WES
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Focusing On Our People

We know that our business succeeds when our people succeed. Our employees and contractors provide their talents and time to deliver our products and services while keeping one another, our communities, and our environment safe. We seek to serve the communities in which we operate through our presence, working to understand and address community concerns, and investing in community needs.

Focusing On Our People

We know that our business succeeds when our people succeed. Our employees and contractors provide their talents and time to deliver our products and services while keeping one another, our communities, and our environment safe. We seek to serve the communities in which we operate through our presence, working to understand and address community concerns, and investing in community needs.

Our Employees

We offer a competitive benefits package that emphasizes pay-for-performance compensation, work/life balance, premium health benefits, and a top-tier savings plan. Our comprehensive benefits package provides a range of health insurance options, as well as matching retirement and health savings account contributions. All regular full-time and part-time employees working 20 hours or more per week are eligible for benefits.

We also offer a wide range of programs to help foster work/life balance and support working families, including a work schedule featuring a half-day of work on Fridays for many employees, a generous paid time-off program, and six weeks of paid time off after childbirth and adoption for parents, with birth mothers receiving an additional eight weeks of paid time off.

You can find more about our benefits offerings on the Benefits page.

In 2020, we expanded our benefits, adding a new WES wellness program that provides tools and incentives related to fitness, weight management, smoking cessation, and healthy lifestyles.

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.

Our Senior Vice President, Human Capital Management and Diversity, Equity and Inclusion, oversees and leads our continued expansion of DEI programming and training across the organization, including formal employee training and advancing our commitment to DEI.

All employment decisions are made without regard to sex, race, color, religion, national origin, citizenship, age, disability, marital or veteran status, sexual orientation, gender identity or expression, pregnancy, genetic information, or any other legally protected categories. This includes providing reasonable accommodation for employees’ disabilities or religious beliefs and practices.

56% of our senior leadership team members and 30% 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 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. WES has adopted a Partner Code of Conduct that provides WES partners, suppliers, vendors, and contractors with guidance on how to adopt ethical practices and ESG and HSSE standards when working with WES. The Partner Code addresses minimum living wages, maximum working hours, and non-discrimination. It also emphasizes WES’s commitment to human rights, including zero tolerance for contractors involved in any type of forced labor, child labor, or corporal punishment.

Landowner and Community Engagement

We seek to be a good neighbor in the communities where we operate, and we take a proactive approach to community engagement. 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. Additionally, we have a dedicated community concern reporting and response process in the DJ Basin.

Tribal Engagement

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. We jointly own 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.

Community Investment

We’ve established a range of programs to help us demonstrate one of our core values of Servant Leadership and our commitment to giving back to our communities.

Our Community Betterment Task Force, comprised of members of our leadership team, oversee the development of our social investment strategy and volunteer efforts. The task force is supported by employee-led focus groups in each of our locations who are charged with selecting local, nonprofit partners to support.

We’ve also established two employee incentive programs – the Volunteer Rewards Program and Company Matching Program – that provide matching funds to nonprofit organizations that benefit from our employees’ generosity.