This leadership is going to cost us in fines when they get audited.
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@5fw+1jrews5y4 OMG. No woman will ever date you. You don't need to proclaim it to the world in post after post after post. Get over it already and learn how to actually do your job well.
I'm not sure what Cisco hopes to achieve by implementing DEI-based hiring or promotions. It seems that promotions are being given based solely on gender, rather than rewarding engineers for their performance. This approach does not seem motivating. I have noticed many talented male engineers leaving the team because they feel neglected. In some cases, even less capable female engineers with significantly lower contributions have been promoted. I am unsure how the company expects to achieve high growth and better outcomes if it does not reward actual talent and instead focuses primarily on gender-based recognition.
https://krknews.pl/ktora-firma-it-zatrudnia-najwiecej-kobiet-w-krakowie/
Women are increasingly entering the world of Krakow IT, although they still constitute a distinct minority in many teams. This is changing slowly but systematically – and there are companies that are ahead of the rest of the industry by several lengths. The latest report “Krakow IT Market Map 2025”, prepared by MOTIFE, clearly shows that the leader in hiring women in IT in Krakow is Cisco, where as many as 826 specialists work in technical departments.
This is an impressive number – especially when compared with the next positions in the ranking. IBM employs around 270 women in IT, Accenture – 228, Capgemini – 203, and Motorola Solutions – 176. In no other company does the number of specialists exceed 300.
At Cisco, women constitute a significant part of the team – both in terms of numbers and competences. They work as programmers, testers, analysts, project leaders. This scale of presence is no coincidence. This is the result of the company's conscious policy and long-term investments in diversity - including dedicated recruitment and mentoring programs.
The MOTIFE report shows that the average share of women in IT teams in Kraków is currently around 28%. In companies employing over 500 people, this share can reach up to 42%, while in smaller organizations - under 100 employees - it often does not exceed 20%. In short: the larger and more mature the organization, the greater the opportunities for women in technology.
The profile of the business is also important. Women are most often employed in the areas of QA (software testing), data analysis, UX/UI and project management. In DevOps, backend or cloud infrastructure teams, their share is sometimes negligible - sometimes below 10%. This structure reflects the choices of career paths, but also existing barriers.
As the report indicates, the largest number of women work in companies providing consulting and technology services - such as Accenture or Capgemini. Product companies, such as Cisco and Motorola, are also increasingly attracting female specialists, offering broad development opportunities and a clear career path. It is also important that women are entering increasingly higher positions – not only operational, but also managerial and strategic.
The largest educational authority in Europe is in Birmingham in the United Kingdom which still hosts grammar school with selective entrance tests designed to only admit the brightest. Left only to attainment in the exams, the brightest children do get in, but they all tend to be of the richest parents who have the resources to ensure theirs are coached to level others less affluent can't match.
Is that good for society?
Sources within Cisco's corporate offices confirmed that the company will be terminating its DEI program and instead adopt a policy of treating all its employees like garbage regardless of their race or gender.
According to several high-ranking Cisco executives, the U.S.-based tech giant was refocusing its efforts to treat all its employees equally awful, rather than giving different treatment to some based on their gender or the color of their skin.
"At Cisco, we're committed to equality," said Cisco Executive Vice President Chuck Robbins. "That's why we will be doing away with any previous DEI-derived policies in favor of an even playing field in which every single one of our employees will be treated like absolute trash. We apologize to all of the individuals working at our company — including white straight males — who we may have offended in the past due to these discriminatory DEI practices and promise to do better by treating everyone like garbage from this point forward."
When reached for comment, one Cisco employee appreciated the change. "It'll be nice to be treated like everyone else," said Jared Sharp. "I've worked here for a few years, but I've always felt like there were different tiers of employees. Whereas management might treat one group like garbage, another group will be treated like utter fe--s. Now, we'll all be equal."
Cisco now having announced the end of its DEI program, which was already irrelevant as 100% of its workforce was made up of Indian H1B's and lower priced Mexicans.
What Should Contractors Do to Comply with the New EOs?
Contractors should conduct a privileged review of their existing DEI programs to identify any potentially problematic features such as race- or gender-based quotas, or to consider adding a mission statement to clarify that the contractor’s diversity efforts seek to identify and cultivate all existing talent and do not have the effect of lowering any applicable standards or commitment to excellence.
Contractors should also consider a privileged review of their documented merit-based criteria for hiring, promotions, and other employment actions. This may involve updating job descriptions, performance evaluation processes, and training programs to focus on skills, experience, and performance.
Contractors should consider developing consistent guidance for employees, as they may have questions about the organization’s continued commitment to diversity and inclusion, and whether such a commitment is lawful, or where to go if they have concerns.
We will continue to closely monitor the implementation of these executive orders and will report on any new developments.
The facts are then when you use anything other than merit as the measurement for hiring, investing in, promoting, etc you are lowering the standards.
"Merit" at Cisco. It would be funny if it weren't so pathetic. There is no way Cisco got $1 worth of unique working software for every $10 it spent. I worked with many Principal Software Engineers and none had any high, medium or low level skills. Why are they even employed as engineers? Oh yeah, in some management stacks they were white men and in others they were Indian men. They made plenty of decisions that cost Cisco millions to tens of millions each due to their incompetence. I have a long list of observations as you go down the engineering stack as well as across many other business functions but you should have the point by now.
It has nothing to do with audits & fines...it's the loss of federal contracts that would be at-risk, which would be financially 'material', allowing Shareholders to sue if Cisco knowingly puts its business significantly at risk. That double-whammy means that Cisco will be making a genuine effort to wind down DEI.
Fran & others have been pretty clear in Check-ins that Inclusive Communities will continue in some form, but other than that...DEI is sunsetting...that's part of why they ki-led The People Deal.
There are tons of great people at Cisco of all colors, races, religions, s-xual orientations and ever other identifiable characteristic.
At the same time you can use your favorite search engine or AI to ask what the average IQ by race (or any other characteristic is) and deal with the facts.
The facts are then when you use anything other than merit as the measurement for hiring, investing in, promoting, etc you are lowering the standards.
Go ahead and think about if the NBA was forced to use DEI and set an objective for 50% of their new players to be white. What would happen to the quality of the game? Do the same for United Airlines goal of hiring 50% of their pilots to be black or female.
This is what the new administration is highlighting.
If you’re not for DEI then simply quit have some dignity and respect for yourself. Otherwise you’re a hypocrite for everything you stand for.
Trump admin just outed the NASA DEI chief and fired her. They had renamed her role to some "workplace success" BS to try to hide the DEI department. Who is in charge of "workplace success" at Cisco?
When hiring is based strictly on who is most qualified...
Years ago there was a report about a research team that sent out two almost identical resumes. The only differences were the centering of the applicant's full name where the first name of one was David and other was Darnell. Darnell got far fewer callbacks. This research has been repeated at multiple universities. The same goes in the reverse with what I recall was an article on Network World around 2007 complete with video where an American with a supercalifragilisticexpialidocious sized name and when he called the number in a certain networking company's employment ad they started telling him how to contact immigration to start the visa process when he said "but I'm an Ameri" as that company then hung up on him. It's clear that companies filter out potentially far better candidates before anyone actually talks to anyone so "most qualified" is off the table.
Even when people get through the interview process you have no idea how they'll perform until they're actually doing it, and at Cisco so few people have worked in competent environments they severely overestimate the value of what they do. Some of the best people I worked with in my career looked horrible on paper and some of the worst looked like super geniuses on paper.
You guys are STILL whining about DEI lol .
That's because they can't read or think. As has been posted here many times Cisco's quality has been extremely poor for decades longer than it's had DEI and even before it had undersea connections of sufficient bandwidth to do large scale world wide development. Surprise surprise, no one can explain why that was when confronted.
If you have a team of 50 people and you replace the real bottom 5 people with non-white/Indian and/or non-male candidates who passed the interview process there is a good chance you have a more competent team. A big risk becomes the failure of other team members and management not have the skills to work with someone with trivial non-work related differences.
Fran ended her "People Deal (aka LR with a quiet smile)". Now all we have is LR with a boot in the dairy aire.
It's like going to a wh0re house, then complaining that you just didn't feel loved
You guys are STILL whining about DEI lol . Maybe you just didn't get that promo because you're mediocre. Time to accept it
Companies are just renaming all the DEI stuff. Same thing, with a different term used. For example, the big DEI convention in Raleigh is now called "Perspectives 2025: Workplace Success" :)
The DEI and politics game is all that cisco knows. Knows nothing about technology that is clear.
Cisco is walking on ice cause number of management promotions was DEI base.
Correct.
To report a DEI violation, you can contact the Equal Employment Opportunity Commission (EEOC) at 1-800-669-4000, or if you are a federal employee, contact an EEO counselor at your federal agency employer, and if you are concerned about discrimination in public K-12 schools, you can submit a report through the U.S. Department of Education's "End DEI" portal.
Pretty straightforward. There's also a human rights tribunal filing option in Canada. Heard about something like that being started in response to some shady hirings and firings recently.
audited? by the dei police?!? riiiight
Dude Cisco pays fines all the time, it’s all part of the cost of doing business….