Tullow Oil compare and contrast with Shell
Tullow Oil is the leading independent oil company in Africa. Since 2006, Tullow Oil has interest in two exploration licenses offshore of Ghana and over 150 licenses across 25 countries with 67 producing fields. The largest activities are in Africa and Atlantic Margins. The offshore oil field in Ghana is called Jubilee oil field, it was discovered in 2007 and began production in December of 2010. It was considered the Tullow’s largest discovery and the first oil in Ghana. In 2012, the exploration and appraisal drilling success rate was 74%. In addition, within 40 months, the discovery well was recognized as the fastest ever inclusive full scale deep-water development. Jubilee field is the key asset
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They are committed to respecting internationally recognize human rights, as set out in the Universal Declaration of Human Rights and the International Labor Organization Declaration, which implies the four convention of freedom of association and collective bargaining, forced labor, child labor, and non-discrimination. Comparatively, Shell are committed to respecting human rights. They respect their employees, contractors and supply chain workers’ right by working in line with ILO conventions and UN Global compact. The Labor practices involves primarily freedom of associate, the right to collective bargaining, non-discrimination and equal opportunity, conditions of work, adequate remuneration, forced labor, and child labor.
Equal opportunities We aim to create an inclusive environment, free from discrimination, where individual differences and the contributions of all our staff are recognized and valued and everybody is treated fairly. We have ‘zero tolerance’ for any form of discrimination and decisions related to recruitment selection, development or promotion are based upon aptitude and ability only. Decisions must not be influenced by factors such as age, gender, sexual orientation, marital status, race, color, ethnic origin, religion or belief, disability or political
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They offer scholarships, for instance, in 2013, Tullow invested $6.7 million in our flagship program, the Tullow Group Scholarship Scheme. This program offers students an opportunity to study post-graduate courses at internationally recognized Universities in the UK, France and Ireland. Over 100 students from Ghana began their studies in subjects including exploration geophysics, Oil & Gas management, law and environment science, supply chain management, petroleum taxation and finance, geographic information systems and international public
Before any legislation could be implemented, a definition of human rights had to be compiled and accepted. The Universal Declaration of Human Rights (UDHR) was approved in 1948 by th...
A member of the Corporate Equality Index by the Human Rights Campaign, receiving a perfect score for its fair treatment of GLBT employees (2004 — 2006)
Howard, J. & Gereluk, W. (2002) Core Labour Standards and Human Rights in the Workplace. International Institute for Environment and Development.
...he various writers and student. However, equality is such a varied concept no one idea could accurately demonstrate what equality is. Equality is many things to different people. As long as the words respect and fairness are included the definition is not far from being accurate. Secondly, the essay looked at the meaning of equal opportunities. The essay provided an insight into the legislation that underpins equal opportunities and also how it impacts on society. Finally, the essay gave a discussion, with examples, of how equality works within society. This has included observations from service users and members of the public. It was generally perceived that there are still inequalities in today’s modern society, mainly towards the poorer member of society. It was also accepted that these inequalities would remain in the present economic climate.
The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman & Ratnam, 2009).
There are verity of different method of obtaining information on advice about equality, diversity and inclusion that practitioners can access to –
It’s important for them to respect the rights of anyone and everyone who interacts with the corporation whether through employment, consumerism, investing and partnerships. Some companies go above and beyond to make sure they are responsible when it comes to human rights by offering on-site child care and paid family leave. [Australian Human Rights
In an ideal world, every person is treated equally when it comes to getting a job, advancing in his or her career and being treated fairly in the workplace. Unfortunately, discrimination still exists in hiring, firing and promotions; and the diversity of the workforce regrettably can cause hostility in the workplace when individuals do not appreciate and respect the differences among themselves and their co-workers.
States ratify human right treaties to enter into agreements and commit each other to respect, protect and fulfill human rights obligations. However, the adherence to human rights treaties is not ensured by the same principle of reciprocity instead to ensure compliance, collective monitoring and enforcement mechanisms were introduced.8 International organizations and treaty ...
Equality: testing segregation and abusive practices inside associations, organisations and groups Inclusive working in ways which perceive that discrimination exists, advance equality of chance and excellent relations amongst gatherings and test imbalance and rejection
Robinson, M., Pfeffer, C., & Buccigrossi, J. (2003). Business case for diversity with inclusion. Workforce Diversity Network. Retrieved January 22, 2012, from http://workforcediversitynetwork.com/docs/business_case_3.pdf
The EEO was the government’s attempt to ensure that all individuals have an equal chance for employment, regardless of race, color, religion, sex, age, disability, or national origin. Workplace diversity is fundamental to the structure of an organization, ensuring that individuals are also characterized by their differences as they are by their similarities. A desire for a diverse workplace reinforced by the need to comply with anti-discrimination legislation places a big demand on organizations.
On December 10th 1948, the General Assembly adopted a Universal Declaration of Human Rights. This declaration, although not legally binding, created “a common standard of achievement for all people and all nations.to promote respect for those rights and freedoms” (Goodhart, 379). However, many cultures assert that the human rights policies outlined in the declaration undermine cultural beliefs and practices. This assertion makes the search for universal human rights very difficult to achieve. I would like to focus on articles 3, 14 and 25 to address how these articles could be modified to incorporate cultural differences, without completely undermining the search for human rights practices.
The challenge that lies ahead probably is the need to work towards indigenization of human rights, and ensure their assertion within each country's traditions and history. The 1993 Vienna Convention on Human Rights speaks on the need to consider the importance of national and regional details as well as various cultural, historical and religious backgrounds when thinking about human rights.
Employment, Inc is committed to a policy, as stated by the Federal Employment Equity, of achieving equality in the workplace so that no person is denied employment opportunities, pay or benefits for reasons unrelated to ability. Employment, Inc is therefore committed to equal employment opportunities, as stated by the Civil Rights Act of 1964, for all applicants and employees without regard to age, race, color, religion, national origin, sex, physical or mental disability or any other unlawful grounds. In order to ensure an equitable workplace, Employment, Inc abides by a number of objectives as required by law. These objectives consist of::Workforce Survey - a collection of data on existing employees and determine those that fall into one of the designated categories.