Anonymous wrote:

Anonymous wrote:Yes, I’ve seen this happen twice at 2 different organizations over the last few years. Once the employees (both POC in senior roles, 1 male 1 female) left their old role was split into 2 positions.

It's not just a POC thing. I was in a role where I regularly pulled 70 hour weeks and still was drowning, but they were too cheap to give me the extra resources I needed. When I left it was split into 2 positions with part of my key responsibilities going to a third person. They could have hired me the extra junior for less money.

Anonymous wrote:Yes, I’ve seen this happen twice at 2 different organizations over the last few years. Once the employees (both POC in senior roles, 1 male 1 female) left their old role was split into 2 positions.

Anonymous wrote:I’m a white woman, have been replaced by multiple people when leaving a couple of jobs now. Agree POC can especially get overlooked. I think it also takes a certain personality type. For all of us, what is the best way to turn this around?

Anonymous wrote:Yes, I am a white woman and just made an internal transfer to a manageable job from a job where I was doing two jobs in one. Old job is not yet been posted, because I think the position is being reimagined, but already some of my tasks have been parceled out to office manager, director's assistant, and consultant with whom I had been working. When I would tell my old boss, sometimes with consultant in attendance, that I could not do all the tasks assigned in the course of the work week, they had the nerve to reply that it was my lack of organization. However, if it wasn't for my organizational abilities, I would not have been able to accomplish all that I did. Consultant, who is a 60+ white woman who maintains her lifestyle living off family money, had the nerve to question my work ethic. It was a seriously dysfunctional situation. Reported both of them and job situation to HR. Old boss is pissed off that I reported her to HR. Too bad. She probably shouldn't be a manager anyway.

Anonymous wrote:If they're new hires, they're probably paying them less money. 2 for the price of one. BOGO 1/2 off.

It's a trend.

Most jobs are being divided and paid less.

This helps the jobs numbers. More jobs are created.

The key is not to work very hard.

What's really awful is when the team plays a game of hot potato, and then one person is still stuck doing all the work. Don't be that person.

Anonymous wrote:Happened to a former office manager I worked with. She did a lot of the hr functions. Was overloaded, repeatedly asked for help, got none. When she left they had to hire two people to take over her duties. I think it’s more about being competent and not failing at your job. A lot of people in management are very short-sighted.

Anonymous wrote:I’m betting this happens to POC women more and it also happens to white women.

I’ve had white males and females try to take credit for my work. In one case, the white male took credit in a meeting and I stepped in to correct him and explain the concept so all would know who had done the actual work.

I even had a male who resigned message me on LinkedIn to ask for the “achievements we gained together.” That guy only reported analytics on my team’s achievements. He can talk about reporting, but he can’t claim my achievements as his own.

I thought it comical he had to reach out to ask me how to plagiarize what I accomplished.

Anonymous wrote:I think staff are often confused a bit. I had this problem when younger.

I hired a very bright guy I hired on my own as I recommended him to HR who was super good at his job and he managed the staff beneath him very well. Lot smarter than me and a better worker.

But why shouldn’t I take credit his work I hired him, I paid him well, I managed to keep him happy 10 years, taking credit for your bosses work is wrong but staff you hired not so much