Colin,
Thank you for speaking the truth of something I have being saying for years. Diversity can not be a selection criteria. If you use diversity as a selection criteria, you are discriminating. I know you are getting some heat from your fellow executives. I just want you to know there is a large group of us that think you are a outstanding example of a HONEST LEADER. Please keep speaking the truth.
Thank you.
A bona fide merit based system for hiring and promotion would be the best way for Chevron to refocus and get high performance.
Anything else would be demotivating to most employees.
Everybody has had the right to sit at the table since the Civil Rights Act of1964. Whites,Blacks, Latinos, Chinese, Vietnamese, Indians, Moslems.....
Chevron upholds both the word and the spirit of that act. But Chevron is also a meritocracy that rewards performance.
If you are not where you think you should be at Chevron, take a long hard look at the folks that are the stars bring to the table. If you followed the herd until you were 25 in your scholastic and personal development, you will be at the bottom of a competitive org., such as Chevron.
Stop whining, everyone. It’s not discrimination to develop diverse candidate slates. It would be discrimination if selection was based on those measures. We don’t do that. The problem is that the mediocre white guys who traditionally filled the slates just aren’t as competitive and don’t have the track record of performance we need right now.
Having a tantrum about it not being fair is pretty rich when you see our p*ss poor record of promoting POC, and how that has results in terrible project performance.
I really want to hear more from Colin. I think that if he continues to push only hiring the most qualified and experienced people for roles, we will be a success. Creating these artificial slates is insane. If a diverse candidate wants to apply for a job, let them apply. Don't just create an aritificial list. Some people don't want to be on a list. Have you thought about what happens when you put a diverse candidate on the list, they get the job but they don't want it. You loose a diversity employee because they leave or you have someone in the job that is not motivated because they never wanted it. When you create an artificial slate, you will get a sub-optimal outcome. Based on Colin's comments, he gets it. Let the system work. Don't force it.
Interesting analogy and would certainly agree that basketball has changed for the better. But one could also argue that the NBAs demographics are not very diverse and do not reflect that of the population. If speaking about seats at the table, shouldn’t there be more Latinos in the NBA?
@cng you fail to grasp the only way to find out what contribution BAME can make is by giving them a seat at the table. A seat that has been denied too long based on prejudiced and stereotypes. The results might surprise everyone. I recall once seeing a 1950 picture of a basketball team that only had Caucasian players, am sure those players would have put forward similar arguments as you when others took their place. But we would all agree basketball has changed for the better.
What his video or discussion recorded?
What he said and what they will do are not going to be the same
The leveling of the playing field should be based on talent and ability to contribute to the team.
I guess none of you had any issue when all the cards were stacked in your favour. This is just levelling the playing field.
Really bad idea....I promise you.
Colin
That took a lot of courage. Thank you.
I support this as well. Long Live Colin Parfitt. You are a rock star.
Deep-level diversity is what really matters (what skills, knowledge, hobbies, talents, etc. one possesses in general, not necessarily related to one's job/position at a given moment), but most "leaders" are imbeciles and confuse it with diversity of skin color. Some companies are better than others, though, and their success is a confirmation of their vision.