A former Olympian’s claim that she was forced to resign from her high-paying FIFO job at energy giant Chevron due to a ‘toxic’ work environment has been dismissed by the Fair Work Commission. Thea Slatyer, a former captain of the Australian women’s national soccer team, the Matildas, alleged that persistent gendered language and exclusionary practices led to her resignation from the Gorgon LNG project at Barrow Island.
Slatyer, who joined Chevron in August 2023 as the only female area inspector, stated that her year-long tenure was marred by ongoing sexism. She reported being subjected to terms like ‘lads’ and ‘fellas,’ being excluded from critical communications, and assigned less complex tasks. Despite her efforts to address these issues, she felt they hindered her ability to contribute effectively.
Claims of a ‘Toxic’ Workplace
In her statement to the Fair Work Commission, Slatyer described the Chevron site as a ‘toxic’ environment that posed a significant barrier to diversity. She argued that the culture directly undermined Chevron’s efforts to retain women in the workforce.
‘The issues that led to my resignation accumulated over 12 months, starting from when I joined the area inspector team at Gorgon, a historically all-male and ego-driven environment,’ she said.
Slatyer claimed that the behaviors she observed left her feeling unsafe and unsupported. She also argued that Chevron’s failure to address sexist remarks and implement effective anti-harassment measures subjected her to a pattern of bullying, impacting her health.
Chevron’s Response and FWC’s Ruling
Chevron offered Slatyer the opportunity to work from the Perth office temporarily while addressing her concerns. However, she was dissatisfied with the offer, citing a lack of assurances that the issues would be resolved. Chevron’s human resources manager, Rebecca Ricci, acknowledged unconscious gender bias as an industry-wide challenge that would take time to improve.
FWC Deputy President Gerard Boyce ruled that Slatyer’s resignation was not forced, as she had options available to address her concerns. He noted that Chevron had measures in place to support a safe and inclusive workplace.
‘A forced resignation requires there to be no other option,’ Boyce stated. ‘Ms Slatyer has failed to demonstrate any action on the part of Chevron which could be objectively said to have put her in a situation where she had no choice but to resign.’
Industry Challenges and Future Implications
The case highlights ongoing challenges in industries traditionally dominated by men, such as mining and energy. While Chevron’s efforts to address gender bias were noted, the ruling underscores the complexity of creating inclusive work environments in such sectors.
Experts suggest that companies need to implement comprehensive diversity and inclusion strategies, including regular training and clear reporting mechanisms. As industries evolve, the pressure to cultivate respectful and supportive workplaces will likely increase.
For Slatyer, the decision represents a significant setback. However, it also brings attention to the broader issue of gender bias in the workplace, encouraging dialogue and potential policy changes in the future.
As the industry grapples with these challenges, the focus will be on how companies like Chevron can continue to foster environments where all employees feel valued and supported.
