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Background: Respecting Diversity is a Core Value
Policy on Nondiscrimination
Approach: Creating an inclusive Workplace and Diverse Work Force
Performance: U.S. Employment and Senior Management Data
Background: Respecting Diversity is a Core Value
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| Employees Ken Davis and Linda Horton amidst colleagues in Houston. |
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Respect for diversity is one of ChevronTexaco's core values. To us, this means appreciating the uniqueness of individuals and their varied perspectives and fostering an inclusive environment where every person can fully participate. Throughout our global operations, we encounter diversity in a variety of forms, and we recognize that in different parts of the world, diversity is defined differently. ChevronTexaco defines diversity in the broadest sense to include attributes such as race and gender to experience and personal style. We believe promoting such diversity and developing a work force that reflects the customers we serve, the countries where we operate and the partners we work with are essential for our long-term competitiveness.
In the United States, Texaco settled a significant class-action employment discrimination lawsuit in 1997. The suit, Roberts, et al. v. Texaco Inc., was brought by 1,400 individuals who were current or former employees of the company and alleged that Texaco discriminated against African Americans in pay, promotions and workplace behavior. The settlement agreement included a payment of US$115 million to the plaintiffs, along with a one-time salary increase of about 11 percent for current employees in the plaintiff class.
As part of the settlement agreement, an independent five-year Texaco Task Force on Equality and Fairness was created. The role of the task force was to oversee Texaco's and, after the 2001 merger, ChevronTexaco's, implementation of a comprehensive human-resources program designed to help ensure fairness and equal opportunity for employees. When the task force released its final report before disbanding as planned in 2002, it noted, "ChevronTexaco has been a responsive partner and has enthusiastically assumed responsibility for the human resources initiatives previously undertaken by Texaco to promote fairness and equal opportunity for company employees."
ChevronTexaco's approach to diversity reflects the knowledge that Texaco gained as part of the settlement agreement and task force review. Our vision is to be recognized globally as a leader in diversity, and we are committed to continual improvement.
Policy on Nondiscrimination
ChevronTexaco's Employment Policy states that in any aspect of employment, no individual will be discriminated against based on race, color, religion, gender, national origin, citizenship, age, sexual orientation, disability, veteran status or other status protected by law.
Approach: Creating an inclusive Workplace and Diverse Work Force
We use a variety of tools, strategies and approaches to help attract, retain, develop and support a diverse, world-class work force. ChevronTexaco also takes steps to provide a working environment free of discrimination or harassment. For example, since the early 1990s, the company has required all U.S. employees to take anti-harassment training. The company does not tolerate retaliation against employees who exercise their rights under existing anti-discrimination laws.
ChevronTexaco's executive-level Human Resources Committee oversees corporatewide diversity programs and activities. The company's Global Diversity Manager, who is responsible for the company's strategic direction, objectives and metrics related to diversity, reports directly to ChevronTexaco's CEO. Many ChevronTexaco operating companies also have their own Diversity Councils that develop programs to foster diversity as is applicable in their respective locations. As part of the annual review process, most employees develop and are then assessed against a Diversity Action Plan that describes how they will support diversity. For members of ChevronTexaco's executive and management committees, performance against their Diversity Action Plans is a component in determining individual compensation.
In the United States, through our Minority Outreach Program, we work with and contribute to a variety of outside organizations that support or help attract minorities into the disciplines we hire from. For example, ChevronTexaco partners with the INROADS scholarship and internship program, which helps prepare minority students for management careers. As part of our campus recruiting process, we recruit at several historically minority colleges and universities as well as through minority organizations at other universities.
ChevronTexaco also supports a number of employee networks and affinity groups that bring together employees with common goals, interests and backgrounds. The groups focus on mentoring, development, recruitment, community volunteerism, cultural awareness and support for the company's diversity objectives. Membership in the networks has grown to almost 4,000 employees worldwide.
Performance: U.S. Employment and Senior Management Data
In the United States, companies are required to submit annual reports on the composition of their U.S.-based work force to the Equal Employment Opportunity Commission (EEOC). See the table below for a summary of data submitted to the EEOC.
Over the past several years, we have made continued progress in increasing representation of minorities and women in our work force, despite an environment of minimal hiring and downsizing. ChevronTexaco also continues to be successful in hiring women and minorities in fields where they have been traditionally underrepresented, such as petroleum engineering. In the United States, of the 151 college recruits who accepted ChevronTexaco employment offers in 2002, 46 percent were minorities and 34 percent were women.
Globally, we are committed to increasing the representation of women and non-Caucasian males in senior-level positions in ChevronTexaco. At the end of 2002, of 317 executive-level positions, 16.7 percent were held by women or non-Caucasian males. In 2002, ChevronTexaco established a diversity objective for senior-management positions, including incorporating the objective into the incentive bonus plan, and we plan to monitor and measure our progress against it over time.
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An innovative mentoring program helps ChevronTexaco Global Lubricants cultivate a diverse management team. Read full case study.
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