We Aim To Leave The World A Better Place Than How We Found It
We Are Committed To Ethics and Integrity in All We Do
We Champion Employee Safety
We Endeavour For Flawless Execution
We act for long-term, sustainable success
Fundamental to our sustainability goals is our focus on being a good corporate citizen, and maintaining excellence in the quality of our work, in the safety of our employees, and in our efforts to protect the environment as we help provide energy vital to economic development and quality of life
Our Sustainability Committee, comprised of leaders from a cross-section of our organization, is committed to making measurable progress on our sustainability agenda and further weaving its values into the fabric of our organization. The Sustainability Committee reports to the Board on progress and areas that need additional support. The Board extends their full support to ongoing sustainability initiatives to ensure they are a priority for the organization.
Global Segment President – Production
Vice President Investor Relations, Marketing, and Communications
Christina M. Ibrahim
Executive Vice President, General Counsel, and Corporate Secretary
President Eastern Hemisphere
James D. Lukey
Vice President Human Resources
Natalia G. Shehadeh
Vice President and Chief Compliance Officer
Weatherford is focused on implementing world class reliable, durable, efficient, safe, and environmentally responsible practices, products, and services.
This is led through our Operational Excellence and Performance System (OEPS) which integrates our management of quality, health and safety, security, and the environment (QHSSE) through global standards, procedures, and protocols. All of our business risk assessments are inclusive of QHSSE, and protection of the environment is given a high priority in all of our product creation and service activities.
To learn more about what we are doing to reduce the environmental impact of our business activities, visit our sustainable performance page.
Our success depends on the quality of our people.
We understand that diversity and quality go hand in hand, and through our Diverse and Inclusive program aim to attract and retain a diverse, balanced workforce who are some of the best in the industry and are part of the One Weatherford family. Providing employees and environment in which they feel comfortable and are able to thrive is a top priority for our organization.
To learn more about our people, visit the Careers page
We look for ways to do things smarter, safer, better – the right way, the first time, and always.
We operate ethically and transparently across all facets of our work and in unison with our suppliers and customers.
We believe in conducting business in an ethical, safe, socially responsible, and environmentally sustainable manner. We are dedicated to responsible operations and are passionate about creating a working environment where we cause no harm to people, the environment, or to society.
We comply with the law and Weatherford’s high standards as identified in our Code of Business Conduct, policies, and procedures.
We work to ensure a culture that promotes internationally recognized standards for human rights and zero tolerance for abuse of those rights.
We believe in the importance of Organizational Justice and promote a culture where people are confident to come forward and share concerns.
Our Program of Organizational Justice ensures full transparency about the compliance actions of the company to all employees. We maintain effective reporting avenues, prompt resolution of concerns, and fair discipline.
We require integrity throughout the supply chain and hold our contractors, third parties, and business partners to the same high standards.
Our Supplier Code of Conduct serves as the foundation of our supplier relationships and outlines our expectations.
Our Code of Business Conduct is our guiding principle of ethical standards and drives the way we do business around the globe. As such, we adhere to the values and behaviors outlined in our code in everything we do and expect the same of those working for us.
Weatherford believes that everyone deserves to be treated with dignity and respect, regardless of their gender, race, nationality, place of residence, sexual orientation, national or ethnic origin, religion, language, physical ability, or any other status. We do not tolerate discrimination. We believe that failing to honor the human rights of our employees and those with whom we conduct business can create an unfavorable work or social environment that leads to low morale, employee turnover, an unengaged workforce, and can degrade our stakeholder relationships and compliance with community obligations.
Our Human Rights Standard coupled with our Code of Business Conduct reinforces our culture of internationally recognized standards for human rights and zero tolerance for human rights abuses. Our Human Rights Standard is guided by international human rights principles found in the Universal Declaration of Human Rights, the Voluntary Principles on Security and Human Rights, and the Organisation for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises.
A culture of ethics and compliance cannot exist without organizational justice. Working with respect, integrity and fairness is what drives us. To Weatherford, organizational justice means:
Effective Reporting Avenues
Question, challenge, report. Speak up and report conduct that you, in good faith, believe violates our Code, policies, or the law. Talk to your manager, HR, Legal, or Compliance or report to our external system Listen Up.
Prompt Resolution of Concerns
All reports of compliance concerns are taken seriously and handled promptly, professionally, and thoroughly. We conduct investigations with the highest degree of confidentiality possible, consistent with the law.
Discipline for violations of our Code of Business Conduct is executed in a fair manner following cross-functional and operations consultation.
No Retaliation Against Anyone
Weatherford will not tolerate any form of retaliation against anyone for sharing compliance concerns in good faith. Contact your manager, HR manager, Legal, or Compliance if you believe you or someone you know has experienced retaliation for raising a compliance concern in good faith.
Weatherford continuously assesses the efficacy of our compliance program by evaluating risks, detecting misconduct, and identifying areas of improvement to make sure our culture and program remain fit for purpose and best in class.
If you see conduct that is inconsistent with our high standards – report it, you must say something. Be courageous. Together we can ensure an ethical workplace.
Learn more below
We believe in being accountable and doing all possible to preserve an ethical Weatherford. We are courageous and speak up about conduct that could violate our Code or harm the health, sustainability, or reputation of our Company, our employees, or our shareholders.
If you have any compliance and ethics concerns regarding accounting controls, auditing matters, the Code of Business Conduct, or other matters, speak up without fear of retaliation – knowing that when you share your concerns and cooperate fully and honestly with any investigation into suspected misconduct, you are doing what is required in support of our ethical workplace.
For North American Employees (U.S. and Canada):
For International Employees:
Download regional contact numbers
We understand that conflicts in the workplace may arise and as a company, Weatherford wants to ensure you have options for dealing with these conflicts. Our Dispute Resolution Program (DRP) offers you a flexible process with options for airing and settling almost every kind of workplace concern. As promised in Weatherford's Code of Business Conduct, we believe that everyone at every level of our Company should be able to raise concerns without fear of retaliation. It is through raising concerns and resolving disagreements that we are able to conduct business in an ethical manner. We have zero tolerance for retaliation, so you can trust that your claims will be heard and respected.
The DRP applies to most U.S. Weatherford employees. Those working outside the United States and whose employment relations are not governed by U.S. laws are not covered by the DRP, but do have access to our Ombuds, a neutral resource whose function is to provide independent, impartial, confidential, and informal assistance to individuals who wish to resolve workplace conflicts or concerns.
Weatherford has adopted the Code of Ethics and Standards of Practice of the International Ombuds Association (IOA) which dictates confidentiality, independence, and neutrality.
Read more about the IOA Code of Ethics
Download the DRP Materials:
Dispute Resolution Program Trifold
Dispute Resolution Program Brochure
DRP Plan and Rules
Our employees’ privacy is important to us. Our Data Privacy Notice describes what personal data we collect from employees, the enterprise business purposes for which we collect personal data, and how we process and protect it.
Personal data is any information relating to an identified or identifiable natural person. Weatherford collects personal data from personnel as necessary and for the purposes described in in Data Privacy Notice. The personal data collected about employees may vary based on the requirements and/or limitations of the country where they work, as well as the requirements of their job or salary grade. Employees may be required to provide personal data as a contractual requirement of their employment. Failure to provide some personal data may limit employee eligibility for certain positions or benefits.
Website Privacy Notice
Download the Data Privacy Notice
Weatherford has established a Supplier Code of Conduct which applies to all Weatherford Suppliers.
Weatherford is committed to a culture of compliance with the laws of each of the countries in which we operate. Weatherford is also committed to sourcing materials and components from companies that share our values and commitment to human rights, ethics and environmental responsibility. Our commitment to balance good business with sound, socially responsible engagement is evidenced in our One Weatherford philosophy, our Operational Excellence and Performance System, and our Code of Business Conduct.
The United Nations Group of Experts on the Democratic Republic of the Congo (DRC) determined the trade of certain minerals and their derivatives (i.e., tantalum, tin, tungsten, and gold) mined in the DRC and surrounding countries has helped fuel war and human rights violations in the eastern region of the DRC. These minerals and their derivatives originating from these countries and mined to fund ongoing conflicts and human rights violations are now referred to as Conflict Minerals.
In July 2012, the U.S. Congress enacted the U.S. Dodd-Frank Wall Street Reform and Consumer Protection Act (Dodd-Frank Act) which, among other things, imposes supply chain reporting requirements on publicly traded companies with regard to the use of Conflict Minerals in manufacturing operations. The U.S. Securities and Exchange Commission (SEC) subsequently adopted rules requiring publicly traded companies to perform due diligence as to the source and chain of custody of tantalum, tin, tungsten and gold in its supply chain after January 31, 2013.
Weatherford supports efforts to increase transparency regarding Conflict Minerals and to eliminate their use. As a result, Weatherford adopted due diligence procedures consistent with the Organisation for Economic Co-operation and Development (OECD) guidelines and seeks to obtain chain of custody declarations from all Weatherford suppliers of tantalum, tin, tungsten and gold and their derivatives incorporated into Weatherford-manufactured products in accordance with its obligations pursuant to the Dodd-Frank Act.
Weatherford Compliance policies and procedures are designed to provide the tools and guidance needed for our employees to perform their jobs with excellence and integrity.
We have implemented fit-for-purpose compliance policies and procedures on a variety of subjects including Anti-Corruption, Gifts & Entertainment, Conflict of Interest, Computer System Use, Antitrust Global Competition, Anti-Money Laundering, Records Information Management, and Trade Compliance to meet legal compliance obligations and mitigate corruption risks.
We are committed to enriching the communities in which we live and work by engaging with local communities, volunteering our time, and donating much needed resources. Our employees are passionate about their work and about making a difference. We encourage them to participate in causes they feel strongly about and offer them opportunities to become engaged.
Being a good corporate citizen also means having an unwavering commitment to act responsibly and with integrity, respecting the fundamental rights of our people. We strive to ensure individual rights within our area of influence. Together, we are committed to fighting corruption, protecting human rights, and leaving a lasting and positive impact on our world.
To learn more about our sustainability program, please visit
The Our Sustainability Section of the 2016 Annual Report