#diversity

Shell fired white staffers at Houston offices for ‘weaker’ diverse hires in ‘discriminatory’ purge: lawsuit

https://nypost.com/2025/08/27/business/shell-ousted-white-security-staffers-for-weaker-diverse-hires-in-discriminatory-purge-lawsuit/

I am quite surprised by the attitude many young have towards older workers.

1. They know a lot. Maybe different things than you know.
2. Ypu won’t be young forever. How do you want to be treated as you age?
   Old and young should learn from each other.

Patterns look strange. It almost feels like the “biggest risks” for employees are:
• Being a woman
• Turning 40+
• Taking maternity leave
• Dealing with serious illness

If that’s what our “business-driven decisions” end up looking like…

is this really a board-approved standard, or just how it played out this time?

https://corporate.exxonmobil.com/Locations/Brazil/Inclusion-and-Diversity#Committees

Inclusion and Diversity
ExxonMobil values the diversity of ideas, perspectives, skills, knowledge and cultures. A plural and inclusive work environment enables innovation and is a key competitive advantage.

Global Diversity Framework

Through a range of programs, activities and investments, we strive to create and maintain a diverse workforce representative of the numerous geographies where we have business. Our Global Diversity Framework is the foundation for this approach, with three interrelated objectives:

Attract, develop and retain a premier workforce, from the broadest possible pool, to meet our business needs worldwide;

Actively foster a productive work environment where individual and cultural differences are respected and valued, and where all employees are encouraged to contribute fully to the achievement of superior business results;

Identify and develop leadership capabilities to excel in a variety of international and cultural environments.

Policies

ExxonMobil’s global policies diversity and inclusion promote and prohibit any kind of discrimination or harassment in any company workplace These broad policies cover all kinds of discrimination.

Committees

We support global and Brazilian employee networks to foster an environment committed to diversity and inclusion. These voluntary employee-led groups offer networking, professional development programs, community service, and mentorships to new employees.

PRIDE – People for Respect, Inclusion and Diversity of Employees

PRIDE exists to positively impact Inclusion and Diversity to leverage business at ExxonMobil by advocating LGBTQIA+ equity. Our mission is to support our employees and allies, and to encourage awareness and consciousness of diversity and inclusion issues around s-xual orientation, gender identity and gender expression in the workplace.

WIN - Women's Interest Network

WIN’s mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.
WINs mission is to facilitate the professional evolution and personal growth of all women at ExxonMobil. We have developed a program to understand what women are looking for, both professionally and personally, and also to continue developing skills to have more career opportunities.

BEST – Black Employee Success Team

Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.

Our mission is to serve as a support organization that provides mentoring, coaching, and networking opportunities to enhance the personal and professional development of black employees and further the business objectives of ExxonMobil.

VIP – Volunteer Involvement Program

VIP is an ExxonMobil initiative that encourages employees and their families to volunteer by donating their time and talents to institutions with civic, cultural, educational, scientific, recreational, or social welfare goals. Activities are carried out, such as reading circles, clothing and food campaigns, tree planting, among others.

COH - Culture of Health

The committee's mission is to improve the health, quality of life and productivity of employees by providing an environment and resources that actively and consistently promote healthy and safe behaviors.

GBK - General Business Knowledge

GBK seeks to create learning opportunities that increase employees' general knowledge about the industry and ExxonMobil's business, supporting the continuous development of our workforce.

This is for the haters, trolls and non believers. So, Read it and weep Trolls. Just the facts!!! The are outsourcing risk and compliance rolls! Lots if UGLY TRUTHS. Any other employee would have been fired. Keep driving this FAKE NARRATIVE of making progress.

Here is PROOF!?? Link to pdf:
https://pdfserver.amlaw.com/legalradar/pm-50684461_complaint.pdf

Below is a blip of what is contained in the filing.

“87. The March 2020 Congressional report also faulted the Board of Directors for allowing management to "repeatedly submit materially deficient plans in response to the Consent Orders." Report at p. 36. It noted that Wells Fargo submitted multiple deficient plans that required board review and with regards to plans required by the
OCC, board approval) in response to the 2016 Sales Practices Consent Orders. The Committee staffs investigation revealed that the CFPB and OCC repeatedly rejected the Bank's compliance and redress plans required under the 2016 Sales Practices Consent Orders as incomplete or otherwise deficient. The Report noted that Wells Fargo's Board was directly involved in the process and was specifically told what needed to be done to comply with the consent orders. 27

88. The Federal Reserve's staff even held one-on-one sessions with several of Wells Fargo's directors. 28 Still, the Board of Directors failed to ensure compliance with the consent decrees. For example, on April 3, 2018, Wells Fargo made its first submission of plans for board effectiveness and risk management under the 2018 Federal Reserve Consent Order. "Despite receiving consistent direction from Federal Reserve staff on what sufficiently detailed plans should include, Wells Fargo's first submission of plans for board effectiveness and risk management, made on April 3, 2018, fell woefully short of the Federal Reserve's expectations."29 In a May 7, 2018 response letter, Federal Reserve staff informed Wells Fargo that its submission was so "materially incomplete" that the plans, "cannot be evaluated by [Federal Reserve] staff.”

Brrr, BBrrrr….. oh wait, I think someone is Scharting their pants right now.

Everything posted here is public information.

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