When the layoffs across the enterprise will happen. Sounds like no set numbers across the OUs, except that everyone has to participate to some extent and all contractors and consultants will be affected barring ex-com approval.
The extent of participation will be based on OU funding and SGA burn. So it should vary significantly from OU to OU.
For shared services - like IT - I anticipate a total bloodbath.
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I appreciate your perspective on DEI and how it has played out in your experiences. I agree that blanket generalizations, especially about Asian students or professionals, aren’t accurate. The data supports that many Asian students and professionals excel through rigorous academic and professional standards, often facing higher admissions thresholds rather than receiving unearned advantages.
That said, I think the larger discussion about DEI is nuanced. While there are cases where DEI initiatives may promote underqualified candidates, there are also instances where it provides opportunities to those who have faced systemic barriers. The key issue is ensuring that standards remain high and that all individuals, regardless of background, are held to the same level of excellence.
It sounds like your main concern is with meritocracy being compromised in some DEI implementations, rather than the idea of diversity itself. I think that’s an important distinction. True diversity should foster inclusion without sacrificing excellence. I’d be curious to hear your thoughts on how institutions can balance these priorities effectively.
Bro, we get it. You’re the smartest guy in the room.
Your so important and successful and good looking that you can’t be arsed to read this message board (yet write long meandering messages here)
You left the company years ago and are so much smarter than us you work in the financial sector. So much big money and success because your so damn smart.
Yet even after all those years of your super smart super brain, you still feel the need to complain about DEI.
I agree with the other dude, it’s YOU not DEI that’s your problem man.
In case anyone's wondering, I don't read responses. I learned back around 2006 on social media that it's not realistic to expect a reasonable debate on social media. It's highly emotional with selection bias, observation, bias. But I still wanted to post my thoughts. I don't think I've read a response on a board like this since the late 2000s - lol.
Don't worry about me. I don't even work at Medtronic anymore. My job got sent overseas a year ago. I had to train my replacements. Supposedly, to people complaining about DEI my job would have been safe since I am a minority engineer. But it still got sent to India anyway.
If someone got angry at my post, I would remind them to pivot instead to the executives sending jobs overseas. That's something to worry about RIGHT NOW instead of a post by a guy who hasn't even worked at Medtronic since a year ago. I've moved onto the financial industry which has plenty of work and demand for my skills.
AI Biomedical Guy - take this in the nicest way possible, but after reading your post I believe the issue lies with YOU and not DEI or whatever boogyman de jour.
You honestly don’t come off as a person I would like to spend 40 hours a week working along side.
I think you would benefit on some work on your soft skills.
I am a minority engineer who has posted earlier my opposition to DEI. I usually cite the studies by Dr. Richard Sander of UCLA who described the mismatch pattern which actually hurts the. minorities who supposedly benefit from DEI (or AA).
With that said, I find it bizarre that Asians are also included as "illegitimate DEI" when the research clearly shows otherwise. There is an article you can find on google with the title of "Asian-American Harvard Admits Earned Highest Average SAT Score of Any Racial Group From 1995 to 2013".
When it comes to illegitimate, unqualified workers who benefit from DEI, they do exist. But to blame all Asians is just inaccurate. In my career, I witnessed DEI at its worst in some examples:
- A product owner from Mexico who struggled with English as a 2nd language but was somehow promoted to principal PO by the business management.
- A white woman who was promoted to IT director but somehow opposed test automation because she thought the engineers bringing it in were "too belittling to the women doing it manually".
- A large group of freshman minority STEM students who flunked out or dropped out by their junior year when admitted without proper credentials.
The list goes on. I am against DEI/AA. But they usually don't include Asians. If you go to a top notch university in the Big 10, Big 12, etc. and get into a class with mostly Asian students from Korea, China, India, Pakistan, Singapore, etc. in a course like data structures and algorithms, computer algorithms, continuum mechanics, fluid mechanics, biochemistry II, or finite element analysis, it's going to be ludicrously difficult dealing with students who are among the best in the world.
If you don't believe me, try it. Go to University of Minnesota or Wisconsin, take fluid mechanics or biochemistry II, and see if you get the highest score on the final without studying. I took a course on AI and medical imaging with mostly international students from Asia last semester. The professor was also Asian with many patents for medical imaging. The difficulty was absurd. I got an A+ but found it extremely grueling. The students were very elite and impressive with their AI presentations on medical imaging diagnostics.
Asians and women are easy scapegoat for the tanking of the company.
Wow more for surgical?
Not many people know about the DEI program is that if you have it in your company the government would give you some funding. That’s why we see DEI programs in other companies. Now that Trump throwing that out and not funding it there will be less hiring of Asians and it’s truly just based on your merit. DEI was simply for getting money and for tax write off. That’s the end of it.
The recent layoffs in Surgical are not the end. There are more likely coming. Confirmed by leadership today.
Because Leadership had a goal, I use that term loosely, maybe a mandate, to hire more Asians as part of DEI, just like more VP and above women was a goal a couple years ago. I don't know if this was corporate wide but I was told by a leader who couldn't hire who they wanted because the other candidate was Asian so it would have been frowned on if they took the other. Again, don't know if it was true for all but that's just what I heard.
I’m not following, why are there so many comments about Asians?
Director hitting on attractive Asian employees? Who might this be?
You don’t have to report to WARN in CA if you’re laying off small number of people spread over long period of time. Take notes directors, this how you can get away with layoff without alarming anyone
NotTodaySatan
True, but the fine for not reporting them is small and MDT didn’t report the August ones.
Remember the article about it on medtechie?
If you're in CA, it is required by law for companies to register their impending layoffs 60s ahead on the edd.gov site. It is called The Warn Report.
@152+1jnk9fssg - do you think they will spin off Surgical? Why or why not?
Medtronic lost its vision to help patients. Right now, Medtronic is helping shareholders more.
Post from TheLayoff.com
What clues have you noticed?
We need to watch directors carefully
Companies are doing layoffs like crazy right now. It’s across sectors, industries, etc. Medtronic needs to stop the promise of dividends and put that money to good use internally.
We are a device manufacturer who wants to be a tech company. It isn’t possible to make this transition with our leadership. They don’t know the first thing about tech companies and can’t capture the profits of a tech company.
If they want to do this then they need to incubate a startup and go from there. Should just spin out the Surgical OU and see what happens.
Senior Directors may not see the final list but they know which names they submitted.
Only VPs get insights into RIFs. They have to sign a NDA. Nobody at the director level or below gets info until the day it happens.
I think it’s going to be the week of April 7th. Also I think I’m included in the RIF. There are some clues that I’ve noticed in my OU.
If anything is happening it’s BU specific. There is nothing happening company wide.
Come on. Thinking critically. For apr 15th to be the date. The names would have to been sent back up by now. That means managers would have to be clued in. And we leak like sieve.
Nothing burger.
Bump.
Which OUs will be impacted? I hope this isn’t true.
Probably biggest scandal waiting to come to light
I can confirm, it'll be the biggest layoff in Medtronic's history. With the job market being a dumpster fire, it's going to be very bleak for the foreseeable future.
Wow.
IT knows something. That's why the global network outage today
Every year, it's a bloodbath. Too bad GM and his buddies are safe every year. So start licking GM's boots if you want a chance to avoid getting let go.
I’m in R&D so… what you gonna do about it?
Yup, over here full of Asian workers. Rumors do fly around quickly. We know who they are
Hitting on attractive Asian employees supports our DEI initiatives.
Oh yeah I see directors taking out attractive employees for “lunch”. Who knows what’s going on
Directors are not your friends. Just there to flex power and hit on attractive asian female employees. When it comes down to letting go people I bet they will be looking out for themselves first.
I trust this website better than my own manager and division.
Someone on this website correctly predicted the date of last mass layoffs in April of 2023 days before GM sent the company wide email
If and I mean IF IT was involved, a total blood bath would mean out sourcing the entire IT team or what's left of it.
I call Fake news on this thread, but who knows for sure
I am a Director of R&D in CST who is in lockstep with my VP. Sources and proof cannot be fully verified, after all this is an internet rumor board. :).
Where did you get this information?