Tyler W.

As a former product manager at Big Four, I filed an EEOC charge of discrimination based on my race and disabilities. I allege that Big Four failed to provide reasonable accommodations for my disabilities, subjected me to a hostile work environment, retaliated against me by placing me on a Performance Improvement Plan, kept me on this plan until my termination, and wrongfully terminated my employment. I claim that Big Four retaliated against me by placing me on a Performance Improvement Plan until my termination. I also allege that I acted as an internal whistleblower, filing complaints regarding racist or ableist language used by supervisors and coworkers and regarding the sexual assault of a coworker. 

I reported issues with disability accommodations at Big Four, including memory retention issues, delayed start times, and discrimination against Asian and Asian-American employees. I requested recordings or written transcripts of meetings and instructions but was told I had to communicate these requests to supervisors and coworkers. 

The Accommodations Team took on no responsibility for ensuring the accommodations were granted, and I felt I was being interpreted as evidence of needing too much supervision. I also reported negative reviews from my team lead and was required to continue using PowerPoint and Excel. I also noted a pattern of “rolling off” Asian employees and was given a warning document for allegedly violating the Big Four Global Code of Conduct in January 2022. 

I allege that Big Four discriminated against me by placing me on a Performance Improvement Plan (PIP) in April 2020. The PIP, which identified three areas of improvement, used seven isolated examples of insufficient performance. My PIP Counselors were more negative than my managers, as they had no direct insight into my work. 

The evaluations from the Counselors often misrepresented the feedback provided by my managers, such as the major telecom and biotech Fortune 500 engagements. My colleagues also praised my work, stating that I consistently maintained a focus on quality and went above and beyond to create extra deliverables. The discrepancies between the reviews given by direct supervisors and PIP Counselor are highlighted in an interaction with Counselor regarding a project with a major biotech Fortune 500. 

I faced discrimination and termination due to my lack of leadership skills, lack of opportunities to contribute in leadership roles, and negative evaluations from my PIP Counselors. I was tasked with individual contributor roles, which limited my ability to contribute to projects and be recognized for my contributions. I was also denied leadership roles, promotions, and bonuses compared to my coworkers, none of whom had Disability A. 

I was placed on a Performance Improvement Plan (PIP) by a Partner, despite two recommendations from the Counselor. The company also wrongfully terminated me after filing complaints with HR, making requests for disability accommodations, and resisting an unfair transfer to the Neurodiversity Center of Excellence. 

As a disabled employee, I filed an EEOC charge of discrimination against Big Four, alleging that the company failed to provide adequate accommodations for my disabilities. I was seen as incapable and not as leadership material and was asked to transfer to the Neurodiversity Center of Excellence, which would have resulted in half my current compensation. 

I refused to transfer and was terminated on August 12, 2022. I suffered significant economic and emotional distress damages, including loss of future earnings, damage to career progression, and mental health issues. I also claimed that Big Four discriminated against me based on race and national origin, violating Title VII of the Civil Rights Act of 1964 and FEHA.