The ones from around five years ago and earlier made sense. I knew I was safe because I was more skilled, had been here longer, and people liked working with me. Since then, it's felt totally random, like they're just picking names out of a hat. I haven't felt safe in my position since that change happened.
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@f7 It certainly isn't random. It's based on all the data points that HR has available to them, but since that is an inherently imperfect method, and they don't leave it up to the leaders to make the final decsisions, it's easy to see why it appears random. There are two types of layoffs, ones where strategic shifts require getting rid of departments or leadership levels, and ones that are purely cost driven. The latter are the scariest ones since it's often just a pass through each department picking the low hanging fruit (highest cost based on market average / most likely to not advance, i.e. time in grade)
Indian Sr LT w GT all levels
@ag it’s not random and has never been random. Saying it’s random is letting the decision makers off the hook. Why do you think HR and leadership hide away in conference rooms and offsites before layoffs are announced?
Dei? Are yall kidding !?? Have you looked around the room lately? It’s full of Indian and white men!
@av I, for one, am glad DEI quotas are dead and take comfort in the fact that it’s becoming acceptable to voice the opinion that it was BY DEFINITION s-xist and racist. It was flat out TOXIC to companies.
@an absofu-kinlutenly. This guy talking about talent like he knows what means. I'm semi-retired working at Nike and I've survived 3 cullings. I don't need to make myself feel better, it was luck of the draw.
@av dafu-k are you talking about. All the Indians are in charge and the ics are there Indian lackeys. They're not white and they're not dei. The su-k a-s and are responsible for all the poor decisions we've made
@av you either don't work at Nike or work at Nike but live entirely in your head. Like...what are you talking about?! I guess it's possible we have totally different experiences as well. Out of curiosity, do you see this pattern in other aspects of your life as well, or is it just at Nike?
@b8 Your likeability will not save you (* unless it's with the right leaders)
Your skills and likability will not save you.
@as aside from being p i s s e d off, we’re also simply letting bad decisions take place. It is not politically safe for a straight white man to have or share an opinion any more.
Why speak up if we see a bad decision about to be made? Or negative consequences beginning to emerge? The only two possible outcomes is that you’ll be shunned for getting in the way of inclusive thought, or have your input misappropriated to the point it’s as if you never said it.
Why do you think terrible macro and micro decisions have been allowed to happen? It’s not just that we have unqualified people in important positions; it’s also that there is no incentive for straight white men to do great work any more. On the plus side, we now make up the least amount of the corp workforce than we ever have.
Nike believes in inclusive thought, so long as it is exclusive to straight white men. In your next team meeting with your hr partner, watch closely. You’ll see it.
Nike has made it very clear, the DEI agenda is driving the company. Including layoff decisions. To be clear, I am all for increasing representation and ensuring there is no racism or bias in the workplace. But if it requires lowering standards and discrimination against another group… we haven’t made any ground.
If diversity is our strength, when does the strength begin to positively impact business? Sure, blame Trump. Come up with as many external factors as you want that allow you to not see it. Then, come up with a value for all of your reasons. Add it to the current stock price. If we didn’t have tariffs… is the stock at $65? $70? That’s still only a ~third of ATH.
Realistically… why would a layoff process in any company ever need to include race gender as a factor?
@as I guess that it was about Indian culture and quality in PHK ;) less DEI…
There are many weak directors at GT PHK who have no clue about management or PE who are doing never endingndless POCs? I don't know how it's possible they haven't been fired. I think it's nepotism of people who come from one country or just their culture.
@ap Nike hit its 2025 DEI representation targets that was set back in 2020 so there’s no need to proactively lay off white men anymore.
@ae he didn’t back off of it. They just don’t advertise it.
“ I knew I was safe because I was more skilled, had been here longer, and people liked working with me”
The lies we tell ourselves out of survivor’s guilt.
I’ve seen hard working, long tenured, well liked teammates working on very important projects get laid off for no reason beyond the fact that their name was the one pulled out of the hat. And I’ve seen lazy, do nothings survive multiple rounds.
I
@OP I think that may just be rose-colored glasses. It’s always been semi random as no one who knows you were skilled or well-liked was involved in the process. It was and continues to be mostly based on salary ratio your band. Even in the pre-JD days.
The JD era was like that and it continues with EH, which was surprising and obviously disappointing
I think being a white male is still a disadvantage, even though EH backed off that misguided agenda, somewhat