Well if you got the email you know who will be part of the next lay-off.
26 replies (most recent on top)
That was so laughable on so many levels. What a smoke screen. I’m already grossly underpaid comparative to peers who have less educational and experience than me. But equity in compensation is so obviously a priority. What a crock. Keep trying to convince the people that it’s about ethnicity and gender as you sit in the high tower and continue lecturing me about doing the right thing while you collect in one year what would take me 25 yrs to earn. Tools.
Looks like Title VII hasn't taken a dirt nap just yet.
“No one should suffer the indignity of losing her job because of the color of her skin. To that end, the Department of Justice will vigorously enforce Title VII of the Civil Rights Act of 1964 so that state and local governments do not close the doors of equal employment opportunity to anyone because of race,”
https://www.justice.gov/opa/pr/justice-department-secures-150000-lost-wages-and-damages-victim-racial-discrimination-case
What is not on the graph are all of the contractors and outsourced folks. This is a simple fix. Outsource more of the jobs held by the white people to contractors and foreign agents. The percentage of non-white employees would increase as a result.
"Definitely feel like I have a target on my back and no upward mobility prospects now"
You had no prospects before. You have less than none now.
So the demographics of the US Labor force are 64% White, 15% Black, 14% Latino and 17% Asian and other. s-x breaks down as 43% Male, 42% Female, and 15% Pitching for the other Team. AT&T has some work to do if they want to mirror the general demographics, however, the demographics of those available and willing to work is greatly different from the General statistics of our population; therein lays the quandary of using statistics to model a workforce. Business Leaders tilting at this Wind Mill have destroyed their organizations repeatedly over the last 20 years. Look at what happed to Xerox.
95% of my organization has no impact or say in who gets hired or fired. We have no say in the criteria or requirements in any staffing decisions. So why send the email to us? Why not just send it to the 5% that make the decisions? Things that make to go Hmmm.
Retail morale has to be at an all time low right now. Stores are being closed. Customers are fighting us on the mask mandate on a daily basis. We have to wear masks all day regardless, sanitize our table after every customer, do everything touchless, work curbside in the heat. Now today I get two emails about how since I’m a white male I’m basically subconsciously a racist and will have to take training on it, I might as well not even bother applying for management positions, and I’ll probably be coached out or laid off so they can get a minority in my place. I’m already one of two white dudes in my store. Way to kick us when we’re down. Basically decided I’m going to do the bare minimum from now on and update my resume tomorrow.
As a white male in retail I can only name one white ASM in our district. Definitely feel like I have a target on my back and no upward mobility prospects now.
That's just Randy thinking he is still in charge getting Stank to send the email as his first act on the board of mis directors.
I cant imagine the 100s of thousands of dollars they would have paid some consultant coming up with this charts...
This is the typical corporate "going after the low hanging fruit" BS. Doing the right thing is never easy, and you can count T management to avoid it like the plague. Producing stats and graphs are what they do best, will anything change in a substantive way, hell no. That is way too hard to plan, implement, and measure. This is the company that lives and dies on "what gets measured, gets done."
The top line executive are incompetent, arrogant cult of personalities. And who are they going to promote: self promoting, spineless, mindless members of their fan club. This is what going from Randy to Stank is all about, and it is happening at all levels of management. This is another reasons why all your AVP-VP-SVP-EVP sounds exactly the same, same corporate jargon, same catch phase "going after the low hanging fruit", same lame jokes, etc.
This is quite a contrast when compared to Apple, going from Jobs to Cook. You don't have like their personalities, products, or agree with their social stance. They run a successful business and charge high prices because their customers are willing to hand over their money. T changes $10 monthly fee on mobility accounts that represents zero value to the customers.
It has been long touted that T has the best network, won many diversity awards, so why are we losing customers every quarter? Why the non-stop layoffs? Yep, fixing the distribution on a chart will get us to the promised land, righttttttttt.
So if the company had 35% Black employees and 35%Hispanics and 15% Asian and %15 White would that make “Everyone” happy? I mean this is absolutely ridiculous to say we can solve racism by being racist to one group that makes up the majority of population? Whites make up 65% of the population in the US and is under represented in the company and somehow “we need to do better.”
It's almost as if they are avoiding at any cost focusing on REAL business concerns and the many strategic failures they are directly responsible for.
One would expect those in the roles of President and CEO to be rock steady and not so easily caught up in social media hysteria. Any perceived shortcoming in the employee base demographic is the result of hiring practices, and is not the fault of employees. This is another example of cause and effect where employees are expected to pay the penalty for poor leadership decisions. A business would need only review the diversity of rejected employment applications to determine the existence of racist hiring practices. Employees work most effectively without drama. Perform a proper review and then lay out the facts. Morale was already low enough.
Nailed it. ..."Yet, it's the same people that have failed to do the right thing are now lecturing us..."
Note more mandatory training for those of us that had less than nothing to do with staffing at executive levels.
Let me see if I get this straight. Both Management and Non-Management positions are more than represented based on the population. However, the executive ranks fail miserably. Yet, it's the same people that have failed to do the right thing are now lecturing us. Hard to make this stuff up.
Shouldn't we be putting executives in charge that can actually make this company successful instead?
Or is Stank admitting that basically anyone at this level is incompetent anyway, so we should just go ahead and give preference to certain races to act like we care.
- " Scott M removed and replaced by Marachel Knight.."
While I am sure she's doing a happy dance today, I hope for the love of God this doesn't happen. Having worked under her for years in various capacities, I have less than zero percent confidence in her abilities. And that has nothing to do with gender or ethnicity.
To the poster that said Xavier Williams would replace Stankey, do you understand that Anne Chow is over Xavier? Then Jeff McElfresh is over Chow? So you think he should jump two people? I like Xavier but that just doesn’t make sense. But then again many things AT&T does doesn’t make senses.
Today, Stankey furthered his deception by sending out an email to the entire company regarding Equality and system social injustice and what he plans to do with company money and resources to fix a problem that does not exist. For the record, his graph on the email showed: White employees-54%. The national percentage of whites as compared to the total population is actually 73%. Blacks on graph-19%, national pecentage-12.7%. Hispanics on graph-17%, national percentage -18.3%. Asians on graph-7%, national percentage-5.6%. So if you want to discuss equality and systematic injustice, I supposed he should talk about the low numbers for white employees and Asian employees according to the real numbers.
CornPop for CEO !!!
If they REALLY were interested in correcting the racial tilt in the executive ranks, Stankey would be let go to be replaced by Xavier Williams. Jeff M sent packing and replaced by Corey Anthony and Scott M removed and replaced by Marachel Knight. Also move Thomas Harvey to board chairman. There is no way they would perform worse and most likely would do much better than the white male incumbents.
Put the infamous PIP in place for all executives, not meeting sales goals and keep losing customers on your watch, improve or get fired, period. This is what happens to frontline CSR's, why should we expect anything less from these overpaid fat cats?
Pay close attention to the bringing pay equity practice "to every corner of the business" . AT&T is not about to grow the size of the pie they will divide up in terms of compensation. What they will do is establish a quota based on race and gender instead of performance and adjust from one category to give to another category. This hurts everyone.
Love to see that e-mail
More smoke and mirrors, promoting incompetent people to executive positions are failures all around, never mind race, gender, etc. Lots of talking heads that can't bring any real results. Just the awarding winning business unit ceo's, what exactly have they sold in the last 30 days?