… listening to SM … I am horrified.
Cannot believe that this guy is still doing the same old sh-t which did not work out during the last 3 years. Telling us about how difficult his job is (not mentioned his salary) and how great his DEI direct reports are makes me 🤮.
I am still here because I want to change something to the better - but with this message I guess this is no longer possible.
… and he is not even spending time to give his view to the disastrous figure delivers yesterday. It’s a shame.
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Apparently DEI and cheap labor is their motto. Forget hiring and retaining the best people. You let them go or walk away and instead take the route to nowhere.
Never figured out the allure of SB. His use by date was a decade ago.
where was the DEI when the old white guy CTO called public cloud a "fad"
He has never been impressive. Doesn't inspire confidence in the health of the business and no one ever says "I wanna be like Steve".
Just a failed individual that all rank and file employees have to put up.
Tdc needs a fresh capable leader. This bloke needs to go.
Losers complaining about DEI? How’s that DEI working out for you? Maybe as you lose your livelihood, you’ll have a different view of useless diversity hires.
Same old same old glad I was made redundant. Tried to palm me off until they had to deal with my lawyer. Funny how their stance changed.
I saw this on another post a while ago on here.. re-posting that authors thoughts because it appears relevant for this subject. You be the judge...
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.
2020: “we are aligned with the market. 2021 is going to be a great year for us!”
2021: no growth, disappointing ARR. “we are aligned with the market. 2022 is going to be a great year for us!”
2022: no growth, disappointing ARR. “we are aligned with the market. 2023 is going to be a great year for us!”
2023: no growth, disappointing ARR. “we are aligned with the market. 2024 is going to be a great year for us!”
2024: no growth, disappointing ARR. “we are aligned with the market. 2025 is going to be a great year for us!”
It’s the same message every year. There comes a point where you stop believing what leadership says. The only thing that will turn this company around is new leadership.
I am not complaining about DEI.
I am complaining about bringing this on the table while we have bigger issues to solve. There is no need to discuss DEI - we just have to respect it.
I knew there would be some loser on here complaining about DEI again.