{ "media_type": "text", "post_content": "In July I missed my promo to SM. A woman has been preferred even if she was underqualified (my MD's words), as at Accenture we have quotas for women.\nI'm interviewing with Deloitte, they told me I'll help building the practice. In the meantime I was assured by my MD that in December I'll get the promo.\nI don't really care changing company, even if I've built a network, I don't think I need to wait if I can. \nYour thoughts?\n", "post_id": "60f43304dc34f4002860bb32", "reply_count": 155, "vote_count": 25, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

In July I missed my promo to SM. A woman has been preferred even if she was underqualified (my MD's words), as at Accenture we have quotas for women. I'm interviewing with Deloitte, they told me I'll help building the practice. In the meantime I was assured by my MD that in December I'll get the promo. I don't really care changing company, even if I've built a network, I don't think I need to wait if I can. Your thoughts?

likefunnyuplifting
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Do you like the current group you’re with? I’m coming to Accenture for a similar reason. It’s easy to pit company against company but really it comes down to the group/team you’re going into. I approached my problem like moving to another team instead of a different company. I don’t jive with the group I’m currently with (been with them for almost 3 years now) and I think the new group will help me more. Calculated what I think the TC should be to justify the risk of moving to a new network and negotiated based on that. If Deloitte makes you feel like they want you more via your comp and discussions with senior leadership, it really comes down to risk vs reward. Take the emotions out the equation. The decision to choose the other person over you have been made. Move on and make a decision based on what’s best for your bottom line

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Nice advice, in fact I think I'll negotiate harder to mitigate the risk.

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I’ve seen plenty of people get promoted when it didn’t make sense. One of my good friends (white male) got it because he positioned himself well and took credit for work another friend and I did on a project we were all on. He flamed out at SM because he wasn’t ready (got asked to lead a project and the project had to be rescued because nothing got done, go-live got missed by a full year). Point is focusing on any one demographic makes no sense - Accenture is a huge firm and people of all backgrounds get passed over or promoted before they’re ready. Historically that has happened more for women and people of color, hence the focus on avoiding that now. If you want to leave, leave. Dealing with adversity is one of the things SMs are expected to be able to do and projecting your disappointment like this doesn’t reflect well on you.

likefunny
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Wow OP, "you underqualified females"? This type of bigotry and hate has no place in any corporation. Being a woman in tech already puts us at a disadvantage - you have a lot of privilege as a male that you don't seem to recognize. Don't blame women for not getting promoted - if you were good enough you would have been promoted too. Hope you don't end up at Deloitte - we don't need you here, and you'd probably hate working for a woman like me. I can't believe how many other posters are supporting OPs point of view and hateful language.

likefunnysmart

What are u detesting about SM1s comments though? Even if OP is one of the “others” you mentioned, it’s still the blanket statement made about underqualified females the SM1 is responding to and the response is valid. Maybe I’m missing something but being an other, you can still align to white male patriarchy.

*Things that clearly happen but we’re not allowed to talk about*

likesmartfunny

💯💯💯💯💯💯💯💯💯💯 to SEM1's comment

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As a woman who cares VERY deeply about women's rights and equality issues...this really just pisses me off. When you put people in positions they are not ready for just to prove that you're trending with current social movements, you actually do them and the movement a great disservice by essentially proving the opposition's point. I'm of the camp that diversity is a beneficial and productive goal to achieve, but you need to start with adequate development, training and education of the populations historically marginalized, not just throw them into the lion's den and hope they learn the fight unarmed. If the MD truly believes that KPIs are more important than their firm's or this women's reputation, then they, too, may be unqualified for their job.

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^this. This is why it's not a meritocracy anymore. I didn't work this hard all these years so that someone can look at me and say "she made it this far because she's a girl and a POC". No thank you. Just focus on my resume and my impact. Keep my skin color, my body parts, my sexual orientation, my political vote and your incorrect assumptions about my privilege / lack of it, out of the equation. I can be successful on my own just fine.

uplifting

Wow been reading the thread. It’s full of pretty unfriendly comments on both sides of the argument. Name calling is not winning arguments. Here is the reality. And I’ve been in the meetings. 1. There are quotas. 2. This means often the lesser qualified of the two gets favoured based on gender. But here’s the thing. Lesser qualified does not equal under qualified. In my experience to get on the promo shortlist you need to have the story and the metrics. So all qualified. A line gets drawn based on slots. And this is where the quota can have an impact. I’ve been impacted by this, and Ive been party to this. But I’m mature enough to realise that all were capable and qualified.

likehelpfulfunny

AP1 to clarify, Was more so trying to say that I agree with your sentiment, however I don’t agree the statement that these candidates are “less qualified” (even if you’re saying that they are qualified) rather they are equally qualified in in a different way. I view this phrasing as important (and again not implying that you feel this way) because it feeds a narrative that these candidates are less deserving and that the male candidates are sacrificing “their spots” or something that “they earned” for their female counterparts, missing the critical fact those wouldn’t even be viewed by anyone as “their spots” if the system wasn’t stacked in their favor.

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Well on behalf of us “under-qualified” female senior managers, we’d love for you to exit Accenture!

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And that is the point. Qualified. Just like you.

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I would challenge the assumption that your MD isn’t changing the narrative to their own opinion VS what was specifically said that to them by the promotion committee.

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OP, does the market recognize you as an SM? I thought the other firm’s offer was for M?

Just keep in mind if that happened for M to SM, it’ll definitely happen again at SM to MD. Good luck either way OP.

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Yeah, that MD is awful.

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OP reading through your original question and the many comments you’ve made, it’s clear to me why you weren’t promoted regardless of gender. Not sure it’s going to be any different for you at Deloitte unless you self-reflect. Worry about yourself and your own performance. This whole thread along with your many comments putting down women are an embarrassment to you, this profession, and this bowl community. Way too much toxicity. Self-reflect and realize holding these views is a liability to your company and the development of your future teams— men and women— as you propagate these ignorant, uninformed, biased and misogynistic views. If I were your leadership, I wouldn’t let you within 10 feet of a management position.

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It’s real, it happens and it’s sad. As a woman, it’s not exactly comfortable getting promoted and watching equal or stronger male performers not get promoted… there’s not a “hell yes, I deserve this because we need to reverse generations of biases”, it’s more of a “ugh I didn’t need a white man setting a matrix % goal to get promoted”

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I lose my marbles at this damsel in distress attitude like I need your empowerment to advance.

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I’m in a similar situation at ACN, sans the conversation with your MD (which isn’t a great way to present outcomes btw). I have also been told that there is nothing more I need to do to make SM in the end of year cycle promotes. I’ve been disappointed by the process, but I have built a pretty good network. If Deloitte gives you exponentially better outcomes long term, and you’re willing to rebuild your brand - then Accentures outcomes in the future don’t matter as much. If you want to see the target through, PA discussions are next month - so perhaps you’ll have a better sense after that’s completed. There are challenges at every organization - as the grass isn’t always greener. However, you have to figure out what nuances are worth working through. Wishing you the best!

likesmart

He explicitly told me that I'm in a priority position for the market. Why should I think long term with Deloitte? I mean, yes. I wouldn't change company without a project. But why should I, since my motivation in staying at ACN is really low?

Missing a promotion is always a good time to reconsider your options independent of the cause. Set yourself a goal to get the position you want at a different firm within 6 months. Good luck!

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Hahah they didn’t promote you because you are not qualified. Stop blaming others. Go jump firms if you think your market value is higher

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Yes, this ONE woman is the reason YOU didn’t get promoted.

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Short term. Wait six months to get promoted or leave if that doesn't happen Long term. Evaluate if that's where you want to be, given what you already know

likeuplifting

I love how the MD has played a trick on your mind by making it a man vs woman thing. I am sure s/he would do the similar trick on others by giving the reasons as race, sexual orientation, height, weight etc. This MD should be fired.

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Sounds like victim blaming to me, SEM1

Deloitte please hire this guy...

likefunny

Pls hire with me as well….

Are you saying Accenture didn’t promote you because of this one female colleague of yours? Did your look at all the other promotees and make sure all of them are more qualified then you? 🙌🏻

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Taking a step back here… OP, career is a marathon not a sprint. Just making sure you change firm for the right reason and not taking it so personally with the hiccup along the way.

Your MD is a careless freak to give you that as the reason.

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