Tier 4 rankings have begun and are due Sep 11. There are 4 ranking criteria with performance being one of them. Not as favorable to be a delivers expectations and no SVP awards over the last 3 years. The other three criteria focus on professional skills and knowledge, behaviors, and inclusivity. Anybody know anything else
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Anyone else smell a class action lawsuit over gender discrimination?
It’s interesting someone brought up the “buddy system” at BP. When you look at the women and minorities who have cracked the code and achieved success at BP, it is because they act like the old white men who are in charge of things. We have women who hunt and fish, black guys who drink expensive whiskey, cycle and cook barbecue. These are the minorities who fit in and get promotions. Leaders hire and promote people who ACT like them. So BP does not get the full value out of diversity. Let’s encourage people to have new ideas, have strong work ethic and have the guts to be different and authentic. DIVERSITY IS NOT ONLY THE COLOR OF SKIN OR GENDER. Diversity is also how people think and behave.
bp is fudging its inclusion numbers and has been for years. Yes women and minorities have been over looked for opportunities as engineers, at refineries, offshore, trading, IT and in other areas of production. But they have been extremely highly represented (over represented) in Human Resources, communications, administrative assistants, facilities management, etc. personally I’ve benefitted from this bias, but it is so s-xist and racially biased. I’ll be honest, I work in a department where women make up 91% of the staff. It’s a specialized profession that requires a 4-year degree, but it’s not related to math or science. BP has a bias for women being in “liberal arts” roles. So I feel bad for my male colleagues. They are repeatedly overlooked for opportunities in those fields. I also feel bad for my fellow women colleagues trying to get roles as engineers, because this imbalance negatively impacts them too. I don’t see this changing any time soon. When bp claims success for diversity, we need to demand to see where the diversity is distributed in our company.
And also let’s face the fact that more often than not deference is given to those who are favored based upon the “buddy system” rather than performance or “inclusivity reasons”. Just the way of the world at BP. We are fortunate that for now at least a decent severance awaits. Bad bad job market though.
So the unfortunate issue is that “inclusion” as bp has defined it is a zero-sum game. There are a limited number of roles available at bp. If there is a preference (bias) for a certain “type” of person over an equally qualified person, then someone is by definition excluded. Let’s be honest with ourselves.
You know your in trouble when the id–ts like you. It means you are one of them.
Celebrate your diversity :)
You don’t have 7months to perform - it’s based on last three years of my plan.. so you can’t do F all for 3 years then start trying now!
Gee, you now have about seven months to perform for them to assess you. Well, no big surprise - they need to know where everyone's ranked before they make their decisions. It was a pain when I was there and still a pain today. Everything is subjective. This time around, your boss who does the ranking won't know if he/she will still be there a couple months from then. Best wishes folks.
Yeah!!!! What’s inclusivity??? I’ve never heard the term “inclusion” used at bp before. I have nO iDeA wHaT tHaT MeAnS! Hahahahaha
What's inclusivity?
They normally need 4 or 5 scores that can be manipulated (moderated in BP speak) to get the “right” answer.
Anyone judged not to fit in BP should take it as a compliment.
What does that mean? Please do tell.