JL promoting a new role on his team on LinkedIn. Thankfully he is getting dragged a bit—people questioning why the required qualifications are so high when JL doesn’t even meet them. 😂
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JL is a joke. So was JS. So ridiculous all the way around. What does this guy do anyway? Come on MM take a close look at this bad hire.
Continuing to prioritize hiring and promotions solely based on DEI metrics will only lead Nike down a path of failure. By favoring diversity checkboxes over merit, the company perpetuates segregation. The unjust practice of dismissing top-tier talent in favor of those who fit certain demographic profiles only exacerbates division and resentment within the organization. Why should the company rely on labels like BEN or WON? Would creating categories like MON or WEN be acceptable? Obviously not. The existence of such categories only highlights the dysfunction within both society and Nike.
@2iac that’s one of the great ironies of identifying and grouping people mostly by accident-of-birth characteristics like race, gender, ethnicity, etc. Tribalism commences and soon you’re either “on my team or on the OTHER team.” I’ve worked here a long time. I never saw what you described back when we were all on the same team and people didn’t feel a need to tribally associate for their own survival or advancement.
Highlighting and celebrating mostly physical characteristics that make us different doesn’t make us stronger. It makes us weaker. I think many years in the future we’ll better understand this and shake our heads that we ever thought segmenting people the way we do was a grand idea.
I'm a double minority long time employee. Networks have done nothing but divide us. Every rise of a group starts off great and then quickly turns into a network of scratch my back, and I'll scratch yours. Only promoting people within the group, hiring people that will be in the group, and even getting brave enough to talk hate about others without any repercussions. Dropped out of two groups because of the shocking things I've seen and heard.
And hey, catered meetings are back for Techops leaders! They thank you for your sacrifice.
JL is the most ridiculous hire in recent years. No strategic bone in that body, putting people down instead of building them up, the worst. The LindedIN comment on how he wouldn't even qualify for the director role he's posting, let alone a C suite position, says it all.
Dying at them not including salary info in the job posting. That’s like DEI 101. A bunch of experts over here!!
It’s also extremely sh---y to be promoting a role on LinkedIn when you know so many newly unemployed Nike folks are looking. If they must hire for this role, there are ways of being discreet.
JD set aggressive DEI goals in 2020. He committed to meet the % numbers (for female VPs and minorities) by 2025.
The clock is tickin!
Better execute this next layoff round and hire your new DEI Chief ASAP! BOD watchin this one.