Did you hit a nerve? Maybe. I guess I’m tired of people like you crying racism every time things don’t work out their way. Add in, you can’t actually provide a single example of it happening. I guess people who aren’t racist don’t like being called racists. It’s a nasty accusation and irresponsible to say the least.
And Novo has no such policy that requires the interviewing of a minority candidate. I know this because I’ve hired several people here, and nothing like that has ever been required. I interview whomever I want, regardless of age, sex, race, etc.
But, if you want to provide an actual example of a better qualified minority candidate who was passed over due to their race, then let’s hear it. Seems like you could eventually come up with something.
Just finding this 8 years later. Thanks for the post.
We are currently gathering background information for a story we are producing that involves Doug Speas, Senior Director, Area Health Systems - West Coast at Novo Nordisk. If you have had any direct experience with Doug, or can provide additional background or context relating to EEOC claims or other malfeasance, we would like to hear from you.
We will never disclose your identity, and you can remain completely anonymous throughout the process. We just want to know what you know.
Let's hope this reaches the right people.
Oh yes you do have a policy. A policy in action. DBM’s and Reps talk about the staked deck and 1 of 3 minority candidate
Pool. The running joke is to speed through their allotted 1 hour time slot with the minority candidate and score low because we all know there is no chance of them being hired. Let that serve as your example. Why would we need to do this as a company?
“I interview whoever I want”. We know you do
If you’re going to use an example, it should be an actual example. I’ve actually hired people at this company. Several times. There is no policy. Regardless, a policy like that would be to give an advantage to minority candidates, not exclude them. If you have to fabricate information in order to support your point, it might be worth considering that your point is it a good one in the first place. Keep trying.
Why wait on the EEOC? There other options from competitors of NNI who do a better job. NNI is vulnerable based on competitive options and their own behavior. Their margins are already lower in the U.S. Companies must be punished for this type of behavior immediately, or else it metastasizes. We know what talks. This happened with a major device company. People let doctors and stakeholders with leverage know what was going on. Business was immediately impacted based on the disgust of strategic accounts. This did not reflect those accounts' values. The CEO at the time went on an apology tour and corrected course with tangible actions that were measurable, but the company never fully recovered all the lost business and remains at #2, or #3 market share where they were #1 in several regions in a major self-own. This company lost significant business from the market leader who didn't play games on the topic of race. The market leader simply wanted the best of all people, reflecting the patient market, and let customers know it. The playbook is different here, but the point is, be proactive. Don't ask, act. They want you to be confined to just asking, so that they can make meaningless promises to "do better", "do an investigation", or my favorite: "we are committed to..". Enough talk.
Action is needed
Why wait on the EEOC? There other options from competitors of NNI who do a better job. NNI is vulnerable based on competitive options and their own behavior. Their margins are already lower in the U.S. Companies must be punished for this type of behavior immediately, or else it metastasizes. We know what talks. This happened with a major device company. People let doctors and stakeholders with leverage know what was going on. Business was immediately impacted based on the disgust of strategic accounts. This did not reflect those accounts' values. The CEO at the time went on an apology tour and corrected course with tangible actions that were measurable, but the company never fully recovered all the lost business and remains at #2, or #3 market share where they were #1 in several regions in a major self-own. This company lost significant business from the market leader who didn't play games on the topic of race. The market leader simply wanted the best of all people, reflecting the patient market, and let customers know it. The playbook is different here, but the point is, be proactive. Don't ask, act. They want you to be confined to just asking, so that they can make meaningless promises to "do better", "do an investigation", or my favorite: "we are committed to..". Enough talk.
What behavior should they be punished for? There hasn’t been one actual example of anything anyone has done wrong. You’ve decided you don’t like the demographics of the work force, so you back into an assumption that it must be racism, even though you can’t produce even one, single instance of it every occurring. But, now NNI should be punished!? You sound crazy.
But, I’m sure this won’t stop you from playing the victim anytime something you don’t want to happen actually happens. That’s the playbook nowadays. I wish logic and facts drove you, but you threw those out the window. Good luck with all that.
What behavior should they be punished for? There hasn’t been one actual example of anything anyone has done wrong. You’ve decided you don’t like the demographics of the work force, so you back into an assumption that it must be racism, even though you can’t produce even one, single instance of it every occurring. But, now NNI should be punished!? You sound crazy.
But, I’m sure this won’t stop you from playing the victim anytime something you don’t want to happen actually happens. That’s the playbook nowadays. I wish logic and facts drove you, but you threw those out the window. Good luck with all that.
“the Demographics of the sales force”. Tom, Bob, and Steve chose 99% of the frickin sales force or had their hands in it. How can you say that with a straight face. People see through that bullshite these days.
See through what bullshit? Who is the racist? Point them out and share what they’ve done to be racist. You’re using fictional names, looking at demographics, and saying that because the outcome doesn’t turn out the way you think it should, there must be racist motivations involved. Show me where. Show me who. Or just shut up and quit playing like you’re a victim. That’s the only real bullshit here - you’re stating there’s a problem and unable to provide one single example to back it up. Try again.
Oh I know what the outcome will be if Larry, Jim, and Steve are at a panel interview looking for a “fit”!! Let me guessed, you “earned” it and pulled yourself up by the bootstraps. Enjoy your EvangeliKKKal gathering in Miami next week buddy.
I have an example with witnesses. I will contact HR with specifics. My guess is, it won't be going anywhere. Once investigations are done (if they ever pick it up), I will update this thread.
See through what bullshit? Who is the racist? Point them out and share what they’ve done to be racist. You’re using fictional names, looking at demographics, and saying that because the outcome doesn’t turn out the way you think it should, there must be racist motivations involved. Show me where. Show me who. Or just shut up and quit playing like you’re a victim. That’s the only real bullshit here - you’re stating there’s a problem and unable to provide one single example to back it up. Try again.
You’re not going to get real names on here bonehead. Stop asking
Of course I won’t. Because no one has actual examples, bonehead.
Of course I won’t. Because no one has actual examples, bonehead.
