Sustainability

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.

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

The privacy of our employees’ personal data is important to us.  We provide our employees with transparency on the personal data we collect from employees, the enterprise business purposes for which we collect personal data, and how we process and protect it.

Website Privacy Notice 

Weatherford is committed to protecting the privacy of your information and personal data collected during your visit to this website. Our Website Privacy Policy, located in the footer of www.weatherford.com, provides information about how we collect, use and transfer personally identifiable data from you, a website visitor, through www.weatherford.com and other websites that we operate and on which we post a direct link to this Policy.

Candidate Privacy Notice

The privacy of those who are considering employment with Weatherford is important to us.  Our Candidate Privacy Notice describes how we collect, disclose, retain, transfer, protect and otherwise process Candidate Data. 

Our Website Privacy Policy

Our Candidate Privacy Notice

Our California Consumer Privacy Act

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.