LJ Idol Presents:

It's like she didn't even want to pretend to try and give the impression of giving a shit about keeping me. Such a defeatist attitude, assuming you already know how they're going to answer so you don't even ask. That's the kind of thing that makes an employee think you want them to quit instead and don't actually want to work with them. Meanwhile, my manager I report to (he reports to her), gives me much more of an impression that he realises how much of an asset I am. He's having me going over content some of the other part-timers who've been there longer than me to check for additional changes that need to be made and my lived experience means I'm more likely to find.

I may wind up seeing if there's a DEI related role in the company I can move into so I am able to speak up more about these kinds of issues, since I'm clearly passionate about them. With this issue, so far I've framed it as being needed for employees who aren't able to work full-time hours due to disability, mental health, or caregiving responsibilities, but are still assets to the workplace and deserve to be compensated. It's like they think their part-timers don't need benefits because they have other jobs that give them benefits, and while that's true in some cases (like the other part-timers in my team who I've never met even on Zoom), it's not true for everyone.