diversity and inclusion

we’re a proud proponent of diversity in the workforce, and we encourage a diversity of ideas

Diversity is one of the cornerstones of our values, which we call The Chevron Way. As a core value, diversity is critical to developing a talented, high-performing workforce needed for ongoing business success. The Chevron Way’s focus on people has helped establish a culture that attracts, develops and retains more diverse talent. The Chevron Way states: “We learn from and respect the cultures in which we work. We value and demonstrate respect for the uniqueness of individuals and the varied perspectives and talents they provide. We have an inclusive work environment and actively embrace a diversity of people, ideas, talents and experiences.”


Our diversity and inclusion initiatives have earned recognition from several prominent and leading diversity organizations and publications.

2015 catalyst

Chevron was honored to receive the prestigious 2015 Catalyst Award, the premier honor for companies committed to expanding opportunities for women.
about the award

corporate equality index

In 2015, and for the 11th consecutive year, Chevron achieved a rating of 100 percent on the Human Rights Campaign Corporate Equality Index, which ranks U.S. companies committed to lesbian, gay, bisexual and transgender (LGBT) equality in the workplace.
learn more

highest rated

Chevron was named one of Glassdoor’s 25 companies for internships in 2015.
about the distinction


We received the 2014 Workplace Excellence Award from Out & Equal Workplace Advocates for our dedication to achieving LGBT workplace equality.
about the award

2014 workplace
equality index

For the fourth year in a row, Chevron was named as one of the top 20 employers on the Australia Workplace Equality Index by the nonprofit organization Pride in Diversity.

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best places
to work

Chevron was named one of Glassdoor’s 50 Best Places to Work in 2016.
see the list

for women

Chevron was selected as one of the Top Corporations for Women’s Business Enterprises in 2014.
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diversity leader,

In 2012, Chevron received the Diversity Leader Award from the Profiles in Diversity Journal for communicating the company’s commitment to diversity and for sharing diversity best practices.

corporate diversity leadership

Chevron received the 2012 National Society of Black Engineers’ Corporate Diversity Leadership Award for demonstrating outstanding efforts to create an environment to attract, retain and support minority technical professionals.
about the award

a number of firsts

We’re proud of being the first major integrated energy company to:

  • Offer domestic partner benefits to employees.
  • Fully implement trans-inclusive health care benefits.
  • Include sexual orientation in its nondiscriminatory policies.
  • Achieve a perfect score for 11 years in a row in the Human Rights Campaign ranking of U.S. companies committed to LGBT equality in the workplace.

we are all accountable

Reinforcing the critical importance of diversity to business performance, The Chevron Way holds everyone accountable in advancing diversity at all levels of the company. Many of our more than 51,000 employees, from the CEO on down, have diversity action plans as part of their annual performance evaluation. These plans, which can be tied to compensation, are critical in order for us to achieve our diversity goals. Our CEO chairs the Human Resources Committee, which establishes the diversity vision, strategy and metrics and tracks progress on diversity in leadership.

More than 20 diversity councils are focused on promoting diversity and inclusion at Chevron. Council members serve as resources for members in their respective organizations to help align diversity plans with business strategies.

the chevron way: engineering opportunities for women

the chevron way: engineering opportunities for women

Recently, Chevron was honored with the Catalyst Award for efforts related to attracting, retaining, developing and advancing women at Chevron. Hear from executives and employees about the company’s 20-year journey to increase diversity and inclusion in the workplace.

what we’re doing

By respecting the unique talents, experiences and perspectives of our workforce, we gain the flexibility and ingenuity that help us excel.

Talent recruitment and retention
We partner with several nonprofit organizations to promote awareness and provide best practices and resources on recruiting, retaining and developing diverse talent.

University Partnerships and Association Relations (UPAR)
Through UPAR, we help bring together schools from around the globe to strengthen faculty, curriculum and student development and to encourage diversity of thought. UPAR has forged strategic relationships with more than 130 colleges and universities and associations to attract the most talented students and build organizational capability. In the United States, UPAR provides support to select universities and historically black colleges and universities to encourage minority participation in science, technology, engineering and mathematics – disciplines vital to the goal of meeting the world’s energy demands.

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We have an incredibly talented workforce willing to share its knowledge in our various mentorship programs. All employees have the option to find a mentor on their own or with the help of a supervisor, through programs specific to their business unit. Our employee network also offers formal mentoring programs.

Personnel development committees
We value the importance of managing work/life priorities by offering flexible work schedules, on-site child care at some facilities, adoption assistance, dual-career couple support, scholarships and tuition reimbursement. Our personnel development committees serve as a vital asset in advancing diversity in our workforce.

Diversity action plans
Aligning with our diversity goals, employees define measurable objectives they will be accountable for – and graded on – as a part of our annual performance evaluations. These plans can be tied to compensation and are critical to achieving our vision of diversity.

Diversity councils
To promote diversity and inclusion, we’ve formed more than 20 diversity councils at the local level whose members help align diversity plans with business strategies.

Diversity training
To help ensure that our employees understand our policies and know how inclusion is practiced throughout our company, we provide opportunities such as diversity training, personal diversity action plans and lunchtime diversity learning sessions.

Employee groups
In 2015, an estimated 21,000 employees – about a third of our regular workforce – participated in Chevron’s many employee networks that celebrate cultural and lifestyle differences. They support our business by assisting our recruiting efforts, providing formal mentoring and coaching, and actively participating in community outreach.

Supplier diversity program
In 2015, we spent nearly $800 million on goods and services from women- and minority-owned businesses in the United States. We spent more than $2 billion on goods and services from U.S.-based small businesses.

employee network groups:
open to all employees

Our employee networks bring essential value to the business. In 2015, an estimated 21,000 employees – about a third of our regular workforce – participated in our 12 employee networks.

  • Asian
  • Australian Indigenous
       (Boola Moort)
  • Black
  • Boomers
       (baby boomer employees)
       (employees with disabilities)
  • Filipino
  • Native American
  • PRIDE (LGBT employees and allies)
  • Somos (Hispanic)
  • Veterans
  • Women
  • XYZ
       (early- and mid-career employees)
  • values in action: adriana

    values in action: adriana

    Adriana, who works in Information Management, talks about the importance of diversity within the company and how it affected her decision to work at Chevron.


    keeping our employees engaged

    To strengthen organizational capability, we develop our employees’ and contractors’ skills and experience through our Invest in People strategy.

    Workforce training and development
    As part of our Invest in People strategy, discussions focused on continually improving individual performance are held between managers and employees. In 2015, our eligible employees completed these performance discussions and set annual developmental objectives.

    Skill development occurs at each stage of our employees’ careers. For example, all new employees are expected to participate in the onboarding learning journey – including the New to Chevron workshop – within their first six months on the job. In 2015, 96 percent of new hires met this goal.

    Our Horizons program is an accelerated development program that builds the technical competency of employees who have fewer than six years of industry experience. Nearly 3,000 employees were active in Horizons in 2015.

    Workforce engagement
    Chevron strives to communicate openly with our more than 51,000 employees. In addition to our annual Worldwide Employee Town Hall, business units around the globe conduct town hall forums and meetings, addressing topics such as safety and business performance, as well as engaging employees on a wide variety of topics.

    Every three years, we conduct a survey of our entire global population of employees on their engagement, retention and wellness in order to sustain a high-performing workforce and achieve our joint objectives as a company.

    chevron supplier diversity

    supplier diversity

    We’re promoting an inclusive business environment, one supplier at a time.

    supplier diversitylearn more

    chevron people

    the chevron way

    Seven values guide all of our business activities and decisions.

    the chevron waylearn more

    cr people diversity fishing

    human rights

    Our respect for human rights is rooted in our values and applies wherever we do business.

    human rightslearn more