> Layoffs like this can have a more pronounced impact on
marginalized communities, so we were particularly focused on ensuring our layoffs – while a business necessity today – were carried out through an
Anti-Racist/Anti-Oppression lens.<p>Kill two bird with one stone, fire white/asian to rebalance your "diversity" metrics. I just don't understand how people can be onboard with this.
There are a lot of comments quickly taking issue with and interpreting the phrase “anti-racist” as being actively racist.<p>If you give Jeff he benefit of the doubt here, you can read this to say they’re going to think about whether layoff choices are made with implicit bias and/or racism and be thoughtful about that.<p>It’s possible that the non-benefit of the doubt interpretation is valid, but I don’t see evidence of that here.<p>HN is a place where debate is welcomed, but drive-by comments accusing them of going out of their way to lay off white and Asian employees when there is no indication that’s what they’re doing is not helpful to the discourse.
Im from Twilio, It's out of context on the email to outsiders, It's just a thing thats everywhere in our wording to be an anti-bias/anti-racist company. It's part of the Twilio values/corporate template.<p>It's not something written for this email in particular.
Layoffs are always heartbreaking, But thankfully they are proving good support<p>> - 12 weeks of pay + 1 week per every year of tenure<p>> - Full value of the next stock vest<p>> - Support to find new roles<p>> - Even more support to those on visas<p>> (Note from me: not much more you can ask for in terms of support + severance these days)<p><a href="https://twitter.com/GergelyOrosz/status/1570049287605690368" rel="nofollow">https://twitter.com/GergelyOrosz/status/1570049287605690368</a>
All these CEO spounting the same line "its my fault"<p>> I take responsibility for those decisions,as well as the difficult decision to do this layoff.
Link to letter:
<a href="https://d18rn0p25nwr6d.cloudfront.net/CIK-0001447669/5c6aa734-ca9d-4d59-84b4-42ab54ca3603.pdf#page=5&zoom=100,24,24" rel="nofollow">https://d18rn0p25nwr6d.cloudfront.net/CIK-0001447669/5c6aa73...</a>
Over the years some of my clients got trapped into being Twilio customers through acquisitions.<p>Without exception every engagement with this company has been a disaster. I have gone to great lengths to get all my clients away from toxic Twilio because I view dealing with them as an unacceptable risk due to incompetence.<p>Maybe they should focus on retaining the COMPETENT staff whoever they are beause they really seem to have a problem supporting their own products and services.
The 11% layoff is making me sad because Twilio seems to be offering such a cool service. An API to put together your own automated phone service in your programming language of choosing, covering many countries around the world.<p>Man, does this letter give a long laundry list of justifications:<p>> including, among other things:<p>> adverse changes in general economic or market conditions, including labor shortages, supply chain disruptions, a downturn, recession and inflation;<p>> changes in the market for communications;<p>> the impact of COVID-19 on the Company and its customers and partners;<p>> the Company’s ability to adapt its products to meet evolving market and customer demands and rapid technological change;<p>> the Company’s ability to comply with modified or new industry standards, laws and regulations applying to its business;<p>> the Company’s ability to generate sufficient revenues to achieve or sustain profitability;<p>> general economic conditions, including a downturn or recession and rising inflation, that may adversely affect a prospective customer’s ability or willingness to adopt our products, delay a prospective customer’s adoption decision, reduce the revenue that we generate from the use of our products or affect customer retention;<p>> retention of customer data platforms like the Company’s by organizations in times of macroeconomic uncertainty;<p>> the Company’s ability to effectively manage its growth and increase gross margins;<p>> the Company’s ability to compete effectively in an intensely competitive market;<p>> the Company’s ability to attract and retain qualified employees;<p>> the technical reliability of the Company’s products and platform;<p>> the Company’s ability to successfully integrate its acquisitions and risks that the anticipated benefits of such acquisitions and partnerships and investments may not be fully realized or may take longer to realize than expected;<p>> the Company’s ability to close the transactions associated with such partnerships and investments; the impact of recent and future privacy changes on certain third party platforms on the Company and its customers;<p>> and the Company’s ability to manage changes in network service provider fees that it pays in connection with the delivery of communications on its platform and the impact of those fees on gross margin.
>"so we were particularly focused on ensuring our layoffs -- while a business necessity today -- were carried out through a Racist/Racially-Oppression lens."<p>Fixed that for you.. And oh boy would I not want to be one of this companies lawyers in the coming months and no doubt years! Yikes