It is difficult to envision that a forward-thinking company like Spotify would have any discriminatory policies or practices. In fact, Spotify prides itself on its commitment to equality and actively works against injustice, with measures such as gender pay gap evaluations and publishing statistics.

But is it sufficient? What happens when an individual or a small group engages in discriminatory behavior? The reasons could range from hatred and unconscious bias to jealousy or queen bee syndrome. This is cancer that should be treated, yet it is overlooked by HR and higher management, despite numerous complaints and calls for action.

Daniel, you became good at health scanning recently, so how about running a check up on your organization?

Complacency appears to have become the norm at Spotify. Employees are expected to follow orders without question and to avoid raising concerns. Speaking up about issues can make you seem problematic and potentially put you on the list for the next round of layoffs. Cases of unethical behaviour do not get proper attention, which sadly seems to reflect a new core value at Spotify.

Innovative, Passionate, Sincere, Collaborative, Playful, Complacent

Hi, this page is dedicated to highlighting the gender discrimination cases occurring at Spotify.

Some of the most appalling examples of it have been happening for several years and continue until these days in the Platform Organization and Backstage. This is where discriminatory practices often happen under the radar, away from the spotlight.

During the past few years a dozen of women in the leadership positions left or were forced to leave the company. This has been made easy to do by the layoffs and hide the resignations in the mass of affected people. Despite being highly qualified and holding key positions, these women found themselves singled out in what appears to be a deliberate effort to reduce female representation in this part of the company. The last targeted reduction affected just 4 women, not a single male has fallen victim of organizational optimization.

Now, to address all Spotify employees. What can you do? If you believe in equality, allyship, and creating a psychologically safe workplace, take a closer look at what’s happening around you. Have you noticed that Backstage leadership is now entirely male? Every woman in a managerial position has been pushed out — except for one, who remains, clinging to power and calling the shots. Why is that? Next time you’re chatting with Gustav or Tyson over coffee, ask them — how did this happen? Is it just a coincidence? Were all the women who left unqualified? You don’t need advanced data analysis skills to recognize that something is off here. If you share these values, it’s worth questioning the status quo and reflecting on the situation.

You may be wondering: why didn’t those women step up, report the discrimination, or take the company to court? But how do you know they didn’t try? It’s easy to assume that HR is on the side of the employee, but in reality, HR serves the interests of the business. When discrimination arises, it often becomes a battle of one employee against the full weight of the organization. HR professionals and company lawyers handle these issues as part of their job. They work 9 to 5, then go home and unwind. But for the affected employee, it’s not that simple. They work their regular hours, and then on top of that, they have to fight for their rights, often with limited resources and energy. And the risks of speaking out are enormous. In today’s economic climate, simply keeping a stable job feels like a luxury, making the prospect of fighting back even more daunting.

You can make a difference by refusing to look the other way. Take a closer look at what’s really happening here. Ask the tough questions. Hold the responsible people accountable, and help make Spotify a better workplace for everyone. If you at least believe this issue deserves attention, you can take one small but courageous step - set 👀 in your Slack status.

Don't look away.

Be an ally.