It’s the management's road to "success."
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7x7. Seven layers between front line and Gail. 7 reports a piece ? I’m peeing my pants laughing..try 30 . They won’t spend the money on more managers. As a people leader, I can testify I have never been encouraged to hire a specific “type’ of person, except the most qualified. I have seen my director’s metrics and there were /are no metrics about hiring , except to retain staff. DEI is about embracing and accepting people.ie Remembering people with disabilities can do the job.that you can’t NOT hire or promote solely because someone looks, dresses different, believes different or loves different than you. As long as we all do the job . And if they aren’t doing the job ask yourself, were they trained appropriately? Do they have the resources avail? There have been so many rifs , important knowledge is gone and there are huge gaps.
I just had to educate an intake manager on precept information… no one had ever taught her the nuances .
Stop sowing seeds of hatred and division . This company has enough of that.
100% from offshore means DEI?
I'm confused on what DEI has to do with anything. I know all manner of people who have been rifed as defined by position elimination, being sold to contracting companies like cattle, or being told to do a completely different job than you already had. Every single instance su-ks. None of it has driven been driven by DEI.
80% is not true. Especially with us offloading certain business units and then all the offshoring. The power is in Digital, TO, Finance and CAO. All run by men. Upper class out of touch men who don't actually DO anything but talk and try to impress each other. They drive the competitive environment like a bunch of used car salesman in $10k suits. It's toxic. The women in those orgs are order takers and typist. Well qualified women subjugated to men despite being a female-led company. That's the ruse. It's not DEI. It's all the toxiicity because the power lies with few who only care about their own paycheck.
Doesn't Elevance Health have something like an 80% female employee base already? Will full DEI have been achieved once that pesky 20% male cohort has been chased away?
I agree that I think things have less to do with race or gender. Money vs not. That's the division. And no one wants to address it. Social determinants of health may as well be social determinats of happiness.
We can talk about other things, but if people didn't feel so financially dependent on elv, this site wouldn't need to exist and the company would probably treat people better. It's a very different life when being rifed costs you monthly groceries vs your Hamptons summer rental. Dividing things by race or gender etc is just masking the fact that people get along better when they're not competing for survival.
News flash - hiring anyone based on their race is racist.
Post from TheLayoff.com
WHAT does them being WHITE have to do with it at all? Why is ok to post that? If it were any other race people would lose their minds, yet it's always ok to say anything derogatory towards white guys. I'm one of many white guys who was RIFd by a WOMAN. Have worked for many women (and prefer it) for years. Greed is greed regardless of race. Ignorance is ignorance regardless of race.
@4gxw+1ummhWzu - 3 out of 11 board members are old greedy white men.
5 out of 11 c-suites are old greedy white men.
8 out of 22 is 36% old greedy white men … on par with the US population. Another example of how DEI continues to mislead to stay relevant.
We have a ton of diversity in the company until slt. We're still led primarily by greedy old white men who take executive coaching to see approachable. I'm not entirely sure Gail is actually in charge of anything. I see a lot of posts specifically directed at her but she's isolated from reality by her directs and bffs from united. My dig against her is that I don't see where she cares to change that. She's definitely keeping up figure head appearances but I think she's on the way out.
Then shocker, we'll get Pete. But Pete will be another figure head because the power is all in CAO and digital. If you're in any other areas, the company doesn't actually care that you're here because those leaders are desperate to stay relevant.
The DEI angle comes into play when RIFs are decided as well as who gets interviewed for the roles. Does that ensure the best person gets hired/fired? Then if you still doubt, ask your Sr. Leader if their goals and scorecards include improving the female and minority ratios at Director levels and above. They do.
So confused on the de&i angle. The company is certainly failing but it also cut de&i so I'm not sure how de&i is specifically to blame. Rifs happened there too.
I'd be all for this culture fit/smart people can do any job concept IF there were enough people leaders who weren't insecure, competitive arses. Last year my leader crumbled under pressure and took the whole team with them. That person was saved by another group and remaining team got a new leader who has been a blessing. I'd do any job with my current team. A year ago, I was having daily panic attacks. The only thing that changed was the leader. Certinaly no additional stability or security. Just an actual leader leading in uncertain times with grace. It's so rare, even though I hate the company's direction, I know I can at least learn from my leader here.
The people leaders take down the company. We keep people in positions out of fear and "networking". I'd be for 7x7 if I had a guaranteed leader who gave a f about me and our team. Most don't and will absolutely throw you under the bus to save themselves. That behavior starts at the top.
The one thing that I think is absolutely a failing of Gail's is building a senior leadership team that actually wants to led the PEOPLE IN the company. Not just parading for each other, her and the board. I can't wait until enough of us remember that none of them actually know how to actually run the day to day business. They know how to sit in meetings and complain and demand unrealistic things because they have no idea what it takes to make anything happen themselves. I would love to see tangible work that any of them do by themselves like we do. Until then, they're all just upper class talking heads waiting for their golden parachute.
7x7 is the # of direct reports. So G-yle would have 7, then each EVP under her would have 7, etc …
DEI is a toxic mindset, nothing to do with actual diversity/inclusion. Virtue signaling on steroids (cult’ish) which causes more harm for minorities than good.
I agree with @ipic on the sinking ship but, but don’t get the DEI angle, and also clueless on the 7x7. RIFs make the bottom line look better to Wall Street, at least in the short term. Eventually the house of cards falls.
And, yes, I’m looking for other endeavors while my RIF clock is ticking.
What is this 7x7
Actually it is the survival strategy for the failing DEI focus of the company. Putting people into roles they cannot do, pushing a 7x7 matrix but allowing exceptions and when all else fails, do a reOrg and buy yourself 6 more months until the next one.
The company is a sinking ship. Look for a life vest, do not paddle harder.