The people who get promoted fastest are the ones who know how to impress their bosses. Actual expertise and the ability to lead people don't matter much. Sad but very true.
8 replies (most recent on top)
@p1 haha thought I was the only one!
@nh nobody should be prioritised because if their race or color fullstop. Capability not diversity is the only way forward…. So if you are white and great at what you do then you should have the same opportunity as an Asian who is great at their job.
Hi Beth
If you're actually giving this company the time of day you are being scammed. It's kinda funny. I'm getting paid like 200k working 20h a week. Inflating all my work estimates... I haven't worked on a Friday in the past 2 years. You have to play by the same rules that he CEO does. Hard work is punished with more work.
@nh shots fired!! It's the same situation in the US.
@n3 So because the UK has an Indian Managing Director, we’re supposed to assume that every Indian or South Asian employee in the company has the same opportunities, privilege and experience?
Let’s actually talk about what happens at the employee level.
A white colleague gets promoted to IC5, while an Asian colleague who has been with the company for years struggles to get the same progression because they supposedly “don’t fit the mould.”
And look at leadership appointments. A white guy can join the company externally as Director of Sales Engineering, while a highly respected Field CTO who has already built credibility and a strong reputation within the organisation is unable to progress into an SE Director role because of internal politics.
That raises a legitimate question: why are external candidates sometimes given senior leadership opportunities when people who have already demonstrated their value internally struggle to make that same step?
Who gets the biggest pay rises? Who gets fast-tracked into leadership? Who gets the opportunities to move into other teams and accelerate their careers?
Too often, it feels like the same people already benefiting from the system continue to get the opportunities.
Having an Indian Managing Director at the top doesn't automatically mean that ethnic-minority employees throughout the organisation have equal access to progression. Representation at the very top and equal opportunity across the organisation are two completely different things.
The reality for many ethnic-minority employees in the UK is that progression can feel like an uphill battle, working significantly harder, delivering consistently, and still having to navigate barriers that others don't seem to face.
So rather than pointing to one senior leader as proof that the system is equal, let's look at the actual experiences of the people trying to progress within it.
Because representation at the top means very little if the people underneath still feel they have to work 10x harder for 10x less recognition, opportunity and reward.
You mean indian
Pretty simple. If you're white, your face fits and your dad is in the industry then you're pretty much sorted for life.