The recent conversation at the Wells town hall about G for life does not apply to the opposite gend. Most Gs fems are speed tracked, exactly told what to do to progress, minor routine things are highlighted as major accomplishments, and G to F in 3 years or less for these gend. Jim O could have just said this retirement at G applies to men only, while we see so many incompetent F and E every day.
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BP is not the only company where this happens, I can tell the trend is thru near downtown HTown.
@jk I will believe it when I see it in Wells and digital. Calendars so full and most of the meetings are gossip and making up issues that were non issues in the first place so that they can solve it.
@dp Sure - I spent 9 years of my life at BP and still know a lot of people that work there, so I check up on it from time to time. Nothing wrong or unusual with that. Almost a decade is a long time.
@hf most non-operations functions have already corrected for this problem. They have let go most F-level people who aren’t truly SLLs.
As of early 2024, bp leaders were publishing “DEI Scorecards”. I saw one from a business with a 40% target of females in SLL positions (E and F).
But with Trump + new CEO I’d say it’s much more fair now. Meg has explicitly said to group leaders that she’s looking to change the culture of BP.
Also, there were way too many individual contributor grade F’s. In the refinery a Grade F is the maintenance manager for the entire refinery (50+ people beneath). But in Houston a grade F was just an individual contributor with no people or P&L responsibility that comes into the office 1 day a week. I can see why she wants to change that culture.
@c2 no, just be fair. Do not ask qualified males to withdraw their applications to a role because you have already made up your mind for a fem. There are a lot of amazing fem leaders at Bp, but even the amazing ones support the mediocre ones. Same things likely happen for M s too. It’s just does not feel like a meritocracy. Perception and biased interpretation all around to the convenience of who they want to pick.
@dp Likely to remind himself that leaving was the right decision. BP is still as messed up as it ever was and a lot has not changed since that time. If anything, it’s probably worse.
@d9 you're reading the layoff board of a company you left 6 years ago?
The push for F for F was obvious when they gave us spiels in town halls ~2020 about how they were keen to have leadership align with the cultural makeup of society (ie: change up the predominately white CIS male leadership). I was on board with that because a mix of views and backgrounds can promote innovation and mitigate groupthink, PROVIDED THOSE NEW LEADERS ARE QUALIFIED. Then Starlee announced her new leadership team for GOM and of ~10 people, 9 of them were women. What society does that represent?!?! The Lilith Fair concert festival? Even as a “F” gen myself, I knew then it was all BS. That prompted me to EOI in 2020 after 9 years of dedicated service and I have never looked back. Good luck finding a WM at Westlake now. And the health center pretty much has no one other than Hall that is yt when it was already quite diversified previously.
The company is very open that it positively discriminates in order to improve gender diversity statistics. If you’re male, best find a US listed operator and head there, UK went woke.
So you're saying the distribution of H>G promotion favors men? That we need more women retiring as a G instead of an H, keep it balanced?
@ab really, how so, when I have first hand knowledge of these open biases?
@OP This is not solely in Wells but throughout the company. VP's (e.g. Projects) open said they have a target to make for fem promotion so they fast track them. Skills, competence, history of delivery are treated as secondary. DEI was used as the excuse, but it really focused on fem's and not other aspects on diversity.