The main reason for this is that Ford does not hire the best qualified candidate for the job. Ford is focusing on diversity; therefore they will hire or promote you if you are black, or female. If you are not black, you are not considered as a minority. It doesn’t matter what you know to get the job, it’s who you know to get the job. No wonder Ford has no talented employees. This is America you all.
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Let's face it, lately, companies like GE, Boeing, Ford and a host of others could FU a cup of coffee. It's that Bad!
to poster @1xzf+1gaG7tAv
I think qualifications/skill/knowledge matter less, and if the people promoted match a particualr demographic they are interested in any particular year. Some years, yes, it does seem like the good ole' boys club (it is obvious those being promoted first time L6 or L5 are friends/minions of an established L5 or L4). Three to four years ago it seemed mostly women were promoted; last couple of year mostly African Americans.....at least in my skill team area. Some are qualified, others not so much...
IMO the real reason it is hard for Ford to get good talent that can make a difference is based on two main items:
(1) What I just wrote above, Ford is not interested in the best people, just people of a certain type and it varies by year. It should really be a blind process without race or s-x involved. WE need to get off the work roller coaster if we are going to survive, because we are in business to make the best cars and trucks, not fix what some perceive as the "ills of society"
(2) The only way to make money and have a good career/life at Ford is to get promoted....they have removed just about all the other ways it used to be you could have a good to great salary & benefits without having to manage people.....they need to go back to that model, as some really sharp technical people (engineers or software people) really have no desire to manage people or projects, they just want to create stuff. We have no good alternative for them that is consistent within the company.
The hiring process should be a blind hiring process, using a muffled voice device.
It tosses out the low talent individuals, and allows no one a free pass. It disregards all manner of affirmative action.
@OP Sometimes is not about "getting" the right talent, but keeping it. I saw a couple of cases where Ford actually hired the correct people (they had the experience doing the same project/job at GMC), and I could tell these guys knew what they were doing. Management kept blocking their requests, changing the designs, adding stuff that was not needed, and in general, tweaking their designs into the "Ford way". Both got stressed out, grew frustrated and left the company.
It always comes down to compensation. Talent will go to where the pay is.
We apparently have some men on here that have such low self esteem, they have to pick on the women here telling their stories to
make themselves feel better. Bravo.
We apparently have some women on here that feel discriminated against because they had to wait to get promoted after getting TAs. At least you didn't get laid off. The majority of promotions are men. Men are also the majority of employees. Many men never get promoted. The women that stay around have a good probability of getting promoted. Why do you think you consistently got TAs and were the go to person? Because you were wonderful? Kudos for making good use of the opportunity presented to you.
They also laid off others but protected white female in the hc action.
Look deeper for the patterns instead of surface level.
The promotions go to good ole boy club, or people the good ole boy club controls.
The most incompetent non-white-males are chosen on purpose.
Then the game of “see everyone knows that people with attribute are incapable of doing job “. It is the twisted games Ford “leaders” play to protect their own status and fiefdoms.
The only way to stop the insanity is to purge all the LL5,LL4 and LL3.
A lot of it also has to do with age. To the poster below about the female getting promoted, we had that too. But one of things to look closely at is the age of those getting promoted over other better qualified candidates. Me thinks this is where you start to see the meaningful differentiation and correlation to 1. After all, Ford recently settled numerous age based lawsuits so where there is smoke there is fire.
I'm going to say something that will wrinkle a few people, but it is absolutely true based on coworkers and my own experience. In my area of Ford, diversity promotions have been much more about females over males, than by any racial division.
In a LL6 interview competition I went thru (7 males of all different races vs 1 white female), the white female was chosen. To note, the entire department was shocked that the most incompetent of the interview pool got the job. Person after person would ask the other candidates and myself how in the world was she chosen over the others. Those questions went on for years. All the while the new LL6 was utterly useless. I mean really useless. And even cost the company millions of money in poor decisions, lack of responsibility, and well, lack of even doing work.
I know some Black men, Indian men, and Asian men in Ford also, that have been passed up over much lesser qualified women. Its almost like the Ford interview 'points system' penalizes intelligence, hard work and having a Y chromosome, but rewards extra points for being a sub-par woman employee.
I can agree that this is not 100% the case across the company (I've run across many top tier women in the company who more than deserve their position), but from where I am, if you're a man with any level of ability (and not in the club), you better be content as a GSR8 the rest of your days because that is all you will ever be.
This is so true in many cases and it is a bunch of bs.
Also another high performing female passed over countless times for white men. Can't count the number of 100% male good ole boy sections. How they openly get away with that is beyond me. Took me forever despite years of amazing work to get my LL6 while other lesser men passed me by based only on "potential". So I call BS on "if female". A quick search through Outlook shows that.
Well, from someone who was rejected multiple times for advancement opportunities and was TA every year - those who were promoted over me were white males, so I’m not sure I agree. I feel that the boys club is very much alive and well. But I also do see a lot of woke policies being talked about, although diversity candidates probably not as frequently promoted as white males. For me, just pick the first person for the job. Remember that chart that they displayed in one of those meetings we had? It was something crazy like 70% of the supervisory workforce was white men. Unconscious bias occurs for certain.