It was and remains both pervasive and systematic
In my round of RA they used scoring mechanisms that sort to disguise the real motives and criterion of the activity, which as the judge correctly suggests are well publicised, replace older, longer term employees with cheaper millennials, where possible offshore.
Using an artificially high set cut off bar, essentially meaning a single question with a high score, future value to IBM, with employees close to retirement by de facto achieving a lower score, effectively defined which employees remained or were made redundant under HMRC statuary redundancy terms. 14 weeks pay after 30+ years, many in their mid to late 50’s. At a subsequent meeting of RA’d employees in London the similarity of age and seniority profile was remarkable.The local HR / Legal / Management strategy was to use intimidation and/or the risk of long and costly legal processes to prevent individuals challenging the RA selection in court or at employment tribunals on age discrimination terms.
This is now a company that has totally forgotten it’s core principles (respect for the individual etc), whose moral compass is now significantly distorted by a culture of executive bullying initiated and amplified previously by SJP.
Biting the hand that feeds IT
