I've got nothing. Maybe that's the real issue here.
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At Nike, promotions are driven by favoritism and nepotism. If you are a white woman, your work and ideas are used, while recognition and advancement go to others, and you are pushed down and shoved aside. If you are of Indian origin, you are handed a promotion on a platter. There is too much bias and toxic politics behind promotions, and I frankly don't think anything will truly change.
@en huh? what team is that?
I had the bad luck to be working there when MeToo blew up. I'd been on my team for a few years by then as a contractor and they magically found three FTE roles for women on our team who had only been there for months.
Z.E.R.O in a decade
What promotions? With ongoing layoffs and offshoring of most of our work and roles, honestly, we have about a year to find another job. Based on my experience with credit, assignments, and promotions, I don't see a clear merit-based path. Plus, all the biases affecting non-Indian employees.
I will share how to get a 50% raise at Nike
@b4 @b4 That list should continue right on down through the bottom rung of engineering managers. In what backwards universe does being a terrible engineer somehow qualify you for engineering management? I code therefore I can be a people leader? Doesn’t work that way and is the reason all leadership continue to act as arrogant ICs trying to do the same job they left.
@as It’s a cautionary tale. Never go full woke.
Sometimes it’s not just that they feel threatened. They simply don’t have the skills or experience to handle tough situations, especially when it means challenging the strategy or sharing bad news. So they avoid it. They are good at following instructions, but struggle in situations which require real leadership. So they tend to hire people like themselves who can execute tasks, but not think independently or lead. I’ve seen this problem at all layers, but it’s only gotten worse over the last decade.
I don't recall any merit based promotion in the last 7-8 years. I've seen plenty of promotions, some even skipping band levels, in the last 3 years, because the promoted person is firmly in the a$$ of the VP making the decisions. Some of these promotions are backfiring spectacularly (incompetence surfaces sooner or later). The crazy part is even the director isn't willing to take corrective actions because doing so will directly contradict VP's decisions.
Current Nike leadership, especially through the lower VP, Sr. Director and Director ranks definitely and actively avoid promoting people who are able to spot and fix problems. Their main purpose is building "castles" of loyalists and "yes" men/women, who will not question their decision making. If you are able to spot, fix and especially speak up about problems, you are not going anywhere.
@az current Nike leadership in a nutshell
I know many competent people who see all the problems and know exactly how to solve them but are held down because they are a threat to the layer above who just want to keep their cushy jobs.
I saw it once in my 5 years
Your leadership was too busy trying to hit DEI quotas