Microsoft CEO Satya Nadella, a few days back, posted a Tweet in which he discouraged women asking for raises. “Have faith in the system”, said Satya. This created a big confusion in the industry. You can read original tweet here.
So then Satya had to apologize for his controversial Tweet. So he apologized later and went further in an internal memo that included a new apology and a set of notes explaining what he intends to implement at Microsoft regarding diversity.
The memo was published on GeekWire and a part of it is copied below:
There are three areas in which we can and will make progress — starting immediately.
First, we need to continue to focus on equal pay for equal work and equal opportunity for equal work. Many employees have asked if they are paid on par with others at the company. Here’s what HR confirmed for me: Although it fluctuates by a bit each year, the overall differences in base pay among genders and races (when we consider level and job title) is consistently within 0.5% at Microsoft. For example, last year women in the US at the same title and level earned 99.7% of what men earned at the same title and level. In any given year, any particular group may be slightly above or slightly below 100 percent. But this obscures an important point: We must ensure not only that everyone receives equal pay for equal work, but that they have the opportunity to do equal work.
Second, we need to recruit more diverse talent to Microsoft at all levels of the company. As you saw in the numbers we recently released, we have work to do at Microsoft and across the industry. These numbers are not good enough, especially in a world in which our customers are diverse and global. To achieve this goal — and especially in engineering — we will have to expand the diversity of our workforce at the senior ranks and re-double our efforts in college and other hiring. Each member of the SLT will be goaled to increase Diversity and Inclusion.
Third, we need to expand training for all employees on how to foster an inclusive culture. Although we already offer training and development in these areas, we need to ensure the right level of accountability for modeling inclusive behaviors in all our work and actions. We all need to think about how Connects are written, performance feedback is delivered, new hires are selected, how promotion and pay decisions are made, etc. We need to focus on both the conscious and unconscious thinking that affects all these things, and mandatory training on D&I is a great place to start.
The Microsoft CEO Satya apologizes his employees in this internal memo and calls his controversial and biased comments a “humbling and learning experience”.
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