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EQUAL OPPORTUNITY EMPLOYMENT

Qualified applicants are considered for employment, and employees are treated during employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, pregnancy, veteran status, genetic information, citizen status or any other legally protected status.

We treat all individuals fairly throughout all phases of the recruiting process. Any decisions on recruitment and selection are based solely on objective and job-related criteria in line with business needs and Phillips 66 policies.

Affirmative Action

It is Phillips 66’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified minorities, women, protected veterans, and individuals with disabilities without regard to their race/ethnicity, sex, veteran status, or physical or mental disability. Under this policy, Phillips 66 will also provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of the Company’s business.

If you have a disability that requires a reasonable accommodation be made in order for you to apply for a position at Phillips 66, please send an email to careers66@p66.com or contact us at 888-480-6633 (Voice/TTY) or 918-977-7904 specifying the assistance you are requesting. A representative will review your request and contact you within two business days. Please keep in mind that most postings have a closing date, so please submit your request well in advance of the closing date. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

United States

For those who are residents and/or applying for a position in the United States:

  • The Company reserves the right to inquire into criminal convictions during the interview process or as part of the criminal background check. Phillips 66 will not deny employment solely because a person has been convicted of a crime. The Company, however, may consider the nature, date, and circumstances of the offense as well as whether the offense is relevant to the duties of the position sought.
  • Candidates in California may include information regarding convictions for marijuana-related offenses for personal use more than two years old.

Massachusetts

The Company reserves the right to inquire into criminal convictions during the interview process or as part of a criminal background check. At that time, a candidate with a sealed record on file with the Commissioner of Probation may answer "no record" with respect to an inquiry relative to prior arrests, criminal court appearances, or convictions. In addition, a candidate may answer "no record" with respect to any cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. Massachusetts candidates should not disclose information regarding first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace. Finally, Massachusetts applicants should not disclose convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than five years ago unless there have been subsequent convictions within those five years.

Canada

Candidates who are residents of Canada or applying for a job located in Canada are not required to answer a conviction question. Please enter "N/A" when asked to describe the nature of any criminal offenses.

United Kingdom

For those who are residents and/or applying for a position in the United Kingdom:

  • Please exclude information about spent convictions for which the record has been sealed or expunged or statutorily eradicated.
  • Phillips 66 will not deny employment solely because a person has been convicted of a crime. For certain identified positions, the company, however, may consider the nature, date and circumstances of the offense as well as whether the offense is relevant to the duties of the position sought.
Phillips 66 Company. All rights Reserved.
www.phillips66.com   |   Equal Opportunity Employment
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