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Story 139
How are the stories of sexual harassment reported by women perceived? Men rarely imagine themselves as supporters of sexual abuse. Most would say, honestly, that they oppose it. And yet, again and again, when a woman speaks about being sexually harmed, the first instinct from other men is not to ask what happened to her, but what it might cost him. They close ranks quietly. They…
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Story 138
Thank you Story 135/136, you’re story helps me realize I’m not crazy and that this system is built to drive away talent. There seem to be no standards or expectations of managers other than that they were loyal to their managers and not a threat to their career. This leads to one ineffective leader cascading down the management line only getting more ineffective until it reaches…
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Story 137
If you work at Citi, consider taking a screenshot of your performance-review rating. Multiple employees report their ratings shifting from a 2 to a 4 after they acknowledged them. It’s a disturbing tactic that could be used to justify layoffs in March/April without severance.
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Story 136
2/2 At Citi, incompetent bosses expect unconditional obedience—especially if you’re more qualified than they are. Pass your way, competent worker. You will be sacrificed on the altar of corruption. The Pattern A director was protected by their network despite everyone knowing they’d delivered nothing. Former colleagues stated that person shouldn’t have been promoted past VP. Their own mentor had advised against taking the role, warning it…
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Story 135
1/2 At Citi, “manager” doesn’t mean leader. It means patriarch. All-knowing. Always right. Beyond reproach. Technical incompetence gets masked by authoritarian management styles. Citi lists “challenge” as a core value. In practice, challenging leadership is career suicide. The system aligns with power. The system will never find against them. Negative feedback is treated as insubordination, not information. They don’t want to hear what’s actually happening. They…
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Story 134
In major Southeast Asian financial hubs, even the most serious sexual crimes committed by MD level male Private bankers are deliberately suppressed within the regional/local Private banks. This is not misconduct it is criminal behaviour enabled by power, silence, and protection from the top. When women speak up, labour laws fail them, regulators look away, and law enforcement often aligns with institutions to protect reputation of…
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Story 133
The Moral Stakes: When Complicity Is By Design The people running these systems know they’re corrupt. They’re not confused. They’re complicit. When senior managers say they don’t know how to deal with toxic behavior, cannot enforce accountability because any complaints generated could be used to terminate their own employment, or have been instructed not to discuss career pathing with employees, Think about what that admission means:*…
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Story 132
Sexual harassment allegations in the Private banking sector of a leading Asian financial hub that enables Family office setups is increasingly portrayed as evidence of systemic protection for those in power. Survivors and advocacy groups allege that law enforcement, regulatory bodies, and other authorities have suppressed complaints for too long to safeguard institutional standing and economic interests. Internal processes are described as opaque and biased, while…
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Story 131
To the author of Story 130, thank you. That’s all.
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Story 130
How Many Voices Does It Take? One cannot help but think of Harvey Weinstein as Epstein’s extensive network of evil slowly absorbs into public consciousness. In a public video, Mariska Hargitay relayed something chilling about why Weinstein finally fell: there were “too many women’s voices” to ignore. Take a moment to process the implications of that statement. Too many women’s voices. It took an inordinately viced…