Diversity and Inclusion

Marathon employee reviewing pipeline plans in the field.

A Culture of Inclusion  

We’re committed to being a company where all our people can maximize their full potential and seek the career opportunities they desire, and we know this only happens when our employees, contractors and other stakeholders feel valued for their diverse backgrounds, experiences and perspectives. We welcome new ideas, invest in our people, and work to foster a collaborative, inclusive team environment.

A Strategic Approach  

Our Diversity and Inclusion Office leads our Diversity Strategy, which is built on three pillars: Building Awareness, Increasing Representation and Ensuring Success.

Building Awareness: As part of fostering an inclusive and collaborative work environment and to help our people better understand and appreciate each other’s similarities and differences, we regularly host Diversity and Inclusion workshops and employee Diversity and Inclusion panels. We also conduct community outreach and participate community-led diversity celebrations and educational events.

Increasing Representation: We actively work to increase the representation of women, minorities and military members in our workforce through targeted external recruitment efforts, military recruitment activities, and minority initiatives on college and university campuses.  

Ensuring Success: We know that lasting progress requires ongoing reinforcement and active engagement from our leaders. Our executives invest time in mentoring employees, and we take steps to ensure our career development programs and activities have participation from across the company. We also support several Employee Networks focused on key populations – including females, LGBTQ, veterans and ethnicity – which have grown to significant membership. 

Valuing Perspectives

Fiona Laird Photo


"We need diverse perspectives and ideas to continue our success, to create solutions where we face challenges and to shape our future.

Every day we work to create an environment where people feel valued for who they are and what they do and inspired by the opportunities we have to positively impact people’s lives.”

Fiona C. Laird
Chief Human Resources Officer




Developing Diverse Leaders

Tracie McCall photoAs a high school senior, Tracie McCall was awarded an engineering scholarship by Ashland Inc., a company that later became part of MPC. After graduating from the University of Kentucky, she joined our Catlettsburg, Kentucky, refinery. Starting as a young engineer, Tracie took advantage of MPC’s personal and professional development classes, including leadership development programs and courses enhancing commercial, communication and presentation skills.

Tracie applied those skills to excel in several roles at MPC, including process design engineer, technical buyer, quality professional and petrochemicals manager at several of our U.S. locations. She has now returned to Catlettsburg as the Product Control Manager, leading a team of more than 120.

“MPC has afforded me career opportunities and the ability to grow in ways that I couldn’t imagine,” explains Tracie. “I’ve been able to parlay those opportunities into so many unique career paths. The company gives employees the opportunity and platform to grow, and I’m grateful for the support and preparation I’ve received.”

As part of our efforts to encourage other women and employees with diverse racial/ethnic backgrounds to seek leadership roles, we have created and hosted a wide range of D&I activities, including an annual D&I month and worksite-based teams, to nurture a culture of belonging.

“From a career perspective, employees want to have career fulfillment and feel like they belong,” Tracie shares. “MPC’s D&I program allows for people who are allies and supporters to participate in our efforts. The ‘lunch and learn events,’ presentations, panels and other activities really help to raise awareness and support.”

Investing In Our Future

Chelsea Parson PhotoChelsea Parson joined the Engineering and Science Success Academy (ESSA) at Michigan State University (MSU) to broaden her horizons and gain an appreciation for the engineering profession.

ESSA is a four-week, residential, academic intensive program designed to acclimate incoming freshmen to both the academic and environmental aspects of postsecondary education. Through ESSA, Chelsea met recruiters from MPC, a program sponsor since 2016, who offered her hands-on experience.

“MPC’s sincere approach and willingness to invest in my success convinced me to apply for the company’s co-op program,” recalls Chelsea, a mechanical engineering major. “In turn, I was able to build a strong network and future at MPC.”

Since first joining us as a project engineer co-op in spring 2017, Chelsea has completed three additional co-op terms with MPC, and plans to return as a full-time employee upon graduating in June 2020.

“I was really impressed that during my first co-op rotation I was able to participate on a cross-functional team tasked with inspecting an interstate butane pipeline partially located in one of MPC’s refineries,” explains Chelsea, who is currently president of MSU’s National Society for Black Engineers chapter. “Between that and being part of the first intern-led D&I team, I quickly realized that I could be part of meaningful work and influence significant changes that would benefit MPC and its employees.”