ONEOK views diversity and inclusion as critical not only to how we recruit talent but also to how we develop and retain our workforce; how we help communities thrive; and how we deliver value to stakeholders. Through ongoing education and engagement with employees and strategic partnerships with universities, technical schools and community organizations, we are building a network of support to maximize the impact we can have internally and externally.



ONEOK’s Diversity and Inclusion Strategy involves all employees—from individual contributors through senior management. A Diversity and Inclusion Council, chaired by the president and CEO, and vice chaired by another senior executive, serves in an advisory capacity to guide ONEOK’s diversity and inclusion efforts. The council’s members come from all levels of the company, including people from different backgrounds and work locations.

As part of the Diversity and Inclusion Strategy, ONEOK continues to support employee-driven business resource groups, which are intended to promote the development of traditionally underrepresented segments of our workforce. In 2018, three groups—Black/African American, Veterans and Women’s—worked to expand opportunities for employees to come together to exchange ideas, build relationships and provide professional development opportunities. In 2019, we welcomed two more groups—Latinx/Hispanic American and Indigenous/Native American.

Below are some of the activities we engaged in, supporting our Diversity and Inclusion Strategy:

Community Engagement

  • Honored veterans by hosting employee veteran-recognition ceremonies at more than 30 locations.
  • Sponsored Tulsa’s Juneteenth movie night attended by approximately 3,500 community members.
  • Hosted students from Oklahoma’s only historically black college and university, Langston University, for a day of learning about our company, touring facilities and networking with employees.
  • Participated in the Tulsa Dr. Martin Luther King Jr. Parade with more than 130 employees in attendance.
  • Hosted a care package drive at several locations, collecting items to send to deployed employees and family members in the military.


  • Started the “Learning Tables” and “Mentoring Circles” programs designed to bring employees together to build relationships and explore issues of diversity and race.
  • Hosted a book club and in-person presentation with the book’s lead researcher on how societal gender differences may impact the workplace.
  • Continued additional executive mentoring sessions to connect employees with senior leaders in the company.


  • Offered a six-webinar series on topics like sponsorship, becoming a thought leader, stretch assignments and managing failure. Employees at the headquarters and field locations participated, totaling more than 340 hours of training.
  • Hosted an all-employee and supervisor-only presentation with a nationally renowned inclusion expert on the roles risk-taking and diversity of thought play in building inclusive teams.