Our HR training says diverse organizations perform better. Thanks goodness for DEI at TDC. Imagine how bad our results would be without it…our stock would be under $20. HA, KCC, and JW saved our company!
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I think having diversity in your organization is great but your candidates should be qualified. Teradata does have some awesome, diverse employees that do amazing work, but they also have some that are not qualified and milk the system because they know they can’t be fired. In my department, we have someone who checks a lot of boxes but doesn’t have a clue how to do their job. They are constantly embarrassing us and we are overloaded with their work. The company is good about trying to accommodate and provide additional training but this person said they didn’t want to learn anything new and we were told to deal with it to prevent a potential lawsuit. That is a total system failure.
"The smarter people are having a good chuckle until we decide you’re not worth bothering with".
Yeah, you sure seem like you are having a good chuckle, posting on a forum where people come to bemoan the imminent failure of their employer and try to gather some inside intel on whether their department got hit with layoffs in the last round or not
My friendly advice to you, is do what I did in 2023 and LEAVE that cesspool. And when you start your job search, you may be surprised to find other companies doing the DEI thing and succeeding at it. Teradata is done, because of incompetent leadership. It's late-in-the-game DEI program was hamfisted and more a symptom of the rot that started there long before "DEI" was even a twinkle in anybody's eye.
Wow. That is a very well thought out statement.
IMHO-- DEI initiatives often attempt to create fair and innovative workplaces, but they can backfire when implemented poorly. Legal risks tend to present themselves when hiring practices prioritize quotas over qualifications, leading to accusations of reverse discrimination. The cost of DEI programs—training, consultants, and policy changes—can be hefty. Without clear metrics showing improved performance or profits, these efforts seem more symbolic to me than strategic.
Beyond the financial risks, from everything I read online, DEI initiatives tend to strain workplace morale. Employees hired under such practices might feel tokenized, while others may feel overlooked, fostering resentment rather than unity. A one-size-fits-all approach to diversity doesn’t account for the unique needs of different industries or teams, making it more of a corporate checkbox than a genuine strategy. I think that if companies truly want to thrive in the quarters ahead, they should prioritize merit and adaptability over rigid diversity frameworks.
DEI is proven to fail. It's just a tick in the box to make one feel good. There's no point slapping oneself on the back saying what a great job you've done only to have the house around you burn to the ground. You only have to look at the failed results over the past decade to know that DEI has added zero value to the bottom line
DEI for DEI sake does not work. Except a boondoggle for the diversity hires.
Diversity of thought is extremely valuable IF the thoughts come from experience and in the domain of your company, in Teradata’s case analytics. It was once Teradata’s strength. However, when you hire “DEI” candidates with backgrounds converting Office 365 to cloud, or Oracle applications, or selling Cloud Services it’s a disaster. These executive hires were educated on a 2010 Teradata pitch prior to hire and that was the extent of their “knowledge” of Teradata and industry prior to running the company.
All they did was chase off the old white guys that knew what they were doing.
I was layed off and replaced by a younger woman. She lasted 6 months and moved on. They replaced her with another woman who also shortly after being hired moved on.
Now all the tribal knowledge is gone and nobody knows how to keep the plates spinning.
This happened in all different groups at Teradata.