Here is another opportunity to tune in, turn off the speaker, and minimize and charge your time while staking a nap for yet another opportunity for the Stinky to drool while spouting lies and B S.
WTF! Demographics? We all know the demographics of T. Anyone over 40 is worthless and needs to leave T. Actually, every employee in the US needs to leave T so that you can be replaced by someone in India.
So why waste an hour of our lives Stinky? We don't want to hear you bloviate your BS!
Go away!
" WTF! Demographics? We all know the demographics of T. Anyone over 40 is worthless and needs to leave "
This has been basically the speech for the last 10-20 years at T (that I experienced anyway). 30 years olds should take note.
T definetely uses contractors to get around the diversity laws mandated by the government.
They don't advertise demographics by age. Wonder why?
And claimed the older people affected by the benefits cuts were a minority. Shouldn't that make us a group that gets preferential treatment? That's so sad it even made me laugh but that's what AT&T thinks of keeping it's commitments. Another laugh.
@1pkn+ is absolutely right. The company has no clue on how to measure competency and promote qualified people into manager roles. HR is useless and Quantum and the likes is Facebook with a different color scheme, and no objective measurements.
The demographics card is nothing but a distraction, it does nothing for competency and does not elevate minorities as the company would claim. Titles don't mean a thing where people are arrogant, incompetent, and clueless about what they are doing. It starts from the top and roll down hill.
I’m 100% on board with inclusion when the person has equal or better qualifications. When you “include” just to brag about how much you value inclusion you lose me. I have been an outside tech for 33 years. Hands down, the best supervisor I ever had was the first supervisor I ever had, and he was a minority. He knew the job inside and out and could do your job. He could answer any questions someone had and he could show you how to do the job. That was back when competence mattered. The worst supervisor I ever had was also a minority. He didn’t know his head from a ho-e in the ground. He didn’t last long at all. We found out later that he was only hired because our Area Manager had no minority direct reports. The best Area Manager I have ever had was a woman. She didn’t micro-manage, she didn’t pretend to know everything about what we do, but she was absolutely fair with everyone and she was well respected. Conversely, the worst Area Manager I have had was a white male. He knew nothing about what we do, yet he constantly showed up at job sites barking orders. He showed up once while we were fault locating. After listening to him tell us how we were doing it wrong, one of the guys handed him the A frame and locator head and said, and I quote, “Since you know every g-d thing, show us how it’s done.” He couldn’t, and that was the last time we ever saw him in the field. In my 33 years at this company one thing has always been true….Competence matters when you need to get the job done, all the inclusive stuff..not so much.
The contractors really should be included in the demographics. the percentage of White vs non White would be very different than what they display on the power point decks.
So you are saying that a company built with resources that care more about identification pronouns, how many people with similar skin color, or se-ual preference is going to out perform a group of hard working, dedicated, and committed resources? Sounds like something our leadership would come up with. What could possibly go wrong?
Diversity and Inclusion focus will make AT&T fail faster. Certain groups can't be helped when they don't have what it takes to be successful. Look at how far behind Africa is than the rest of the world. Nothing can be done to make them successful when they have no business acumen. Stankey is incompetent and AT&T continues to degrade.
ATT CEO Demographic - 1 Jackwagon Degenerate Psychopath with Other People's Money and Lives.
Nice that Stankey spends time connecting with workers.
So does this mean you are unhappy workers here at AT&T?
How about demographics for contractors? Better yet, report comparison between employees and contractors, align executive pay with employee numbers. Obviously, there isn't a great need for people managers up the chain, since large parts of the company are being chop out and rebadge.