Another testimony of abuse and discrimination covered up by HR including the typical non-disclosure agreement at the time the lawsuit was settled.

Read the transcript of a chat between myself and a minority leader at the Fortune 500 bank below to hear how they cover up their toxic culture; with abuse, threats, intimidation, HR coverups and non-disclosure agreements. It is a well oiled cover-up machine.

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OCT 20 (identity withheld for protection) sent the following message at 7:29 AM

• Hi Heather, great connecting with you.
  Keep up the good work.
  I think you should seek to add pressure on them to release folks from NDAs so they will be free to speak without further retaliation. After all if they have nothing to hide, they should not have a problem releasing former or current associates from these draconian NDAs. The reason these problems have continued unabated is because they use NDAs to silence people so they can continue to behave in those wretched ways.
  I am proud of you and what you are trying to achieve.

  OCT 21 Heather Bryant sent the following message at 10:47 AM

  🤗

• TODAY (Identity withheld for protection) sent the following message at 10:14 AM 

  Hi Heather, please let the folks on your (anonymous and private) e-mail string know that discrimination is ingrained in (the Fortune 500 bank) operation, so much so that they have a blueprint they follow when somebody complains.

  They transfer the victim to another manager, usually somebody of the same ethnicity of the victim and direct this new manager to get rid of that person out of the company.

  They do this to give the impression that there was no discrimination but in fact the problem was with the victim because the new manager is "having issues" with them as well. That is their roadmap to cover themselves from liability and of course HR helps them follow that blueprint .

  Discrimination is more rampant in the company than it would readily admit. It is important that associates know this so they know what to look out for. They talk so much about ethics and ethical behavior yet whenever Managers raise concerns to senior and market leadership about "top performers" who they suspect are engaging in unethical conduct, the managers making the complaint become the target and not the unethical associates.

  The public persona that this company falsely displays is far different from the way business is done internally. It's all a façade to support the image and brand that they wish to put out in the public. Sexual discrimination is also another problem. If you are pleasing to the eyes and have "certain attributes" you will get ahead and get just about anywhere you want to go, whether you play by the rules or not.

  Once again I commend you for your bravery in pursuing these issues.
  It is timely.
  If the company feels it has nothing to hide then it needs to release folks from non-disclosures and let them be free to share their experiences.

(Identity withheld for protection)