Execs first brought this topic up in their videos yesterday as it will affect the selection process during the layoffs. Its a layoff topic. Its a healthy transparent discussion. Let the post run its course.
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@2gkhi Exactly!!
I am not a white male but if I were, I would be lawyering the eff up!
Friend for caught up in the “fire white guys” policy. I guess Chevron didn’t consider how it effects his non-white wife and family.
For the people who are insinuating that by picking a diverse candidate you’re selecting a lesser candidate, you are the problem internally at Chevron and with this country. White males have been in charge for far too long and have run this country to the ground with your fragile egos. Grow a pair and make some space for diverse and probably more than qualified candidates. And you know why we are more qualified? Because we’ve had to work our asses off twice as hard and for far less money and recognition. Continue to be archaic and you’re going to get left behind. Go get your copy of White Fragility and toughen up. Whiners.
We ALL suffer from it and indirectly when said managers, in above their heads, make bad decisions who cause projects to be mismanaged and over budget, Naturally said individual times a move from project to project (because they don't want any of the stigma) an onwards to that "fast track " leaving a trail of destruction in their wake.
The left behind project employees are left picking up the pieces and suffer the consequences of putting out the fires said employee left behind like an unexploded time bombs. They suffer because they don't get promoted or rewards because the project is perceived as failing (Not their fault)
Meanwhile the said managers get bonuses as they move from project to project and their disasters only come to light years later. The solution to this problem is to make Managers accountable somehow for managing former projects by going back and discovering where and when bad decisions were made and cut their current bonuses. Yeah right. BTW this doesn't apply to reverse discrimination it also applies to many of the current white leadership.
I've come round to thinking this constant rotating door of managers is an excuse for incompetence, The Peter Principle on full display. If they only knew how much we laugh at them as they go up through the hierarchy. Sh– rises to the top!
This systematic cancer is the root cause of Chevron's difficulties and of course the solution is to fire 15% of the work force, leaving the cancer intact!
Reverse discrimination is very common now in Chevron. Managers are pressured to visibly show support for diversity and are not basing the selections totally on qualifications. It’s like a feather in their cap. I once new a manager that has retired who would ask a selection team if any diversity candidates were interviewed and why they were not selected. Of course to a mid or earlier career person this made them feel like they were not supporting diversity so the result in turn was less qualified candidates being selected. I also witnessed the negative impact and results in that team. I have seen some highly qualified diversity candidates selected without that pressure that are still great for Chevron. Diversity in all its facets are important to a Company; however, the most qualified people need to be selected for success of a company. Unconscious bias does exist and should be used to make sure you are selected the most qualified candidates. I have seen more qualified white males not picked and I believe that will be even more prevalent in the upcoming selections due to what is happening in our country today.
I thought they said job selectors were being educated about unconscious biases.
Chevron doesn’t control these posts. Perhaps the fact that the post was an attorney soliciting for business had something to do with it.
Bumpity bump this flaming post!!!
I thought I was hallucinating when the post was gone. Yet another Display of Americans being censored in these scary times.
There was a lot of good information in that post. It is shameful that Chevron had to take it down. I googled it like you said and this is what is left in the cache:
Chevron Executives Admit To Discrimination On Global Video Call
I am an employment attorney. I want to talk about indirect discrimination and reverse discrimination.
Reverse Discrimination:
• Most Common at Chevron - Making hiring or promoting decisions in favor of minority groups, despite the experience or seniority of Caucasian, male, or other majority applicants.
• Second Most Common at Chevron - Hiring or promoting women solely on the basis of their gender over equally or more qualified males. (This is the most common type of discrimination at Chevron).
• Refusing to hire or firing of persons under 40 years of age in favor of the hiring of persons over 40 years of age.
• Rejecting an applicant for school while admitting a minority applicant solely on the basis of race (courts have stated that race may only be used as a "factor" in educational applicant decisions).
When you manipulate a selection slate, you are creating what is called indirect discrimination. This has been litigated several times with minimal loses to large companies. I can quote multiple cases that end with a settlement typically 2 to 5 times salary with the requirement that the employee resigns.
I was involved with a reverse discrimination case at Chevron 5 years ago. A white male employee sued their employer for not being selected for a senior role. The position went to a younger black female that was being developed but had no experience. My client won based on reverse discrimination but was awarded only 3 years’ salary and had to leave the company after 25 years.
Regardless of how you look at it, it is discrimination. Big Oil can get away with it because the risk is very low of a high payout.
At times, I represent large companies on discrimination. The best route is to have a larger number of diverse new hires. Create a strong base of diversity and they will spread through the system over the years without a negative backlash. It sounds to me that Mike is trying to be the leader that changed to s-x and color of Chevron. You don’t do that with one CEO. You do that over time with 3 or 4 CEOs.
In summary, never can you select someone over another employee because of diversity. That is clear cut DISCRIMINATION. Never can you manipulate a selection slate of employees internally applying for the same job. That is clear cut DISCRIMINATION.
The recording I heard today of Chevron leaders talking about creating a slate of diverse candidates is in clear violation of US law. It is unfortunate that they know if one of you files a claim, it will be settled with minimal financial impact on the company. That is Big Oil for you. If you are thinking about filing a claim, you need to download a copy of this video with CPs and JGs comments on selections. Chevron will settle out of the gate. All you need is a cheap strip mall attorney.
Long Live the CHEVRON WAY!
Google: Chevron executives admit to discrimination ..... you will see its gone.
Can you expand? I am not sure what discrimination post you are referring too.