2025 McDermott Sustainability Report - Report - Page 17
OUR PATH
OUR APPROACH
ENVIRONMENT
SOCIAL
GOVERNANCE
FRAMEWORK ALIGNMENT
PERFORMANCE DATA
APPENDIX
2025 SUSTAINABILITY REPORT
Inclusion and Belonging
Health and Well-being
We foster a culture of inclusion and belonging in which every employee
is valued, respected, and supported. Respecting cultural nuances and
local priorities and maturity levels, our 2025 strategy included locally
tailored plans across global locations.
We have comprehensive programs that promote health and wellbeing, including preventive care, mental health awareness, CPR
training, blood donation drives, and access to quality healthcare.
We also have many on-site clinics and offer employee assistance
programs at all our locations.
Our 2025 programs included inclusive leadership training, programs on
daily demonstration of inclusion, and training on a respectful workplace.
Key topics included cultural awareness, education, employment of
people with disabilities, and unconscious bias. Through these initiatives,
we engaged with more than 5,800 employees, increasing awareness
and education around inclusion and belonging.
In 2025, locations increased their focus on psychological safety,
neurodiversity, disability inclusion and awareness, and unconscious
bias. Our ERGs complemented company-wide health and well-being
initiatives by conducting sessions across McDermott facilities.
Employee Engagement
In 2025, we continued to strengthen practices to hire and retain
talent and broadened our appeal to a diverse global talent pool. We
strengthened internal recruiting by providing visibility into all open
positions and encouraging employees to pursue development and
new opportunities within the company. We also implemented the
Kickstart program to attract and support young professionals to join us
directly following their education.
To further strengthen our culture and strategy, we introduced
resources to support adoption of McDermott’s Core Competency
Framework. This framework translates our values into life through
everyday actions and behaviors for strong performance at every
level. The Sterling Senior Leadership program was implemented to
align with the Core Competencies to ensure consistent leadership
capability across the organization.
We continue to actively seek feedback and, in 2025 expanded our
engagement survey to all employees following a 2024 survey of craft
workers and a 2023 survey of professional employees.
Our Health and Wellbeing Advocacy Council, composed of ten members
representing Medical Specialists, the HSES Director, Human Resources,
Risk, Communications, and Inclusion and Belonging, serves as a strategic
champion for workforce well-being. The council promotes a healthy and
supportive work environment, monitors global and regional health issues,
and provides guidance to safeguard employees.
Global health campaigns achieved strong participation throughout
2025, with more than 37,200 engagements worldwide across nutrition,
mental well-being, and physical health. Utilization of our Employee
Assistance Program also increased, demonstrating increased
awareness of and trust in the support available to employees.
Expanded mental health training, including Mental Health Awareness
for all employees and Mental Health First Aid training for medical
representatives further strengthened our approach.
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