Dril-Quip, Inc. and its subsidiaries (“Dril-Quip” or the “Company”) and Dril-Quip’s board of directors support universal human rights as described in the United Nations Universal Declaration of Human Rights. While we believe governments have the primary responsibility for protecting and upholding the human rights of their citizens, and we respect the sovereignty of governments throughout the world, Dril-Quip recognizes its responsibility to respect human rights and is committed to preserving these rights within the Company’s operations. Further, the Company recognizes that it has an opportunity to promote human rights where it can make a positive contribution, including by respecting the rights of people in the communities where Dril-Quip operates and with Dril-Quip’s suppliers and business partners and by opposing human trafficking and the exploitation of children.

Dril-Quip’s commitment to conducting its business fairly and in a manner that respects the rights and dignity of all persons is demonstrated in our Code of Business Conduct and Ethical Practices, employment practices, non-discrimination policies, and our Health, Safety, and Environmental policies.

No Human Trafficking; No Forced Labor

Dril-Quip opposes human trafficking and does not utilize forced or compulsory labor. Dril-Quip recruits its employees and provides working conditions, including payment of wages and benefits, that comply with applicable laws and regulations.

No Child Labor

Throughout our worldwide operations, the Company forbids the use of children in its workforce. All Dril-Quip employees must be above the legal employment age in the country of their employment.

Equal Employment Opportunity and Non-Discrimination

Dril-Quip provides all applicants and employees fair and equitable consideration and treatment in all matters related to employment, benefits, training, compensation, and other privileges and conditions of employment regardless of race, color, religion, age, sex, sexual orientation, gender identity/expression, national origin, ethnicity, disability, veteran status, or any other basis that is protected under applicable law. Likewise, Dril-Quip promotes an environment in which applicants and employees with equal abilities are given equal job opportunities and an individual’s performance of his or her job is the determining factor for that employee’s progress. Diversity and inclusion are foundations of our business excellence and embody Dril-Quip’s respect for human rights and dignity of all people.


Dril-Quip provides an inclusive work environment in which mutual respect is expected from everyone. The Company prohibits ethnic, racial, religious, sexual, or any other type of harassment. Inappropriate or unwelcome sexual behavior and other forms of behavior (whether physical or verbal in nature) that create an intimidating, hostile, or offensive environment interfere with and obstruct workplace performance and are prohibited.

Health and Safety

The Company is committed to providing a safe working environment for its employees (including access to water and sanitation) and conducting its business in compliance with all applicable workplace health and safety laws and regulations. Dril-Quip maintains HSE programs that are designed to identify and manage potential risks in the workplace. Our “Stop Work Authority” process also encourages employees to discontinue work whenever they encounter potential health, safety, or environmental conditions.

Collective Bargaining and Freedom of Association

Dril-Quip respects its employees’ right to freely participate or choose not to participate in labor unions and to collectively bargain in accordance with applicable local laws.


Dril-Quip is committed to maintaining the privacy of our employees, customers, and other third parties and will only collect, transmit, disclose, or use personal information for legitimate business purposes and in compliance with applicable law.

The Company has adopted security procedures to protect personal information and confidential third-party data from unauthorized access and use.

Adherence to Local Laws Regarding Work Hours, Wages, and Benefits

Dril-Quip follows all local laws regarding employee work hours, wages, and benefits. The Company frames its compensation practices based on market and industry standards.


The Company requires that its suppliers adhere to applicable laws in the performance of work for Dril-Quip. The Company also encourages its suppliers to treat their employees in a manner that respects human rights and is consistent with the spirit and intent of these standards. Should the Company be made aware that a supplier has used child labor, compulsory labor, or otherwise violated any applicable law in the performance of services for Dril-Quip, the Company will take appropriate action, including termination of the relationship with that supplier.

Investigation of Human Rights Violations

Any complaint of a human rights violation or suspected violation will be promptly investigated, and the Company will not allow any retaliation for reports of violations made in good faith. The Company’s internal mechanisms and staff, including EthicsAlertLine, legal department, human resources, and internal audit, help ensure that any human rights issues are identified and properly addressed.

Whistleblower and Anti-Retaliation Policy

Anyone who is aware of any suspected or actual misconduct within our Company, including employees, contractors, customers, suppliers, third parties, or community members, should direct any concerns or questions about possible violations of the law or Company policies to their supervisor, the Legal Department or the Company’s EthicsAlertLine (which is equipped to take reports in the different local languages commonly used in our operating locations). Unless specified to the contrary, all reporting is confidential to the extent allowed by law and circumstances. This means that information about concerns will be shared only on a need-to-know basis with those responsible for investigating or resolving the concern. The Company will not tolerate any type of retaliation or adverse action against an employee for making a report or participating in an investigation in good faith. The Company has a structure in place to review and address all complaints that are received, and the EthicsAlertLine reporting information is included on our intranet site and posted in breakrooms worldwide.

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