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Hello everyone!
Can anyone please explain the promotion process followed here and specially at LCCI? If there's any minimum criteria like X no of years in a particular level, etc. followed while checking eligibility of an employee?
And also - what's the hike/increment range usually at the time of promotion?
Eli Lilly and Company.
Any leads would be highly helpful.
Thank you!
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All the Tech/Management consultants looking for change , pls DM me if interested. My company EPAM Inc(https://www.epam.com/careers/job-listings) has been on hiring spree for sometime. If you are interested to join an aspiring , engineering growth company please reach out. Happy to help!! EPAM has locations all over the world & it allows full remote work ..
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Fascinating how fragile the white, male, ego seems to be on this post.
"Your type" makes me cringe
Thanks for this post OP. You are correct that there is a conscious effort at leading consultancies, including mine, to balance the diversity of our workforce by creating an image and environment that is welcoming and inclusive for women and underrepresented minority people (yes that’s an actual term). The reason is simple, the stats show that our demographics don’t represent our clients’ mix nor our desired mix. That means that we have not been attracting the best talent in all cases, which is our objective. Stats also show that the capability and intelligence level in the female, Black, Asian, Hispanic (and other) populations is at least as high as with white males. It is equally important to build diversity of attitude, culture and worldview in order to create the best team. I had the good fortune to be selected as the Exec sponsor for one of the D&I teams in our firm. I’m one of those white males born in the sixties who dominate our ranks. It has been educational for me to learn about the current stats in diversity and to better understand why an inclusive culture creates a better company. This is NOT a “white man bad” reaction as one poster mentioned. I’m beginning to realize that it’s a “we can be better” movement and that diversity and inclusion matters.
Great point. I would agree that companies should pursue more attracting the right talent from underrepresented minorities but not deter the majority or specific demographics. Unfortunately another issue is that having an overpresentation of specific minorities in a group can create an unconscious bias towards hiring people of that specific demographic. This is very obvious in IT in the US. Another issue is that some companies are trying too aggressive to gain a balanced ratio of minorities women in 5+ years plans that would be almost impossible without having a strong bias towards hiring/promoting people of color or women. There is nothing wrong with this as long as it doesnt discriminate agaisnt another group. Imagine how silly it would be if all hair salon's or doctors offices were forced to have a better representation of men. Just let the National demographics follow their nature and not enforce companions to meen the "equality" criteria.
Dude never say that. They might put a #metoo case on you. 😂😂😂 Nowadays, law has been more inclined to favour women. Even Accenture CEO might be knowing that. So they have to show witthin company and in media that more women are promoted. Otherwise, one blame and the company has to pay huge penalty. I am not saying women don’t make good leaders. But doing something on merit and expecting to individually get promoted is a thing of past. Now if your team does well the promotion follows. Team can consists of both the genders.
You are in the wrong industry OP. Go to banking and you will not experience this. Simple.
Whut?
I’m convinced there is a political game to be played in any major organization. It’s unfortunate, but if you’re this centuries “we have to show them we’re not like this” player then you’ll just have to work the system. I’m not saying we can’t try to make changes, but we do have to deal with how it is and make those adjustments accordingly.