Anyone else notice the post discussing the company’s plan to continue to keep attrition high and force out High-Cost center employees was pulled down….?
22 replies (most recent on top)
@2ibo He went from “I’m not s-xist, but…” to “just asking questions” to a full-on tirade about women being supposedly “overrepresented” at Exxon (they’re not). He clearly has problems working with women, and maybe people in general. You two can have the thread to yourselves to discuss why. I’m done with this conversation.
My guess is that he’ll show up on another thread to air his grievances about having to live on the same planet with people who aren’t white, middle-aged men. We can talk more there. Until then, take care.
Sheesh. Methinks Aunt Flo had been in for a visit on this thread
@2rxy I have no problem working with or for women, but I’d honestly really hate to work with you. You clearly think very highly of your intelligence at the expense of others, and have no capacity for seeing the other side of an argument.
This is what you get for asking politely to consider proportional representation. Good god.
@2qag Your comments fit a conversational pattern, and (assuming that you’re telling the truth) expound upon preceding commentary of similar tone and effect.
Even if you’re not the individual who made the preceding comments (doubtful), you’re still defending retrograde views regarding gender roles, so trying to wiggle out of it by claiming to be someone else and making ad hominem attacks isn’t going to help your position, even if your stated premise was true.
At best, you bought into the losing side of an argument that didn’t involve you.
Again: if you can’t handle working with women or being told what to do by one, that’s your problem, not your employer’s.
@2tqb You have incorrectly assumed that I was one of the previous posters. I simply made note of what proportional representation was, then you had a hissy fit.
You are coming off as very immature and emotionally fragile.
Managers with retrograde views (on gender, on workplace flexibility, on offshoring, you name it) dominate EM and are acted upon continuously.
This is the reason EM is failing.
@1bor I got you to say it.
Your problem seems to be that you have to work with women. In particular, women in positions of power.
Go ahead, take your grievances to court. If I could shake you out in a forum like this one, any competent legal counsel will shred you during cross-examination.
Again: if you don’t like working with women or being told what to do by one, that’s your problem. Having your retrograde views on gender inadvertently offended by the circumstances of your job doesn’t give you standing to sue your employer for gender-based discrimination.
On a personal note, based on what I’ve read, I wouldn’t have promoted you either. Retrograde views like yours will eventually be acted upon were you to gain power, and that poses a potential risk for your employer.
Over representation does not mean >50%. What overall percentage of EMTEC is women? What overall percentage of EMTEC managerial or other leadership positions are women? If it’s nearly the same, that’s fair representation, if it’s significantly less that’s likely unfair, and if it’s significantly more that’s over represented. Anyone have those numbers, or will TLDR be a sufficient rebuttal?
@vfi+1iDq5xDJ
As a outsource provider, my goal is to low bid, grab the business and then fill with the minimally qualified talent. I know a company like XOM won’t let the operations fail so some poor employee like yourself will supplement my low cost workers. So, thank you to you and your colleagues for enabling my sales commission! We’re just getting started with the work XOM is sending our way! $$$ Hahahaha
@1qjy TL;DR
If you think you’ve been discriminated against on the basis of your gender, retain legal counsel and file a formal EEO complaint.
If you just don’t like working with women, or having one tell you what to do at work, well, that’s your problem.
Question for all: pretty much everyone who posts here claims to despise Exxon and not care whether the company fails. Why then, do you all seem to suddenly care about “competence” when it comes to anyone other than a white male over 50?
To all gender equality warriors here, please watch out for your own biases.
It's easy to dismiss anyone who considers a manager as unfit for the job (that happens to be a female) as a misogynistic middle-age male who was denied a promotion.
But unfitness for management is not that difficult to identify. Just listen carefully to such manager in all-hands meetings, observe the "leaders" he/she promotes and surround him/herself with, monitor how vocal (or silent) are employees in such meetings, monitor who dears to disagree publicly to such manager without fear of retaliation (this is called psychological safety), and finally measure retention (or attrition).
My manager (who happens to be a female) fails miserably in all these departments. Precisely because she is a female I tried extra hard not to jump to any conclusions (I would have been convinced of unfitness in a heartbeat if such manager was a male).
I am a gender equality warriors myself. But it doesn't take that much effort to recognize when a manager has not the chops for the job.
A lot of that going on here lately…..working for the man here in Annandale…what did you do with your 3% ,,,,oh wait we didn’t receive that ….
@kxg Post middle-age male grievance has been covered on several other threads.
There are important situational differences between you not getting a promotion that you thought you deserved, and potential wholesale discrimination on the basis of national origin.
If you really feel that you were discriminated against on the basis of your gender, then you should consider contacting a licensed attorney and exploring options to file a formal EEO complaint.
Everyone should keep in mind that if you take your employer to court, everything that you have ever said or done on company property, at company-sponsored events (including trade shows), and using company/workplace communications is discoverable. Remember that text you sent five years ago about the intern with the nice legs? Be prepared to have it read aloud by opposing council in front a judge.
What about promoting a female over a male on the basis of gender? Is that a violation of federal law too?
EMTEC for example is female top heavy.
It's no secret that the company has been offshoring jobs for a decade to lower cost centers.
Someone high up must have floated the idea of cost savings and we were to make the prophecy come true. The problem is the lack of experience overseas and the time demand on more senior people. Part of my job at one time was to train the KLTC employees that rotate every 2 years. It was extremely frustrating and time consuming exercise from both sides. Not something I would ever want to do again because these jobs should have gone to young people in-country.
Although lower cost centers will flex their hours, I find myself constantly having to flex my time to have more interactions to correct or direct the work. Many times I simply do the work myself because of impending deadlines. (Why wait for work that requires 4+ hours of their time when I can do it in less than 1?) All in all, the offshoring of jobs really doesn't result in significant cost savings because certain tasks simply cannot be done this way. Routine task, yes. Highly collaborative or interactive jobs, no.
The same with the IT help desk. I rarely have any success with someone answering the phone in some far flung country.
@OP Before you go barking up the conspiracy tree, dig a little and take notice of the countless other threads that address exactly the same topic, with exactly the same comments, probably from exactly the same people.
My advice to people who see conspiracies everywhere is to take themselves less seriously.
"It's happening already".
Spot on.
10 years ago, it was unimaginable for a foreign Ph.D. graduate from a US university (particularly from India or China) to return to their home country after graduation, they would always find jobs in the US and eventually immigrate.
In only one decade, this trend is reversing. These countries have nurtured their local "silicon valleys" and are attracting top talent back and their salaries have grown exponentially accordingly.
Still not quite like in the US but getting there quickly.
What will happen when our BTC counterparts start demanding higher pay?
That's a great question.
I anticipate we will get to the point where the "price of talent" will globalize, as demand for talent in low cost locations will drive its price up until it's no low cost anymore.
It's happening already.
This is why Exxon struggles to attract and retain top (A) engineers in Bangalore and can only afford for average (B-C) engineers as the "inflation" for top local talent has pushed their price beyond ExxonMobil reach.
As it happened in other areas (like fracking, shale gas, LNG) the slow ExxonMobil is late, in this case, late to the offshoring party.
What will happen when our BTC counterparts start demanding higher pay? Will EM shift work back to US or find another low cost center?
Maybe Thelayoff has received legal threats from ExxonMobil trolls to take down insider info.
It's not WikiLeaks.
We love you Thelayoff nevertheless ❤️
They do it all the time. I wonder who is behind that 😆