GSP in Action - Chevron

Principle #2 – Promote equal opportunity for our employees at all levels of the company with respect to issues such as color, race, gender, age, ethnicity or religious beliefs, and operate without unacceptable worker treatment such as the exploitation of children, physical punishment, female abuse, involuntary servitude or other forms of abuse.

As stated in The Chevron Way, diversity is one of our core values. We reflect those values in our commitment to foster an inclusive workplace in which individual differences, varied perspectives and unique talents are respected and embraced. Chevron’s employment policy states that in any aspect of employment, no individual will be discriminated against based on race, religion, color, national origin, age, sex, gender identity, disability, status as a disabled veteran, political preference, sexual orientation, membership or non-membership in any lawful organization, or other basis prohibited by local laws or regulations. The company uniformly enforces all nondiscrimination and anti-harassment laws applicable to the workplace, and we apply our own policies in jurisdictions where such protections do not exist. Chevron requires all U.S. employees to take anti-harassment training and does not tolerate retaliation against employees who exercise their rights under existing anti-discrimination laws.

We are committed to increasing the representation of women and non-Caucasian males in senior-level positions corporate-wide. At the end of 2004, women represented approximately 21% of our total global workforce. At mid-level and above, women represented 9.9% of employees. At the senior executive level, women and non-Caucasian males held approximately 20.8% of the positions at the end of 2004, up from 19.5% in 2003.

Principle #4 – Compensate our employees to enable them to meet at least their basic needs and provide the opportunity to improve their skill and capability in order to raise their social and economic opportunities.

Chevron is a company of more than 47,000 people worldwide. Our success is intrinsically linked to the capabilities, performance, diversity and engagement of our employees. Chevron is committed to creating a workplace environment in which our employees are recognized and valued for their contributions and treated with dignity and respect. To succeed in diverse operating environments, we need a skilled global workforce that represents the communities in which we operate and the markets we serve. Our commitment to hire locally and develop our workforce also contributes to local economic growth and helps build the long-term capacity of our host countries. At the end of 2004, approximately 97% of Chevron’s employees were working within their home countries. Outside the United States, approximately 48% of senior-level positions were held by employees working within their home countries.

While more than 90% of Chevron Nigeria Limited (CNL) employees were Nigerian citizens in 2004, they represented a diversity of cultures, ethnicities and tribes as well as expatriates from other countries. CNL’s Diversity Council has sought to break down some of the language and cultural barriers among its employees. The program Learn a Nigerian Language, open to all employees, was launched at CNL’s facility in Lekki in 2004 and drew approximately 100 employees interested in the Yoruba, Igbo and Hausa ethnic languages. CNL also hosted Diversity Day celebrations at several company locations. CNL continues to focus on hiring and developing the skills of Nigerian citizens while cultivating a more inclusive work environment. CNL’s strategies include incorporating diversity metrics in its candidate slates and selection teams, requiring employees to develop personal diversity action plans, ensuring diversity is represented in future succession plans, and providing development assignments to employees. Broad diversity metrics include gender, tribe and state of origin.