Has anyone had any success with speakup portal ? I have seen no response for weeks.
Any other options ?
The company has just checked a box of some government law to have a portal for reporting , no follow-up from anyone for the inaction.
15 replies (most recent on top)
Hire a lawyer before you even waste your time with that site. HR is protecting Nike. Based on every single post in this thread you have enough to hire a lawyer and I believe a class action suit when this trend uncovers the sl--e.
I reported a documented breach of the FCPA, Nike did nothing apart from a boilerplate response. I only got results after going to the feds.
Dont bother with the portal, report directly to the state level and federal regulators.
i swear this company is trying to ki-l you and doesn’t care about you at all. getting harassed by coworkers and having managers watch you like a hawk while they have conversations and kiki with the people THEY LIKE just to be on you & causing stress. our bodies are already tired from moving with urgency and helping with sales. daily sales that exceed your salary pay. it’s so managing and disrespectful. speak up portal does nothing and if they deem they communicated with you enough they just close the case and say make another report. they also pick and choose who they want to have a discussion with at work on the clock and do ce others to communicate on their off days. and yes it’s true all it does is put a target on your back.
I used the speak up portal on my former boss for inappropriate behavior after I was moved to a new team due to my fear of retaliation. Somehow, months later, I was placed on a performance action plan by my former boss. Even though employee relations advised me to minimize contact with him, my senior director wouldn’t have my back and forced me to have meetings with him on my action plan. I quit. I am much happier now.
The speak up portal is a scam. An admin reported all of the unacceptable behavior (trying to bring attention to a trend that's been seen throughout Nike) that they endured/witnessed under some of the terrible GT VPs. They thought it was safe to speak up about it after the VPs left to try to bring attention to issues of how poorly leadership treats employees. Even mentioned they believed they was retaliated against. This person got laid off. I know people who reported a teammate for regularly breaking the matter of respect policy (teammate creating a hostile and toxic work environment), they did nothing, despite what's clearly outlined in the matter of respect policy.
I have personally been involved in a couple of investigations. They only take legitimate action if what's reported to the portal could result in something damaging happening to Nike's image (SA, federal investigations, etc.). The best thing you can do is DOCUMENT EVERYTHING ON A PERSONAL DEVICE! And remember, in the state of Oregon, on phone calls/zoom calls it's legal to record the conversation without consent from others on the call. If you have a disability - THIS INCLUDES MENTAL HEALTH ISSUES (for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD) AND NEURODIVERGENCIES (attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities) YOU ARE CONSIDERED A PROTECTED CLASS!!! The diagnoses listed above were directly pulled from the voluntary self-disclosure form on the job application.
Another week .. the sham continues.... no response..
@2lum+1uhXu2LM -- I expect them to tell me someone is investigating, or case is closed or FO. Automated thank you for your courage response is not what I am looking for.
Unfortunately, unless you have credible witnesses with actual written evidence and theyre willing to speak for you and not lie then the Speak Up portal should just be seen as a record of events. If you feel you have traction and are a protected class put that in there and continuously document. If you are not a protected class still do it and then push for a response, not because you want one but because now you have a record of your complaint and can now sue for retaliation and hostile work environment as a result if anything bad happens. Ie, you get somehow end up on a PAP in a couple months, from the same person you complained about etc. Use it for the same thing they do, they want to know how well you've documented the transgressions, don't reveal all but enough that when a lawyer gets ahold of it they have a cake walk for instances of a severance agreement. And contrary to what people say those can be negotiated if they feel you might have any traction. Again.... speak with a lawyer, a consult is generally free.
I had a horrible boss and he was awful, beyond myself and my team how ever named to be a people manager.
HR couldn’t do anything for being an awful person, and I was told “have an honest conversation” with him.
This place protects instead of actually doing the right thing
It always has been. They only do things about the information they are provided, if they want to we-ponize it.
What response do you expect? The SpeakUp training states that no outcomes or investigations details are shared as a matter of policy.
Unethical behavior is going to be covered up asap, that’s what HR is tasked with. The complainant will be targeted along with the witnesses. Is just reality. Make sure there is evidence or you will be SOL. On the performance & costing the company resources angle, nobody wants to hear it. If being efficient were a priority Nike would’ve long ago addressed the inaccurate inventory and all the shipping problems. If can’t order accurately, plan accurately, ship accurately is going to be a lot of challenges. People that point out process problems and come with solutions should be elevated not relegated. The culture now only cares about not making waves and looking good to the management hierarchy within their own org. Solving real problems requires cross org collaboration, now folks dare not point out issues in another area/team for fear of being targeted.
Unless your boss or whoever you’re speaking up about did something that clearly warrants them being dismissed, using the speak up portal will just put a target on your back
If you speak up you will probably find yourself on the next layoff list. If you are lucky enough to have evidence like videos, pictures, texts, emails file a lawsuit.
The only solution is a lawsuit. Just look up how many new lawsuits have popped up recently.
It is a sham. I reported hostile work environment and discrimination because of behavior that a Senior Director was showing my boss. ER told me that the Sr Director didn’t have a problem with me, they had a problem with my boss so I should step aside. My boss was let go.