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TFA excludes it, but from page 12 of the filing [0] there's an example of someone with measurably worse performance getting promoted ahead of a female colleague

TFA excludes it, but from page 12 of the filing [0] there's an example of someone with measurably worse performance getting promoted ahead of a female colleague: "... In another example, a female employee who worked at Blizzard Entertainment was assigned to a lower level, denied equal pay, and passed over for a promotion despite multiple factors that suggested she earned it: (1) highly rated performance reviews; (2) she generated significantly more revenue in her marketing campaigns than her male counterpart; and (3) she ran almost twice as many campaigns as her male counterpart." 0 - https://aboutblaw.com/YJw https://aboutblaw.com/YJw

dec0dedab0de 5y ago
I'm saying that If she's making twice as much money where she is, why would you want her to do a different job? Though combined with all the other allegations it doesn't look like it's just standard corporate unfairness/politicking.
- munk-a 5y ago
  If you've got a dev that codes absolutely brilliant bug-free code at a lightning pace - you give them an honorary title bump and a pay bump appropriate to their performance while keeping them in about the same role. Organizations with role based salary caps that are more generous to management than individual contributors are acting in a self-destructive manner.
WesleyHale 5y ago
What were the responsibilities of the promoted position? There are plenty of other factors at play in viewing a candidate for promotion. Leadership ability, experience, overall operation knowledge, seniority, and etc. Bringing in revenue is only a fragment of the considerations. It looks damning on the surface, but she could tank a portion of the review that is critical to being promoted and still rank highly. This is a situation that it's best to reserve your conviction until it plays out in court.
caeril 5y ago
As an aside, I've seen poor results from (2) and (3) a few times, regardless of gender. Junior marketers who run a litany of extremely expensive campaigns, generate a lot of revenue at the cost of negative ROI, and act shocked when losing the company's money is frowned upon.

dec0dedab0de 5y ago

I'm saying that If she's making twice as much money where she is, why would you want her to do a different job? Though combined with all the other allegations it doesn't look like it's just standard corporate unfairness/politicking.

munk-a 5y ago
If you've got a dev that codes absolutely brilliant bug-free code at a lightning pace - you give them an honorary title bump and a pay bump appropriate to their performance while keeping them in about the same role. Organizations with role based salary caps that are more generous to management than individual contributors are acting in a self-destructive manner.

WesleyHale 5y ago

What were the responsibilities of the promoted position? There are plenty of other factors at play in viewing a candidate for promotion. Leadership ability, experience, overall operation knowledge, seniority, and etc. Bringing in revenue is only a fragment of the considerations. It looks damning on the surface, but she could tank a portion of the review that is critical to being promoted and still rank highly. This is a situation that it's best to reserve your conviction until it plays out in court.

caeril 5y ago

As an aside, I've seen poor results from (2) and (3) a few times, regardless of gender. Junior marketers who run a litany of extremely expensive campaigns, generate a lot of revenue at the cost of negative ROI, and act shocked when losing the company's money is frowned upon.