sustainability Report for more details