diversity and inclusion
Diversity and inclusion are cornerstones of our values, which we call The Chevron Way. As core values, diversity and inclusion are critical to developing the 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 operate. We have an inclusive work environment that values the uniqueness and diversity of individual talents, experiences and ideas.”
Our diversity and inclusion initiatives have earned recognition from several prominent and leading diversity organizations and publications.
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 2017, and for the 13th 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.
Chevron was named one of Glassdoor’s 25 companies for internships in 2015.
about the distinction
for diversity and inclusion
Chevron was named one of the 2016 top 30 American companies committed to diversity and inclusion for LGBT, people of color, women, and people with disabilities by the National Business Inclusion Consortium.
best companies to work for in America
Business Insider ranked Chevron No. 12 in the 2016 list of the top 50 companies to work for in America.
see the list
Chevron was named one of Glassdoor’s 50 Best Places to Work in 2016.
see the list
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 12 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 and inclusion 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 15 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
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, creativity 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 & Association Relations
Through our University Partnerships and Association Relations (UPAR) program, 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, including 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.
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 networks also offer 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 are vital assets 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.
To promote diversity and inclusion, we’ve formed more than 15 diversity councils at the local level whose members help align diversity plans with business strategies.
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, guidance on personal diversity action plans and lunchtime diversity learning sessions.
Employee resource groups
In 2016, an estimated 20,000 employees – nearly 40 percent of our regular workforce – participated in Chevron’s many employee networks that celebrate and explore diversity. These networks act as a resource for attracting and retaining new talent, providing formal mentoring and coaching to facilitate the transfer of knowledge, skills and experiences throughout the company, and enhance Chevron’s reputation through community activities and outreach.
Supplier diversity program
In 2016, we spent more than $560 million on goods and services from woman- and minority-owned businesses in the United States. We spent approximately $1.8 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 2016, an estimated 20,000 employees – nearly 40 percent of our regular workforce – participated in our 12 employee networks.
Australian Indigenous (Boola Moort)
Boomer (baby boomer employees)
ENABLED (employees with disabilities)
PRIDE (LGBT employees and allies)
XYZ (early- and mid-career employees)
values in action: adriana
Adriana, who works in information management, talks about the importance of diversity and inclusion 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 2016, 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 2016, 94 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. More than 2,300 employees were active in Horizons in 2016.
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 with employees on a wide variety of other topics.
Every three years, we conduct a survey of our employees worldwide to understand their level of engagement, assess Chevron against the attributes of a high-performance organization, and measure the impact of our people development programs. This survey is supplemented by Pulse Surveys of our employees, which measure our progress and reinforce Chevron’s high-performance behaviors.
We’re promoting an inclusive business environment, one supplier at a time.
the chevron way
Our values distinguish us and guide all of our business activities and decisions.
Our respect for human rights is rooted in our values and applies wherever we do business.