Dear Reader,
Today is October 11, 2024, and I wish to share my concerns regarding the ongoing changes within HP Supply Chain, where I have dedicated the past 12 years of my career. As a manager, I find myself increasingly anxious about the implications of the impending closure of the San Diego facility. My family and I had planned to relocate back there from Spring, but that prospect has now diminished.
It has been three weeks since a few managers and directors convened for a Zoom breakfast to discuss the current challenges within our organization. A primary topic of discussion has been the initiative led by Ernest to diversify leadership roles within the company, which seems to prioritize the hiring of underrepresented individuals at the expense of existing leadership.
Recently, two individuals from Rockwell Automation were hired, replacing white male managers, and an acquaintance of Ernest’s from Nokia has been brought on board to replace another white male in the CREWS division. There are already indications that this individual may be positioned to ascend to the role of VP of CREWS, replacing Cliff Wagner within the next year. While the specifics of CREWS may not be widely understood, it appears clear that a significant shift toward a diversity-focused leadership structure is underway.
Regrettably, I was unable to attend the Supplier Summit at the Woodlands Resort, but I have observed the photos and feedback from colleagues. It was striking to see that all presenters at the awards ceremony were individuals from underrepresented groups, with no white individuals featured on stage. This has led to concerns about the broader message being conveyed—that HP Supply Chain may not be a welcoming environment for white employees, particularly white males.
For context, I am a white male with a strong commitment to my work, a family, and I have been informed by my director that advancement opportunities within Supply Chain are becoming increasingly limited. Ernest has clearly communicated that the priority for filling positions is to support African American candidates, followed by women. While I have great respect for HP and my role within Supply Chain, it has become apparent that my career advancement may necessitate a transition to another department or potentially leaving the company altogether.
Our CEO has emphasized the importance of HP as a respected organization. However, the current climate raises concerns about perceived nepotism and reverse discrimination that could undermine our credibility as a leading employer.
I took time to reflect before sending this note, and after discussing it with my supervisor, he affirmed that my observations are valid, leaving the decision to share this perspective up to me. Many of us feel a growing sense of instability within the organization.
Additionally, I have conducted some research on the recent hire from Nokia. It appears he has a history of short tenure in previous positions, which raises questions about his suitability for the role. A colleague of my wife’s, Jamie Leary-Erickson, who previously held a senior position at Nokia, indicated that he was encouraged to leave, suggesting that there may be underlying issues with his professional performance.
Thank you for considering my perspective. I hope this feedback can contribute to a constructive dialogue about our organizational direction and values.