People and culture

Our performance²

Our focus remains on enabling the organisation to thrive through the energy transition by empowering employees to be their best, delivering the right capabilities, and cultivating a culture that delivers high performance. These focus areas are more important than ever as we deliver a growth portfolio in 2025 and beyond.

Listening is an important tool in understanding employee experience and company culture. In 2025, the company conducted multiple surveys, focus groups, and engagements to provide an opportunity for all employees to have their voices heard. The 'Our Voice' employee engagement survey showed improvement in the areas of leader empathy, alignment with the purpose of Woodside and overall employee satisfaction. Inclusive leadership, respectful treatment, and recognition scores are stable and remain key areas of focus for us. Our participation rates in the survey continue to exceed benchmarks indicating employees' eagerness to share their feedback and influence our organisational culture and direction. Further engagements and focus groups validated the insights from the survey and demonstrated progress.

Further, in 2025, Woodside’s Mia Yellagonga office was voted Australia’s #1 workplace by Prosple and achieved a 5.5-star NABERS rating for waste management. The Global Integrated Mobilisation Solution (GIMS) program also launched its first phase in 2025, introducing a unified platform that simplifies and streamlines global employee and contractor travel. Through the alignment of our people, work spaces and our One Team Culture, Woodside’s performance continues to underpin the delivery of our goals. To support global growth, we leverage our worldwide capabilities to create opportunities for employees regardless of location. Our investment in AI and the Digital AI training academy helps our people adopt new work methods and productivity improvements that align with our global objectives.

Along with delivering the future facing capabilities the organization needs, we continue to invest in our leaders. In 2025, our senior leaders were brought together for an international summit. This gathering allowed our leaders to come together as One Team, to learn from industry and innovation thought leaders, and to work collectively on the challenges and opportunities that the future presents.

Culture and Inclusion

Our culture is defined by Our Values. Our Values underpin everything that we do and guide the way in which we undertake all of our business activities. Inclusion continues to be foundational to Our Values and the way we work. As we continue to grow and evolve through 2025 and beyond our efforts to build the right culture to meet our strategy have focused on the value of One Team. This cultural focus on One Team recognises the importance of collaboration, having each others backs and working to aligned objectives enabling us to meet our current and future needs.

Inclusion

In 2021, Woodside launched its five year Inclusion and Diversity strategy, focused on achieving an inclusive culture with diverse representation throughout the organisation.

Through this strategy, we have focused on creating workplaces where all people feel safe, enabled, and supported to bring their whole self to work. As we come to the end of the Inclusion and Diversity strategy, we have conducted analysis on the effectiveness of our efforts. Through this analysis we can see that we have made significant progress in building a more inclusive Woodside Energy. We’ve made gains in all aspects of representation, and our workforce better represents the communities in which we operate. Although we have made great progress, the organisation remains committed to improving our performance in building an inclusive workplace.

In 2026, Woodside will launch its new Culture and Inclusion strategy which focuses on progressing our One Team culture and inclusive leadership globally. This updated strategy is designed to help the organisation continue our progress, meet our commitments, and live Our Values.

Indigenous Australian participation

In 2025, an increase in overall Indigenous Australian employees (includes employees, scholarships and apprentices/trainees) was seen (from 5.8% to 5.9%) as was an increase to those in leadership roles (from 0.7% to 1.3%). This represents significant progress in the representation of Indigenous Australian employees at mid-career levels. Many efforts contributed to this progress, including the introduction of a dedicated indigenous sourcing specialist and the conversion of Trainees and Apprentices to full time Woodside positions. These efforts have helped the organisation to bring Indigenous Australian talent into Woodside’s Finance, Data Science and Health & Safety teams.

Early career pathways continue to attract Indigenous Australian talent to the organisation with 9.3% of the Graduate Program and 2% of the 2025/2026 Summer Vacation program identifying as Indigenous Australian.

In 2025, Woodside continued to participate in the Jawun Program with nine employees participating in six weeklong oncountry secondments, and three members of the Woodside senior leadership team undertaking mini-immersions. This program allows Woodside employees to share skills and knowledge, support capacity development and build relationships with indigenous communities.

Gender participation

In 2025, efforts also continued to progress female participation and steady improvements have been seen at all levels of the workforce.

The company reached 12.7% female representation in trades/technician roles (from 11.7% in 2024). Continued efforts include a focus on apprentice and trainee programs, the implementation of the Women in Operations Working Group, and the development of an I&D strategy focused on gender representation for our Mexico workforce. Each year we report on our gender equality progress for the Australia-based employee workforce by lodging an annual report with the Workplace Gender Equality Agency (WGEA).

Woodside also supports parents and carers in successfully balancing work and personal responsibilities. We provide paid parental leave, superannuation arrangements and ensure this type of leave is accessible to all employees across the globe.

Data is as of 31 March 2025.

Tracking our gender equality progress

Each year we report on our gender equality progress for the Australia-based employee workforce by lodging an annual report with the Workplace Gender Equality Agency (WGEA). Data is as of 31 March 2025.

Race and ethnicity

Our Culture and Inclusion Policy reinforces that we are committed to improving the diversity mix of our workforce to reflect the communities in which we operate. We recognise the different social and legislative frameworks in our different global locations and apply our inclusion and diversity and people management practices in accordance with this. Woodside is committed to providing equal employment opportunities and ensuring people management practices prevent or stop any form of discrimination.

The racial equity component of our inclusion and diversity commitments is aimed at ensuring we support equal access to opportunities across our organisation given the known historical barriers in our communities.

Building global cultural competence

Running for over three years, the Aperian program at Woodside has been supporting individuals and teams build their global cultural competence to work in new regions and contexts. The program has been accessed by international assignees and leaders to receive targeted coaching and support. In early 2025, the Digital Solutions Centre Perth-based team participated in Aperian facilitated workshops to build their competency to work in an Indian context. Similarly, the Trion Project team drew on the program to build skills in their workforce before starting construction in South Korea.

Enabling all abilities

Woodside endeavors to create a workplace that works for all employees, including individuals who identify as neurodiverse or as having a disability. Woodside supports employees and line leaders to implement appropriate adjustments to enable people to be successful in the workplace.

Our ADAPT (Advocates for Different Abilities and Personal Traits) Employee Impact Group held events throughout the year in both Australia and the United States to raise awareness of those with differing abilities.

Sexual orientation

In both Houston and Perth, we celebrate the locally recognised Pride Month each year with events dedicated to raising awareness, and enhancing our respectful culture.

Each year, these events are hosted by our Vibe Employee Impact Group. Vibe focuses on creating an inclusive culture for members of the LGBTIQA+ community and allies.