Will Chevron roll back their DEI programs or forge ahead like Jaguar corporation???
15 replies (most recent on top)
DEI or no DEI, Chevron treats all employees like cr-p. Some employees are fine with it because they happen to be cr-p, others are fine with it because the pay is good and the work is easy, and others aren’t fine with it but the job market is historically rough and they are trapped. Chevron only cares about investors.
You're being replaced too, racism aside. You may want to double think your snide racist remarks.
All white folk really think you're being replaced or not promoted because of someone that doesn't look like them? Swear we're in the caveman era. It's MONEY. That's all the following at the top care about. If that means keeping people who are yes men/women, or removing you before you become another expense, then that's what they'll do.
Haven’t seen any emails from our CDO recently. Is she still around?
DEI became a clown show period.
I remember when DEI meant when equally qualified people were considered, the DEI person got the job. That didn’t last long. It soon became even if less qualified, the DEI candidate gets the job. Good intentions, bad results.
It's too late. There are many of these individuals in place now who will perpetuate this nonsense. Unfortunately, other oil companies I have worked at have similar policies so if you jump ship there is a chance you'll encounter the same again.
To the poster above that mentioned he was directed to hire any woman who was remotely qualified. It is a sad state of affairs when this is handed down from the top. I was in a similar situation a few years back when it was recommended to hire a female that the selection team did not select vs the white male the team did select. They left it as my decision as the hiring supervisor. Needless to say, the person that the selection team recommended as hired and is still with the company today. I would have walked out the door if I would have been forced to do anything differently.
@1nlb,
Because of DEI policies that require equal outcomes based on race / gender regardless of qualifications.
Why is it when a white male has a Job, it’s automatically assumed that he is qualified with no questions asked, but a woman and/person of color is instantly suspected of not being qualified?
Skin color has always been a criterion for hire or promotion. The issue is people complain when it gets lighter or darker, hence the DEI. But unfortunately, DEI has been stolen by white women from the get go, to get ahead. So both white, old dudes and various shades of persons of colors are now complaining without understanding the rug has already been pulled from under their feet :)
Forge ahead! I mean, there is such a diverse group of SE Asians we can hire. Why stop with India?
Chevron's reluctance to face lawsuits from individuals who feel they were displaced due to diversity, equity, and inclusion (DEI) initiatives is understandable. There has been a growing number of lawsuits from white men who allege that DEI policies led to their replacement with less qualified candidates. I would welcome the opportunity for individuals who were laid off in 2019, particularly those who believe they were dismissed solely because of their race, to seek legal redress, even if they accepted severance packages at the time.
In some instances, long-tenured male employees were replaced by women who were significantly younger and, in their view, less qualified. I personally witnessed unsettling situations, including a meeting with my leadership, where I was instructed to replace men on my team with any woman who was "remotely qualified." I was told that if I didn't meet certain diversity targets, it would impact my bonus and could ultimately be the end of my career at Chevron. Despite meeting my targets, I was ultimately replaced by a woman 15 years my junior who had no relevant experience in my field. I was informed that she was hired primarily for her leadership potential. Unfortunately, she resigned a year later due to her inability to perform the job, while I transitioned to a new role with OXY.
This experience underscores the complexity and potential downsides of the DEI approach, at least in certain circumstances. While the intent behind DEI initiatives is to promote inclusivity, it is clear that in some cases, the execution can have unintended consequences for both the individuals affected and the organizations involved.
Yes it will slowly start going away. First sign was RM leaving. DEI was never about minorities. It’s all about power transfer from white men to white women. Check all relevant stats and tell me who has benefited the most.
Since most of the operations will be outside the US within 10 years they probably will not push the DEI too much. It will die a slow death fading away.