In your time at Comcast, have there been moments where you felt your voice wasn’t fully heard? If so, do you think gender dynamics played a part?
11 replies (most recent on top)
I haven’t but I’ve personally been a victim of retaliation because I reported s-xual harassment to my supervisor, who at the time I didn’t know was friends with the person I accused.
To @57z+1jthk60ep
Cry us a river.
In over 3 decades of experience working there, the opposite of your claim would be closer to the truth.
More victim mentality from an obvious entitled chronic under-performer.
If you are white and straight. You will get assigned twice as much work as your peers, your projects will get credited to minorities on your team, and eventually you will get laid off even if you are a top performer.
@g5 In my own experience, I’ve seen women in positions of influence who have been extremely nasty to male colleagues, sometimes dragging them into situations where it becomes almost impossible to work as a man. I’ve seen teams where it’s 70% women and 30% men, and I’ve talked to several guys who felt it just wasn’t worth it to work there anymore because of the way they were treated.
I’ve even experienced this myself—I had to forcefully transfer out of a team because the dynamic got so toxic. It’s not always talked about, but it’s a real thing, too.
stop complaining!
Comcast has had its fair share of s-xual harassment complaints in Pennsylvania, I’d be careful if I were a woman working at this company
Comcast has a serious misogyny problem. It’s packed with bloated male VP roles that add little to no value. In many cases, it’s just another layer of ego, not leadership.
Meanwhile, smart, capable women are held back, expected to prove themselves ten times over, while less qualified men continue to get promoted based on familiarity, not merit. If we’re talking about cutting waste and building real leadership, start there.
It’s disappointing how often HR plays the long game of performative allyship. There are employee clubs and “identity groups” that are supposed to create safe spaces, but too often they turn into echo chambers where nothing truly changes. I’ve seen leadership cosplay as champions for women and underrepresented groups while continuing to hire women they can control, or token LGBTQ+ individuals just to check a box. The truth is, it’s less about equity and more about optics. HR allows it to happen and, in some cases, protects it.
Extremely. On top of gender roles, there was definitely bias based on religion and race too, especially from past political climates seeping into the workplace. Promotions going to those from similar ethnic backgrounds despite not being as qualified or incompetent. Those who spoke up being seen as "difficult" and then laid off. Managers and directors not caring or snakelike, including some members of HR.
The misogyny in this company runs deep and I've witnessed it create camaraderie among the men who feel they are safe if they laugh together and roll their eyes at women. The damage these attitudes can have is exponential and it's pretty awful across many organizations and business units. I left a year ago and can't believe I spent so many years thinking there was something I was doing wrong when I was really just in a deeply messed up environment.
In my first in-person meeting with my manager and one-over, they both bragged about surviving being taken to HR by a lady who wouldn't put up being disrespected and talked down to.
As a male manager who actively advocates for women’s growth and promotion at Comcast, I’ve seen firsthand how challenging it can be for women to be heard especially in spaces dominated by white male voices, like parts of the TPX GTO organization. I’ve watched talented women have their ideas dismissed, spoken over, or later repeated by others who then receive credit.
I’ve even heard them labeled as “too emotional” simply for asserting themselves language that would never be used to describe their male peers.
If we’re serious about equity and leadership development, we have to start by calling out these behaviors, holding people accountable, and creating real pathways for women to be recognized for their contributions not penalized for expressing them