Maintaining a competitive edge in the marketplace provides stability for employees and gives our company an advantage in hiring and retaining high-caliber talent, thus enhancing our sustainability. We regularly compare our benefits and compensation to peer companies and market data, and adjust benefits and compensation as frequently as needed in an effort to continue to offer a competitive total compensation package.

 

 

Through our market-based compensation philosophy, leaders have the flexibility to adjust employee compensation at any time as needed to reflect experience and performance, along with other factors, including cost of labor in a geographic area, talent supply and demand. Leaders are expected to perform salary reviews at least once per year, supported by market survey data compiled by Human Resources. The compensation team also assists the legal department with periodic audits and analysis of pay data including pay equity among various employee demographics.

Maternity, Paternity and Adoption Leave Policy

In early 2019, ONEOK expanded its Maternity, Paternity and Adoption Leave policy to support employees and their growing families. The expanded policy provides eligible employees with up to 240 hours of paid leave to use for nonmedical baby bonding following the birth or adoption of a child. Part-time employees may receive up to 120 hours. Employees receive 100% of their salary while on leave.

2018 Payroll

WORK STATE

EMPLOYEES*

IA23
IL65
IN5
KS220
KY2
MN38
MT89
ND303
NE7
NM3
OK1,586
SD7
TN5
TX309
WI14
WY22

*As of April 1, 2019

2018 PAYROLL BY STATE OF RESIDENCE*

 
Iowa$2,095,839
Illinois$5,606,944
Indiana$1,173,863
Kansas$19,214,379
Minnesota$3,286,272
Montana$13,369,084
North Dakota$29,554,799
Oklahoma$203,352,457
Texas$31,564,219
Wisconsin$1,089,918
Wyoming$3,220,582
Other$3,023,140

*As of December 31, 2018

Payroll information is based on employees’ states of residence. Employee workforce information is based on state of employment. Because we have a number of employees who live and work in different states, and employees who leave the company throughout the year, comparing payroll and workforce information side by side would not necessarily be accurate. Workforce data represents our employee count at a date in time. Payroll data represents a cumulative total paid throughout the year.

EMPLOYEES

 

Employees

2018*

2017

Total Employee Workforce2,6982,500
Percent Women – Total Workforce20.520.8
Percent Women – Officer18.817.8
Percent Women – Management**21.522.1
Percent Women – Nonmanagement**20.220.6
Percent Minorities – Total Workforce1614.8
Percent Minorities – Officers4.24.4
Percent Minorities – Management*10.810.9
Percent Minorities – Nonmanagement**17.516
Number of New Hires418360
Percent Field – Total Workforce58.958.8
Percent Nonfield – Total Workforce41.141.2
Percent Exempt – Total Workforce50.649.8
Percent Non-exempt – Total Workforce49.450.2
Percent Veteran – Total Workforce5.53.8
Percent Nonveteran – Total Workforce94.596.2
Percent – Age <255.35.3
Percent – Age 26-3426.625.2
Percent – Age 35-4426.925.6
Percent – Age 45-5419.819.7
Percent – Age >5521.424.1

*As of April 1, 2019
**Does not include officers.

BOARD OF DIRECTORS

BOARD OF DIRECTORS*

2018

2017

Number of Directors1110
Percent Women – Total Board18.220
Percent Minority – Total Board9.110
Percent – Age <609.130
Percent – Age 60-6963.660
Percent – Age >7027.310

*As of April 4, 2019

BREAKOUT OF HIRES