ESG Report - Report - Page 54
Attracting the Best Talent
We strive to hire
the best and
brightest talent.
900+ New
Employees
in 2022.
In 2022, we continued to
enhance our recruitment
process to ensure that Valero
attracts the most qualified
candidates from a variety
of backgrounds. Our hiring
practices support efforts to build
the best teams, through robust
interview protocols; expanding
recruiting efforts to broaden our
pool of qualified candidates;
conducting blind resume
reviews; creating inclusive job
postings; and partnering with
external recruiters. Our policies,
training and guidance for hiring
managers ensure that new talent
strengthens our culture in order
to bring innovation, a range of
skills and expertise, and unique
perspectives to our workforce.
Recruiting
Highlights
Hiring Training –
Hiring managers and
college recruiting
teams are required
to complete interview
training, which
Valero IT
provides tools to
professional.
ensure that all
applicants receive fair
and equitable treatment in the recruitment and hiring process.
Expectations and Standards – We provide equal opportunities for
applicants to ensure inclusion of women, minorities, veterans with
protected status and qualified individuals with disabilities. Valero’s
Code of Business Conduct and Ethics further outlines our expectations,
including zero tolerance for workplace discrimination based on race,
ethnicity, religion, sex, sexual orientation, disability, gender identification,
age or any status protected under applicable law, or harassment of any
kind.
Reporting Systems – We provide a confidential crisis hotline to all of our
employees. Additionally, all contractors and employees have access to a
confidential, toll-free Ethics Helpline that is independently operated and
available 24 hours a day, seven days a week to report concerns.
Women at Valero
Valero values the impact and contributions
made by women throughout the company.
For women in professional and operational
roles, Valero provides programs and
resources that support peace of mind
at different stages of life and career
progression.
Five-Year Impact
Women in Executive
Leadership
2018
2022
Change
11%
16%
45%
17%
20%
18%
17%
21%
24%
(VP and above)
Women in Senior
Leadership
(Director and above)
We continue to improve our gender
demographics with respect to women’s
achievement in leadership and in closing
gender gaps in voluntary terminations,
which now differs by less than 1%.
54
Women in
Engineering
