If you’re looking to work for Privia, it’s important you know what to expect. Moreover, if you are NOT white, born between the years of 1970 and 1992 with a double X chromosome, and labeled a heterosexual, read carefully and set your expectations accordingly.
If you apply to a job posting, and your resume indicates military service, don’t expect a response. As a recruiter once boasted, they will discard you and all of your credentials immediately, based exclusively on your commitment to serving this country.
If you are even invited to interview, do not prepare for it. As a female Harvard Business School student once experienced, when you interview and present your solution to some arbitrary case study assigned to you, your potential hiring manager (and member of the senior leadership team) may sit there, feet up, glued to his phone… TINDERING! You can’t make this up. And no, she did not receive an offer.
If you are in fact offered a position, do not expect to negotiate your salary. “You don’t come to Privia for the money” they’ll tell you, but because you’ll join a company “changing healthcare to what it ought to be” (there could be a whole other glassdoor review on this misleading mission statement, but I digress...). Well, let’s say you join anyway and you’re a female with a masters degree and you’re asked to hire and manage a junior male analyst fresh out of undergrad. Sure enough a couple months later you find out that he’s making the same amount of money as you -- he was able to negotiate, because evidently the same message of financial prudence and altruism doesn’t apply to men.
If you accept a position, get ready to “prove yourself”. While Privia has learned from past lawsuits that blatant discrimination and sexual harassment can be expensive, they’ve mastered the art of obliviousness when it comes to maintaining that proverbial glass ceiling. For example, if you aren't a part of the inner bro circle, you'll find yourself “forgotten" to be invited to meetings, have your ideas dismissed only to be reintroduced and supported by a white male minutes later, and slowly transitioned to less revenue impactful projects.
If you last long enough and aren’t permanently scathed, and they finally award you that Privia A on your annual review-- ask them how your salary compares to your white male counterparts. Do not expect them to give you an honest answer. Then, when you find out that the initial salary and raise of a white male peer was set greater than yours in spite of receiving a disappointing Privia B for his annual performance, be prepared for a counter of, “well, he negotiated his salary better when he took the job”. You, Privia, are perpetuating the gender gap, without any shame or hesitation!
If you’ve somehow avoided all of the aforementioned examples of discrimination but let’s say, are homosexual -- do not get offended by “coming out of the closet” jokes told by your white, straight male CEO & President at not one, but two quarterly all-hands meetings. Just laugh along.
If you are fed up with this bad behavior, do not discuss this with the head of “People”. She may appear to initially listen, but will quickly cut you off and literally run away so that she is not obligated to document your grievances as an official complaint. Expect to hear a couple days later through the “People” gossip mill that your concerns related to discrimination and bigotry are irrelevant, since you are simply someone who “likes to stir the pot”.
