Mrs. 1SBM just got some bad news ...

[1StrongBlackMan]

Two years ago, she took an Employee Relations position with a local employee. It's HR department was a mess and no one in the company trusted HR. After two years of hard work, the department had policies and procedures in place and the employee atmosphere had markedly improved. She was recognized with increasing responsibility and a promotion to Director of Employee Relations.

The departing VP of HR decided that the department could build on this success by re-organizing ... the department (actually, from my professional perspective, the whole organization) was/is top heavy, with too manager "Directorships" that functioned more as "Managers." Additionally, and again, from my professional perspective, the company was a study in the "Peterson Principle" and unplanned growth ... over a number of years, upper management increased HR programming and just handed them off to Directors, without much consideration of competencies (or organizational output). As a result, low performing managers with little expertise were given more responsibility and elevated to Directorships. To address this, they called in a consulting team.

Well ... the report is back (though it has not been formally released) ... and the consultants did recommend down-grades and position elimination. Of the 5 directorships (Employee Relations, Policy Development, Professional Development, HR Systems, Director of EEO, and a Director tasked to "special projects" (read: you screwed up, but don't want to fire you), they recommended that one be down-graded (Director of Employee Relations) and one be eliminated (Director of Special Projects).

Despite everyone telling her how "valued" she is, and how much the "appreciate" her hard work, Mrs. 1SBM position is to be down-graded to a Program Manager position and will, likely, be reporting to the Director of Professional Development, who previously reported to her. At any rate, whomever she will report to knows nothing about Employee Relations.

Now, guess the demographics of the two Directors that were negatively affected by the re-organization ... that's right, the only two PoC in the HR department.

She is so hurt ... and I have no words.

[niyad]

1. I wish I could offer more than deepest sympathies. this has to suck big time.

[TexasMommaWithAHat]

7. So sorry

Your wife might have a claim. She should look into it.

During layoffs, my husband's employer always posts a list of positions eliminated, their race or ethnicity, and age. (No names.) They are scrupulous about avoiding lawsuits. It's a shame more companies aren't like that.

[1StrongBlackMan]

12. Thanks ...

Funny thing ... Both my wife and I cut our teeth in EEO ... and her bosses know it. In fact, they tasked her (not the surviving Director of EEO) to do some of their high profile investigations. Believe me ... we have gone over it and, though, we both smell month old fish, the outside consultant/re-organization is a/the perfect cover ... it's just a "coincidence" that the only two negatively affect are PoC.

Our only hope is that someone on the Board of Director (this is a public sector employer) will notice the demographics.

As an HR professional, I have advised that a re-org not go through BECAUSE of the optics.

[NYC_SKP]

2. I'm sorry to hear about this.

I'm familiar with this sort of organizational dynamic, with titles and responsibilities and benefits and downgrades.

I think even to those unfamiliar with these, your description is frightening, and one wonders if the work ever really gets done efficaciously, and if people's work is really honored.

I have no words of advice except that those admins and that work environment don't define us, they don't.

Best wished to you both.

[1StrongBlackMan]

14. Thanks ...

In talking with BabyGirl 1SBM, I told her, the lesson here is "Love you job, not your employer ... because you employer is in the business only to use you."

[NYC_SKP]

16. That's great advice!

In a position I was pushed out of in a similar environment, a group of us reminded one another of why we were there and who we were really serving.

In the end, I didn't fit the kiss-ass top-heavy world of public school administration.

Take care, be good to one another and it will be fine-- and it sounds like you both do exactly that!

[Cleita]

3. That's a bummer. My sympathy is with her.

Too bad there isn't a union or outside professional organization that can file a complaint of some sort with the company to investigate what's really behind this because it doesn't seem kosher to me as you describe it. I once worked with a company that had a strong worker's Union that often promoted workers to management positions, which moved the employee out of the Union and the direct whims of the company. Could that be the case with the top heavy management titles there?

[1StrongBlackMan]

22. Actually ...

Could that be the case with the top heavy management titles there?

When she first told me about the Consultants, I told her (jokingly) that they should be glad I wasn't on the consulting team because the company IS top heavy and, based on job function, their Directors are really Managers, their Managers are really Supervisors, and their Supervisors are really Leads.

But my experience has it that re-orgs are best, prospective, if you wish to preserve employee trust ... Meaning, employees should not be harmed in terms of pay and/or title (unless the SOLE reason for the re-org is for cost cutting purposes ... and even then, they should plan on any cost savings being eaten up for about 5 years because of the disruption to the workforce/loss of trust). Instead, changes should be made when FILLING vacancies ... you hire the new person into the lower classification.

I think, in this my wife's case, she would have been far more accepting (and I far less suspicious) had they down-graded ALL of the Directorships.

[Dont call me Shirley]

40. That's an idea! 1SBW could become a consultant charging big bucks to restore what she had created

[1StrongBlackMan]

46. You laugh ...

we do operate a consulting firm that we pretty much shuttered when she accepted the position. It is highly likely that she/we can replace her income by re-opening the business and securing EEO/Grievance/Training work with her employer. They are always contracting out their investigations ... because the (surviving) EEO Director doesn't know what she is doing and, we could get the training work because all of the Professional Development Director's ideas came from my wife, as his supervisor.

[Dont call me Shirley]

49. I hope she succeeds!

[Dale Neiburg]

4. I have no words either

And I can hardly imagine the hurt she must feel.

[rhett o rick]

5. My greatest sympathy for both of you. nm

[monmouth4]

6. I am disappointed and hurt for her and would suggest, since more than once they let her know how

valuable she is/was, she gets out her resume and includes her last promotion to show her value and what was accomplished. This is BS....

[irisblue]

8. this sounds kinda sketchy

maybe she should talk with your states' civil rights commission about these events.

[Demeter]

9. Condolences

If there's a god, the company will next go out of business entirely. that's what usually happens when the boss screws over the employees like that.

[KT2000]

10. have they adopted the consultant's

recommendations?
She may not want to go through all of it but it sure looks like there is an EEO case here.

[1StrongBlackMan]

35. That's one of the things I try and remind her ...

the top administrator does not have to adopt the recommendations.

I have recommended that she have a sit down with him and remind him that it was HE that directly appointed (promoted) her and the likely blow-back from the employee groups that (have told him that they) trust her, not the department ... and the optics of the only two PoC being the only two harmed.

[Anansi1171]

45. Excellent suggestion, 1SBM.

Sorry to hear it and I hope she has a better outcome!

[brush]

11. I suggest she gather her great evaluations and promotion history . . .

and go straight to an attorney.

Since she is the one who improved the department, she should not be the one demoted.

Those who have reached their level of incompetence via "The Peter Principle", should not be allowed to continue to benefit because of their skin color, especially at the expense of two POCs.

It could be a tough go but it's important to keep in mind that the next step after demotion is usually poorer and poorer evaluations and fewer and fewer responsibilities in order to justify a dismissal.

With the demotion they fired a warning shot over the bow.

Let her attorney fired one back to let them know she will not roll over and allow herself to be used to straighten out the department then discarded.

And they wouldn't dare do anything once an attorney is involved as that would make her case immediately.

[1StrongBlackMan]

26. Well ...

Believe me ... we have gone over it and, though, we both smell month old fish, the outside consultant/re-organization is a/the perfect cover ... it's just a "coincidence" that the only two negatively affect are PoC. Both my wife and I cut our teeth in EEO ... and her bosses know it. In fact, they tasked her (not the surviving Director of EEO) to do some of their high profile investigations.

Our only hope is that someone on the Board of Governors (this is a public sector employer) will notice the demographics.

As an HR professional, I have advised that a re-org not go through BECAUSE of optics, just like this.

[Fla Dem]

42. Although the recommendation is to demote your wife's position, is there any chance they'll swap

Out the existing EEO person for her? It would seem to make good business sense. She was the one who transformed the department, she has a solid EEO background and it would certainly send the right message to have a PoC in that position.

[brush]

51. One other thing, 1SBM

I'm sure you and your wife know this but she should also keep a dated journal that documents untoward events, converstions and assignments.

You can bet they've begun documenting things.

[freshwest]

13. So sorry she is getting the rug pulled out from under her, this is blatant, picking out 2 POC.

I don't know what to tell her, but looking for you to give her the strength to face going to work in an environment that has just discounted her.

I'd say her work, but it looks like they went with the 'odd man out,' school of who to go after.

The kind of work she does is a matter of talent in dealing with people and heart. And look what they did to her.

I don't know what to do to help and don't even know if a suit for discrimination will help as it's a 'management' job and those relationships always appear to be iffy, if not in a government job.

[chervilant]

15. I am ever mindful

of how many women are being demoted or "let go" by corporate individuals with no morals or integrity. It is grotesquely ironic that those who offer the most (like your Mrs. 1SBM) are treated the worst.

[sheshe2]

17. That is just not right.

I am so very sorry for for the hurt that it has caused Mrs. 1SBM.

Best thoughts to you both.

[Nay]

18. The poor thing. During my last year (of 15 years) at a large, well-known

corporation, we saw all sorts of this kind of reorg done willy-nilly, with no explanation and seemingly with no clear reasons. I didn't see that minorities or women were hit harder than anyone else, though, but maybe that was because there were lots of both in our org. It almost seemed random. Some bad apples got to stay, some good people were riffed.

Your poor wife! At times, it seems like working hard and keeping your nose clean and being positive doesn't get a person anywhere. I am so sorry.

[1StrongBlackMan]

28. I know ...

At times, it seems like working hard and keeping your nose clean and being positive doesn't get a person anywhere.

I know ... I have seen people on the verge of being fired because of poor performance, be promoted. It's sickening and one of the reasons for poor morale in the workplace.

[JustAnotherGen]

19. I feel for her

BTDT - . . .

But first she has to survive.

She gives an ingratiating smile.
She keeps her head down.
She finds her project(s).
That's what she does.

Then she brushes up her resume because the key thing here is . ..

She knows precisely what they think of her.

[1StrongBlackMan]

30. That has been my advice ...

Don't give them the power of being able to justify the action with the, "Yeah. She turned around the department; but she just had a bad attitude."

No ... Better to bide one's time, knowing that you are gone at your first opportunity. Better, work even worker ... so that you leave a bigger whole when you leave.

(But that takes a lot)

[calimary]

20. That sucks. She doesn't deserve it.

Unfortunately, I'm not surprised. Not the first time I've seen this.

Many hugs - sending her all the good vibes I can drum up! And to you as well.

[wryter2000]

21. I'm so sorry

I hope they open their eyes and fix this injustice before it happens.

[staggerleem]

23. So these consultants came in ...

... looked around, wrote a report recommending demotion of the non-white folk, accepted their fee, and went home happy. Seems to me this is bad faith on the part of the consultants.

The company I've worked at for the past 21 years is owned by a partnership of Engineers who had all worked together at another company. That firm was bought and sold 6 times over 5 years, each with its associated personnel shake-up. At various times, each of the 4 guys who now own this place have all "managed" some subset of the other 3They decided to form their own company, and I was hired when this business was about 6 years old. We have about 75 employees now, and NOBODY here works any harder than the 4 owners!

They hired a management consultant once, rather early in my tenure. He also produced a nice report, recommending big changes and several layoffs. They paid him, thanked him very much, and essentially threw his report into the circular file. If the owners of your wife's company are any kind of decent human beings, they'll probably do the same. If they're a publicly owned company, ruled by an anonymous board, who are really DON'T work for the company, then they'll probably implement the consultant's plan, and your wife will be seen as a victim of "progress" - which is, of course, utter bullshit.

[1StrongBlackMan]

31. LOL ...

I have always said, "Consultants are people that you pay to look at your watch and tell you what time it is" ... and I'm a Consultant!

Most consultants don't know what they are doing ... anyone can cut positions and change reporting relationships; but, to few purchasers of the consulting services ask the most important question ... "what is the down-side to this move" ... and ask it several times over, then ask about what "intangible considerations" they considered ... most consultants fail to put a dollar value on the workplace disruption caused when employees see good employees survived by the mediocre.

[rurallib]

36. hope I don't hurt your feelings

but in my working days I just hated consultants. Never could understand why outsiders had to be brought in.
As my friend used to tell me - they would come in, ask the people doing the work what they would change, write that up as a proposal and submit it.

Sorry if I took a shot at you. Love your posts.

And of course sorry to hear about this potential change for your wife.

[1StrongBlackMan]

41. No, not at all ...

the only time a consultant is needed is when there is GREAT distrust of management ... and management promptly dismisses any suggestion that the distrust is because of their actions/inactions.

[gollygee]

24. .

[Omaha Steve]

25. Lawsuit?

Just wondering how long until she retires at this point?

[1StrongBlackMan]

32. Fortunately ...

this is her second career job (well paying) but she planned to stay another 3 years to vest in their pension system.

No lawsuit. It's just another sad reminder that no amount of loyalty and hard work goes unpunished.

[Ford_Prefect]

38. "It's just another sad reminder that no amount of loyalty and hard work goes unpunished."

Sad really.

The better you are at what you do for someone else the more likely they are to dispense with you at the first possible instance. Management are too often woefully insecure around those who are truly competent at the real work that makes a company run. Add to that minor personal differences like color, or culture, or education and they get even more nervous.

Loyalty only means they can depend on you to show up until they think they don't need you. Hard work and professionalism only mean you make them look better until they decide to trade up.

It is no longer about the quality of the work, the customer satisfaction, or the responsibility of those who too often go above and beyond just to make the week's quotas. It is about making those in charge look good on the monthly or quarterly report.

Greed is a terrible thing.

[riqster]

27. I hope employment laws in your area allow for contesting this.

I have fought back against ageist and health-related discrimination in the past, and local/state laws are key to such fights.

All the best to her, and to you.

[elleng]

29. No words here either, just

[Warpy]

33. I'm so sorry. I wish I had a pillow for her to punch

because this is unfair, as recommendations by the hatchet men who fly through and tell companies to "trim the fat" and "become leaner, meaner" always manage to hurt everybody but one white male they liked talking sports with in some watering hole after work.

This is how it's always been done and I grew up watching this sort of thing, although it's gotten progressively more vicious as it keeps being done by the same people who probably fouled things up ten years ago to begin with. I don't know why CEOs keep falling for this crapola, but they do.

She's right to be hurt, it's unfair on so many levels, especially the double whammy of race and sex.

This will look great on her resume as she looks for her next job and it will look especially appealing when she starts her consulting firm specializing in employee relations, something that's going to become very important as wildcat strikes increase. They will, too.

ETA: I should mention I grew up as a corporate manager, country club brat with big ears and it turned me into a rabid left winger.

[BlancheSplanchnik]

34. makes you want to holler.

That is so WRONG.

[OldRedneck]

37. What's that odor???

Sniff -- sniff -- sniff -- smells like a LAWSUIT!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

[SheilaT]

39. I'm not sure staying another three years

just to be vested in the pension system, since she's only been there two years, should be a consideration at all.

My advice, other than looking into a possible lawsuit, is that she start looking for another position.

Many companies do totally idiotic things such as you've described here, and it's a wonder any of them stay in business.

[Gothmog]

43. I am sorry

This sounds like a messed up situation

[1StrongBlackMan]

47. Thanks ...

and this too shall pass.

I keep reminding her about the satisfaction she will receive when they realize the whole their consultants blew into the side of the ship ... just below the water line.

"Your department is blowing up. Oh. I'm sorry; but I no longer have the authority to fix that. But I will, certainly, pass it up the line to the Director."

[blackspade]

44. Given my former experience at a mega corporation...

I am not the least bit surprised.

[redwitch]

48. That stinks.

I am really sorry this has happened to her.

[rbrnmw]

50. Tell Mrs. 1SBM I am sorry this has happened.

it sounds so wrong and I hope she looks into this deeper

[BeyondGeography]

52. I went through something similar

and all I can say is Kübler-Ross was a brilliant woman. It took me six months to something resembling acceptance. Lots of sleeping problems the first two months. It hurt, even though I understood it didn't really rate in the realm of human suffering, it hurt me personally. Hugs and support for your wife.

[Hekate]

53. I am so sorry to hear this. It's a real kick in the gut when something like this happens.

Others will have some good advice. All I can say to you both is stay strong during this awful time.

[1StrongBlackMan]

55. I can only imagine what .

'Name Removed" had to offer this discussion.