BMS Business Development Failures

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Go woke go broke. Invest in DEI and watch your company DIE. Examples of brands that committed Harikari include Bud Light, Harley Davidson and Lowes. BMS is not far behind. When you focus on how much melanin is or isn't in your skin vs selling products you are committing corporate suicide.
 




anonymous said:
Go woke go broke. Invest in DEI and watch your company DIE. Examples of brands that committed Harikari include Bud Light, Harley Davidson and Lowes. BMS is not far behind. When you focus on how much melanin is or isn't in your skin vs selling products you are committing corporate suicide.
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Yeah, surely the occasional events celebrating workers, their unique backgrounds and trying to give employees equal opportunity drove the commercialization and research failures.

Find another strawman clown
 




anonymous said:
Yeah, surely the occasional events celebrating workers, their unique backgrounds and trying to give employees equal opportunity drove the commercialization and research failures.

Find another strawman clown
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It's not the events that led to commercialization and research failures. It's putting people into higher positions simply because of the color of their skin, their sexual orientation or religious beliefs that led BMS into this debacle. If we focused on putting the best qualified people into leadership positions instead of focusing on DEI we might be a little bit more successful. Sorry sister, DEI is the prescription for an early corporate death.
 




anonymous said:
Go woke go broke. Invest in DEI and watch your company DIE. Examples of brands that committed Harikari include Bud Light, Harley Davidson and Lowes. BMS is not far behind. When you focus on how much melanin is or isn't in your skin vs selling products you are committing corporate suicide.
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So many miss the point of DEI. It’s to have people get over their focus of how much melanin is in someone’s skin. Unfortunately the white hiring majority (and I am white, so calm down) has held unconscious biases and even our hiring practices have inadvertently shut out talented people of color for decades. I hate when this results in a “check the box” mentality of hiring people because of their skin color… but white people have done that also for decades whether intentionally or unconsciously. There are plenty of white people who are incompetent but hired because they went to the same prestigious college or were members of the same social clubs, etc. if we have to brute force diversity with quotas to change the system, I’ll tolerate some u qualified DEI hires.
 




anonymous said:
Go woke go broke. Invest in DEI and watch your company DIE. Examples of brands that committed Harikari include Bud Light, Harley Davidson and Lowes. BMS is not far behind. When you focus on how much melanin is or isn't in your skin vs selling products you are committing corporate suicide.
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Another pussy whining about DEI
 




Your acceptance of putting unqualified people into positions of power with brute force DEI is exactly why BMS is dying a slow death. The strong survive. DEI=corporate death. Last one leaving please turn the lights off.
 




anonymous said:
So many miss the point of DEI. It’s to have people get over their focus of how much melanin is in someone’s skin. Unfortunately the white hiring majority (and I am white, so calm down) has held unconscious biases and even our hiring practices have inadvertently shut out talented people of color for decades. I hate when this results in a “check the box” mentality of hiring people because of their skin color… but white people have done that also for decades whether intentionally or unconsciously. There are plenty of white people who are incompetent but hired because they went to the same prestigious college or were members of the same social clubs, etc. if we have to brute force diversity with quotas to change the system, I’ll tolerate some u qualified DEI hires.
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Hope you get replaced by an unqualified DEI hire then. See DEI derailing the topic of the threads yet again.
 
























anonymous said:
You want to know the truth….. there are very conflicting views within the CLT on the road forward for BMS. It is indeed difficult. The path to stymie the hemorrhaging revenue loss from Rev & might I argue Eliquis & Opdivo has not been sorted. Any offsets by current pipeline medicines will not occur till after 2030. The current CLT lacks the ability to take transformative action. Karuna was a non-imaginative approach to address the revenue gap. There are many complications with the studies for KAR-XT. It will hamper commercialization. Don’t believe the band aids being used to address the gaping wounds with KAR-XT. And yes, Rayzebio is complicated as a spiders web. The NEX-T program is mostly sizzle & very little steak no matter how much Lynelle hypes it up. Change is imminent on the CLT… keep reading this space.
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Back on track from the troll distraction sub-thread...any news on getting the meatheads listed here out if the C wing? Honestly, this bunch is really horrible. Does the BOD need a call or something?
 




anonymous said:
Back on track from the troll distraction sub-thread...any news on getting the meatheads listed here out if the C wing? Honestly, this bunch is really horrible. Does the BOD need a call or something?
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Nothing will change until an activist investor gets involved, like we've seen with so many companies in the past. They won't here though, the situation is too debilitating and there is no way to surmount all of the problems we have. No real leader would be willing to step into BMS, anyway. Things will just get crappier over time and the only winners will be the execs getting paid $$ millions for nothing.
 




anonymous said:
Nothing will change until an activist investor gets involved, like we've seen with so many companies in the past. They won't here though, the situation is too debilitating and there is no way to surmount all of the problems we have. No real leader would be willing to step into BMS, anyway. Things will just get crappier over time and the only winners will be the execs getting paid $$ millions for nothing.
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What happened to CI? He must see this for what it is to a dunce like myself, right?
 








anonymous said:
It's not the events that led to commercialization and research failures. It's putting people into higher positions simply because of the color of their skin, their sexual orientation or religious beliefs that led BMS into this debacle. If we focused on putting the best qualified people into leadership positions instead of focusing on DEI we might be a little bit more successful. Sorry sister, DEI is the prescription for an early corporate death.
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Are you suggesting that only whites should get jobs and the white men will save everyone like they have for centuries? Grow up
 








anonymous said:
Are you suggesting that only whites should get jobs and the white men will save everyone like they have for centuries? Grow up
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BMS is definitely over-indexed to DEI. First thing many notice when they come here is the over-representation of females and minorities in leadership positions across the company. Don't get me wrong, the whites here are in many cases equally incompetent; talented employees just do not want to work here. But when you hire and promote based on gender and race, not merit, you are setting up your company for failure. And some of you wonder why this company is an unmitigated disaster.
 




anonymous said:
BMS is definitely over-indexed to DEI. First thing many notice when they come here is the over-representation of females and minorities in leadership positions across the company. Don't get me wrong, the whites here are in many cases equally incompetent; talented employees just do not want to work here. But when you hire and promote based on gender and race, not merit, you are setting up your company for failure. And some of you wonder why this company is an unmitigated disaster.
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Meanwhile C suite is almost entirely white and incompetent but people see a black person they feel isn’t up to snuff at VP level and blame the downfall of the company on DEI. Wild.
 




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