JP Morgan Chase
I was employed on the JP Morgan side of the business, I experienced a higher expectation of perfection when compared to white colleagues. I do not believe management ever valued or believe in me. I was hired by an African American woman (who ended up leaving because of her treatment) that believed in me and even shielded me from some of the prejudices (both race and age). I can cite specific instance of being criticized for saying the word ``um`` once or twice. While my white counterparts would frequently use ``um`` and other space filler on a regular basis. Overall my white counterparts where given much more leniency with their project opposite to myself.
Asana only hires “white identified” blacks who will not rock the boat, especially pre-IPO The numbers don’t lie, Asana’s percentage of black employees has hovered around 3% since 2017 despite attempting to frame themselves as inclusive.
A disproportionate number of black employees are contractors who do not qualify for many company perks such as equity compensation, higher rate of pay, 8 free therapy sessions, or executive coaching. Very few are ever converted to permanent employees while contractors who pass the paper bag test are strategically positioned for full time roles.
Rampant gaslighting and discriminatory hiring practices, with black talent frequently rejected from the pipeline for being “too confident.” They silence and retaliate against those who speak up despite asking employees to ”be real (to yourself and others).”
Don’t be deceived by their public BLM statement or workplace awards. It’s typical PR spin.
Hot 97/WBLS (MediaCo)
Black women on multiple occasions were chastised for doing their jobs properly or holding their peers accountable then made to feel like they were overstepping. And then when the role is replaced by white person, there are allowed / empowered to do the same things the previous person was chastised for doing.
Everything has been great for me. My colleagues have shared anecdotal stories hence only 4 stars.
It is a typical non-profit that only wants to promote the success and leadership of white people. In that same vein related to the mission, there is white/white passing survivor complex.
Eastern Carolina Housing Organization
During the most recent revival of BLM, my leadership came to me to ask if I needed anything, to see how I was handling the current killings of our black brothers and sisters, and to offer support and solidarity. It did not feel fake (all accept from one director) and I believe that they truly understood BLM and its mission. At the time I was one of three black employees and one of four POC.
The Home Depot
Reporting an instance of harassment by a coworker led to harassment and retaliation by several members of leadership on my team. I found out after getting terminated shortly thereafter that my HR report detailing the harassment and the discrimination was never filed by my HR partner. This company does not live up to or hold its managers accountable for living up to its values of ``taking care of our associates``
This is a toxic working environment for ANYONE, and doubly so for BIPOC. The founder and CEO is not only unprincipled, she is an overt racist who does little to disguise her bias. Others are afraid of her, and afraid to challenge her flagrant unprofessionalism. In my nearly 4 decades, I have never worked with anyone less disciplined, less ethical and less professional. She literally had the nerve to yell at me as if I was ``the help``!
During the protests, Anthem had the mood elevator as their topic of choice to help associates gauge where they are. This didn't sit well with me and my black coworkers in the dept. During a meeting, the facilitator wanted us to introduce ourselves as well as express our mood level. At the time, me and my black coworkers were so drained that we refused to participate in the exercise. Our white coworkers happily participated, and many skated around what was going on.
Being one of the very few people of color, I was over looked multiple times for a position which I had experience and willingness to educate myself to strengthen my experience. Opportunities went to interns, outside hires who did not last and did not have institutional knowledge. In these cases I was tasked with their onboarding which seemed like a slap in the face. Some of these hired did not lasted as long as a month yet, I wasn't provided an opportunity to be hired for this role.
As a Mechanical Engineer, many times, i have project on the manufacturing floor. Most of the manufacturing floor plant workers are black and the few that are white are all leads and black people find it hard to climb into leadership positions. I have been told I am one of the good ones because I have a degree and also the only person of color, black woman, and woman in corporate which is sad and they call black people from the plant floor lazy and stupid. I tried speaking up for them but every time i tried, I got dismissed and or ignored. Eventually I just stopped putting in any effort and lost my interests. I’d hate for anyone to experience the racial discrimination I have after all the hard work and dedication I put towards this career. I love what I do but I am disrespected everyday and many times I’ve thought of just quitting but I need the jobs to survive.
Family Dollar/Dollar Tree
There is only one Black executive in the Csuite, which proves diversity and inclusion is not part of the company DNA even though our stores service under developed minority areas. The front line employees are predominantly people of color.
Ultimate Software and Kronos Incorporated
After the two companies merged to form a NewCo., The VP of Talent Acquisition told me that a member on the team reported me because my post on LinkedIn around racism and discrimination from other HR professionals were aggressive and to calm down. She reported me to HR or HR or “the person that reported me reported to HR of HR.” I knew that it was her. She didn’t have a single Black person on her team. The VP is also my direct supervisor and is threatened by my presence. She doesn’t know how to manage me or my role because she is not well educated around diversity and inclusion. She is a White woman. Tone policing and intimidation tactics were used against me.
The perception of racial and ethnic equality is far more important than the reality of it. I've experienced the showcasing of diversity for photos or social media and seen a direct attempt to focus on women (aka white women) because those are the only options when it comes to visible employees.
HR Business Partners do not protect Black leaders from Microaggressions & false accusations or slander from subordinates looking to hurt a leader expecting performance targets to be met.
Many times teams have bullied, intimidated & made false claims that were later found out to be false and nothing was done to the accuser. Racial insensitive comments flow like a river and black employees are expected to just be grateful they have a job. Left out of key stakeholder meetings & or projects that relate to your job function.
Johnson & Johnson (J&J)
The company gets awards for diversity based on benefits and leave policies (eg. Maternity or paternity leave). They do PR on DEI and only advance white women. But minority employees are suffering. I was the only woman of color on a large team and never received support for advanced training, blocked for promotions or even to get another role (so they could capitalize off of me). When I filed an internal complaint per process, I was met with a hostile environment, given more work to force me to shut up. And HR said they dont investigate “unfair” discrimination, only illegal!
There are colleagues who do not know how to “work” or “collaborate” with someone who has a same sex partner or who doesn’t appear “straight”. They laugh, mentors say “we don’t click”. They force people to assimilate and affinitize. There is no psychological safety to be authentic self as the company advertises.
Verizon does a good job of making it look like they care about diversity but to them White women are all the diversity they need when it comes to leadership positions.
They put prerequisites in job postings that they don't hold White candidates to like ``Must Relocate`` or MBA preferred. I lost out to 3 people who never moved and to another who only had an Associates degree. When they told me why I didn't get the job it was said that ``It just wasn't your time``. I figured that the person had more years of service or better results....unfortunately that isn't the case.
They create a culture where POCs see each other as competition because they typically don't hire many POCs at the same time within the same group for leadership positions.
I was paid below minimum wage for the first year I worked there. Though I believe that was due to my disability too. I've encountered sexual assault by employees and customers.
Emmis/Mediaco New York
I have personally witnessed white, senior leaders casually talk about black and brown consumers in stereotypical terms and descriptions. Being Black, I have had to hold my tongue while these conversations or statements occur in multiple meetings at least once per week. The elephant in the room is never addressed that programming and marketing to Black consumers is being discussed with those consumers in the room yet the voice is only for those on a senior level (predominately white with no connection to Black people or culture outside of work). I as well as 3 other Black female employees have reported discriminatory practices or behaviors to only be reprimanded for reporting, gaslighted, and no action taken outside of a wrist slap. As a young, Black, female, I have witnessed as well as experienced the stereotype that we are only good for secretarial work. Have been referred to as an assistant or note-taker, despite manager titles and tangible impact on revenue lines and internal processes. Have been talked down to in patriarchal terms such as ``one day, you'll understand``, ``when I was your age``, or being told to ``keep my head down`` and respect hierarchies after reporting discriminatory behaviors from senior managers. This mentality is across the board with senior leaders of all ethnicities. They want to appeal to Black people without actually acknowledging that they are Black brands.
Manager called me aggressive after I defended my work to my supervisor. Supervisor lied To my manager that I had not did the work she told me to do
While working with Deloitte, I noticed that the senior leadership was solely comprised of Caucasians. In addition, they played favorites and often left those few of us POC to fend for ourselves, never giving us opportunities to grow and contribute to the team even when pursued after. They continuously pushed a narrative of diversity & inclusion yet the actions and leadership throughout the company continued to prove otherwise.
1. called a “weasel” by my senior leadership and sales director on slack. - was brought to my attention by a former employee.
2. constantly reminded i was different (black) by continuously being asked non work related things about black culture.
Had three interviews for a marketing positions and didn’t get the position even though they said I interviewed great. 95 percent of the marketing team is white and I had better qualifications then most. They never told me why I didn’t get it but a close friend in the company said it was corporate racism.
Well I recently found out that someone who graduated from my school a year after me and I’m the same role is making more than me, along with several others who are not black nor have as much experience. Also no black editors at all. Editors once told me they were worried about hiring me because all my experiences had been at places like JET and TheGrio.com
I was at a company sponsored baseball game. Now, I'm not a fan of baseball, but I was there to network and engage more with my co-workers (it was my first week on the job). I'm sitting in the stands and my boss asks if I have met ``Edward``. I reply ``No who's that``. He responds ``The big black guy sitting over there``. You should go talk to him, I'm sure you two would have lots in common. I found it very strange that he was urging me to talk to ``Edward`` the only other black person who was at the game. My boss assumed I would have commonality with him because we are both black. He didn't encourage me to approach or talk to anyone else. Hmm...I wonder why that is.
I like the corporation, however I don’t feel seen or appreciated on my team. I’m the only Black woman on my team, and often times I will ask questions that will go unanswered, or I experience rude remarks from colleagues. My direct manager is amazing! However working on a team where I don’t feel seen creates a feeling of displace.
Takeda is among the top 10 of biopharmaceutical companies in the world. It’s a huge organization, but diversity and inclusion is a top priority for them and it shows. Men and women of all backgrounds and nationalities are represented at various levels within the company. Being that Takeda is a 237 year old Japanese company, the culture is conservative; however they encourage and welcome collaboration from all their employees.
I was able to speak with the CEO of my company in a one on one conversation about Black Lives Matter and the George Floyd protests. I truly felt like I was heard and real actions were taken after that conversation.