Read this on Glassdoor. "Performance reviews lend to a gender- or personality-bias when it comes to promotions. Women and/or introverts often get the short end of the stick unless they have a great/shark managers. I've seen the most ineffective game-players get promoted over competent and effective peers who seemed to get punished for actually getting things done and not wasting their energy dick-swinging or taking unnecessary travel. In effect, a lot of the people promoted do not make for the best leadership." Thoughts?
Be better.
You gotta play the game to win. Can’t complain that you’re an introvert or a woman. I was an introvert and capable. Learnt the hard way and got promoted. Mentoring a girl at work. Taught her the same tricks of the trade. She got promoted too. Whatcha complainin about?
Wanna teach me? I didn't write this lol
You gotta jump ship first.
The system is also biased against people who are short, ugly, fat, disabled, muslims, foreigners, criminals, old, young, sick, lazy, dumb, pregnant, who smell bad, drug addicts, with mental issues, not good at leetcode ....
Looks like you’re speaking from experience.
To some extent since performance reviews aren't based on anything concrete but rather your managers observations this is somewhat true. But being successful in any career is about being able to market yourself. It sounds like this review was written by someone who was no doubt hard-working, dutifully coding all day and not letting anyone slow them down. This is bad. You have to be able to look up every once and a while and see the bigger picture; why your boss wants you to "needlesly travel" (instead of code) or "slow down" (punishing you for 'actually getting things done'). There's more to working as a developer than the next PR. Capital One values business sense extremely highly and that's why you see those engineers with a strong balance of technical and business getting quickly promoted to lead/manager/director over the strongest engineers.
Yes, I guess they're pointing out people that are discriminated have to make double the effort. I mean upper management at C1 is like 95% white so there is that limit that no matter how hard you try right now, you probably won't they get in.
1) I'm not saying this person is getting discriminated against and needs to work harder (even though this is true in general for discriminated people) -- I'm saying in this specific case they are (probably) not being discriminated against and need to take a different approach and critically examine themselves and where they can improve rather than just saying they're being disparaged. Note that I'm not saying discrimination doesn't exist, just that is an easy and cheap conclusion to jump to rather than accepting the fact that there are maybe somethings you can do better (people hate being wrong). 2) Diversity depends on your LOB. I am in Tech and middle / upper management is way more diverse at C1 than any other company I've seen. VP and C-Level definitely skew towards white but they aren't the ones deciding if associates get promoted or not. I believe more business focused areas of the company are whiter. Just because your manager is a white man and you are not absolutely does not mean the cards are stacked against you. This is assuming malicious intent in the worst way and is extremely toxic behavior.
I agree the C-suite skews white Male, but it is also more diverse than most companies (e.g., our Head of Bank is Hispanic, Head of Auto is Indian, head of Audit is Black...)
The NBA is also height-biased. Genetics and innate ability will always play a huge role in success in every field.