Recommendations for Successful Corporate Change
There were two major issues that needs to be addressed by Chevron. These were the following: discrimination in the workplace and the company undermining community safety. Chevron, being an established, global leader in the production of energy and its by-products needs to step up to give sound solutions to these identified issues.
In order to reinforce the much needed change in the company’s culture, change must be initiated beginning from top management down the line. To get everyone on board, it is recommended that the issue be addressed in a structured manner. The company must follow a step by step transparent process: orientation, diversification, and socialization.
With the company’s Human Resource Department leading this cultural change, programs must be put in place beginning with establishing a common definition of what discrimination means. There should be a clear and precise understanding of the definition and its adverse effect on one’s working environment and eventually, to the company.
The next step would be for the company to encourage the employees to accept diversity in the workplace, why the company is better off with a diverse culture as opposed to having a cultural majority and discrimination of the minority. There is strength in diversity, which offers several advantages including strengthened adaptability, increased range of service, a well of views and opinions and effectivity of process execution. With increased workforce diversity, top management will have a ready pool of different minds thinking alike, working for the common goal. Different experiences will come into play, multi-talented individuals bringing in solutions of varying points of view, will definitely provide for different mindsets for top management to ponder on. Also, with a diverse workforce, the company is presented with varying levels of skills, talents and experiences, providing its valued customers with services on a global scale. Having a workforce that is multicultural, provides a platform for success that utilizes education and experience from all over the world, and honing these skills for the company’s benefit. And lastly, with a diverse workforce, management can draw from them necessary strategies to meet business objectives. Chevron could start networking out into their community and start funding programs that support LGBT, minority groups, environmental programs and disability awareness. This will bring knowledge, education and awareness among their diverse work force and among the work community.
Lastly, the company should also have well integrated workforce where the majority are made to mingle either in departments or social activities, with the minority. Many various cultural diversity trainings and strategies can be implemented at Chevron such as, zero tolerance to both disrespect and discrimination, specific recruitment programs to promote growth in the minority workforce, establishing connections with minority companies and women-owned companies, additional sensitivity trainings, non-violent resolution trainings, orientation and training programs focusing on diversity, and organizational authority structure.
With all these programs in place and implemented, Chevron can now reap the rewards and eventually change how the industry sees them and most especially how their employees perceive the company and its top management. With the work that Chevron has given towards changing their image, they might now be in the position to influence other corporations to follow suit and restructure their organizational culture.
Works Cited
“Harnessing Diversity for Global Success: Thales Canada.” Diversity in the Workplace. Web. 22 Apr. 2016.
Greenberg, Josh. “Diversity in the Workplace: Benefits, Challenges and Solutions.” The Multicultural Advantage. Web. n.d.
“Resolving Human Rights Issues in the Workplace.” OHRC: Ontario Human Rights Commission. Web. n.d.
