Celebrating Inclusion & Diversity

Chesapeake believes in the importance of inclusion and diversity for the workplace, for our company performance and for societal advancement. We take a proactive approach to inclusion and diversity in company decision-making, recognizing differences as both a competitive advantage and necessary for meaningful change. 

In March 2019, Chesapeake joined a coalition of companies pledging to advance diversity and inclusion in the workplace. Through the CEO Action for Diversity & Inclusion™, CEO Doug Lawler committed himself and Chesapeake to cultivate a workplace in which diverse perspectives and experiences are welcomed and respected and where employees feel encouraged to discuss diversity and inclusion. As the first E&P CEO to sign the pledge, Lawler joins more than 550 signatories who are sharing best practices and learning opportunities to initiate real change within their organizations. 

Differences Make Us Stronger

The Chesapeake Inclusion & Diversity Council serves as an advisory body that reports to executive management and takes a leadership role in developing and promoting inclusion practices across the company. This includes providing insights to drive positive organizational behaviors and increasing understanding of and appreciation for how inclusion and diversity drive differential performance. The Council has commitment from the top, with Jim Webb, Executive Vice President – General Counsel and Corporate Secretary, serving as Council Chair.

The Council relies on our One CHK culture to create successful action related to our inclusion and diversity efforts. Building on the foundation of our core values, we host all-employee trainings focused on diversity-related topics. These trainings − tackling topics ranging from individual blind spots and unconscious bias to the importance of inclusion and diversity for company success – increase awareness and create employee accountability. 

Chesapeake also encourages employees to become One CHK Champions, supporting and embodying the One CHK culture and its emphasis on inclusion and diversity. Our Champions help identify ways for the company to embrace inclusion, while working to spark cultural change within their respective areas. They also provide feedback on challenges the company faces related to inclusion and diversity, and collaborate with other Champions to identify and implement solutions. 

To further an environment that promotes inclusion, and in support of our Equal Employment Policy, we also offer annual inclusion and diversity training to all supervisors and above.

Supporting Veterans

Chesapeake employees who are former and current members of the military possess qualities that embody Chesapeake’s core values and culture, as well as outstanding skills and talent, all of which strengthen our company. To help build on these strengths; we take an intentional and proactive approach to recognizing and engaging our veteran talent.

Newly hired military employees have a number of transitional tools that help them integrate and understand Chesapeake and its culture, including specialized orientations, mentoring by a fellow veteran, professional gatherings and career development training. For full-time employees who are serving active duty, we provide a military differential pay benefit to those who are called to serve or train for 30 or more days.

We offer a military-only email address to give military candidates direct access to our talent acquisition team. Our recruiting team members are trained to review and translate military resumes for hiring managers to highlight the skills these candidates could bring to Chesapeake.