Focusing on People

At Western Midstream, we know that our business succeeds when our people succeed. Our employees and contractors provide their talents and time, over 6 million hours in 2020, to deliver our products and services while keeping each other, our communities, and our environment safe. We seek to benefit the communities in which we operate through our presence, working to understand and address community concerns, and investing in community needs.


Our Employees

We value our employees and aim to provide growth opportunities and a fulfilling work environment. We offer competitive compensation and benefits packages, including a wide range of programs to help foster work-life balance and support working families.


We expect our employees to uphold high ethical standards and ask them to demonstrate our company values and commitment to respect, fairness, health, safety, and environmental protection in their daily work. In addition to requiring our employees to understand and follow our Code of Ethics, we provide an anonymous compliance and ethics hotline that is available 24/7 to employees to report a violation or concern of the Code or other company policy.


Diversity, Equity, and Inclusion

We are proud of our commitment to diversity in recruiting, hiring, developing, compensating, and promoting employees. Since becoming an independent company in 2020, we have continued to build out our DEI program.


We recently developed a senior leadership position overseeing DEI – Senior Vice President, Human Capital Management and Diversity, Equity and Inclusion – who will lead our continued expansion of DEI programming and training across the organization, including formal employee training and advancing our commitment to DEI.



of our senior leadership team members are female and/or racial or ethnic minorities


 of our Board of Directors are female


of other managers are female or racial/ethnic minorities


Contractor and Supplier Management

Third-party contractors play an important role in our industry. While we utilize contract workers mostly during the design and construction of new infrastructure, contractors remain essential partners throughout the operational life cycle. We screen contractors based on ESG criteria depending on the type of work being performed on site.

We expect all of our contractors to adhere to our high standards for safety, fair labor, environmental, governance and other ESG and business topics. Our HSSE, Risk, Legal, and Operations teams undertake holistic, coordinated reviews of all new contractors to help ensure they meet our standards. We use an industry-wide, third-party database (ISNetworld) for these assessments and separately verify critical criteria, including training, qualifications, and certifications. Additionally, we require contractors to participate in a pre-qualification alignment process to help ensure they understand and can meet our expectations before beginning work on any of our sites.

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of our field-based contractors are assessed based on the scope of work provided for WES and on safety performance


Landowner and Community Engagement

At Western Midstream, developing trust within the community is a top priority. We earn this trust by operating responsibly and engaging proactively with community members. We establish two-way communication with local community members, landowners, elected officials, and local government representatives to ensure that they understand our operations, and we understand and address their needs and concerns. We maintain dialogue with residents throughout the lifecycle of our projects.

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We provide community grievance reporting mechanisms, including a dedicated concern reporting and response hotline, and quickly respond to complaints, typically within 24 hours of a call. Information regarding a complaint is immediately forwarded to the responsible individual, such as the foreman or superintendent. Our Community Engagement team communicates directly with the caller, and we quickly dispatch personnel to resolve the issue. All complaints and responses are recorded to identify trends and proactively change operating procedures to avoid future impacts, if possible.

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“Communication and first-hand interactions with our neighbors are important parts of being a community member. Through these conversations, we help them better understand our operations, and it provides us an outlet to hear their concerns and reduce or eliminate them if possible. Members of our community deserve to know that we truly care about them and their families.”


Randy Lavalleur
Operations Superintendent



of new developments such as pipelines, compressor stations, and plants are subject to our community and landowner engagement process.

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Tribal Engagement

At Western Midstream, we aim to build strong, long-term, and mutually beneficial relationships with Native American tribes in the areas where we operate. We believe in creating economic and social opportunities for tribes while recognizing and respecting the importance of tribal history and culture. Western Midstream jointly operates the Chipeta Processing Complex, a gas processing complex, with the Ute Tribe in Utah. In other states, we consult with the Federally Recognized Tribes on Federal and Tribal lands as part of our project planning and operations processes.


We assess all proposed operational areas for potential historical tribal importance to understand if there are any listed or eligible cultural sites. If sites are identified, we undertake on-site surveys with the assistance of tribal representatives and an archaeologist. If any unexpected finds occur during construction or other operations, we implement our unexpected discoveries plan, which includes an immediate stop to all work and notification of the relevant tribal or other authorities as defined in the Code of Federal Regulations on Federal and Tribal lands. If required, we involve a certified paleontologist or archaeologist to assist. We communicate our unexpected finds procedure with all construction contractors and personnel.

Community Investment

Over the course of 2020 and 2021, we’ve implemented a range of programs to help us put our value of Servant Leadership into action, including:

  • Establishing the Community Betterment Task Force and employee-led focus groups to develop our social investment strategy and select nonprofit partners for each regional office to support

  • Launched volunteer tracking system

  • Implemented employee incentive programs, such as our Volunteer Rewards Program and Company Matching Program

  • Added volunteering goal to our compensation bonus program

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“Food banks are vital to our communities, and their importance is even more critical during challenging times like COVID-19. By hosting monthly volunteer events at food banks in our operating areas, WES has become a true community partner that is invested in the well-being of our neighbors.”


Sherry Bursey

Managing Sr. Counsel and Denver Community Betterment Focus Group Member

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“Western Midstream has come to the table and really worked hard to tackle the issues that are most important to us. They’re hearing what we’re saying. That matters to us. I want to thank them for being a participant and partner and working with us.”

- Colorado Stakeholder