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African American Employees

There are numerous proofs that Texaco is discriminating against its African American employees. The black employees in the company are placed in there for reasons other than their competence and abilities. Black employees were hired simply to improve the company’s racial percentages. They were hindered promotion and if it so happened that they will indeed be promoted, it would take twice as long as their white counterparts. The company overtly uses tactics so as not to advance the blacks.

Of course, Texaco says otherwise. They claim that they are not a discriminating company at all. That they have explicit company policies, and have established diversity programs; that their company’s code of conduct clearly states that each person deserves to be treated with respect and dignity regardless of race, religion, and sex. And that they, as a company, have action plans to set diversity goals; and they have diversity trainings to support it.

But these are clearly just on the surface. Black employees do feel the air of discrimination haunting them. Statistics shows that compared with other companies, Texaco has a lower number of black employees overall. Texaco’s black employees were relatively paid lower than the whites. It would take 15 years for

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a black to be promoted compared to less than 10 years for whites. The clandestine conversation that was recorded and brought into the open says it all. The high executives themselves are admitting, without their knowledge, to the discriminatory charges placed before them. They outwardly said that black jellybeans don’t mix well with others. These jellybeans are the exact representation of employees coming from the company’s own diversity trainings. The executive’s that said “all the black jellybeans seemed to be glued to the bottom of the bag” simply suggests that the black employees in their company are there at the bottom of the rank, stuck together, immobile.

Bari-Ellen Roberts, a black executive in the company, has added her personal experiences to these charges. She, together with other black employees, has narrated in open court what she has gone through as a victim of racial discrimination inside the company she belongs to. She was given unsatisfactory evaluation ratings for airing her views, and an inexperienced white male was promoted to a position which is rightly hers to succeed. In another instance, a black supervisor has complained of being given inept people, therefore rendering him inept as a superior as well. And one of his white subordinates was given permission to report to a higher superior than him, only to prevent him from reporting to a black guy.

These are the strong evidences proving that Texaco are indeed discriminating against their black employees. The proof offered against them is long and concrete compared to their ambiguous statements that they are a fair, equal opportunity company.

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