I recently experienced my second layoff, which has led me to reflect on the issue of workplace nepotism. As an African woman in the tech industry, I've noticed a troubling pattern in my career. My first layoff came after three years at a startup where the company began hiring predominantly from one nationality. Over time, the management and board became filled with individuals from that same background, and recruitment followed suit. This shift led to intense micromanagement from my new manager, which took a toll on my mental health and ultimately forced me to resign. After taking six months to upgrade my skills, I joined another company, where I initially thrived. However, changes in management again led to a similar situation, with certain backgrounds dominating decision-making. Eventually, I was laid off during an organizational restructuring. I was encouraged to apply for an internal role, but during the interview process, I felt discouraged when I saw that the hiring managers were from the same background I had previously been concerned about. It made me question whether I would be evaluated fairly based on my skills or if I was at a disadvantage due to my different network. I want to clarify that my observations are not a critique of any nationality as a whole; I have worked alongside many talented Indian colleagues. My main point is that nepotism and favoritism are detrimental, regardless of who is involved. Companies should prioritize hiring based on competence and character rather than nationality or personal connections. As I move forward, I will prioritize seeking out companies that demonstrate diversity in leadership and fair hiring practices. Talent exists everywhere, and everyone deserves equal opportunities.
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