Training for BST is inadequate—it's more of a "sink or swim" approach without a clear, structured outline. In the WAS office, some leaders can be downright rude, avoiding conversation and ignoring colleagues, which is unprofessional. There's a noticeable lack of diversity in the leadership team, and it’s crucial that they start listening to a more diverse range of voices. This is the only way they might retain their Black talent, as most are gone within two years. The turnover is largely due to stakeholders not being transparent with feedback, particularly for African American A's, C's, and PL's.
Although a program was created to assign MDP's to A's and C's to help them succeed, it hasn’t been effective. Many stakeholders are out of touch with the challenges faced by these employees, especially since they often come from different economic backgrounds and seem uncomfortable giving constructive feedback. They consistently say everything is fine during check-ins, only for employees to discover at the end of the year that their performance is deemed poor. This disconnect continues to be a problem, and the only way to address it may be by having more Black leadership in the company—right now, there are only two Black leaders in the entire US, which isn’t enough to drive meaningful change.
