Scientific innovation, industry leading technology, diversity of solutions - it is who we are. Our talented workforce is as diverse as our business presence. The Core Lab community is represented on six (6) continents in more than 50 countries around the world. Each one of us is different; our talented people bring their own experiences, backgrounds, and perspectives, which is paramount to our success.
We respect diversity and strive to ensure an equal employment opportunity environment and an environment free of harassment and discrimination. Our commitment to diversity promotes and fosters attracting and maintaining a highly diverse and talented workforce without regard to race, ethnicity, color, national origin, religion, creed, gender, sexual orientation, gender identity, marital status, or ancestry, and also without regard to disability, age, political affiliation, or any other legally protected status.
Core Lab’s Code of Ethics and Corporate Responsibility include an Equal Employment Opportunity Policy which states, in part:
It is the policy of Core Lab to provide equal employment opportunity in conformance with all applicable laws and regulations to individuals who are qualified to perform job requirements.
At Core Laboratories, each and every employee, supervisor, manager and executive is responsible for preventing harassment by:
Core Laboratories will act positively to investigate alleged harassment claims and to effectively remedy them when an allegation is determined to be valid.
As part of our efforts to increase awareness and inclusion we have incorporated into our Core Annual Compliance Curriculum training on:
Core Lab values its employees and is committed to providing resources that engage employees, enhance their work experience, and develop them for the future. To assist in this pledge, Core Lab has created its Talent Management Strategy based on the Employee Life Cycle.
Recruitment – to ensure we have a diverse employee population reflective of our communities and client base, we’ve implemented recruiting practices that support and encourage the hiring and retention of diverse talent.
Total Rewards – aligned to our business strategy and country-specific market influences, we offer competitive compensation and benefit programs in each country where we operate.
Performance Management – our annual Performance Management cycle is an ongoing process that enables managers and employees to collaborate throughout the year to set performance goals and development objectives that align to business objectives. This process is designed to help employees understand where they add value to the organization, provide focus on and discussion around career aspirations, and reward employees for high performance.
Development – we believe the success of our organization is built on great people doing outstanding work in often challenging environments, so we have formalized our commitment to our people and team’s strategy through the introduction of Employee Development as a core value.
Succession Planning – Core Lab’s commitment to building a strong pipeline of future leaders in our organization is stronger than ever. We believe succession planning isn’t just listing names - it’s having the right people, in the right place, with the right knowledge, skills, attributes, and behaviors - at the right time.
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