Rich Sherman’s reflections on his departure from Amazon highlight critical issues that resonate deeply within corporate environments today. As a Creative Director, DEI advocate, and mentor, Sherman’s candid LinkedIn post sheds light on the harsh realities many face but seldom speak about—favoritism, discrimination, and leadership neglect in the workplace.
Sherman didn’t leave quietly. In an email sent to the entire organization, he detailed the discrimination and favoritism he experienced, calling out specific leadership behaviors. However, his message was quickly erased by those in power. HR, though extending an offer to investigate, failed to take meaningful action, leaving many of his concerns unaddressed. “Not a single person was contacted in three weeks,” he wrote, even after outlining explicit details of misconduct.
The reality is that HR often protects the company, not its employees. Sherman’s story reflects this truth: he walked away, but others remain, silently enduring. Some of those still within the company confided in him that they’re just biding their time—waiting for stock, watching their backs, and keeping their heads down. Fear of retaliation keeps them from even engaging with posts like Sherman’s.
What Happens When Leadership Fails?
Sherman’s reflections point to a more extensive issue that transcends Amazon: people don’t leave jobs; they leave toxic leadership. When favoritism and neglect become rampant, even the best workplaces lose their luster. “It wasn’t always this bad,” he noted. “What was once a fun and incredible job is now one where most people suffer silently.”
The deterioration of a workplace often stems from failures at the top. In Sherman’s case, he specifically called out Amazon Music’s leadership, accusing them of fostering a discriminatory and hostile environment. Despite the negative experiences, Sherman expressed hope for change, suggesting that things can improve if leadership acknowledges their faults and takes decisive action to rectify the toxic behaviors.
Taking Action: The Role of HR
HR departments must go beyond simply protecting corporate interests. The failure to address toxic work cultures ultimately hurts the company itself, leading to high turnover, low morale, and damaged reputations. As Sherman puts it, “You need the best leading the way and leading by example.” He urged HR to step up and conduct meaningful investigations, particularly around the leadership in the Amazon Music division, where Sherman insists evidence of wrongdoing is plentiful.
The Bigger Picture
Sherman’s story is not unique; hundreds of others have shared their experiences with him since he made his departure public. While many suffer quietly, fearing for their jobs, Sherman’s message encourages employees to speak out against inequitable, biased, and inappropriate leadership behavior. It also serves as a warning to companies: ignore the voices of your employees at your peril. Without addressing these toxic elements, businesses will continue to see their best talent walk out the door.
In a time when employee well-being should be a top priority, Sherman’s parting message is clear: if companies wish to retain their best and brightest, they must prioritize creating a fair, unbiased work environment—and that begins with holding leadership accountable