Diversity, Equity & Inclusion

At Range, we value a workforce comprising diverse backgrounds and experiences. We embrace the unique contributions made by our employees from all walks of life without regard to gender, race, ethnicity, sexual orientation, religion, nationality, age, or any other status protected by applicable law, and we strongly believe in supporting our employees and their families by promoting a culture of inclusion across our business. We are committed to providing our employees with equitable access to career-advancing training, mentorship, and development so everyone at Range has a real opportunity to advance.

We are committed to continue fostering an inclusive environment that leverages our employees’ diversity of background, experiences, and skills to operate more effectively. We believe an inclusive and equitable environment brings out the best in our employees and teams, and we go above and beyond legal requirements to create a diverse and inclusive culture.

We continue to further integrate DE&I into our culture through a multi-pronged approach that reaches across the Company, spanning employee resource groups, professional development programs, community outreach, and engagement initiatives, and recruiting and talent retention strategies, to name a few.

Employee Resource Groups

We take an all-hands approach to DE&I, and this commitment is exemplified at the highest levels of our organization with our Senior Management team who help foster the development of our employee resource groups (ERG). Each employee resource group has an executive sponsor who supports and participates in key ERG strategy and planning initiatives, member meetings, as well as other grassroots efforts led by employees. The combination of management-sponsored and employee-driven initiatives enables us to promote robust dialogue, education, and an improved understanding of one another across our workforce.

Range Energy Network of Women (RENEW)

A culture of teamwork, inclusion, and shared values has always been a priority for Range. Efforts to evaluate where and how to improve elements of our culture are always underway. Range’s first employee resource group, RENEW, boasts 96 members from across the Company.

Since its inception, RENEW has provided a forum for Range’s female employees to network and advance their professional development. In 2022, RENEW hosted a number of events for its members focused on various topics like career development; advocating for oneself; holding critical conversations in the workplace; professional networking at the Power On WEN Conference; breaking bias with speaker and author, Suzanne Malausky; and ongoing discussions on how to achieve a realistic work/life balance.

In 2023, RENEW and MERG combined efforts and co-hosted an event with Lenetra King, who spoke to leaders and resource group members about mentorship and sponsorship with an emphasis on how leaders can help underrepresented employees rise.

 

 

“As both a member and now a leader of RENEW, I’ve been able to witness the benefits, assess the potential, and be part of implementing new programs that offer women equity in the workplace and industry. Bringing in subject matter experts to stir up corporate conversations around sponsorship and mentorship culture; offering to equip women with golf skills that will build on confidence and open new networking opportunities; and gaining new and meaningful introductions and exposure to Company leadership are just a few ways the resource group supports professional and personal development for women.”

-Nina Pompeani, Sr. Corporation Communications Specialist and RENEW Co-Chair

 

Veteran Outreach

To supplement existing DE&I efforts, Range recently partnered with Waynesburg University (WU) to build a working relationship that supports veterans in our Company and the local community. This new veterans’ program offers employees access to free resources and services, including a degree completion program, workforce resiliency training, hiring assistance, community outreach collaboration, and virtual counseling to improve their quality of life.

In addition to their central role serving our country and upholding our daily freedoms, veterans have been pivotal in helping advance our industry, both within our walls and with our service providers. To better connect our employees with the large veteran community in our operating area, we created the Veterans United Fund in partnership with the United Way of Washington County (UWWC). Our fund supports nonprofits seeking grant funding for programs and projects serving the veteran community in the areas that the UWWC serves and is supported by Range’s charitable fundraising events throughout the year.

 

Recruiting

To advance our DE&I initiatives we constantly evaluate our hiring practices and are committed to recruiting from a wide, diverse population of highly qualified candidates. For example, we continually expand the network of colleges and universities from which we recruit for our internship programs. Additionally, programs like SMART Start allow Range to fortify our talent pipeline.

 

SMART Start Program

Beginning in June 2023, Range will expand the SMART (Student Mentoring and Range Training) Start program beyond Pennsylvania to include our Fort Worth, Texas office. This program is in partnership with MERG and RENEW and aims to pair a diverse group of interns in grades 11 and 12 with a diverse group of Range employees to offer a unique learning experience within the energy sector. This paid internship gives students the opportunity to learn from Range mentors while growing their professional acumen.

 

RRC - Mallory Schreiber, Canon-McMillan High School

“The knowledge and professional experience that I gained during my internship have been invaluable as I have navigated my postgraduate options. Not only did the SMART Start program open my eyes to the seemingly endless career opportunities within the natural gas industry, but it also allowed me to grow in an environment full of remarkable professionals. This experience left me feeling confident, prepared, and eager to take on more internships in college. I cannot say enough good things about this program!”

Mallory Schreiber, Bentworth High School

 

DE&I Training

All employees are required to complete DE&I training as a part of our annual compliance training requirement. Range customizes its DE&I training based on the target audience and typically requires additional DE&I training for all managers.

Diversity Levels

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, Range complies with applicable state and local laws governing nondiscrimination.

Though we are focused on continuous improvement, we are proud of our DE&I achievements to date, as represented by the below data, which was effective as of December 31, 2022.

Gender diversity remains an area of focus for Range. Gender diversity in our offices reflects our continued efforts to employ a diverse staff, and we are working to increase the percentage of females in the field, to ensure opportunities exist to balance industry-wide trends in field employee demographics. (Figure 9.1).

Figure 9.1

Gender Breakdown of Employees by Field or Office
% Office Field
Male 53% 98%
Female 47% 2%

Additionally, we continue to monitor gender diversity and make progress across employee roles, regarding representation among management. (Figure 9.2)

Figure 9.2

Gender Breakdown of Employees by Role
% Mgmt1 Technical2 All Other
Male 80% 67% 63%
Female 20% 33% 37%

 

 

Ethnic/racial and age diversity across all levels of our business is another area of focus. Range supports an inclusive culture that welcomes employees of all backgrounds and experiences to provide a work environment that enables everyone to succeed both personally and professionally. (Figures 9.3 and 9.4).

 

Figure 9.3

Ethnic/Racial Background Breakdown of Employees by Role
% Mgmt1 Technical2 All Other
White 93% 89% 91%
Female 7% 11% 9%

Figure 9.4

Age Breakdown of Employees by Role
% Officers3 Managers4 All Other
Age Under 30 0% 0% 9%
Age 30 – 50 42% 73% 69%
Age Over 50 58% 27% 22%

 

An “Open-Door” Policy

An “open-door” policy is a component of Range’s values and culture, which encourages open, transparent conversations between employees and supervisors. These conversations extend beyond career and development goals and into ways to nurture an inclusive workplace.

Training Programs and Professional Development

When employees learn new or fine-tune existing skills, the benefits extend beyond the individual employee, improving our overall operations. Training and professional development initiatives are core to cultivating a competitive, skilled, and safety-minded workforce. The courses and programs we offer our employees span all levels, from new hire orientations to industry-specific, technical, and leadership programs.

To emphasize our commitment to employee engagement, we have developed the Employee Development Process. Employees participate in one of two annual development opportunities offered throughout the year. The process consists of a two-way dialogue between the employee and their manager using the Current-Ideal-Gaps-Action-Review model to identify personalized growth and development opportunities. This model provides a way to acknowledge and celebrate past accomplishments, identify areas where the employee excels, consider new development opportunities, and formulate a plan around any new skills or opportunities to take employee performance and/or career progression to the next level. The overall goal of the Employee Development Process is to align employee skills and interests with business objectives.

Examples of the different types of learning and development opportunities we provide for our employees include:

  • Leadership Readiness Assessment (LRA): An assessment program that identifies and evaluates high potential front-line employees with an interest in future leadership roles to determine developmental opportunities and readiness level.
  • Range Igniting Growth in Leadership (RIG) Program: Upon completion of the LRA program, employees are enrolled in the RIG program. This program provides a roadmap for leadership programs and resources provided by Range, including training curriculums by competency and external resources.
  • Maximum Management Program (MMP): The Maximum Management Program facilitated by Dream Workplace is a 13-month immersive leadership program for existing managers looking to deepen their leadership skills and knowledge. Participants in the program are nominated by their supervisors and the program consists of monthly group meetings and one-on-one coaching with an executive coach.
  • Leadership Excellence and Development (LEAD) Program: Nominated by the Senior Management Team, a small group of current leaders participates in a 12-month executive coaching program to develop and prepare them to take on high-level roles at Range. Since the creation of the LEAD course, there have been 27 current employees who have graduated from the program.
  • Internal and External Trainings: A variety of online and in-person courses on topics like professional development; leadership; industry-specific technical, legal and compliance; soft skills training including managing conflict; and communicating in teams are developed and facilitated by Range Talent Development staff and third-party vendors. In 2022, Range partnered with the University of Tulsa to offer Financial Analysis for Strategic Decision-Making to current and emerging leaders to enhance their strategic decision-making skills.
  • Tailored Training Options: Range also provides customized training for teams and departments within the Company. Technical training, professional certifications, and continuing education are all sponsored by Range which benefits an employee’s growth and career path. This includes educational reimbursements for employees who choose to pursue additional education, as detailed in our Total Rewards section.

 

“I recently completed my second round of the MMP program. The first time I participated in it was in 2013. I was very curious to see how things may have changed in 9 years. It was nice to see that the program’s leadership principles have survived the test of time. I continue to recognize opportunities to implement these principles on a daily basis. This training focused more on leadership than management. That was what motivated me to attend a second time.”

-Mike McLaughlin, Facilities Construction Manager

 

Upskilling and Reskilling

Range’s 540+ full time employees averaged 14.5 hours of Company-provided training in 2022, up from nine hours in 2021. This year we offered 196 hours of Manager compliance training and 731 hours of leadership-specific training.

1 Management defined as Supervisor, Manager, Director, Officer, Senior Officer job categories and aligns with the SASB definition for Managers,
2 The categorization of Management, Technical, and All Other is based on the SASB requirements in the E-Commerce Industry, which defines Technical Staff as IT Professional Staff, Engineers, and Engineering Techs.
3 Officers defined as Sr Executive and Officer/VP job categories
4 Managers is defined as Supervisor, Manager, Director job categories