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“Tone policing is defined as "a conversational tactic that dismisses the ideas being communicated when they are perceived to be delivered in an angry, frustrated, sad, fearful, or otherwise emotionally charged manner." Managers striving to create a workplace based on equity and inclusion must understand how tone policing silences members of marginalized groups and allows discrimination to persist.” https://www-businessinsider-com.cdn.ampproject.org/c/s/www.businessinsider.com/how-to-identify-and-help-stop-tone-policing-in-workplace-2020-8?amp
Hey Fishes, I have resigned from EPAM systems and got an offer from Nokia with an increase of around 25%, Now EPAM is trying to get me back as they and the Client thinks that I’m one of their valuable asset. EPAM is ready to Match the offer but still….. confusing mind for retention and all. Please help me with thoughts !EPAM Systems
Hi Fisher,
I am working in TCS with total year of experience as 3.8 Yrs. I am having an offer of 14 + 1 LPA ( joining bonus ) from prod based company in Mumbai. I got selected in CTS. Can CTS provide me 20 LPA with this experience. ??
Please do reply.
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Hi Fishers, I have accepted Walmart offer and my BGV has started 3 weeks ago. How do I check my BGV status? I will be joining in mid May. Also, I have been hiding one of the company where I had worked for 45 days and then absconded due to personal issues. Would it create any trouble? They had created my PF account though. Any help would be highly appreciated
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Diversity hires have it rough - as a double minority, there were a lot of things I had to figure out starting in college to navigate what they call "professionalism" - if you are able to, you can really propel yourself WAY ahead of your peers.
That being said - not to be that person - Racism is still very real.
People naturally have ingrained unconscious bias and support those that represents themselves their daughter or their son while ey is making leadership aware aware of the issue the fact is black employees get less bd opportunities and less access to information on the movement of the firm so they can learn the business additionally most of the time when a black makes a mistake there is no second chance to rectify and unconscious bias make it's easier to right off the employee
@EY1 I'm saying the opposite. I think that race doesn't play a factor in ratings. I think OP probably hits it right. For the reasons OP listed, minorities may fall behind the curve, then the poor ratings are because they're behind, not taking race into account. I don't think people are taking race into account and saying "person X gets less chances because they're black". I think it's more likely that they've fallen behind because they're not comfortable in the environment because of the lack of diversity. It's a chicken and egg type thing.
I don't think that minorities are given second chances at a lesser rate than whites. I think it all depends on performance. Higher performers, regardless of color, are more likely to get second chances than lower performers. I believe ya an implicit bias (as OP mentioned) rather than an explicit one.
I do know that most firms have a ton of diversity programs. I know that they study diversity and work to promote it. I guarantee that they all have internal studies which track ratings given to employees by ethnicity. I think it's all under much too heavy of a microscope for there to be any explicit bias based on ethnicity at the lower levels. Just my own 2 cents.
I think OPs argument has much more merit to it than EY4. Generally I would agree with OP in that there is an implicit bias that occurs causing minorities to fall behind, which then makes it harder to succeed (as I previously stated if you read through my comments).
TLDR
It's not something that is just one side or the other. I think its a complex issue with many moving parts that will take some change from all of society to really rectify the issue at h d.
Lol EY4 let's be open. It's a tough topic but you have to be open to those who are least open to having a discussion. Manager 1 has stated a point that has a measure of merit in some circumstances. Manager 1 I appreciate you sticking it out although I don't think that absentee fatherhood is the issue we are dealing with in terms of success of African Americans in big 4 lol But I think your statement proves why it's on us to write the narrative of success and not let others write it for us. Alright I'm out. God bless you all!
I have to admit that there's actually an Asian disadvantage @ey. Due to the large # of asians that flock to ey, the firm has decide that it's diversity efforts are better spent elsewhere
Exactly there are underlying issues that start way before minorities even get into the B4 pipeline. Why are blacks significantly underrepresented in STEM majors? Solving that is probably the starting point. As others said above, we need to ensure equality of opportunity, not equality of outcome.
As for the user who asked what's the need for facts. In such a discussion how can you push for a subjective chat over objectivity on this issue? Your opinion is yours, but does not trump facts.
Facts > feelings. Facts don't care about feelings.
Good practice for work is to write concisely and meaningful not to waste your clients' or superiors' time. Knowing how to read and how much one needs to read are completely different things. Sometimes less is more and more is too much.
When we have a premise that retention rates are lower amongst diverse candidates, we need to be speaking from a place of facts. Everyone's experiences will differ and experiences are deeply personal. Often one persons experience does not accurately reflect the picture at large. It's very tough to extrapolate one persons experience, based on a very limited set of information that they've seen and then state that it applies to a general population at large scales. Not really possible to say whether or not this premise is accurate without there having been a study done.
And whether I'm in PA is not relevant. You're making a fallacy that one cannot have an opinion on something unless hey are actively involved in it. Following that should I assume you have no opinions on politics? You're not in the government so following your logic you shouldn't have any opinions on the President or Congress.
It’s low but there are African Americans and Indians at our leadership here which is good to see, being black sometimes it’s just better not to look at color and keep it moving and be positive with the minorities weather it’s Hispanic, black or Asian we all in the struggle and all we got is each other.
^Ah Ah Ah did anybody say whites are given more. Did you see the post about the firm owning up to a noted issue in diversity retention ... please reread the post and don't assume no where was reviews mentioned in the post
Ok manger 1 any response to EY OP ? Also don't add conjecture to my post You sample is based of your proximity to them ask you black co-worker if they know somebody who speaks in the terms of why me and op are saying
Op restates the same points made in my post manager one in simply say have a conversation with you "black co-workers " you might be surprised and you might not
I'm not in PA anymore. New work environment is extremely diverse. We have people of all nationalities, ethnicities, etc... definitely not an issue where I'm at, so not sure my current co workers would say anything is amiss.
I think diversity is a good thing. It promotes different viewpoints and overall diverse workplaces are more successful than non-diverse ones.
I do think that the firms could probably do better to ensure diverse professionals are placed on better engagements. From my experiences in big markets, it seems that diverse professionals often get thrown on the shittier engagements, where they are more likely to fall behind as OP mentioned. Maybe the firms need to start monitoring how new hires are placed on engagements?