Is it based on age? years of employment? education? level? salary?
11 replies (most recent on top)
I am a minority and was let go.
I've seen 3M from the inside for 39+ years and yes I believe that DEI has contributed to the current state. It is far from the biggest issue but is certainly a contributing factor. When you start elevating what a person looks like or their beliefs to the same level as their performance or capability and promote them accordingly, it certainly has a detrimental affect on the company.
In addition, do we as a COMPANY really need a VP of Social & Environmental Justice, or a SVP Chief Equity Officer, or a Social Justice Manager, or a Chief Diversity Officer, or a Director of Environmental Justice? Imagine the costs associate with these recently created and elevated positions as well as their organizations. There may well be worthy societal goals along these lines but as a company we should be focused on growth and profitability. There will be 8,500 less of us this year because we as a company have not performed.
Keep in mind that not only 3M folks can post here, but anyone. Anyone with whatever political agenda. I doubt that someone who has seen 3M from the inside blames DEI for what is going on. If that is the biggest issue you find, you don't know the company.
Companies exist to provide products and/or services at a cost; employment is a secondary function. DEI assumes employment is the primary function with the additional requirement that employment is qualified by metrics defined by a person's inalienable characteristics.
Profitability of a company focusing on DEI is not possible in the long term simply because profitability is not the primary metric or focus of the company. The same can be said for companies whose primary focus is ESG.
Are you really going to blame DEI efforts for 3M's lack of performance?
Don't troll the boards with racist subtext. Plenty of "DEI" people at 3M have been let go in previous rounds. You just didn't care because 1- you didn't know them 2- it didn't affect you.
Does anyone know when those who are being laid off will be told?
3M has always age discriminated. Look to past lawsuits.
I forgot to mention that the original algorithms were created after mcnerney left and 3M had to settle a big age discrimination lawsuit because older employees were given lower rankings (1-2) on the 1 to 5 GE jack Welch rank and yank forced ranking system.
When I last had to deal with the BS layoffs under Mikey, they hadn't added any variable related to se-ual orientation or gender ID but expect that they are doing that now to avoid people suing if their boss objected to them as LGTBQ+ and made them feel unwelcome.
I knew a lot of people from HR until I retired a few years ago with a package.
They have some pretty complex algorithms that take into account things like performance rankings, race, gender, age, etc. To get a 1st cut that is usually 20 percent more than mandated. More reviews are done, sometimes with a 2nd level leader of the potential fired employee. They wean the list until they can make some last minute calls.
I remember about 5 years during one of Mike's 1st purges that I had a 50 50 employee. That is. Either that employee or another one (who name HR knew but I didnt) would be thrown to the lions. My leader (2nd level to the potential firee) privately told me to be ready, even though she had been warned to tell me nothing until the final decision. I appreciated her openness with me, which is a quality that many of 3Ms leaders have shunned. Turns out the other person got the axe, not mine.
So glad I have a pension (for now unless 3M goes bankrupt under the lawsuits and incompetent management) and got a package. Stress is down 10x from those days. Can only imagine what a good 1st level leader is going through these days.
McKnight must be rolling over in his grave what the GE ways have done to what he built. Argh!!!!!!
If you're in one of the classes that contributes to 3M's DEI score, you're safe. Otherwise, good luck.