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Our Culture  We will cultivate an inclusive, respectful work environment that values differing perspectives and encourages the power of teamwork and accountability.

In November 2018, Equitrans Midstream Corporation was launched as one of the largest natural gas gatherers and transmission pipeline operators in the United States – and “E-Train” left the station to begin its journey as a powerful, standalone midstream company.

Today, we continue building on that momentum as we consistently strive to create, enhance, and maintain a strong, diverse, forward-thinking culture. At Equitrans Midstream, we value each employee for their individual contributions, as it is only when we work together that we will achieve greater success for our Company.

Our Vision, Mission, and Core Values are the foundational footprint for our beliefs and act as the framework to shape our culture, which is the guiding point for Company decisions and behaviors. As the roadmap for our future, our Vision and Mission help us to stay aligned internally and lead the course of our business; while externally, they are paramount in delivering our E-Train brand to the public. Our Core Values are a statement of our culture and support our Vision and Mission – they are the essence of our “identity” and act as a charter for our employees’ conduct, as well as the relationships we have with our customers, communities, vendors, and shareholders.

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Through Equitrans’ formal Inclusion Program, we are committed to cultivating an inclusive, respectful work environment that values differing perspectives and encourages the power of teamwork and accountability.  This commitment is rooted in our core value of collaboration – being a reliable partner inside and out. We recognize that creating a sense of belonging is essential to maintaining a positive, engaging culture – and contributes to greater innovation by allowing employees to feel comfortable and safe in providing feedback and suggestions. In addition, an inclusive culture is imperative to attract and retain top talent, which is critical when navigating through a competitive job market. At Equitrans, we value and respect the well-being and work ethic of all employees involved with our business, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a disabled veteran or veteran. As we recognize and celebrate the value of all employee voices, we lead our diversity and inclusion efforts to empower and provide equitable opportunities for minority groups. E-Train’s Inclusion Program is composed of four pillars and through these pillars we strive to advance diversity, equity, and inclusion within our company. Further information about the inclusion initiatives can be found on the Inclusion page of our website or in the Diversity and Inclusion section of our Corporate Sustainability Report.


Workforce Culture
Employee Participation in
One or More Engagement Events

Culture and Inclusion Council
Equitrans utilizes a Culture and Inclusion Council, comprised of employee representatives from various parts of the business, to solicit and help implement employee suggestions for culture- and inclusion-related enhancements. The Council also assists with culture surveys, which are typically conducted every 18 – 24 months, hybrid work feedback which formally occurs several times a year, and the organization of general initiatives to engage our workforce. Some of the initiatives, meant to provide employees with opportunities to feel more connected to leadership and to each other, include  “Lunch with Leaders” sessions to enable networking between employees and our leadership team and “Coffee Talks,” which is a program aimed at enhancing information sharing across the company.

All Employee Meetings
We believe connectivity begins with transparent communications and, along with the smaller, informal sessions noted above, Equitrans routinely conducts formal, more comprehensive all-employee meetings. Led by our executive team, these meetings provide general business information; project and financial updates; and current status of our annual performance measures, to ensure greater alignment of the Company’s goals and objectives. Employees are encouraged to submit questions in advance of, or during, the meeting and we wrap-up each session with a live Q&A.

E-Train On-Track
Creating an engaging workplace also goes beyond the “workplace,” and we recognize that employees welcome additional opportunities to interact with one another and make meaningful contributions to the communities where we work and live. Formed in 2019, our E-Train On-Track committee consists of employees representing Equitrans’ primary operating locations. Committee members meet monthly to evaluate opportunities for volunteering, community service, and employee social activities that are aligned with our Core Values and promote a deeper connection with the communities where we live and work. Further information about our specific groups and events that we supported are included in the Community Engagement section of our Corporate Sustainability Report.

Employee Volunteering
hours logged each year

In conjunction with E-Train’s community service initiatives, including corporate sponsorships and local giving, Equitrans has a “Paid Volunteer Time” program that provides employees with up to two business days of paid volunteer time per calendar year. This program allows employees to use regular work hours to engage directly with their community.

Employee recognition continues to be a top driver in providing an engaging workplace for employees. In 2021, E-Train launched Spotlight as our formal employee recognition program. The program’s inception began with feedback provided to our Culture Champions Group, which has now transitioned to a Culture and Inclusion Council, and was emphasized in the results of our Culture Assessment survey. In addition, employee recognition is supported by our Inclusion program under the pillar of Accountability, which encourages the power of teamwork. Employees can appreciate everyday efforts by sending eCards or recognize efforts and initiatives that surpass expectations by nominating colleagues for a Spotlight award. Spotlight was designed as a platform to shine a light on employees who demonstrate our Core Values day-in and day-out. Our Spotlight program encourages employees to recognize and celebrate success!

Employee Development and Engagement

Leadership Development
In keeping with our commitment to create an engaging workplace for our employees, the development of our leaders is essential to that aspect of our mission. In 2019 we created multiple programs that use our Core Values as the framework to help leaders learn to facilitate the execution of our strategy, navigate a changing environment, build alignment across their teams, and grow the capability of others. Since that time, we’ve updated each program to reflect the changes of our modern workforce due to the COVID-19 pandemic. We are proud to have enhanced the leadership ability of over 200 leaders across our organization. Programs include:

  • EMERGE is designed for individual contributors who have an interest in taking on a leadership role. The program is designed to provide the participants a better understanding of their “leadership style” and how they can use these traits to be effective in leading people. EMERGE participants are selected through the annual talent review process conducted by HR and department leaders. Employees who are considered high performers are invited to participate in more than 16 hours of training over the course of four months. After completion of the program, participants receive an online survey about their overall experience. This information is reviewed by HR and taken into consideration for the next cohort of learners.
  • LEAD is our first-line supervisor/manager course that helps first-time supervisors master the skills they need to move from technical or functional experts to people leaders and to understand what is required to be a leader at Equitrans. The content delivered focuses on the employee life cycle process through four specific topics: Selection, Development, Performance, and Retention. LEAD participants are selected through the annual talent review process conducted by HR and department leaders in addition to other factors (i.e. promotions, new hires, etc.). LEAD participants complete more than 13 hours of training over the course of four months through e-learning courses and interactive workshops. Our target is for 100% of front-line leaders to complete the LEAD Program.
  • BILD is designed for senior managers and directors and focuses on helping leaders at the next level learn the art of executing through others. At this level, education is focused through the lens of our strategic priorities; Shaping Organizational Strategy, Create Alignment and Accountability, Enhancing Organizational Talent, and Drive Profitable Growth. BILD participants complete more than 10 hours of training over the course of four months through e-learning courses and interactive workshops. Our target is for 100% of senior leaders to complete the BILD Program.

In addition to the three leadership programs above, we have incorporated the following into our employee development programs to provide employees with training and development opportunities:

  • The launch of LinkedIn Learning in February 2021 demonstrates our strong commitment to providing developmental resources for our employees based on feedback through a culture survey conducted by Denison Consulting in 2020. Since its launch, 95% of employees have activated their accounts.
  • Executive Leadership Coaching is offered to senior level leaders with 1:1 executive coaching on an as requested basis.
  • Individual Objective Plans are released annually across the organization for all employees through our online human capital management system. Employees work with their supervisors to determine three to five individual objectives to work on throughout the year, which are tied to the Company’s annual strategic objectives.
  • Individual Development Plans allow employees to work with their supervisors to set voluntary goals related to their career aspirations with additional help through resources like EMERGE, LEAD, and BILD.
  • Natural Gas 101: Fueling a Sustainable Future is a 3.5-hour seminar encouraged for new employees to help them better understand the natural gas industry and how individual actions can lead to the Company’s success.

Wellness and Total Rewards
The safety, health, and well-being of our employees is paramount – above all else. Along with our Zero Is Possible – Today platform, which reinforces the importance of returning home safely each and every day, Equitrans takes several measures to ensure a healthy, happy, harmonious workforce. We believe our employees are critical to the success of our business and we structure our total rewards and benefits offerings to attract and retain a talented and engaged workforce. A few of these benefits include:

  • Comprehensive medical, dental, and vision coverage, including access to an optional Health Savings Account, for all full-time employees and part-time employees scheduled to work at least 20 hours per week
  • Wellness Engine – a vendor-managed program through which we offer quarterly activities that focus on a specific area of Total Wellbeing. For those eligible, additional activities are available, including annual preventive activities, a health risk assessment, and health coaching.   
  • Annual flu immunizations
  • Access to an Employee Assistance Program
  • Tuition reimbursement through an Employee Education Assistance Program
  • Paid Adoption Leave
  • Paid New Parent Leave
  • Paid time off for holidays, vacation, bereavement, jury duty, military, and volunteer time
  • Paid short-term and long-term disability insurance, life insurance, and business travel accident insurance
  • Medical spending accounts for eligible retirees
  • Flexibility in how and from where employees work, including 9/80 schedules, varying start and stop times, part-time opportunities, and hybrid options including full-time remote work
  • Competitive base salaries with an annual incentive plan and opportunities for long-term incentives
  • Company retirement plan matches 50% of every dollar the employee contributes up to a maximum of 3% of base compensation, including overtime and annual incentive awards; and an additional retirement contribution equal to 6% of the employee’s salary and annual incentive award
  • Employee Stock Purchase Plan to share in the future value created by Equitrans by purchasing shares of Equitrans common stock at a discount
  • Severance plans, which may include compensation and benefits continuation, for employees who are terminated due to performance-related reasons or company reorganization

Staff Augmentation
In addition to our full- and part-time employees, we also partner with several staffing agencies to provide temporary, staff augmented contract workers. Typically, our contract workers assist with special projects when we do not have in-house expertise or during times when an existing employee goes on a leave of absence. We utilize Coupa Contingent Workforce to capture our office and field-based contractor needs; nearly 30% of our staff augmentation suppliers are women-, veteran-, or minority-owned businesses.


Workplace Modernization

In April 2022, Equitrans Midstream formally launched our Workplace Modernization policy and transitioned from an “office-centric” work environment to a “person-centric” work environment, which encourages flexibility, as needed, and the ability for employees to select one of three “workplace personas,” which determine how and from where an employee works.  The three workplace personas are Remote (100% of time working is from a remote work site), Flex (time split between a remote location and an Equitrans location), and Anchor (100% of work performed onsite at an Equitrans location).  Based on the duties of the position, managers determine the options available for each role.

Since implementing our Workplace Modernization policy, our E-Train employees have not missed a beat in continuing to safely operate our assets and our business.