/1🚨BREAKING🚨
We just sued IBM for allegedly firing a high-performing white, male employee to fulfill illegal race & sex-based employment quotas.
This is the third legal action against IBM for race discrimination — the second from AFL, plus one from @AGAndrewBailey.
THREAD:
We just sued IBM for allegedly firing a high-performing white, male employee to fulfill illegal race & sex-based employment quotas.
This is the third legal action against IBM for race discrimination — the second from AFL, plus one from @AGAndrewBailey.
THREAD:
/2 Our client began working for IBM in October 2016 as a Senior Managing Consultant supporting existing clients on long-term projects. He was a model employee and consistently received high scores on IBM’s primary employee performance metric, the “Net Promotor Score,” which is calculated directly from client feedback and overall satisfaction.
/3 While at IBM, our client received strong performance reviews and was publicly recognized on multiple occasions in his division’s monthly all-hands meetings for his outstanding performance, with management quoting his feedback from clients and applauding his work.
By all accounts, our client was a high-performing employee at IBM.
By all accounts, our client was a high-performing employee at IBM.
/4 In July 2023, without notice or warning, IBM placed our client on a Performance Improvement Plan (PIP), citing reasons completely outside of his job description, work history, and control. Even worse, the PIP was generalized, vague, and lacked any concrete measures or metrics for success.
/5 Despite this, our client made a good-faith effort to follow the terms of the PIP and keep his job at IBM. He requested resources from IBM to help him secure a prospective client, which went largely unanswered.
In October 2023, IBM terminated his employment.
In October 2023, IBM terminated his employment.
/6 At the time that our client was fired, IBM’s corporate policies incentivized executives to make decisions about employees based on their race and sex. These incentives, which included executive bonuses, were directly tied to IBM’s race and sex quotas for employees, which are illegal under federal law.
/7 Per IBM’s 2023 ESG Report, they report:
/8 By instituting bonus incentives for hiring and promoting quotas tied to race and sex, IBM established discriminatory employment policies and motivated supervisors to reduce the number of employees outside of “preferred” racial and sex-based categories.
/9 These discriminatory policies were discussed by IBM’s Chief Executive Officer Arvind Krishna as far back as 2021, in undercover videos released on 𝕏 by @JamesOKeefeIII
https://twitter.com/jamesokeefeiii/status/1734374423124176944
@JamesOKeefeIII /10 This lawsuit is our second lawsuit against IBM for discriminatory and unlawful employment practices.
We sued IBM’s subsidiary, Red Hat, for violating Civil Rights laws by allegedly engaging in discriminatory employment and termination practices against white males.
We sued IBM’s subsidiary, Red Hat, for violating Civil Rights laws by allegedly engaging in discriminatory employment and termination practices against white males.
https://twitter.com/america1stlegal/status/1788306301040148799
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