A quick look at the numbers after R2 selection event. Using round number of 200 R2 positions before and 160 after, a 20% reduction.
Total positions - 200
Men - 160 (80%), Women - 40 (20%)
W - 150 (75%)
A - 26 (13%)
L - 12 (6%)
B - 10 (5%)
O - 2 (1%)
Total positions - 160
Men - 118 (74%), Women - 42 (24%)
W - 110 (69%)
A - 21 (13%)
L - 13 (8%)
B - 13 (8%)
O - 3 (2%)
Substitute right numbers if you know, 200, 20% are guesses.
@I0hC
Rightly put! Simply creating diversity on the basis numbers by gender and race ain't the way to cultivate diverse ideas in the boardroom. If that is the way y'all want it, fine, let's start with the sports teams in the US ... Basketball, Football ...
For good diversity and higher productivity, you need a few lazy people strategically sprinkled throughout the company.
@4acj,
A diverse team in that context is not about race and gender. Its about having a broad range of experience and skill sets. Its about having differing view points to avoid confirmation and experience biases. I can assure you this latest round of layoffs has not made us more productive in any respect. And a growing number of Chevron employees are feeling devalued which will hurt morale for many years to come.
Not one of these diversity related threads contains a single comment about the research that indicates that a more diverse group of employees promotes higher productivity. There won't be a class action lawsuit because CVX and any other publicly traded company can and will argue that there is a business case for it. I understand people are frustrated. I am too. I like working for Chevron, but we need to at least acknowledge that there are other reasons for promoting more diversity. Also, good lordalmighty ... imagine how you would feel if you were a person of color coming onto this site and reading all these comments.
“Journalist blasts Chevron for using diversity as a 'way to spin layoffs'”
https://thehill.com/hilltv/rising/509219-journalist-zaid-jilani-blasts-chevron-for-using-diversity-as-a-way-to-spin
https://www.reuters.com/article/global-race-chevron/chevron-diversity-ratio-to-improve-as-layoffs-progress-idUSL3N2EU3JU
It’s funny pathways is not being used for this. We spent a lot of time on it. It was rolled out in a few groups but obviously it did not give them the results they wanted so we stopped using it. If you have a system to track competencies and you don’t use it for layoffs why have such a system.
The numbers I would be curious to see is the diversity of those left standing and those who took EOI.
It's getting more and more difficult to respect the company I work for. Hire the best person regardless of race and gender. There is no way to defend those stats if true.
My understanding is that an employee can still sue an employer for wrongful termination namely discrimination even after a severance agreement is signed.
Doubt any lawsuit. Corps these days have arbitration clauses in employment agreements. Most attornies won't touch these. State and federal agencies are poorly funded to do anything. They will just push it back and say go and try your luck in court. Court awards are capped. They won't take the case if there's an arbitration clause.
Most will sign away any claims for the severance and do nothing.
How can the actual increase the number of the diversity candidates. I understand how percentages can go up but how can the actual increase L - B - O Also why don’t we have NA for Native American
Chevron headed toward a discrimination class action lawsuit.
Did someone have a s-x change operation? Color change operation?
The whole D&I is just liberal BS control.
Breaking news, got more intel, if the pool was a 1000, the number of women would have went from 200 to 240. I bet HR makes them delete my post.
Shocking to see where the cuts were last. Exactly where I assumed with a D&I counsel member in the room to make sure the Rsukts happened
I think it was quite a few more than 200; but the 28's can post up to four 27 positions in round 3.
Not much 'diversity' in the severance pool...