Andeavor is committed to the principles of nondiscrimination and equal employment opportunity for all qualified applicants and employees in all terms and conditions of employment.

Andeavor prohibits discrimination and harassment against any employee or qualified applicant for employment on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, protected veteran status, disability, genetic information, marital or parental status, or any other legally protected group status.

As a federal contractor, Andeavor has established Affirmative Action Programs under the regulations implementing Executive Order 11246, as amended (“E.O. 11246”), Section 503 of the Rehabilitation Act of 1973, as amended (“§ 503”), and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (“VEVRAA”). As such, Andeavor engages in affirmative action measures to ensure that qualified applicants and employees are employed and treated during employment without regard to the legally protected group statuses described above. To ensure these measures are being implemented, Andeavor has established an audit and reporting system to allow for effective measurement of its affirmative action activities. A copy of the Affirmative Action Plans for Protected Veterans and for Individuals with Disabilities is available for inspection by applicants and employees during normal business hours upon request to the Human Resources Department.

To implement our policies of equal employment opportunity and affirmative action, Andeavor will:

(1) recruit, hire, train, and promote qualified persons in all job titles, without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, protected veteran status, disability, genetic information, marital or parental status, or any other legally protected group status;

(2) ensure that all other personnel actions and employment activities, such as compensation, benefits, layoff, return from layoff, Andeavor-sponsored programs, and tuition assistance are administered without regard to the legally-protected group statuses described herein; and

(3) ensure that all employment decisions are based only on valid job requirements.

For individuals with a disability, including disabled veterans, Andeavor will consider any reasonable accommodation that does not impose an undue hardship upon the Company. For more information, see Andeavor’s Reasonable Accommodation for Disabilities Policy.

Employees and applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged or may engage in one or more of the following activities with respect to E.O. 11246, VEVRAA, § 503, or other laws and regulations requiring equal opportunity: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or similar activity; and/or (3) opposing any act or practice made unlawful by such laws and regulations.

As President & CEO, I support and am fully committed to the consistent application of these principles and policies as well as our affirmative action program. I have delegated overall responsibility for the implementation of the affirmative action activities to the Senior Director, Talent Acquisition and Compliance.

Gregory J. Goff