| Age (Years) | Percentage |
| Age: <25 | 4% |
| Age: 26-34 | 27% |
| Age: 35-44 | 28% |
| Age: 45-54 | 23% |
| Age: >55 | 18% |
Employee Development
We acknowledge that our employees are crucial to our success at Crestwood, and we prioritize actively engaging and developing them. Our company culture emphasizes inclusivity and teamwork to overcome challenges and promote creativity.
Approach
We know that employees who receive opportunities for growth and development are more likely to be engaged and motivated, leading to higher job satisfaction and increased productivity. We also know that investing in employee development creates a more skilled workforce that is better equipped to adapt to changing business needs. We are dedicated to implementing innovative approaches to talent development and career progression.
Employee Lifecycle
The vice president of human resources (HR) is responsible for overseeing the development of our HR program, performance management, appraisals and labor compliance. She reports regularly on progress and compensation to the general counsel and Board-level Compensation Committee, and she serves on the HR Leadership Committee.
Employee Profile
As of December 31, 2022, we had 753 employees across our operations in the U.S. For more information on our employee profile, please view the performance data table.
2022 Employee Distribution by Age
Talent Attraction and Retention
Crestwood is committed to providing a fulfilling career experience for our employees through fair compensation, comprehensive benefits and ample growth opportunities. We offer a range of learning and development options, including on-the-job training, structured programs and mentorship, to attract and retain top talent. We seek individuals at all career stages who are driven and thrive in a dynamic, high-performance culture where they can take on meaningful challenges and work collaboratively in a respectful environment.
Crestwood Voice
I am proud to be part of a company that recognizes and values its employees and their professional development. I began my journey at Crestwood as a summer intern in the Engineering and Project Management department, which provided me with the opportunity to hone my skills, gain invaluable experience and grow as an individual. After completing my internship, I was offered a full-time position as a systems planning engineer, giving me the opportunity to continue making positive contributions to Crestwood’s success.
Raj Chandra
System Planning Engineer
In 2022, we partnered with local schools, including high schools, trade schools and universities, to recruit talented individuals and continue creating a future pipeline of energy leaders.
We recognize the importance of providing equal opportunities for growth and advancement. In 2022, we continued to hold round table discussions with senior leaders to assess talent across the organization, improve internal dialogue and explore career progression, cross-training, special assignments and recognition of outstanding performers. This process also fosters knowledge sharing between leaders and creates new career paths for employees. In all that we do, we are committed to creating impartial, fair and accessible programs and processes.
Employee Training
At Crestwood, we empower employees to reach their professional and personal aspirations by cultivating expertise across the organization. New hires start on a path of growth through our comprehensive orientation program. We offer a diverse range of training and development opportunities, including courses from our learning management system, educational reimbursement programs and mentorship programs.
In 2022, we onboarded and integrated employees from our newly-acquired Sendero and Oasis Midstream assets. As part of that process, we sought feedback from them about best practices from their former organizations and discussed the potential to integrate those into Crestwood’s processes and culture. Our goal is to ensure that every Crestwood employee feels heard and respected.
Case Study
Leadership Training
Read MoreWellness and Mental Health
At Crestwood, our employees' health and well-being is a top priority. We recognize that mental health plays a critical role in every person’s ability to concentrate, be creative, maintain safety and make meaningful contributions. To foster an engaged and productive workforce, we place a strong emphasis on promoting work-life balance and flexibility.
We continue to offer our employees a range of benefits to help them care for themselves and their families, including enhanced sick leave and other paid parental leave to primary and secondary caregivers, an Employee Assistance Program and team engagement opportunities. We also continue to offer a hybrid work schedule to employees to help them manage their competing demands.
Case Study
Managing Well-Being in the Workplace
Read MoreAnnual Employee Engagement Survey
Top Work Places
In 2022, we continued to invite all Crestwood employees to participate in various annual employee engagement surveys, resulting in meaningful feedback that we utilize to enhance our human capital development. In 2022, the average response rate for the company-wide survey was 51 percent and our Houston Chronicle Top Workplace survey had a 75 percent participation rate. Each year we review the feedback with leadership to determine how we can strengthen engagement across the organization.
Great Place to Work
Crestwood was recognized by the Houston Chronicle for the fifth consecutive year as a Top Workplace in the community and became certified as a Great Place to Work for the second consecutive year.
Employee and Executive Compensation
We align the interests of our executive officers with those of our unitholders by connecting a substantial portion of each officer’s total compensation to financial, operational and other defined metrics that support sustainability and ESG performance in distributable cash flow. For more information on these metrics, please see the Sustainability Strategy and Governance section.
In 2022, we added a senior director of compensation to the HR team. The team continues to meet quarterly with the Board Compensation Committee to provide regular updates on compensation-related matters. Each year, the team conducts a comprehensive review of Crestwood’s compensation practices, including as it relates to pay equity. For more information about Crestwood’s gender equality and fair pay assessments, please see the Building an Inclusive Workforce section.
Looking Ahead
Our highly skilled and dedicated employees consistently exceed our expectations. Our aim is to cultivate a collaborative environment and foster team building to unlock even more of their ingenuity and potential. In 2023, we will endeavor to:
- Provide additional internal and external support and resources to employees and their families so everyone feels informed, safe and supported mentally and emotionally
- Continue to review our policies and benefit offerings to ensure that we attract talented and highly engaged individuals
- Collaborate with additional external partners and organizations to offer employees a chance to gain diverse insights on a range of subjects, equipping them with the necessary skills and resources to maintain personal and professional satisfaction as well as overall well-being
- Implement more virtual training events to provide additional engagement opportunities for field employees
