DEI (&B)

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anonymous said:
It wasn’t an aspirational it was ‘rule’ and it’s simply a quota system based EXCLUSIVELY on what’s in your pants. How stupid is that? How can you argue in favor of a quota?

You’ve heard the analogy before:

You’re on the operating table and the surgeon walks in and tells you their background and mentions they were admitted to medical school because of their gender - they scored in the bottom quintile of the MCATs and otherwise would not have been accepted to medical school or to a cardiac surgery residence program.

Tell ya what - YOU take that surgeon.

I’ll take the one that got in based on MERIT.
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My favorite thing is how 90% of the white men in SALES at novo think if things were truly based off merit, THEY would be the only ones capable. It’s one of the most hysterical things I’ve ever witnessed. Hate DEI but like nearly all of them are “didn’t earn it “ bodies in managerial roles. Then the good ole boys continue to hire the dudes that look and talk like them who they think are spectacular when it’s more of the same pile of shit but a generation younger haha
 



anonymous said:
My favorite thing is how 90% of the white men in SALES at novo think if things were truly based off merit, THEY would be the only ones capable. It’s one of the most hysterical things I’ve ever witnessed. Hate DEI but like nearly all of them are “didn’t earn it “ bodies in managerial roles. Then the good ole boys continue to hire the dudes that look and talk like them who they think are spectacular when it’s more of the same pile of shit but a generation younger haha
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Sorry, even if is was legit at the time, the good old boys things went out the window about 10 years ago. CLEE and female ET successors change the whole thing to be ‘Club V’ … you figure it out. But just look at who dominates marketing and sales. Quite a shift.

Get a new story gf.

You’re going to need (Moore) than that.
 



anonymous said:
What was stated was DEI&B made sure that folks were no longer hired based on merit.
there was no mention of “white guy”.

Look at the latest company meeting with Lars. Instead of the audience asking questions about strategy and specifics around regaining market share; the first gay guy asked Lars about stress management given the current administration.

Too many questions asked had nothing to do with what really matters when it comes to the viability of this organization.
That’s what happens when organizations place too much emphasis on subject matter that has nothing to do with productivity.
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If you want to go work for a company that does not have a triple bottom line, you know where the door is.

For those of us who like working for a company that does more than just make money, the well-being of our employees and society at large are worthwhile subjects.
 



anonymous said:
Sorry, even if is was legit at the time, the good old boys things went out the window about 10 years ago. CLEE and female ET successors change the whole thing to be ‘Club V’ … you figure it out. But just look at who dominates marketing and sales. Quite a shift.

Get a new story gf.

You’re going to need (Moore) than that.
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3 of 4 ACLs are men. The last 2 hired were white men. There are 16 male RBDs and 7 female RBDs.

Oh and the new head of marketing is a white man.

What exactly you crying about, gf?
 



anonymous said:
Which ACL hires? Be specific. Names and what you actually know about their "merit."

Fact is you have no clue what you're talking about. You didn't read their application materials. You didn't interview them. You didn't hear their plans or leadership visions. You don't know what their prior ratings look like. Maybe you know their MCAT scores? Is that it?

You know nothing with your "full stop" as if adding that overused phrase makes something true. You have zero clue. All you do is see that a woman got the job and automatically assume she wasn't the best candidate for the job. It's because of people like you that DEI&B programs need to exist in the first place.

Bro, you're not that talented. Just accept that you may be mediocre and that there are women better at the job than you are.
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That is the problem with DEI targets etc. Everyone automatically wonders if it was merit or DEI, even minority candidates wonder about it so it is not a great situation unfortunately.
 



anonymous said:
What was stated was DEI&B made sure that folks were no longer hired based on merit.
there was no mention of “white guy”.

Look at the latest company meeting with Lars. Instead of the audience asking questions about strategy and specifics around regaining market share; the first gay guy asked Lars about stress management given the current administration.

Too many questions asked had nothing to do with what really matters when it comes to the viability of this organization.
That’s what happens when organizations place too much emphasis on subject matter that has nothing to do with productivity.
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This post is spot on! The pendulum is about to swing back to performance! Princeton has too many people not contributing and needs to be thinned out.
 









anonymous said:
Define “merit.”
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Here’s what it’s not:

- your race, your gender, how you ‘identify’ … crap like that instead of what you’ve done, the experience(s) you’ve had like having worked in different businesses, different functional areas, different geographies/markets/countries, education, quant and qual skills … it’s NOT about what’s in your pants.
 



anonymous said:
Here’s what it’s not:

- your race, your gender, how you ‘identify’ … crap like that instead of what you’ve done, the experience(s) you’ve had like having worked in different businesses, different functional areas, different geographies/markets/countries, education, quant and qual skills … it’s NOT about what’s in your pants.
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Nobody gets handed a job simply because of their race or gender. Why would you assume anyone who gets a job doesn’t have all those things you said? Simply because of their race or gender?
 









anonymous said:
Nobody gets handed a job simply because of their race or gender. Why would you assume anyone who gets a job doesn’t have all those things you said? Simply because of their race or gender?
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Except white men, lol.

The fact is not that there’s this overtly racist or misogynist attitude that most white men have - it’s that human beings in general relate to other human beings that are like them.

What DEI should be about is not making sure you have X percent of Y people in Z role, but rather should be about eliminating the subjectivity that leads us to unconsciously select people who are just like us…to the extent you can.

Then it truly is about merit.
 






anonymous said:
Except white men, lol.

The fact is not that there’s this overtly racist or misogynist attitude that most white men have - it’s that human beings in general relate to other human beings that are like them.

What DEI should be about is not making sure you have X percent of Y people in Z role, but rather should be about eliminating the subjectivity that leads us to unconsciously select people who are just like us…to the extent you can.

Then it truly is about merit.
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Very well stated.
 



Most don’t care about this shit, life isn’t fair, promotions aren’t, Novo does t care about fair, they care about making and beating numbers. The Danes could care less about Americas petty obsessions about inclusion and all the other BS. They only do this stuff to appease a board who said they must. Whether it’s a traditional white make in charge or a woman of color, they ultimately act in their own self interest. One isn’t better than the other, at any given time, one is simply better win down dressing for the American pop culture topic of the day.
 



anonymous said:
If you want to go work for a company that does not have a triple bottom line, you know where the door is.

For those of us who like working for a company that does more than just make money, the well-being of our employees and society at large are worthwhile subjects.
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Do you honestly believe that? If so, congrats on being part of the gullible huddled masses association. OMG.

Triple bottom line? These are marketing ploys to keep litigation and lawsuits at bay. And to keep employees like you thinking your role is saving lives and making the world a better place. It’s a decent company, but no different than any other publicly traded company.
 



anonymous said:
Do you honestly believe that? If so, congrats on being part of the gullible huddled masses association. OMG.

Triple bottom line? These are marketing ploys to keep litigation and lawsuits at bay. And to keep employees like you thinking your role is saving lives and making the world a better place. It’s a decent company, but no different than any other publicly traded company.
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Spot on !
 



anonymous said:
Define “merit.”
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There are those that have undeniable merit. Back when we had annual ratings or look at the Hall of Fame wall, that is demonstrated consistency especially if in different roles or geographies. Novo also had a performance metric for promotion i.e. you needed a COE in X amount of years to hit the next level. There are those promotions, regardless of gender or race that are universally applauded and considered deserved. Then there are those who people say "how did they get promoted?", of all races and genders. It's not rocket science. Visibility, sucking up are all too common at Novo Nordisk and unfortunately it works at Novo Nordisk.
 



anonymous said:
There are those that have undeniable merit. Back when we had annual ratings or look at the Hall of Fame wall, that is demonstrated consistency especially if in different roles or geographies. Novo also had a performance metric for promotion i.e. you needed a COE in X amount of years to hit the next level. There are those promotions, regardless of gender or race that are universally applauded and considered deserved. Then there are those who people say "how did they get promoted?", of all races and genders. It's not rocket science. Visibility, sucking up are all too common at Novo Nordisk in the world and unfortunately it works everywhere at Novo Nordisk.
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FIFY
 




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