Diversity, Equity, & Inclusion

A workforce comprised of diverse backgrounds and experiences is something we value at Range. We embrace the unique contributions made by our employees from all walks of life and without regard to gender, race, ethnicity, or sexual orientation.

Our Approach to Diversity, Equity, and Inclusion 

We strongly believe in supporting all of our employees and their families while promoting a culture of inclusion across our business. We are committed to being a company where all our employees have access to career-advancing training, mentoring and development so every employee has a real opportunity to advance – whatever their race, gender or sexual orientation. As we look forward to our future hires, we see an opportunity to improve our workforce diversity.  In some ways, we recognize we may be limited as our assets are concentrated and our line of work requires specific skill sets, qualifications and relative workforce experience.  However, we are committed to recruiting from a wider, more diverse population of highly qualified candidates that can enhance our culture and diversity.

Range takes a dual approach to Diversity, Equity, and Inclusion with management actively participating in these efforts while also fostering the development of employee resource groups and other “grassroot” efforts led by employees. Range’s Employee Resource Groups are led by our employees to foster diversity, inclusion, and greater awareness of our colleagues’ viewpoints and experiences. The combination of management-led and employee-driven initiatives enable us to promote employee dialogue, education, and improved understanding of one another. We are committed to enhancing an inclusive culture and we have empowered our employees to be leaders and help guide the Company on these topics. We recognize DE&I is a continuous evolution, and we look forward to growing our efforts in this area.

Backed by our commitment to DE&I, we seek to continue to foster a culture of inclusiveness, and to that end, all employees participate in annual diversity and inclusion training. Additionally, managers attend annual inclusion training based on a separate curriculum specifically for individuals with supervisory responsibilities.

These programs and procedures are put into practice to bring awareness to our DE&I program. Our employee focus groups, employee resource groups, and manager chats are just some examples of how we can further integrate DE&I into our culture. These groups remain employee-driven efforts that serve as a way for employees to support, network and connect with one another while focusing on achieving important goals and initiatives, both inside the Company as well as in the communities where we operate.

Diversity Levels 

Diversity, equity, and inclusion is part of the culture at Range and is only further engrained into our culture with the addition of new programs and initiatives. The goal of our efforts is to foster an inclusive environment that leverages our employees’ diversity of background, thought, and skill to operate more efficiently. We believe an inclusive and equitable environment brings out the best in our employees and teams, which ultimately drives our success.

To this end, we are proud of our achievements on diversity, equity, and inclusion to date, and we are excited about the opportunity to evolve in this regard. Gender diversity remains an area of focus for Range, and we continue to make progress on representation across employee roles (Figure 10.1).

Range has worked hard to ensure that our diversity, equity, and inclusion priorities are represented through the make-up of our workforce, including the make-up of our office-based employees (Figure 10.2). We are proud of our office employee gender diversity progress to date.

Data represents full-time employees as of July 15th, 2021.
1Management defined as Supervisor, Manager, Director, Officer, Senior Officer job categories and alignes with the SASB definition for Managers
2Technical defined as IT Professional Staff, Engineers, and Engineering Technicians and aligns with the SASB definition for Technical Staff.

Racial and ethnic diversity across all levels of our business is another area of focus. Range supports an inclusive culture that welcomes employees of all backgrounds and provides a work environment that enables our people to succeed both personally and professionally (Figure 10.3).

Employee representation across experience and age is also an area Range monitors closely (Figure 10.4). Various backgrounds and experiences bring fresh perspectives to the discussion, allowing us to ensure we’re including important and relevant points of view in our decision-making processes.

Data represents full-time employees as of July 15th, 2021.
1Management defined as Supervisor, Manager, Director, Officer, Senior Officer job categories and alignes with the SASB definition for Managers
2Technical defined as IT Professional Staff, Engineers, and Engineering Technicians and aligns with the SASB definition for Technical Staff.

We are committed to treating all employees and consultants with honesty, fairness, and respect, while providing a safe and healthy work environment. These values are in accordance with our anti-harassment policies. Abusive, harassing, or offensive conduct is unacceptable, regardless of whether it is verbal or physical.

Range is an equal opportunity employer that maintains a policy of nondiscrimination with respect to all employees and applicants for employment. Employment decisions will be made without regard to race, color, sex (including pregnancy), religion, national origin, sexual orientation, age, disability, military service, genetic information, or any other status protected by applicable law.

Employment decisions, subject to the business requirements of the Company, are based on the individual’s qualifications, merit, and performance. In addition to compliance with federal equal employment laws, the Company complies with applicable state and local laws governing nondiscrimination.

Randi Robertson, a Drilling Engineer who joined Range in 2017, is currently responsible for the engineering support on two of Range’s rigs. On an average workday, Randi is preplanning logistics and tech support for drilling operations. With a role that requires both office time and time on location, Randi interacts with numerous teams within Range and has come to value the supportive and open culture:

“The open communication and amount that we get to see our Senior Management is unique. It feels everyone is on the same team and it’s not as siloed as other companies.” 

This “open-door” culture is a pillar of Range’s values, which encourages open conversations between employees and supervisors. These transparent and open conversations extend beyond career goals and development opportunities to the emphasis on an inclusive workplace:

“Based solely on appearances, some people may be surprised to learn of my job title and duties. However, everyone I have had the pleasure of working with at Range has made me feel like a valuable team member. The fact that I am the only female engineer in the Drilling Department gives me a unique perspective and I would like to be a role model for other young women pursuing careers in historically male-dominated industries.”


Range Forms Multi-Ethnic Employee Resource Group (MERG)

Recently, a group of employees created MERG, the Multi-Ethnic Employee Resource Group. This group formed organically with goals of providing a network of support for under-represented employees, increasing awareness of cultural differences, and further enhancing a culture of diversity and inclusion within Range. The group, which is led by employees, meets regularly with open dialogue on topics to help bring awareness and elicit solutions to aid multi-ethnic team members in achieving their fullest potential in the workplace. This group is working towards creating networking opportunities as well as getting involved in community outreach and philanthropic efforts to help under-represented members of our communities.

“I wanted to help start this group after speaking with my sons about race relations. Recent racial issues continue to show how divided we are as a country, and I wanted to help with that change. We are creating an environment to have those tough discussions and share our life experiences with the goal of helping each other while advocating for change within our communities and company.” 

– Gerald Prejean, Drilling Fluids Supervisor


Range Energy Network of Women (RENEW)

A culture of teamwork, inclusion and shared value has always been a key goal for Range. Efforts to evaluate where and how to improve our culture are always underway. After receiving feedback through our employee focus group sessions, Range took a big step forward in 2020 by creating a women’s resource group – RENEW. RENEW currently boasts 80 members across our company’s female employees.

“The feedback we received during focus group meetings resulted in a number of cultural enhancements, including the interest in having a group focused on women’s issues.” 

– Kara Peterson, Divisional HR Director for Pennsylvania 

Since its inception, RENEW has hosted ice breaker exercises for members to get to know each other, developmental workshops and pop-up discussions hosted by RENEW members. In 2020, RENEW hosted Leanne Meyer of Carnegie Mellon University’s Accelerate Leadership Center for a developmental workshop devoted to “Your Personal Presence & Power”. The group also hosted a panel discussion with Range’s Board of Directors and holiday happy hours. During an extraordinary year, the moments created by RENEW have helped Range’s female employees gain a better sense of connection and inclusivity from Texas to Pennsylvania.

A few heartfelt moments from members were shared during the last meeting of 2020 that expressed happiness on the personal connections made over the year.

“I love how easy it is to get all of the women in our company together. It’s a great way to share stories or thoughts whether it’s about work or personal life. It’s always exciting on the calls to get to know everyone on a personal level without business involved.” 

– Brittany Thomas, Operations Accountant II PA