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Story 67
Story 63 – Non-threatening ‘token’ women who will play the game = tale as old as time!!I’ve witnessed the women who flirt, don’t stand up for other women, don’t have an opinion and consistently pacify the men as they twiddles their hair and walk around looking ‘busy’ but don’t do much. They give women a bad name and frankly allow open the door to the behavior…
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Story 66
I worked at Citi in London until about 15 years ago. I was initially hired to resolve a major operations issue before transitioning to the trading desk.During my time in operations, a senior managing director repeatedly made explicit sexual comments toward me, such as saying he wanted to f**k me, often in front of colleagues who found it amusing. I recall an incident in the elevator…
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Story 65
Hi all- I experienced the horror of Wall Street years ago, overt sexism and discrimination. I now teach a women’s leadership program for women to have safe cohorts to learn leadership from a feminist lens and gain support navigating the BS in finance. I invite the community here to apply for the next cohort starting in April.www.womensleadershipchallenge.com. Samantha Karlin
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Story 64
A lot of women at Citi are talking about this site. Many of us are afraid to share our experiences because retaliation is a real concern, especially here. But the national coverage has been incredible, and there’s a sense that once bonus season passes, more people will feel safe enough to speak up. The stories are all recognizable. I am a director who came here from…
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Story 63
Congratulations on creating a safe space for women to share their experiences and share their stories. I salute you! With over 18 years in global markets, I’ve sadly seen and experienced it all – sexual harassment, being passed over for promotion simply because I was a women, seen as a lesser performing employee as I went through IVF with the looming cloud that if I was…
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Story 62
Employment attorney who saw the Forbes article and thought a primer on how forced arbitration works might be useful. Forced arbitration has long been one of the most effective tools corporations use to keep workplace misconduct out of public view. Employees are required to resolve disputes in private proceedings that limit discovery, restrict transparency, and overwhelmingly benefit employers who are repeat players in the system, which…
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Story 61
Story 59 is familiar. Male MD in Citi’s London wealth office who left in 2024. I spent a ton of time and effort in 2021/2022 hiring women off the back of Fraser’s very public DEI push, only to be told by new management in late 2023 to wipe them all out. Pretty brutal whiplash. I don’t miss it.
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Story 60
RE: Story 59 Based on my two decades of experience in capital markets at a large Canadian bank as a woman, I have consistently observed that during layoffs, men of color are let go first, followed by women. Only when no other options remain are white men affected. While leadership often points to DEI initiatives, these efforts tend to be largely performative. The moment white women…
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Story 59
As a manager I saw the termination for more than 10 women in wealth business director level or above and no men were considered for the restructuring. This was not result based. When they send the JOB Restructuring package they include age but not gender as most women are being laid off.
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Story 58
I am based in Citigroup’s New York office. While I cannot speak to other business units, the Equities floor regrettably lives up to its longstanding and notorious reputation for dysfunction. A small cadre of MDs and their favored allies effectively dominate the culture, fostering a cliquish environment. Although the Equities division now includes a notable number of female MDs, many appear integrated into this entrenched group…