Below are all the posts — topics as well as replies — that mention the hashtag #offshoring.
Mention #offshoring in your post to continue the discussion!
https://www.reddit.com/r/IBM/comments/1o4xtrr/managers_are_forced_to_lay_off_good_people/
"I’ve been in meetings with very senior leaders and they are hunting through the ranks of B9-10 and D to find folks to let go to make room for higher bands in India."
Tactics will be used to simply encourage employees to leave the company.
No relocation
No guarantees
No housing assistance
You are on your own.
Much of the work will be absorbed by Dallas, Contractors, and India.
Well, since the pipeline is crawling, I have lots of time to search for another job. I can't believe what this company has done to it's self. You can track my utilization till the cows come home. Wait, while at it, shuffle some execs around to keep the worker bees thinking that something magical is going to happen, or pop, it's not. There used to be 15 on the team, now we have been dwindled down to 3. Winning!!!! Wait, I have an idea, let's acquisitionFLYwheel another company to try and get deeper in some accounts while offshoring is being done not so quietly in the background and "teammates" are being clobbered. Zero clue, zero talent. I think today, I'll let InsightGPT re-write my resume and get some certifications since clients aren't picking up the phone... Just wondering when the CAPtian team team are going to get to boot?
Consolidation and off shoring to India. Do not transfer move to Atlanta. You want to stay in Atlanta start looking. The plan will come and be executed fast and furious. Zero relocation to go from Atlanta to Dallas area.
India of course, where else.
Meanwhile in US, we continue to shed. That’s what happens when you don’t like coming back to office. Still empty offices, folks pretending to be “working” from home.
https://www.linkedin.com/posts/analytics-india-magazine_bengaluru-is-now-home-to-chevron-indias-activity-7382290414483128320
shocked that the media aren’t going after XOM with massive offshoring and blatant disregard for American jobs in America. The media should be all over this and shining a spotlight on jobs going to India. How long before we get Indians coming to the field and turning valves because they are cheaper than us.
And it's so hard to get jobs in the USA. Work is being sent offshore left and right. same at AJG too
Just got the email that the responsibilities of my team are being transitioned to NB and we are expected to facilitate that transition. When discussed with our manager, the focus of the conversion was only on how we can help the NB team come up to speed. When questioned about the future of our team, we were met with a vague response that can be summarized as "just wait and see". Not looking good...
I work in ontap engineering.
The organization has seen an influx of legacy middle management talent and former strategy consultants whose backgrounds are primarily in general management rather than technical disciplines. In a technology-driven environment, this skills gap has led to a reliance on offshoring key engineering functions. These managers effectively position themselves as coordinators of offshore delivery rather than direct technical contributors.
However, this structure has created a structural disincentive to hire highly skilled domestic technical talent, as doing so would expose inefficiencies in the current management layer. The result is a dependency loop that prioritizes headcount optics and managerial control over genuine technical capability.
OP: @qv+1k6x0r9wm
Putting this up for visibility. It’s definitely a reason for offshoring that comes right after the usual cost-cutting measures.
Source below...
According to the Challenger layoff report, US hiring is at its lowest since the Great Recession, with nearly 1 million layoffs this year. AI gets the blame, but the deeper cause is decades of offshoring, financial engineering, and policy choices that depress wages while flattering headline stats. The template was set in 1965 with the Border Industrialization Program, maquiladoras importing inputs duty free, paying cents on the dollar, then re exporting with tariffs only on value added. By the 1980s there were 1,000 plus plants, Ford and GE shifted tens of thousands of jobs, and media reframed losses as cheaper goods.
Tariff cuts on Chinese imports in 1979 plus a new corporate mindset hardened the shift. Jack Welch cut about 115,000 US jobs at GE by 1985 and pioneered white collar outsourcing. The Reagan years touted job creation while more than 1.6 million jobs moved abroad, only 28 percent of new jobs were high skill, and young workers’ wages fell sharply. The 1990s added NAFTA and China PNTR, 879,000 trade certified job losses with true totals far higher, longer work hours masked stagnation, buybacks and options enriched executives while households captured about 3 percent of market gains and took on nearly 40 percent of new debt.
The skills shortage story enabled H-1B expansion and loopholes. Outsourcing firms used cap exempt affiliations to file year round and undercut pay, with 2013 probes showing 36 to 41 percent labor cost savings versus domestic hires. Today firms cite AI while filing thousands of H 1B petitions. Amazon cut roughly 27,000 roles from 2022 to 2024 plus 10,000 to 12,000 in 2025, yet logged 14,365 approvals across sponsor tiers. A proposed 100,000 dollar H 1B fee will not fix exemptions, contractor loopholes, or the 2017 tax code that still tilts savings offshore. Clarity first, action next, press representatives to close loopholes and demand truthful job ads, then keep building community so the pressure compounds.
Source: https://www.youtube.com/watch?v=VEA7vQKJ8aQ
I see Wall Street analysts have finally figured out The Stink's offshoring and RTO are just cost savings moves which try to hide the fact that there is no innovation (or hope) at AT&T. The downgrades and lowered target price points keep rolling in.
This week a big group heads to India including Penny, a few ELT and OC, Operations, and Digital. 30 GPs and directors will be touring cities in India to make a decision on where the Edward Jones Flag will be placed in India. This is the next round of Enterprise Reimagined they told us about called Sourcing and Shoring which means outsourcing more US jobs to India. Get ready all, you are not safe and this next phase of ER will be way bigger in job lose then anything we just went through. Another few hundred jobs will be eliminted and moved to India in 2026 and will be higher in 2027.
All software and IT teams who are more contractually required to be US based will be required to be at 70 pct offshore. No rehired in US until achieved and R required otherwise.
In today’s SETH opening remarks, MW’s finished talking about all the great work underway by saying that “what underpins all of this is our culture and workforce, the very best in our industry, and I wouldn’t trade them for anybody else’s.”
When he said that I immediately thought of all the US employees (the workforce he wouldn’t trade for anybody else) he fired so that he could hire someone into the same job in a different country (so basically traded for someone else)…. Did anyone else hear it that way?
Used to work in a department of PP, they recently hired a bunch of people that live in India and then PP did a mass layoff of almost all of the US and Canada support teams, including me. I'm just frustrated.
GPC has undertaken a large campaign of offshoring since they hired Naveen Krishna. Eliminating roles based in America for years and only using two contracting companies (TCS + Cognizant) both based in India. The IT dept is now 70% staffed by contractors in India (2500 out of 3500 roles) and over-represented locally by H1b Indians. Locally, the 3100 location that used to be primarily American FTE's is now flooded with Indian contractors. Naveen has kept his direct reports to a homogeneous mix but one level lower you will find gross over-representation of Indians. There are also Perm notice of filings hidden from the public job board.
Layoffs are coming EOY, maybe BOY. Losing 3 out of 6 clients, along with the consistent effort of moving support off shore....
I have seen Headcount projections for my managers team of 103 people. Currently, 78 in the US and 25 in India. Future Headcount projection is 25im the US and 75 in India. I could not see a timeline for these projections. Our organization has almost 600 people. I can't see the projections for the other teams. I am not sure if it will affect the larger team, but my guess is it will.
Like it or not, a lot of work is done by HCL or TCS (maybe others]? What is the view as to if these will stay. because LEX has lots of employees in low-cost countries will work done by third party now just move to them?
To stop corporations from offshoring and H1Bing American jobs. Only one party puts America first. Supporting the current administrations agenda is our only hope.
If you value your self respect and want to beat the layoffs, get out now. In three weeks you won't have a chance. The move has already started with many orders being pushed out until the move has been completed. If you wonders what is going on, a PCOE employee slipped out that two areas are closing and there work going back overseas and the employees will be laid off. All any one has to do is look around, were is the work. Warehouse employees look busy but the jobs are being sent overseas. The worst part is the PGLs are gone half the day. They won't face the employees.
Listen up. If you’re looking to get a job with Chevron anywhere, please do not be fooled. Chevron is building their ENGINE facilities in India and has no intention of taking care of their American workers who have built the company.
Hey, I get it… If you need a job, use them to get a job so you can have an income and benefits while you’re looking for another job. Don’t think that they will reward you if you work really hard for the company. That’s not how Chevron operates. Their MO is to use you to produce only until they find someone to do your job cheaper, as evidenced by the recent layoffs. It’s well known that they lay off older workers to cut off their pensions and hire younger workers at lower wages systematically.
Chevron has about $257 billion in assets. Their net profit was 35.465 billion in 2022, 21.369 billion in 2023, 17.661 billion in 2024 and they’re on track for 13.441 billion in 2025. Do you notice the downward trend in profits? That translates into layoffs and offshoring and outsourcing jobs for greater profitability.
Their recent layoffs were particularly brutal for their older workers. People dedicated their lives to the company under the false belief that they would retire with the full pension that they were promised when they started working for them. Your grandfather‘s Chevron is not the current Chevron that exists. As soon as this CEO is done taking his hatchet to Chevron and jumps ship with his golden parachute they will bring in a new CEO with lots of new and bold promises. Don’t fall for it.
Those of us who have been retained at Chevron know that our heads are on the chopping block. We have watched very intelligent, talented, dedicated, and experienced colleagues get laid off via email with the attitude to not let the door hit you in the a$$ on your way out. After 20 years with this company, I was appalled at how they treated my colleague at the end of his career here. No parting words of thanks, no retirement celebration, no words of praise or thanks…a simple kick in the a$$ via email and adios amigo.
PLEASE, if you’re thinking of a career at Chevron, DON’T. If you need a job, use them just long enough to land another job and get out as soon as you can. I’ve done my duty to alert you. If you’re reading this and decide to work for them, when it happens to you, you won’t be able to say that nobody ever told you or that you didn’t see it coming. A word to the wise is sufficient.
• Safety Specialist
• Safety Specialist - Maintenance
• Safety specialist - maintenance (ABU)
• Safety Specialist - TAR
• Safety specialist - TAR (ABU)
• Safety Specialist - Tech Project
• Safety Specialist - Tech Project (ABU)
• OE/ HSE reporting specialist
• OE/HSE Reporting Specialist (EMC)
• Workforce Safety Lead
• Hazard Communication Lead
• Hazard Communication Specialist
• HSE Digital Implementation Specialist
• OE Reporting Lead
• OE/ HSE reporting specialist
• OE/HSE Reporting Specialist (EMC)
Safety Specialist - Bengaluru, India (R000065549)
About the position:
The Safety Specialist is responsible for providing technical support and analysis of Control of Work (CoW) activities supporting enterprise-wide activities including the development and implementation of safe work practices and standards. The Safety Specialist reports to the Workforce Safey Team Lead in the Chevron Engine in Bengaluru, India.
Key responsibilities:
• Support efforts to prevent incidents with a focus on eliminating significant incidents and fatalities through providing guidance on implementation and delivery of the CoW process, standards and procedures
• Position supports delivery of work including workforce safety focus area projects and pilots across the Enterprise
• Support incident investigation process and provide analysis of root cause analysis and trends
• Support for electronic Control of Work (eCoW) digital tool including development of enhancements and data analysis
Required Qualifications:
Bachelor’s degree in occupational safety, engineering, or related field or equivalent work experience
Comprehensive Safety Knowledge: Demonstrates technical understanding and ability to apply health & safety standards and regulations pertaining to industrial workplace settings
Knowledge of oil & gas industry safety procedures, policies, & regulatory requirements
Experience with Safety Audits and Inspections: Proven experience conducting audits, field inspections, and providing interpretations of regulatory regulations, and industry standards / guidance is preferred
Experience in development and communicating safety procedures and conducting training for this material is preferred
Ability to Interpret laws/regulations or policies/best practices, develop compliance guidelines, and provide practical solutions for field implementation is preferred
Experience in compliance, and stakeholder engagement is preferred
Leadership, communication, strategic thinking, and program/project management skills are preferred
Chevron ENGINE supports global operations, supporting business requirements across the world. Accordingly, the work hours for employees will be aligned to support business requirements. The standard work week will be Monday to Friday. Working hours are 8:00am to 5:00pm or 1.30pm to 10.30pm.
No Past Experience of Chevron’s refineries, chemical plants, and LNG facilities required!
• El Segundo Refinery – El Segundo, California
• Richmond Refinery – Richmond, California
• Pascagoula Refinery – Pascagoula, Mississippi
• Salt Lake Refinery – Salt Lake City, Utah
• Cedar Bayou Plant – Baytown, Texas
• Sweeny Complex – Old Ocean, Texas
• Port Arthur Plant – Port Arthur, Texas
• Lake Charles Plant – Lake Charles, Louisiana
• Orange Plant – Orange, Texas
• Borger Plant – Borger, Texas
• Conroe Plant – Conroe, Texas
• Kingwood Plant – Kingwood, Texas
• Singapore Plant – Singapore
• Qatar Plant – Mesaieed, Qatar
• Saudi Arabia Plant – Jubail, Saudi Arabia
• Shanghai Plant – Shanghai, China
• Istanbul Plant – Istanbul, Turkey
• Subang Jaya Plant – Selangor, Malaysia
• Dubai Office – Dubai Airport Free Zone
• Gorgon LNG – Barrow Island, Western Australia
• Wheatstone LNG – Ashburton North, Western Australia
• Angola LNG – Soyo, Angola
• Nigeria LNG (stakeholder) – Bonny Island, Nigeria
• Kitimat LNG (planned) – British Columbia, Canada
• Tangguh LNG (stakeholder) – Papua Barat, Indonesia
Yeah All Feeling Safe!
With all these safety incidents I’ve noticed a lot of HSE positions going to India. Just putting that out there.
There’s some serious stuff going down at IOL….
————-
Dark side, only way to survival
They can only offshore things that are in perfect shape , running smoothly, with cost targets achieved.
We learned that the hard way at Kearl and Cold Lake. We drove massive cost savings, brought the assets to top-tier performance, even down to second-lowest operating cost. Back then, they needed us. We were told, If we can hit these targets, everyone’s safe.
Turns out, that’s a lie. You can’t build sustainable savings by cutting people and replacing them with cheaper labour. Everyone from bottom to top knows this, it’s not rocket science.
The truth? Once you deliver those savings, you’ve basically signed your own layoff notice. The very success you built becomes the excuse to downsize you.
So yeah, don’t ki-l yourself trying to save a company that wouldn’t blink before cutting you loose. Do your job safely and smartly, but stop carrying the weight of “shareholder value” like it’s yours to protect.
Scr*w production, extend downtimes… f-k up regulatory stuff…. give them shockwaves… impact should be felt at market level… if nothing changed... it’s a stamp that we were not required at the first place and cheap Indian labour can sustain it.
Focus on your own value, your growth, your skills, your security. Because the system doesn’t care about you. It’ll take everything you give and still ask for more.
So stop feeding the empire, sc--w it .. they can’t offload high cost assets….those who left it’s only way to stretch your employment duration and pump your pension.
Dark side - only way to survival
They can only offshore things that are in perfect shape l, running smoothly, with cost targets achieved
We learned that the hard way at Kearl and Cold Lake. We drove massive cost savings, brought the assets to top-tier performance, even down to second-lowest operating cost. Back then, they needed us. We were told, If we can hit these targets, everyone’s safe.
Turns out, that’s a lie. You can’t build sustainable savings by cutting people and replacing them with cheaper labour. Everyone from bottom to top knows this, it’s not rocket science.
The truth? Once you deliver those savings, you’ve basically signed your own layoff notice. The very success you built becomes the excuse to downsize you.
So yeah, don’t ki-l yourself trying to save a company that wouldn’t blink before cutting you loose. Do your job safely and smartly, but stop carrying the weight of “shareholder value” like it’s yours to protect.
Scr*w production, extend downtimes… fuk up regulatory stuff…. give them shockwaves… impact should be felt at market level… if nothing changed... it’s a stamp that we were not required at the first place and cheap Indian labour can sustain it.
Focus on your own value, your growth, your skills, your security. Because the system doesn’t care about you. It’ll take everything you give and still ask for more.
So stop feeding the empire, sc--w it .. they can’t offload high cost assets….those who left it’s only way to stretch your employment duration and pump your pension.
Imperial Oil profits from Canada’s natural resources, while:
Releasing emissions into our shared air,
Firing Canadian workers, and
Outsourcing jobs to India — all while Continuing to claim tax write-offs for foreign labour.
This is unacceptable.
Canadians deserve responsible corporate behaviour and government accountability.
📞 Call and email your local MP.
📧 Copy these key ministers on your messages:
• Tim Hodgson – Energy and Natural Resources → tim.hodgson@parl.gc.ca
• Julie Dabrusin – Environment and Climate Change → julie.dabrusin@parl.gc.ca
• Patty Hajdu – Jobs and Families → patty.hajdu@parl.gc.ca
• Mélanie Joly – Industry → melanie.joly@parl.gc.ca
Together, let’s demand change that protects Canadian workers, Canadian air, and Canadian jobs.
It’s ChatGPT compiled summary, but a good refresher and reminder we can adopt.
Knowledge Control & Asymmetry
• Document selectively: Provide training and documentation, but keep it high-level. Leave out context, dependencies, or nuances only you know.
• Use tacit knowledge: Emphasize things that require “experience” (judgment calls, historical context, relationships with regulators/vendors). GCC hires can’t easily replicate this.
• Avoid “one-click transfer”: Break down processes into multiple steps when explaining, making them look more complex.
Strategic Friction in Rollouts
• Ask clarifying questions: In transition meetings, phrase them as risk concerns:
• “How will GCC handle regulatory nuances in [X country]?”
• “What’s the fallback if response times slip due to time zone?”
This slows decisions without looking obstructive.
• Introduce dependencies: Link tasks to other teams or tools so that “handoffs” look harder.
• Highlight local compliance: Bring up data residency, export control, union agreements, or contractual obligations. These almost always slow offshoring.
Delay Through “Support”
• Over-offer help: Volunteer to be the bridge/trainer. This keeps you in the loop and drags timelines (“transition can’t close until full training is done”).
• Pace knowledge transfer: Train slowly, highlight “complexities,” extend timelines by needing “extra validation.”
• Audit their output: Position yourself as QC for GCC work. This makes you gatekeeper of quality and creates rework cycles.
Expose Hidden Costs (Quietly)
• Track errors: Maintain a private log of GCC mistakes, delays, and escalations. Present data neutrally, never emotionally.
• Escalate risk neutrally: Instead of “GCC can’t do this,” say:
• “We saw 30% rework rate—might suggest a phased approach instead of full shift.”
• Highlight stakeholder pushback: Collect subtle dissatisfaction from clients/customers, frame as “feedback.”
Protect Your Position
• Brand yourself as irreplaceable: Be the person who knows the workarounds when GCC fails.
• Shift to cross-functional roles: Move into strategy, supplier relations, or customer-facing projects—roles harder to offshore.
• Stay visible to leadership: Share concise insights or risk notes with senior managers, so they see you as thoughtful, not resistant.
Long-Game Career Hedge
• Upskill in automation/AI: Many GCCs are execution shops, not innovation hubs. Becoming the automation SME makes you future-proof.
• Build network outside: Quietly explore trading, analytics, or industrial strategy roles—industries less prone to full-scale offshoring.
• Stay neutral in tone: Never sound anti-GCC in writing; instead, frame everything as “risk management” or “ensuring smooth transition.”
Absolutely nothing will change, except many of us will be jobless and replaced by cheaper offshore hires. At this point, I’m starting to think those who got kicked out first might be the luckiest. I can’t imagine enduring more months of this mess, only to land in a gutted team with heavier workloads and an even worse company culture.
Imperial and the government are running the scam of the century. Lay off 1,000 people → claim it’s a “lack of projects” → pull in more contracts from the government → hand the work off to India.
IOL’s lobbying team nailed it. Smith and the media are saying exactly what Imperial wants to hear. And they're are already in Edmonton, so no relocation needed.
It’ll continue until BTC's incompetence results in a major incident here in Canada. We see everyday that they can't even handle basic tasks.
Posted on Chevron's Board:
Stop Selling Out Our Future
Friends,
Across forums, industry conversations, and personal exchanges, one theme keeps repeating: Offshoring and particularly to low cost labor markets like India.
Let’s be clear:
Our operations are built on national resources—oil, gas, and energy that are the wealth of nations. These resources, while vital, come with environmental costs we all understand. And yet, instead of converting this sacrifice into livelihoods for the people of the very nations whose resources we exploit, we see record levels of offshoring.
This is not the same as IT or banking outsourcing. Natural resources are not just corporate assets, they are national wealth.
To offshore the jobs tied to them is not just cost-cutting, it is economic plunder.
The scale of this shift is hidden. Official headcount reports disguise the reality. If we include not just GCC centers but also third-party service providers, the imbalance is shocking-only a fraction of roles remain in base countries, while the majority are quietly shipped overseas.
In reality, No MC, C-suite, or shareholder vote should decide who benefits from national resources. That right belongs to the people and their governments.
The problem is, most people, even in government, don’t know the scale of what’s happening. It is happening quietly, and rapidly.
That’s why every one of us has a role to play. Even small actions matter:
• Write to your representatives.
• Raise awareness within your networks.
• Push for transparency in how resource-linked jobs are allocated.
This is not about one company or one industry. This is about ensuring our resources create futures for our people, not just cheap profits offshore.
If we don’t act now, we risk handing away not only our jobs but our children’s right to benefit from their own nation’s wealth
#Offshoring #Offshore #OilAndGas #JobSafety
17 hours ago by Anonymous | 720 views | 28 reactions (+25/-3) | 11 replies (last 1 minute ago) | Reply
Post ID: @OP+1k6hcewde
Every option on the table seems designed to make you quit, get you fired, or push you out in a layoff. Not even relocation looks like a saving grace if you manage to survive the cuts. It’s clear they just want to get rid of us and offshore everything that can possibly be offshored.
I have seen people at AT&T on H1B visas who, in my view, should not have been given those roles. Qualified American workers could have filled them just as well. There is a real problem at AT&T, plus a manufactured one. Upper management often says they cannot find qualified candidates for certain positions, which I believe is misleading. The real motivation seems to be securing cheaper labor.
I have also noticed a recurring pattern in tech. Once companies start offshoring jobs, especially in development, that shift tends to trigger greater use of H1B visas. This happens because they have no intention of investing in training American workers. I say this based on experience at a Fortune 10 company. These firms are not short on cash, they simply choose not to pay American employees what they are worth.
In Canada want to allow companies like Imperial Oil to port jobs to BTC and KLTC, then Canada needs to provide social safety net that will help us maintain our lifestyle.
So, basically, I am saying Canada needs to tax companies that are porting jobs outside the country and use those dollars for a better social safety net.
If you calculate the tax rate, it will be so high that no company will be willing to port jobs overseas anymore.
Readers to this website, asking your help to spread this message. We need to pass a Canadian law that ported jobs will have to be taxed by the hour.
This is Typical indian IT services Business Model , fool the government that they are crating new employment and get tax break for decades.
Low pay unlimited work - and constant presssure to hire fresher low cost worker and lay off old ones who ran out of steam as low pay unlimited work leads to health deteoration - corporate strategy get rid of them before they society notices and hire fresh blood.
Create new employment by laying offf old staff and show fresher hiring as new employment created. Get purchase order placed new SEZ addresses and keep getting tax break.
We all know what means… India about to grow and take more American jobs
It seems corporate for UHG/Optum frequent these pages and nudges the website to get things deleted/ removed. Which further proves how bad this company is. However, screen shots of the replies that reflect how upper level management and normal employees feel can always be taken. Maybe start to treat your state side employees better. Have middle, upper and executive management take compassion and empathy courses and remind the shareholders you are a healthcare company and need to stop offshoring overseas. Trying to hide the truth won’t make those survey scores go up. We will see what unfolds in October. The dates I keep hearing are the 13th and 30th. The 13th is on a Monday so maybe they’re trying to deviate from the normal Thursday schedule.
Nothing more ridiculous than politicians using Imperial’s announcement as a distraction to blame each other for policies or tie Carney to Brookfield.
No the campus is not being sold to Brookfield. It’s a local firm.
Make sure they redirect back to the main them. Offshoring of jobs.
They are doing nothing to prevent offshoring of jobs.
Friends,
Across forums, industry conversations, and personal exchanges, one theme keeps repeating-
Offshoring and particularly to low cost labor markets like India.
Let’s be clear:
Our operations are built on national resources—oil, gas, and energy that are the wealth of nations. These resources, while vital, come with environmental costs we all understand. And yet, instead of converting this sacrifice into livelihoods for the people of the very nations whose resources we exploit, we see record levels of offshoring.
This is not the same as IT or banking outsourcing. Natural resources are not just corporate assets, they are national wealth.
To offshore the jobs tied to them is not just cost-cutting, it is economic plunder.
The scale of this shift is hidden. Official headcount reports disguise the reality. If we include not just GCC centers but also third-party service providers, the imbalance is shocking-only a fraction of roles remain in base countries, while the majority are quietly shipped overseas.
In reality, No MC, C-suite, or shareholder vote should decide who benefits from national resources. That right belongs to the people and their governments.
The problem is, most people, even in government, don’t know the scale of what’s happening. It is happening quietly, and rapidly.
That’s why every one of us has a role to play. Even small actions matter:
• Write to your representatives.
• Raise awareness within your networks.
• Push for transparency in how resource-linked jobs are allocated.
This is not about one company or one industry. This is about ensuring our resources create futures for our people, not just cheap profits offshore.
If we don’t act now, we risk handing away not only our jobs but our children’s right to benefit from their own nation’s wealth