Thread regarding Chevron Corp. layoffs

I am so sick and more sick of hearing from every leader that has a meeting; "Take care of yourself and your family." While we are working 6 or 7 days a week on all the major initiatives that are going up. it is such bull so keep the insincere comments to yourself. How can we take care of ourselves and our families if you have us working 7 days a week and 10 - 14 hours a day.

Can’t wait to see HR round 3 results. Am positive HR will select the right talent for the right job. Way to go HR!

Many "unqualified" non D&i leaders have been around the organization and promoted since the beginning of times even when they have cost the company millions of dollars. It is only when a D&I gets promoted then suddenly the company will lose profit or is a bad sslection. I bet when you compare who have made the comoany lose profit you will barely find D&I.
When some of you realize your own bias and continue the same tired narrative that D&I are not smart enough or qualified enough, you might realize that your issue anytime an D&i gets promoted is deeper than you think.
But don't worry, the feeling that many are experiencing is valid because equality feels like oppression. Unfortunately for many unqualified D&Is, they now you have to compete not only with "unqualified" non-D&I but now they have to compete with qualified D&I.

You can’t raise the question as Rhonda doesn’t like anonymous questions. What is she scared of?

“As always, factors such as race or gender are not considered when deciding the best candidate for a job”

I don’t remember them pointing this out in their Insights into R2 selections email where they were patting themselves on the back for all of their diversity selections.

nepotism Runs rampant here. It’s not just in D&I but also with their sons too. These kids are getting the paybacks from their parents favors that were paid out.

But to answer your question, yes there are some better D&I people who should be in the place of the D&I people we have moved up. With that said there are many non D&I people who should be in the place of the non D&I people running these groups.

The best company I interned with let people’s kids intern at the company but not work there full time. For a long time they would not let spouses work at the company either.

Even the owners kid had to work at another company until the business was ready to be handed over and the owner step away.

The short answer to OP’s question: No.

They are sacrificing knowledge and skill sets for D&I. This will eventually effect the company profitability. When things pick up any non D&I person who is still around will look elsewhere and move to a company that is not so woke.

Diversity selections made to create an organizational profile will come at a high price to both performance and morale. Not a wise path for our company; we can only hope something changes the perspectives of executive leadership over time and they return to reasoned, critical selections based on qualifications, merit and abilities.

Talent, high performance, what is that? The goal is to be a diverse org as that will help to pay out the dividend to our share holders...