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Hello all,
Would like to know specifically about Queer inclusion at SocGen Societe Generale. What is the attitude of mangers and HRs towards treating LGBTQ identifying candidates? Is company really inclusive or it’s just a lip service? Considering an offer with the company but being an out and proud Queer woman, super anxious and concerned.
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TidalHealth is hiring!!! Are you looking to advance your career to new heights? Perhaps you are looking to finally start a rewarding lifelong career? Here at TidalHealth we provide our team with fantastic opportunities to help lift you to new heights. Come work for an organization that values diversity, inclusivity, teamwork, and most importantly you!!
Please review all of our open positions at www.tidalhealthcareers.org/jobs/search
I encourage you to contact me for more information :)
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“Reflecting on and adopting the use of micro-affirmations would be a positive strategy to prevent microaggressions. Micro-affirmations are small acts that foster inclusion, listening, comfort and support for people who may feel isolated or invisible in their environment. Focus on action, not avoidance – create new good behaviours.”
With the Black Lives Matter movement making agencies think about diversity, I thought it would help Latin Americans as well. Unbelievably, people STILL think it’s okay to broadly assume Mexicans, Puerto Ricans, Cubans and Dominicans are not “qualified” to work in advertising. Look https://joinfishbowl.com/post_gkppjui
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Rising Star
Anyone here from Barclays finance/investment banking domains. Since most of the roles and packages discussed here are for technology/IT related. If anyone from finance background could share, whats the package Barclays offers for BA4 level in finance for anyone with 6-7 years of experience? Barclays, Barclays global service center
S/O to any JD/MBA’s out there
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#PwCtooWhite
This is like seeing an alcoholic in AA and attacking them for their previous life as an alcoholic. You can make these remarks after a couple years if the transparency report stays the same.
Not blaming whites families. Blaming those who stood by in silence, propagated this sick game with a wink-and-a-nod, enjoying their privilege at the expense of others, then feign ignorance. So, you can pickup your check every two weeks with the unearned privilege white males enjoy compared with minorities, especially women. Google “equal payday”. If so “proud”, how much more of a head-start lift is required? If this was golf, how high of a handicap is required. Why must we continue to prop up? Open up the free market and witness “real” competition.
Rising Star
The moral of the story is don't bother trying to do anything to promote diversity or positive change on social issues as a company because it will never be enough and you can only be criticized for it.
Op, do you suggest they retroactively remove some retired partners and pick a minority female to give their pension to instead? What value does that have?
Historically, that’s probably true. But shouldn’t we look at this as a major milestone for moving in the right direction? There’s no way to change historical fact.. but this seems like a commitment to shape the right future.
That doesn’t mean we can’t be upset about the current landscape, but we shouldn’t let it poison our future.
Rising Star
All this shows me is that the transparency report was, in fact, transparent. The first step to fixing a problem is admitting that there is one, and I'm glad PwC did that.
Partners at PwC can retire after 10 years as partner. That means any changes won't be seen until a decade later... and thats without considering the time it will address many of the underlying causes (education inequality and systemic biases against POC well before POC enter the PwC candidate pool, for instance).
My hope is that racial biases are a non-factor for success at places like PwC and nobody should be satisfied anything less, but it will be a long and complicated road before that hope becomes a reality.
🤢 to OP. I think it’s a great start. Shows they are actually taking public steps.
This shows how important transparency is in the push for better diversity. My firm claims they want to change things but refuse to be transparent with our numbers.
Why is that group important at all? What would that number help solve? The focus on “full transparency” doesnt add any value to the conversation. The firms should focus on a couple key things and do them well instead of trying to solve for a societal issue/ pretend to be able to. It means more to me to see actionable progress than pandering to every whim
It's an important group as long as a significant portion of firm profits are paid into the partner pension plan.
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LOL. This seems about right for PwC.
Rising Star
They never share compensation information. Another metric that would be helpful is “Time to Promotion” for Associate to Senior, and Senior to Manager, by gender and race. The report is glosses over data.
What do you care what the color of their skin is?
You realize I'm sure that 76% of Americans are white?
https://www.census.gov/quickfacts/fact/table/US#