Why Most IT Workers Lack Business Knowledge or Critical Thinking

Executive Summary

  • IT work has become increasingly entirely technically focused, with little concern for how the business functions.
  • A significant reason for this is the IT employers.


There is a great deal of emphasis on technical details in IT, with far little emphasis on understanding what is being modeled. It turns out there are specific reasons for this, which have to do with the way that IT organizations, consulting firms, and IT departments are structured.

The State of Affairs

The state of affairs is described by Loknath Rao, himself as a long term IT consultant.

Software firms should resist the temptation of telling the users how to do their jobs. People create pictures and flowcharts in Microsoft word too,  knowing fully well that this isn’t the right tool for the purposes. but what matters the most is the purpose and familiarity with the tool. If something is not their primary job, do not tell them about better tools to do their not so important jobs. They are just not interested. The CEO of a customer I worked for never logged into any of the ERP or OLAP systems run and maintained by several consulting firms. A pen and paper guy. He grew the firm from 100Cr to 15000Cr in 10 years. The ones who had access to all the slick tools didn’t know how to use them. The ones who knew how to use them, never questioned why it is set up the way it is. But they are experts at scaring the users. No rationale. No economic consequence. Many of them ended up in consulting Industry. Production Planning consultants who have never worked in a factory. Sales and Distribution Consultants who have never sold anything. Business Intelligence consultants who do not know what metrics are relevant for the business. Demand Planning consultants who do not know determinants of demand of the products and services in the Industry!

This is a global phenomenon. And I have concluded there is a reason for it, which relates to what IT organizations and vendors value in employees.

What IT Organizations and Vendors Value in Employees

There is minimal career incentive to learn the practicality reality of the business. First, it will put you into conflict with consulting firms and with vendors. Both of these entities claim to have all of the answers in their software. I covered this in the evaluation of “best practices” in the article How Accurate Was SAP on Containing Best Practices? and in the article How SAP Uses Best Practices to Control the Implementation.

The concept of “best practices” has been thoroughly discredited in the scholarly literature, but the IT industry never lets what is objectively true or false get in the way of memes that can be used to drive sales. It is considered entirely normal in IT to lie to your customers. The logic given is that one has to lie because of the lies told by the competition.

The Narrow Spectrum of the IT Field

In IT, there are not that many places to work, and they mostly work the same way. For example, our Brightwork SAP Corruption Deception Quadrant covers how one can choose to be ripped off by the multinational consulting firms that, for all intents and purposes, function roughly the same way. All of them have enormous income and authority inequality, demand a constant stream of foreign workers and have their websites filled with falsehoods. For their business model, they demand a specific type of worker.

The Perfect Worker for Multi Hundreds of Thousands of Employee IT Consulting Firms

All of the major consulting companies and vendors agree that they want mindless robots to implement their software without thinking about the project.

So, this is what we have.

It is a top-down system where what is “right” is determined at some headquarters of a vendor and then pushed out to consulting firms. There is no evidence presented in this system. The system works like a Swiss watch to promote projects with very high failure rates.

Gartner is paid to agree that A is true, then A gets “hot,” and then everyone starts doing A. Don’t question if A is true because that does not matter. What matters is selling A. 


All of this is why it requires close to zero business knowledge and zero critical thinking skills to work in IT.

Neither consulting firms nor vendors nor end clients expect it or want it.

They say they do, as most employers will bristle at the idea that they just want to employ human automatons. However, but as soon as you begin asking them questions, what is true and what is not true, they change the subject or become dissociative. But the behavior of their firms illustrates what they actually value. 

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.


The Problem With Indians as GateKeepers for US IT Purchases

Executive Summary

  • Indian immigrants have taken IT by storm since the H1-B program was enlarged beyond its original intent in 1990.
  • Meant to be brought in for technical roles, Indians are becoming increasingly influential in IT purchases.


Indians have been accepted very rapidly in the US and into all manner of jobs, without native born US citizens having much of an understanding of Indian culture or how things work in India.

Understanding India

India ranks 80th on the Transparency.org website for levels of corruption in the world, while the US ranks as 23rd. See the graphic below for the most and least corrupt countries, with the least corrupt countries being green, and the most being red.

This means that one cannot assume, as most native born US citizens do, that once Indians work in the US, that they will automatically follow the standards of corruption of the US. And so far, the behavior of Indians has been highly distinct from native born US citizens in IT.

Indian immigration has already been a significant force for increasing corruption in everything from bonded labor, we cover in the article How Indian IT is Bringing Bonded Labor to the US, to labor exploitation, to discrimination by Indians against natural-born US citizens as we cover in the article How Indian IT Workers Discriminate Against Non-Indian Workers.

The Problem With a History of Paying and Taking Bribes

Bribes are common in India. The vast majority of Indians who come to the US have paid bribes at some time in their lives in India, and most will have paid many bribes in their life. In an average year, most of the Indian population, according to surveys by Transparency.org, will end up paying a bribe. Transparency.org did not ask, but it would seem reasonable that a decent percentage of Indians take bribes or ask to be bribed.

Therefore, when Indians work in procurement or have some say or influence over procurement, they bring this orientation with them.

The Problem with Indian Discrimination

Beyond bribes, there is an even more significant issue with Indians showing a long term and well-documented pattern of discriminating against non-Indian suppliers in favor of Indian suppliers. This is true at the individual level, as well as at the firm level (that is Indian dominated firms versus non-Indian dominated.) This means that when Indians are in the position to influence a procurement decision, it is infrequent that the non-Indian offering will be selected. This has little to do with the fit of the item in question to the requirements but is a selection based upon whether the offering is Indian or an Indian company. This is found very clearly in Indian IT recruiting, where Indian recruiting firms prefer to place Indian candidates. Indian recruiters have little interest in placing non-Indian resources, Their technique is to show non-Indian candidates to their clients, as a way to pretend they are not discriminating against non-Indian candidates, but then stacking the deck in favor of Indian candidates (sometimes by taking skills from the resumes of non-Indian candidates and placing them on the resumes of Indian candidates, as we cover in the article Why Dealing with Indian Recruiters is Futile for Domestic Workers.)

Lying as a Natural Part of IT Recruiting

The amount of lying in Indian recruiting is extraordinary for a US-born citizen. This is why Indian recruiters are known as places where “resumes go to die” if you are not Indian. This would be less of a problem, but Indian recruiters have come to dominated the contract market (at least) in IT recruiting, as we cover in the article The Frightening Rise of the Indian Recruiters in IT. The entire rise of Indian recruiting in the US is odd when one considers that people who have feeble English skills (Indians that work in recruiting have noticeable weaker English skills than say Indian IT consultants and have generally lower education levels) are placing US citizens (or presenting to) into US companies?

Both US IT directors and US IT workers (including Indians) have complained to be how bad Indian recruiters are. Yet, they have somehow managed to dominate a large sector of IT recruiting. That is not competing on quality, there is some other factor at work.

The Indian Domination of IT

Indians have not followed a normal pattern of immigration into the US. They have instead come to dominate the IT sector and to apply Indian rules to how the sector works. The result is that all non-Indians (unless they exploit Indian labor) have lost from this situation.

This pattern is set to only continue along its present course. If one visits IT departments or IT companies, the differences in the ages of Indian and non-Indian workers is apparent. The Indian workers are younger, and the non-Indian or native population is older. This, combined with Indians consuming an ever-larger percentage of the H1-B program, (such as with the passage of the HR1044 adjustment to the H1-B program in favor of Indians), every year that passes Indian dominance in IT will grow. The dominance is to the degree where it is increasingly considered accepted to speak Hindi or other local Indian dialect in the office. The experience is increasingly off-putting for anyone but an Indian (and maybe some Indians too, not all Indians I have spoken with are on board with the total Indian-ification of IT). We can most certainly expect an exodus from IT on the part of non-Indians in the future as IT is increasingly hostile to non-Indian workers.

Each Indian in the US has many friends back in India that want to come to the US and ask for the Indians in the US to help them. The only way for Indians to be faithful to their friends is to help them displace US workers. Indians could try to change their own society to do things like have labor standards, reduce income inequality, reduce corruption — but why, when you can immigrate to country where all of this has already been done for you? Then the next generation of Indians can be raised in the same system and say.

“I have to get out of here.”

Seven decades after independence from India, the primary hope of Indians is to immigrate from India. So much for the post independence excitement.

Indians don’t behave as do most of the US working population. The best analogy is a hive mentality. The hive, is Indians who work together, but against the domestic US population.

The US already had a highly collaborative system where American workers functioned more or less as individuals — which the higher level executives being more “cliquish.” Through this behavior, Indians are breaking down well functioning the US system that took many decades to develop into a system with merit being considered an important element. By dominating an area (hence, making it more diverse?) and then discriminating against the rest of the population (a pattern that is repeated in Singapore, Canada, Australia to Europe). Now the rest of the population has to worry about no longer acting as individuals but behaving more like Indians, to create their own “hives” to combat the Indian “hive.”

Breaking the Trust of a High Trust Society

If Indians want to hire Indians, hire Indian suppliers, make US companies as Indian as possible, have Indian based companies that operate in the US that are almost entirely Indian (as we cover in the article The Amazing Fact That 99.7% of Tata Consulting is Indian), apply Indian labor standards (as we cover in the article How Infosys and Tata Keep Indentured H1-Bs)..why did Indians migrate to a non-Indian country?

That is why not stay in India?

The answer is obvious, Indian culture is so intensely tribal, such a low trust society, that the society cannot prosper when a significant percentage of the population act this way. Indians need to migrate to a country where there most of the population does not act tribally. And it is just so easy to bring an intensely tribal behavior pattern to a high trust society.

Indians seek to and are effectively parasitizing a European based country that does not have the natural defenses against them.

Don’t be “Racist”

Indian discrimination is considered something that should not be pointed out, as it is seen as “racist.” All whites in the US and in Europe, Australia, New Zealand and Canada know that their freedom of speech is now entirely secondary in importance to the tyranny of the politically correct. The right to not be offended or to adhere to PC is nowhere in US law, however, most of the white populations in the named countries have agreed to give up their freedom of speech so that they can receive the knowing social approval of being politically correct.

Under this construct, corporate environmental destruction, labor exploitation, greed, and the rest of the sins are a distant second to the most terrible accusation that one can receive….the accusation of racism. And the term has also changed in its meaning, from meaning believing that other races are lower than your race and therefore should be dominated by your race, to being any observation regarding cultural differences. Original racists proposed “genetic” differences, not cultural differences. Phrenology, or example is the study of head configurations to determine criminality. It, like racism is a biological construct, not a cultural construct.

Hitler did not think that Jesse Owens could not do well in the 1936 Olympics because Jesse Owens was trained in an inferior black culture, but because Jesse Owens was inferior biologically.

The term racism has been heavily weaponized against whites and from unreliable sources. The book Little Black Sambo is a story about an Indian boy who is confronted by tigers, who eventually chase each other around a tree until the tigers become a sort of pancake batter. The boy then makes pancakes from this “tiger batter” for his family.

According to several people, this story is also racist. The boy is Indian, so why is he “black.” (what a terrible affront, although, white people are not actually “white” but more pinkish, so perhaps we should be similarly offended)

There is supposedly all of this racist meaning in the story — which entirely eluded me somehow when I read this story as a kid. It must be very very subtle. I only learned it was racist after I was told it was racist.

How about the poor tigers?

The ended up turning in to pancake batter and were eaten. Seems more “speciest” than racist.

There was a restaurant called Sambos. It had to change its name because of the accusations against the book. Can you see the racism in this restaurant? Sambo is depicted in the restaurant as having light skin, but now wearing a Dastar. So he is not black anymore, but perhaps Sikh. How terrible. Hopefully the entire restaurant was burned to the ground. 

This type of complaining only works in white societies. If you try to bring up racism in non-white societies, its a difficult “business model,” because racism only works to create guilt in white societies.

Try going to Malaysia, Fiji, Tanzania (or India) and complaining about any type of racism and prepare to be met with indifference.

A New and Wholly Inaccurate Definition of the Term Racism

The “new” and “adjusted” definition of racism is entirely ignorant of the term’s meaning, and has morphed into being any criticism of a non-white individual, by a white individual. Under this “adjusted definition,” roughly 15% of the world population is held to ethical standards of behavior. In comparison, the rest or 85% of the world population has a race card that can be played at the first hint of criticism. Don’t believe it? Here is a perfect example. Right now, Indian, Pakistani, and other South East Asian labor is kept in borderline slave conditions in Middle Eastern countries like Qatar and Bahrain. However, we have very little media coverage of this. These workers have no rights, can’t leave the country…why is this not pointed out? Again, the Middle East is held to no ethical standards. And wouldn’t pointing it out be “a little bit racist?”

The only opening is when a non-white person critiques another non-white person — then criticism can be said to be not racist.

This is illustrated in the article How H1-B Indians Create a Hostile Work Environment for Women,  where I outline that feminists frequently have decried the fact that women tend to drop out of STEM fields within 10 years of graduation. However the article How The H1-Bs Are Pushing Out Domestic US Workers of IT and STEM, points out that most male STEM graduates also leave the STEM field within ten years of graduation, feminists and journalists have nothing to say. As long as the narrative is sexist white men pushing women out of their chosen field, there aren’t enough article that can be written. But when the story is (as it is in reality) domestic US STEM graduates of both sexes being pushed out by Indians and other foreign workers, now the attention of feminists seems to wander and they become dissociative. In the mind of MS magazine, the biggest issues are how Hollywood starlets are treated who agree to take meetings with producers at 2:00 AM at the Peninsula Beverly Hills — women in non-white countries don’t matter much, because, well that would be racist to criticize those countries. Furthermore, feminists are careful to focus on women’s “issues” but men’s “issues” don’t exist or are part of the “patriarchy.” Whatever happens to men, happens, its not the concern of feminists. Taking up time discussing problems men face, only serves to take the spotlight away from women’s issues. Don’t be a narrow minded bigot.

Feminists might like to point out that Indians generally don’t accept women as equals (back in India or the US), and that leads to strong discrimination against US born female citizens, (in addition to discrimination by Indians against white men, but forget about them for now) however when the offender is not white, feminists don’t know what to do.

They become lost children and their entire worldview falls apart.

Remember, the “patriarchy” globally is white. The biggest problem in Africa? Clearly the white patriarchy. It is insidious! The victim must be either a woman or a non-white.

Those are the rules.

Demurring in Situations Where There Are Indians in Procurement

Brightwork Research & Analysis is a company that deals with customers for things like research services. I have these prospects who put me in touch with an Indian employee to follow up on possible business.

The problem?

I have never once received business from a company where the contact was Indian.

I have started telling prospects that I am not working with them if they make my contact an Indian. I know from that point the Indian will never decide select my company, so why am I wasting my time?

Dealing with White Guilt

I have felt compelled to take meetings in the past even though I realized I was being put into contact with an Indian that would never lead anywhere, but then I asked myself, why do I feel guilty for properly allocating my time rather than just handing my time over to company that is intent on pretending that they are going through the process of evaluating Brightwork Research & Analysis, when the gatekeeper has no interest in recommending a non-Indian firm be hired for anything?

I have concluded that too many non-Indians are doing this. Indians have showed their hand in terms of how they will behave, now it is time for non-Indians to call them and their employers out on it, and to refuse to be put through a time wasting experience.

Thinking Indians Will Act Like Americans

The issue is that companies seem to think that the Indian will act like a native-born American. I have the right to follow up with customers and eschew others, and all companies have this right. I also have the right to tell the customer I don’t think I will be given a fair shake by an Indian procurement gatekeeper.

The company that hires Indians in positions positions of procurement will eventually find that nearly all of their suppliers are Indian. And are these suppliers to be held to a standard?


Indians have brought an enormous amount of corruption with them from India, a country which Indians that immigrated to the US do not want to live in, and where they complain about the corrupt nature of the country. However, once they arrive in the US, they repeat the same corrupt pattern that they learned in India.

When non-Indian individuals and non-Indian companies compete for business, when there are Indians in procurement, they will be put at a disadvantage. Indians need to know that they are either being paid something or that you will hire a friend of theirs or that you are helping to employ Indians.

All of this has happened in an extremely short time, and it is little discussed and seldom a topic that is published. The speed this has occurred means that this is set to become a whole lot worse. However, if non-Indian companies continue to pretend that Indian gatekeepers funding as US-born citizens, or non-Indians, it means continually losing business to Indian offerings.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.






How H1-B Indians Create a Hostile Work Environment for Women

Executive Summary

  • India is a traditional society that is still primarily agrarian.
  • The absorption of enormous numbers of H1-B Indian men with traditional views on women is setting back the US workplace for women.


There has been great consternation about what is considered a shortage of women in STEM fields. The following case is an example of the little-discussed topic, which reduces the number of women working in STEM and IT.

Article by Protect US Workers

Sara Blackwell of Protect US Workers observes the following.

Outsourcing takes us decades backwards in women’s rights. Seventy percent (70%) of all H1B visas (high skilled visas) are given to young men from India. American companies, like AT&T, fire many of their female workers. However, those fired workers are first required to train young, male Indians to do their jobs. That, in and of itself, without anything more, is a significant violation of women’s rights. But the AT&T women are also told that they must accept being treated different, and lesser, than men when around Indian visa holders. So, why no word from the women’s rights movement? Where is the Times Up people fighting against this business model?

We think we know where they are…or why women’s groups are not focusing on this issue.

We knew where to go to find out what feminists are focusing on.

We checked the MS Magazine website, and we found that nearly every article had to do with women’s issues in developed or white countries — the exact places where women already have the greatest freedom and equality. MS Magazine is apparently much less interested in areas of the world where the most significant disparity exists between women and men.

Harvey Weinstein, with the cooperation of much of Hollywood, abused his power versus women. However, Weinstein’s crimes are less than what goes covered up or unprosecuted in Europe by Muslim men (as just one example). This demonstrates that the #MeToo movement can be so focused on the problems of sexual harassment in white countries. In contrast, the movement ignores far more significant issues in non-white countries.

MS Magazine and feminism, in general, is “woke,” which means “culturally sensitive.” This means blaming white societies and holding them accountable while being silent on non-white societies. And this extends to non-whites living in white countries.

In Europe, there has been a massive increase in the horrific Muslim sex trafficking or grooming; in some cases, one right affected 1400 young girls. The women admitted they did it because they did not want it to become public and reinforce racist stereotypes.

The following quotation explains this.

Who is allowed to be part of the #MeToo movement? I ask because on Friday five men were found guilty of horrific sexual crimes against eight girls and yet the case hasn’t trended on Twitter. There have been no hashtags. The girls’ suffering hasn’t been widely talked about. There have been very few declarations of solidarity from feminists. There’s pretty much been silence. It isn’t hard to see why. The problem for the mostly middle-class, well-connected feminists who make up the #MeToo movement is that this case involved both the wrong kind of victim and the wrong kind of perpetrator. Strikingly, the judge didn’t only condemn the men – he also criticised the authorities in Rotherham. He said they had at best been ‘totally ineffectual’ and at worst ‘wholly indifferent’ to the abuse of girls by Muslim gangs. He said he was ‘quite satisfied’ that the ‘relevant authorities’ in Rotherham knew girls were being targeted for sexual exploitation. And their failure to do anything about it is a ‘lamentable state of affairs’. Boiled down, this really means that they considered it more important to protect Muslims from criticism than to protect working-class girls from sexual abuse. Even now, discussion about Muslim grooming gangs is shushed. Anyone who raises it will be branded an Islamophobe, a racist and maybe even a fascist. – The Spectator

What has been the response of feminists? It has been primarily t0 critique those bringing up grooming as racist.

What is Feminism Again?

How confused are feminists on topics related to non-white initiated female exploitation?

During The Woman’s March in 2016, which was primarily a protest against Trump’s election for his misogyny, Linda Sarsour, a Muslim, was introduced as a speaker. Linda Sarsour is a Muslim and supports Sharia Law, which she has said she wants to be instituted in the US. Sharia Law declares that for one, women who are found guilty of adultery be stoned to death. 

Feminists that arranged The Woman’s March could not observe the fact that Islamic countries score the worst for their treatment or women, making it ridiculous for an Islamic speaker to be included in the “festivities.”

As soon as feminism has to address topics that don’t relate to the oppressors of women being white, the entire logic appears to break down.

The Necessity of Woke Signaling

This debate on Islam between Ben Affleck and Bill Maher and Sam Harris went viral. Ben Affleck has no demonstrated understanding of Islam and does not display any knowledge of Islam in this video, Sam Harris, on the other hand, has a Ph.D. in religious studies. Everything Sam Harris says about Islam in this video is factual. However, Ben Affleck has a response that requires no understanding of the topic area….which is that the statements which he does not like are “racist.” 

According to Ben Affleck and Beverly Hills liberals, it is progressive to encourage Islam, honor killings are to be covered up (pointing them out is racist). It is also culturally insensitive to push back on men not shaking women’s hands — because it is intolerant of cultural differences!

Women don’t appreciate being seen as second class citizens by Indians right off the boat who are displacing them? To feminists, this is already beginning to sound a little racist.

Therefore, women can expect no help from feminists when it comes to women being discriminated against by Indians. According to elite feminists, unless the discrimination is by a white man, the discrimination does not fit into their mental model. Therefore it is met by turning away one’s eyes.

How AT&T “Educated” Women on How to Make Indians Comfortable

Sara goes on to say.

Attached is a real handout given to AT&T workers who are being forced to train their foreign visa holder replacement. It explains the phases of the “knowledge transfer”–aka train-your-replacement. Slipped inside the training slides are pages on rules that women are not permitted to shake the hands of male Indians. The handout specifically states: Indian men will shake hands with other men but not women. American men cannot shake an Indian woman’s hand unless she makes it clear that it is acceptable.

The AT&T women are supposed to “understand” that they will be treated as if they are less than men. Also, American men are supposed to jump back centuries and treat women different than men. Cultural differences or not, America believes in equality and we supposedly ended gender discrimination. The American company should give a handout to all of the foreign visa holders that says: “Shake men and women’s hands equally or don’t shake any at all.”

It is humiliating enough to be fired then to be forced to train a foreigner to do your job. But, can you imagine the hundreds or thousands of AT&T women training Indian men on visas who refuse to even shake their hands because they are merely a woman and not worthy of a handshake? Worse are the American companies that allow it and require it. It is disgusting.

This is a slide from AT&T’s deck to its soon to be displaced employees. 

Notice the inappropriate topics. Don’t talk about India’s standard of living — India is a country where people are poor, while there are a few billionaires — which is one reason most of them want to leave the country –but AT&T would like this not to be discussed.

Furthermore, it is not a good thing to talk about human rights in India or the fact that there is no freedom of the press or the fact that people can generally be killed for as little as $200. And related to the subject at hand, it is good not to bring up the fact that India is ranked as one of the worst places in the world to be a woman.

How Women are Treated in India

The following is from an article by The Guardian.

India’s women are traumatised in less obvious ways than by tanks in the streets, bombs and warlords. Our oppression starts innocuously: it occurs in private life, within families, with girls being locked up in their own homes. This everyday violence is the product of a culture that bestows all power on men, and that does not even want women to exist. This is evident in the unbalanced sex ratios at birth, even in wealthy families.

Almost every woman I interviewed had experienced some form of sexual molestation.

Over 50% of Indian men and women still believe that sometimes women deserve a beating. One woman is killed every hour for not bringing enough dowry to a husband.

The real genius of this system lies in the fact that oppression has been recast as a virtue. So erasure of self – the most treacherous human rights violation – hides in plain sight, sanctified by loving families, perfumed by our definitions of goodness. And the private sphere, the family, remains impenetrable and untouchable.

Yes, I also don’t discuss any of these issues. But US domestic female workers should feel entirely comfortable working with men from this culture. 

Soon to be displaced, AT&T employees are told to respect Indian family values. We are curious, are the Indians taking the jobs of Americans given a similar presentation about how to respect US values? Who is adjusting to who here? 

As the US employees at AT&T are being fired, the important thing is to focus on the employees that AT&T will be keeping or the Indian employees.

The US Government to the Rescue?

Sara continues..

I am ashamed of this America! I am ashamed of American companies all over this country who do this business model (for greed no less). I am ashamed of the American government who permits it

If the government does not speak against this, then they are passive supporters. Without someone,or something,to make these companies change, the discrimination will get worse and our country will lose years and years of fighting for those rights we hold so dear.

STOP the abuse of the intent of the immigration system and STOP gender discrimination in our workplaces in the guise of “culture”.

The US government not only permits it but encourages it as we pointed out in the article How the US Department of Labor is Useless in Policing The H1-B Program, the US government allows massive H1-B fraud. As we pointed out in the article Hillary Clinton the Big Supporter of Indian Outsourcing and US Worker Displacement, and in the article Why Are 47 Entities Lobbying in Favor of the H.R.1044 IT Immigration Bill?, the US political system is being used against US workers.

What Has Been Responsible From Driving Women Out of STEM?

Sara continues..

Also, please read this email from just one of the hundreds of AT&T Workers who have sent me their stories. This is a common story among outsourced workers:

The outsourcing business model, the abuse of the intent of the immigration system, discriminates against women. Please STOP telling our little girls to go into STEM. We have stepped back decades in our fight for women’s rights and no one is acknowledging it. The discrimination against women is blatant and intentional. The companies put it in writing.

If Times Up and Women’s Rights groups refuse to stand up against this discrimination then there is a serious bias to their “outrage” over gender discrimination.

We cover in the article How The H1-Bs Are Pushing Out Domestic US Workers of IT and STEM, H1-B visa workers have been reducing the pay in the US STEM graduates and pushing them out of the field.

Most of the articles that point out that female STEM graduates often leave STEM within ten years, and that point to the sexism by white men, seem to miss the fact that most male STEM graduates also leave the field within ten years.

This follows the same pattern as described earlier — which is that the perpetrators must always be white males, even though H1-B visa holders and other foreign workers (as described in this article) tend to be far less accepting of female coworkers. Those authors of these articles never seem to point out that male STEM graduates are also driven out of the field. This illustrates how articles either have to fit within the work narrative or don’t get written. That is if it’s not “woke,” it won’t get “wrote.”


Women are being driven out of IT as they have been in STEM. Indian workers create a hostile work environment for US domestic male workers, often targeting their jobs for replacement by their Indian associations, as we cover in the article How Indian IT Workers Discriminate Against Non-Indian Workers.

However, it makes it extra difficult the culture of Indians is that women are not treated as equals. This means that Indian work environments are extra hostile to US domestic women, and will lead to them leaving the IT field even faster than US domestic males. This topic is guaranteed to not be covered by large media outlets.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.





How Poor Venture Capitalist Firms Have Become Increasingly Fatigued

Executive Summary

  • VCs have a reputation for investing in things they don’t understand.
  • Now it turns out that VCs are also fatigued!


VCs appear to work on the way to the public but work very differently when those who have experience dealing with VCs. In the article How Much of Vishal Sikka’s Explanations on Artificial Intelligence is Complete BS, we cover how people who have a track record of providing bad quality information to the public can raise many millions from VCs.

The Issues with Inexperienced VC Employees

VCs have developed a reputation for hiring family members into plum positions with a minimal background. And this comes across to people who have interacted with VCs, including the author of this article.

The following is a quotation on VCs from Reddit.

I run a self-funded SaaS startup that is getting decent traction, and just last month was contacted by one of the Silicon Valley big boys.

As I could see from the screenshots, this phone call was assigned by one of the managing partners to one of the young associates. I guess that is pretty common.

Anyway, we did have a nice conversation, but what struck me the most, this young Euro guy was completely clueless about my area of business, and since my startup also has some business specifics that only Americans & Canadians would understand, I was quite disappointed this big firm would assign a young kid with no understanding of this niche business to my account.

Anyway, my point is, if you are hiring these kids to do the work for you, they should have some understanding of the business.

The Reality of VCs in Overheated 2020

The following quotes are from a curious article in TechCrunch.

The reasons were similar if not perfectly overlapping. The biggest driver was the sheer flood of venture dollars targeting too few deals in the Valley these days. Consumer investing has become passé as exits disappear and the mobile wave crests (last year was the first year B2B investing overtook consumer investing in modern memory), forcing everyone to chase the same set of SaaS companies.

So VCs have too few deals they are chasing after? So there is more money chasing a limited number of SaaS companies it seems.

How Long to Close a Fundraising Deal?

VCs described to me how the top deals start and close their fundraises in 48-72 hours. Several VCs groused that dozens of firms now descend like hawks on the unwitting but fortunate target startup, angling for a term sheet and willing to give up valuation and preferences left and right for any chance at the cap table. Earlier investors are just as desperate to own that equity, and no longer play any sort of honest broker role that they might have in the past.

This is difficult to believe because it is difficult to see how one can adequately research an investment opportunity this quickly.

Unending Work Schedules for VCs?

Plus, the FOMO of the moment is more acute than ever — a VC at the end of the day might have already seen a dozen companies, but gets a late night intro to one last company — perhaps the company that could make or break their career. And so they will take that one last meeting, and then one more last meeting, hoping to find some meaningful edge against the competition.

This sounds “dynamic” however, fatigue affects all humans, and one has to wonder how many deals have been agreed to because of sleep deprivation.

No one can resist the effect of sleep deprivation on their judgment.

VCs Feeling Tired?

Firms are doing what they can. They are staffing up, trying to hire more raw talent in the hopes of finding that last undiscovered company. They scour their own portfolios and probe their founders, trying to find a tip to a deal that their competitor may have missed. They host dinner after dinner (sometimes multiple in one night — as I sometimes witness when I get an invitation to all of them, as if I can be in more than one place at the same time), again, hoping to find some bit of magic.

Ironically, the “tired” line was something I used to hear from seed investors, who constantly had to churn through dozens of under-hearted startups to find the gold. Now, I’ve heard this language more and more from later-stage VCs, where the Excel spreadsheet drives the valuation more than a relationship with a founder — and everyone can read the gridiron of SaaS metrics.

This lays out more explicitly the grind that venture capital has become.

The Outcome?

Less due diligence is happening before the term sheet is signed (again, to beat out the rabid competition), and there is now more buyer’s remorse from VCs (and very occasionally founders) that can lead to a botched round along the way.

Lack of bandwidth, hyper-velocity, a pittance of sleep — all of these are intensifying the sensitivity of VC returns. Email a VC an hour before or after and it may well change the result of a fundraise. VCs once had a reputation for plodding and slow deliberation. That old normal is definitely dead right now, and in its place is a new, modern VC who is going to determine millions of dollars in a few minutes on a jet fuel of caffeine and ambition.


It does not take much projection to realize that many of these deals signed in the late stage of the bubble of VCs are going to be low quality. We have observed companies that really should not be funded, getting money. This is a consequence of too much funding chasing the number of legitimate opportunities in the market, which invariably leads to standards being lowered.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.




How Indians Coordinate to Fake Their IT Certifications

Executive Summary

  • Indians have developed strategies for faking IT certifications.
  • They frequently approach certificates as merely something to be shared with other Indians.


Faking certifications and degrees, as well as cheating on exams, is a common issue in India.

What is commonly presented as wide-scale cheating is often reported in India, but is little known to most US domestic workers? The US does not have parents hanging out of windows or schools, passing answers through windows to their children.  

How cheating moved to certifications.

Notice this message interaction on the topic of CSA administration certification. Also, notice that every single one of the commenters is Indian.

These types of posts are quite common. The first commenter is asking for a “dump” of the training. 

  1. Notice the comment from the fourth commenter. He is not only offering these exam dumps but is stealing IP from Udemy Academy, which reduces this entity’s ability to provide certifications to the market.
  2. See the comment from the fifth commenter. He does not want to pay the $150, which would not violate the IP of the test provider but instead wants the certifications for free.

The H1-B lobby continually proposes that H1-B foreign workers bring skills to the table. However, skills development requires both hands-on experiences as well as an interest in investing compensating content creators on technical topics.

What will happen to the quality of technical content, if a higher and higher percentage of IT workers expect this content for free because they come from a society that does not respect IP or the right for content creators to benefit from their work?

The answer is that it will invariably decline.

The Billionaire Class’s Plan for Improving the Technological Capabilities of the US?

The massive infusion of H1-B workers into the US market, which, as we cover in the article How the H1-B Program Understates The True Number of Yearly H1-B Visas, is already pushing domestic US workers out of IT. Now more substantial and more significant numbers of Indian IT workers, who clearly are intent on sharing, rather than paying for IT training material, are reducing the incentives to provide technical material to the market. Furthermore, Indians do not like to document their work on projects, as they see it as their job security. We cover in the article The Hidden S/4HANA Home24 and KPS Failure, how the consulting company called KPS deliberately does not document their work on projects so that they can maximize their time on the project.

And all of these developments are going to help the US become more capable technologically? This is what is told to us by billionaires, who are unified of their support of foreign workers programs as we cover in the article Why Do So Many Billionaires Love the H1-B Worker Visa?

Our Experience With Indian Requests for Information

Brightwork Research & Analysis produces a large amount of content. However, of the individuals that ask for free information, it is invariably a person with an Indian name who asks for information that would ordinarily be considered a consulting type of work. These types of requests almost never come from non-Indians. Indians have also requested for PDF copies of copywriting books that we have written.

This fits into the pattern that information, even the most detailed information that is used exclusively for commercial purposes, should be provided for free.

Indians and IP

India is on the blacklist of 11 countries for stealing IP, as is explained in the following quotation.

In its “Special 301” annual report for 2018, the Office of the US Trade Representative Office (USTR) identifies “trading partners that do not adequately or effectively protect and enforce intellectual property (IP) rights or otherwise deny market access to US innovators and creators that rely on protection of their IP rights.”

The “black list” includes 11 countries: Algeria, Argentina, Chile, China, India, Indonesia, Kuwait, Russia, Saudi Arabia, Ukraine and Venezuela, the Efe news reported. – NDTV

Epic Versus Tata Consulting

The case of Epic v Tata is an example of this lack of concern for IP.

A federal jury’s decision to award $940 million in damages to electronic health records software vendor Epic Systems, which had sued an India-based consultancy alleging theft of trade secrets..Several years after Epic and TCS signed the agreement, the lawsuit alleged, “Epic … learned from an informant that TCS personnel [had] been fraudulently accessing Epic’s UserWeb computer network, and that the information obtained through the unauthorized access into UserWeb was being used to benefit TCS’s competing Med Mantra software.”(emphasis added)

The lawsuit also states: “After learning of the unauthorized and illegal downloading of Epic information by TCS personnel, and the apparent purpose of the misconduct, Epic evaluated its protected UserWeb and discovered that an account associated with a TCS employee who worked as a consultant for Kaiser in Portland, Oregon, and who worked on projects related to Epic’s provision of software and services to Kaiser, had downloaded from Epic’s UserWeb at least 6,477 documents accounting for 1,687 unique files.(emphasis added)

Epic also alleged in its suit that TCS leaders in the U.S. and India “appear to be aware of and complicit in TCS’s scheme to gain unauthorized access to Epic’s UserWeb and information and misuse them for the benefit of TCS.”

What is an “Exam Dump”?

This provides the questions and the answers — therefore, there is no reason to go through the process of learning the subject matter. Curiously, sharing exam dumps is not known among the domestic US worker population, but is considered familiar places among Indian workers.

Skillcert, a Site that Promises Passing Certifications

One can purchase the exam key to various certifications right online. 

Notice this quotation off of the Skillcert website.

Unlike others, we update our questions every month with latest questions and tests.

That is right….the questions don’t get stale, because they are lifted continuously from the certification provider.

Exam dumps are available even on the Udemy website.

How Common are Credential Exam Dump Sites..and What is the Mindset Contained in This Behavior?

It turns out very common.

Before looking into this, this author had never even heard of the term. It is not a concept to take copies or save copies of credential exams and share them or sell them. A domestic worker’s experience with this issue is found in the following quotation.

I know they are sharing credentials and have been shown “dump” sites by Indian colleagues.

Sharing credentials between Indians is very common.  This also transcends to academic achievements.

What the west would consider anti-merit an Indian would consider that they have better-developed opportunity skills.

In addition, there is an attitude that it is inappropriate to pay for something that they are obviously already qualified to learn about later. It is much better and cheaper to have someone else pay for their time. Their selfish behavior is detrimental to the work environment as their lack of skill burdens those around them.

According to this source, it is not uncommon for one Indian to take the same exam under different identities seven times for seven different other Indians to get the entire group certified. There is no concept that each individual should have their own test administered. This allows Indians to accumulate credentials very quickly.

One Example

One vendor who is under heavy siege by Indian fraudsters is ServiceNow. ServiceNow issues exam vouchers in blocks with no audit of where they go and how they’re used. Third parties are used for both training and testing. A valid voucher code can be used more than once, so they get shared and sold. 

Cheating is happening for all of these vendors and more:

  • SAP
  • Salesforce
  • Cisco
  • Microsoft
  • IBM
  • Symantec
  • Citrix
  • Oracle
  • Microsoft

All of these vendors should take extra precautions to increase the security around their certifications.


The certification system is seen as yet another system to “scam” by many Indian workers. And the way that certifications are scammed in through information being shared with other Indians and for the rightful revenues to be denied to the content producers through IP theft. Indeed, if Indian work as a group to falsify their certifications, while domestic workers by in large do not, then Indian workers will appear to have more certifications and more “skills.”

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.










How Tech and IT Outsourcing Firms Hide the Number of H1-Bs and Indians They Employ

Executive Summary

  • Companies that operate in the US have been extremely careful to lie about how many Indian workers they employ.
  • This is yet another example of how the foreign worker program has been based upon false claims.


Years ago, IBM stopped reporting where its employees were located. The official reason given was that IBM was a “global company” and would only be reporting its global employees going forward. However, the real reason was the IBM was so aggressively firing workers in the US, Canada, Europe, and Australia and hiring in India, that IBM did not want the political blowback of being known as an Indian company. IBM also did not wish to people figuring out that while it was still charging hundreds of dollars an hour for its Global Services. Indians were providing much of the services in India that their customers could have procured themselves, cutting IBM out of a massive profit stream.

IBM CEO Ginni Rometty is here seen on a network owned by billionaires talking about the effect of AI on jobs. CBS presents her as paternalistic. However, what Ginni Rometty wants is to pay Indian wages and displace US workers from their jobs, while paying poverty wages to Idnaisn in India — making enormous margins on labor. Ginni herself is not so much about reducing her labor costs. Ginni makes roughly $20 million per year, while IBM employs fewer and fewer Americans and more and more Indians. 

How Facebook Reports its Employment

The reverse of this issue is how technology firms report H1-B labor and Indian labor in the US. Nearly every technology firm underreports how much it relies on lower lost H1-B labor.

The following anonymous quotation explains how Facebook fakes the reporting of its employment.

Facebook publishes the distribution of Facebook employees by ethnicity. It’s interesting to me that they group Indians and Asians together into a single group called “Asians”. The Asian and White percentages for 2019 is 43% and 44% which sounds pretty balanced right? I’ve never worked for a big tech firm like Facebook, so I can’t be sure but… I’d bet money that if you look at the numbers based on job function the spread would be more like Sales and Marketing, White 80% and Software Engineering, Asian 80%. That shows (if true) that they are TOTALLY misrepresenting the impact of H1B on their workforce.

Not Indians….”Asians”

There has been a recategorizing of Indians as “Asians.” This is to make it appear as if the hiring and employment if ar more broadly based than it is. Silicon Valley does not run off of Malaysian or Indonesian labor (both SouthEast Asians). It runs off of Indian labor.

Faking Diversity

This false “diversity” is wholesale labor immigration from not just one country, but one region in India, as we cover in the article How Indian IT Workers Discriminate Against Non-Indian Workers, a region whose people have rigged the H1-B and other foreign worker visa program in favor of people from this region.


Multinationals want the US population to see the outsourcing of US jobs to India and foreign worker visas as a natural part of “diversity,” and one way they do this is by faking their employment statistics.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the modern approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.



Is the Opposition of Indian Merchants to Amazon Expanding into India Based on Anti-White Racism?

Executive Summary

  • At every turn, when US domestic workers have opposed the enormous flow of foreign workers into the US, they have been accused of racism.
  • As soon as Amazon announced plans to expand into India, Indian merchants protested.


A shocking response met the announcement by Jeff Bezos regarding his expansion of Amazon into India. This video sums it up.

The protests include burning posters of Jeff Bezos and having him shown with devil horns on his head. 

It included this tweet.

This tweet calls Jeff Bezos an economic terrorist.

The US Worker Response to H1-B Visas

Considering the enormous numbers of H1-B visas approved every year, which is entirely understated in the media, as we cover in the article How the H1-B Program Understates The True Number of Yearly H1-B Visas, there has never been a well-publicized protest against H1-B workers.

We did some searching on the Internet, and while there have been anti-H1-B protests, we could find no well-publicized demonstrations, and, before finding a few examples, we had never heard of an H1-B protest in the US.

The best known anti-H1-B “protest” that we can think of was the signs that were put up in BART stations in the Bay Area. Notice how muted they are. There is no significant “X” through an Indian face, certainly no one calling foreign workers “economic terrorists.” 

Furthermore, the Indian government arm that enforces antitrust might be getting into the mix, as is explained in the following quotation.

India’s antitrust regulator recently opened an investigation into Amazon and Walmart-owned online retailer Flipkart over this exact issue. It said e-commerce titans like Amazon use their market dominance to price “below cost,” making it hard for other businesses to compete. – Business Insider

That is curious because India very rarely enforces antitrust on its internal companies. This interest in Amazon from what the BBC calls

“One of the most protectionist countries in the world.”

…seems like more protectionism but under the guise of antitrust.

Perhaps India should call its antitrust agency the “Foreign Anti Trust Department,” where Indian antitrust is almost entirely focused on outside companies operating India, which are directed by those business entities in India seeking protection.

And this is supported by the following quotation.

Mr Rossow says India’s strategy has always been “pro-investment and anti-trade”.

Flagship government policies such as Make in India have aggressively courted foreign direct investment while seeking to boost domestic manufacturing.

To achieve this, India has erected trade barriers against competitors. In the past, western multinationals were the target. – BBC

Hundreds of thousands of foreign workers are being brought into the US every year, displacing an equivalent number of US domestic workers and driving down wages.

And this program has been in effect since 1990.

Amazon has only announced, and expansion of its activity in the Indian market, and Indian merchants and associated entities have already staged hundreds of protests in India.

In the US, there are also pro-H1-B immigration rallies. Indians protest in the US for more preferential immigration treatment. Every one of the claims on these placards is false, but we will address each of those specific topics in separate articles. 

The Double Standard

Imagine if US protests featured images of Indians with devil horns, and images of Indians on placards being burned, and Indians being called “economic terrorists.” Imagine what the response would be. Everyone knows what the answer would be — racism!

Disgusting white supremacist racists is what all of the protesters would be called. (The term racism has become so normalized that the term “white supremacy” is now applied. The declaration that whites accomplished A, B or C, is now labelled as “white supremacist” as it “devalues” other cultures.) However, Indians can do all of this to Jeff Bezos, and we could not find a single media story that called this racism (not that we are crying for Jeff Bezos, he is worth $100 B, we are only pointing out the double standard at play).

Are Indian Merchants Right?

Jeff Bezos is a monopolist, and Amazon’s entry into the Indian market would dislocate many merchants.

However, Amazon’s “skills” at e-commerce are beyond question, and it would also lead to far better efficiency and value for Indian consumers. Indian merchants are known as highly inefficient.

The following quotation is from an Indian living in India.

Traditional Indian businesses lived off state protectionism. Shielded from competition esp. from foreign firms. They are getting worked up now. This was very much expected. The ‘Bania’ held an entire country at ransom with their cheap wares and shoddy service. The Banias treat customers terribly.

I am glad Amazon and Walmart are in India setting new standards of service delivery hitherto unknown to most Indians. I will not only buy stuff that I don’t need, but also pay them 4x the monies. Happily. I do not expect Amazon to fight for low taxes in a foreign country. I will support Amazon till my last breadth.

Hmmmm…does this sound like a group of entities that are striving to meet the needs of its customers? This sounds like the type of reviews an entity receives that faces very little competition.

Unlike foreign visa workers, there is no fraud in what Amazon is offering (not all H1-B visas are fraudulent, but many are, and most are entirely in contrast to the original intent of the program which was designed for genuinely distinguished workers). Amazon has far more verifiable “skills” at retail than Indian IT workers have distinct or differentiated skills in IT. We illustrate this in the article How the Pay Level of H1-B Visa Workers Contradicts Industry’s High Skills Arguments, where we cover the fact that roughly 1/2 of H1-B visa workers fall into the Level 1 category by their employers. This means they require a high degree of supervision and are mostly just starting their careers.

Indian Protectionism

While India expects what amounts to open borders for its workers to leave India for the US, India is a minimal trade partner with the US due to India’s high degree of protectionism. The US applies very little protectionism or tariffs or other controls to India’s massive outsourcing businesses. But when it comes to allowing outside competition in its market from foreign firms, all of a sudden, the topic pivots to the need to defend the local service providers.

The following anonymous quote from an Indian living in India brings up the question of hypocritical protectionism.

So on hand, this is protectionist appeasement, on the other hand, it is Govt bitching about loss of taxes because most e-commerce firms are posting in the red. Taxes that a Bania never paid.(emphasis added) This was true of taxi operators like Uber too. Old time Indian travel firms NEVER paid a dime of tax but new firms are expected to.

Walmart operates in India in a model called ‘Cash and Carry’. Which means they cannot directly sell to consumers through stores but they can sell only to local businesses. So no Walmart. Only Agarwal Marts.

I just do not understand how can these protectionist bastards engineer new rules every now and then to screw an entire industry that is growing at 25% YoY. First, they do not want ‘foreign’ players in organized retail. Second even after they fully complied to this restriction through joint ventures with local firms, the socialists have a problem. They do not want same sellers selling on multiple ‘platforms’!

Amazon India and Flipkart should NOT comply with bogus laws of India Inc. They should rather have the US President directly intervene and if needed stage a trade war on India citing bogus protectionist policies. Drag the Indian state to the International Court of Justice, UN, WTO, and all other available forums.

This brings up a good question as to why so much of India’s policy is around Exporting people over-improving to the Indian economy for Indian workers and Indian consumers.

Tax Evasion for Indian Firms is Ok, But Foreign Firms Must Pay Taxes

When researching the topic of Indian retailers repeatedly, the issue of tax evasion comes up. This was included in the previous quotation but is also found in the following quote related to whether Indian retailers pay taxes.

To put it in a nut-shell, they don’t.

Retail shop-keepers sell products and maintain accounts like a 5th grade student. They look only cost price and selling price.

Let’s say the shop keeper buys Chips @ Rs 15 and Coke @ Rs 60. And he sells at MRP. Which means he earns Rs 25 through this sale.

But the tax rules are different for each business. You are required to file returns if and only if your yearly revenue is greater than Rs. 10,00,000 (citation needed, but it is something like this, varies with state) . Hence they under report their revenues and don’t file or file at lesser value. Also, taxation varies across products: un-branded foods, groceries etc do not attract tax unless there’s a value add.

If we have to expect a perfect system, the system must enable business owners the basic infrastructure needed to conduct his business at a nominal cost. Since it is not provided, the find ways to evade tax. – Quora

Does the Indian government bring this up as an issue?

We could not find it.

However, the Indian government wants it to be made clear that foreign firms in retail are a problem because India will lose out on tax revenues. How can you lose out on something that you aren’t paid in the first place?

India Will Enforce Anti Trust Laws — on But Only on Foreign Companies

Foreign-owned online retailers would need to modify their supply chains and stop deep discounting. Those rules didn’t apply to Indian companies. (emphasis added)

He said the government welcomes U.S. firms, but that they “cannot be allowed to indulge in anticompetitive practices,” referring to Amazon and Walmart competing with India’s mom-and-pop shops. – WSJ

How about Indian firms — can they be allowed to indulge in anti-competitive practices, because India seems to have little interest in anti-competitive practices — until it comes to foreign firms. US politicians are similarly hypocritical when it comes to antitrust. The US is dominated by firms in nearly all of the major sectors of the economy (grocery, IT services, enterprise software, hotels, airlines, automobiles, aerospace, defence contractors, banking, insurance, health care, etc..).

Each one of these monopolistic entities states that they function in a 100% free market.

The US has some of the best and most useful antitrust legislation in the world on the books, and US FTC, the entity responsible for antitrust, serves as a giant rubber stamp for nearly any new merger request. The FTC seldom takes action to break up existing entities with monopoly power. One of the biggest mysteries is what do employees of the FTC do daily. Do they have fuzzball tables? YouTube? Because whatever is happening in FTC offices can’t be considered work. Like many US regulatory bodies, a big part of their jobs is pretending they are doing something.

This the page on the FTC website where you go to submit a complaint against a business. You can do this. Or you can take a nap. Either way, the outcome will be the same. 

We took a look at the Cases and Proceedings page at the FTC. Here are the cases that we found off of just the first page.

  • Netforce Seminars
  • Apex Captial Group
  • Grand Teton ProfessionalsThru, Inc
  • DCR Workforce
  • LotaData, Inc
  • Trueface.ai
  • Post Holdings
  • Grand Bahama Cruise Line
  • Medable
  • Axon/VieVu
  • Mortgage Solutions
  • Illumina
  • RagingWire
  • Evonik
  • Effen Ads
  • Fleetcor
  • Credit Bureau Center

What do all of these entities have in common?

Most Americans will have heard of any of them.

Evonik is a significant monopoly entity that the FTC needs to engage in actions against?


Who is Evonik again?

We could develop a slightly different list of companies that would warrant more attention from the FTC.

  • Microsoft
  • Boeing
  • Google
  • Lockheed Martin
  • Facebook
  • Amazon
  • American Airlines
  • Exxon/Mobile
  • etc..

The Existence of Broadscale Monopolized Sectors of the Economy

We could refer to entire sectors of the US economy to the FTC, but the problem is that every company we would mention is also large political donors, and therefore they can’t be touched.

With nothing else to do, the FTC busies itself regulating companies tiny to moderate entities, when its charter is to enforce antitrust legislation (hint: you need to be a large entity to engage in monopolistic practices) — and of course publishing these cases so that Americans can see how busy the FTC is keeping itself.

This type of antitrust doublethink and “look the other way-ism” is covered by the following quotation from Matt Stoller, who includes monopoly activity.

(2) In 2017, antitrust economist and Google consultant Carl Shapiro described his tenure as the head economist at the DOJ antitrust division, and explained why the division had brought no monopolization claims in the period he was there.

First, I can say from personal experience that when I was the chief economist at the DOJ during 2009-2011, the Antitrust Division was genuinely interested in developing meritorious Section 2 cases, and we were prepared to devote the resources necessary to investigate complaints and other leads, but we found precious few cases that warranted an enforcement action based on the facts and the case law.

Is that right, that there were literally no cases of monopolization in the American economy from 2009-2011? It’s hard to imagine so. And yet, this is Shapiro’s claim. – BIG

Using “Anti Trust” as a Hypocritical Tool a Tool to Protect Local Political Donors Against Competition

So far, the US has not used antitrust laws unequally, as does India, against foreign firms, it merely barely applies its antitrust legislation.

Notice the following quotation on the WSJ article.

American-based multinational corporations certainly don’t have a ‘right’ to have foreign governments create favorable economic conditions for them.  The major concern of these governments should be their citizens: What is best for their own businesses and consumers?  The multinationals should be negotiating with that reality in mind. – Comment

They do if Indian is running a perpetual trade surplus with the US as India does, and if Indian companies rely on the US market for much of their business, like Infosys, Tata and many other Indian outsourcing firms do.

Curiously, this comment seems to imply that the only relationship between the US and India is US companies trying to impose their will on India. What is the H1-B program and the fact, as we cover in the article Cognizant Receives Approval for 28,908 H1-B Visas in a Single Year, that companies like Cognizant bring in enormous numbers of H1-B workers into the US every year to displace US workers?

The Likely Effect of Amazon on the Indian Retail/Ecommerce Efficiency

Amazon would, as they have in the US, make the overall Indian economy more efficient, which has not occurred with H1-Bs visa workers coming into the US (costs have increased, and income inequality has gone up because of H1-B, as well as creating a massive reconfiguration of IT work environments, as well as violation of US labour norms).

The Importance of Regulating Amazon

We still do not think that Amazon should be allowed to enter India without regulation, and we would like Amazon to be regulated in the US.  But the issue is that US domestic workers are denied this place at the decision-making table. And any criticism of the foreign worker visa programs, even though they are infused with fraud and a large number of Indians is now leading to abuses by Indians, Indian firms and recruiters of domestic US workers as India’s abusive labour standards have been and are being imported in the US, is met typically by Indians and the H1-B lobby as merely racism.

No argument is necessary, just stating “skills” and then “racism” or something “xenophobia.”

And as we cover in the article How India Pressures the US Government to Look the Other Way on H1-B Visa Fraud, India actively demands more and more H1-B visas and little to no oversight.


Indian merchants are right to make their concerns known. However, what they see as a threat to their living, even though they have a quite awful reputation in India, is never afforded to domestic IT workers — who have a far better reputation for providing value than do Indian merchants.

We would never use the low of calling Indians who are trying to defend their commercial interests as racist instead of addressing the actual real underlying issues. However, this courtesy and honesty are generally not extended to whites authors who do not want the US IT jobs handed over to H1-B visa workers while US workers are shown the door.

Indians expect US domestic workers, the Indian government, the H1-B lobby, Hillary Clinton, and many others to sit back and not only have their jobs displaced by a fraudulent series of foreign worker visa programs but to accept that the IT workplace will not be subject to Indian labour standards and to be discriminated against by Indians. Indian retailers don’t seem nearly as accommodating to being displaced as US workers.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.














US Immigration Fraud Has Now Become Common

Executive Summary

  • All of the foreign worker visa programs are infused with fraud.
  • Overall, US immigration fraud, either supported by companies or by individuals, is common.


Immigration fraud is being perpetrated by both foreign workers as well as enormous multinationals. Both the claims of the skills being offered H1-B and other foreign worker visas are exaggerated, and the claims that there is a skill shortage in the US is also false. We cover this in the article How Low Hire Rates Disprove the IT Labor Shortage Used to Justify H1-Bs.

Immigration Fraud From Multiple Dimensions

Immigration fraud is prevalent in the foreign worker visa programs, in illegal immigration, student visas and marriage visas, the list goes on and on. One example is found in the program “90 Day Fiance.”

This video shows a situation where the man from the Dominican Republic did not inform his fiance that his mother was an immigration lawyer and has a website that advertises how she can get people in the United States through marriage. People becoming US citizens through marriage used to be far rarer. However, it has increased in commonality. 

This topic of illegal immigration is covered in the book Mexifornia.

While it is true that no one knows exactly how many are here illegally from Mexico and Latin America, estimates of eleven or twelve million illegal aliens — with half a million to one million arriving per year are often accepted as reasonable by both sides of the debate. The result of such staggering numbers is that aliens now are not just a presence in California or the American Southwest, but frequently appear at Home Depot parking lots in the Midwest, emergency rooms in New England, and construction sites in the Carolinas.

There is a conception that anything that needs to be done, any lie that needs to be told, be it lying about one’s skills, lying about one’s interest in being married to a particular US citizen, lying about one’s status in the country. Anything is acceptable as long as one can gain entry into the US.


Multinationals that engage in immigration fraud often make it seem as if they are behaving legitimately, and they would most likely not like to be viewed the same way as the example shown in this video. However, just as with low-end marriage immigration rackets — such as the one shown in this video, they are doing the same thing. US immigration fraud is now commonplace. Secondly, as the number of recent immigrants and the number of illegal immigrants or recently illegal immigrants increases, there is a concept presented that no illegal immigrants should be deported. This would then naturally logically extend to those that engage in immigration fraud, as there becomes a dilution of the distinction between legal immigration and illegal immigration and immigration fraud.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.



How Indians Have Brought Indian Labor Standards to the US

Executive Summary

  • When the H1-B program was approved, it was not ever envisioned to reduce the work standards for US workers.
  • As Indians are applying Indian labor approaches in the US, this is precisely what is happening.


In the media, the H1-B program is presented as legitimate (when it is massively infused with fraudulently and mismanaged by the US government) and also that it has no impact on US workers. We have covered in the article How H1-B Workers displace many US Workers? how it so actively displaces US workers that it should be called the “US Worker Displacement Program.”

But its effect is not only limited to displacing US workers, Indians have nearly entirely taken over the IT recruiting market in the US as we cover in the article The Frightening Rise of the Indian Recruiters in IT, and they are also changing the US labor standards for both Indians working in the US, as well as Americans born in the country.

So what working under these Indian standards like for native-born Americans?

Quotations from the First-Hand Experience of an American in an Indian Work Environment

The following very well explains how Indian management is in many cases (we have other reports as well) behaving as if they are managing workers in India while employing people in the US.

Indians also expect us to like and enjoy their food. The first Silicon Valley startup that I worked for would use Grubhub for lunch delivery. It sounded cool at first until I realized that the office manager was picking the SAME Indian restaurant EVERY day. I tried to eat their food. I really tried, but the only thing my stomach could actually tolerate was the flour tortilla called Naan. I lost 10 pounds the first month.

It would seem natural that American workers would not want to eat Indian food every day. Indian food is more a minor food category in the US, with most Indian restaurants supported by Indian patrons. Yet, there is very little consideration for the US worker in this situation.

How Many Hours Per Day?

Indian companies are renowned for working long hours, and there a high amount of pressure applied to employees to work those hours. The US passed legislation that placed workers to a 40 hour work week and then required overtime above this amount of hours. However, the loophole was that this only applied to hourly employees. Now, with Indian firms, the US work standard is being further eroded, as explained in the following quotation.

Why didn’t you pack lunch? I didn’t have time. The daily roundtrip commute was 2.5 hours and they expected you to work at least 10 hours every day without breaks.

I’m not kidding.

If you need a break to walk around and get some sunshine or happened to be in the bathroom for longer than 5 minutes, the CEO and CTO would get really mad at you. They always asked where you went. I never could figure out if they were mad because they thought I was doing intro interviews on my phone or if they were just mad that I wasn’t working nonstop.

This is the badgering behavior that reduces the incentive of workers to take their breaks. In the US, and Australia, Canada, and Western Europe, there is a general understanding that in professional environments, employees are given tasks and then self manage throughout the day. However, this does not seem to be the case in the Indian work culture.

During the Theranos scandal, the book Bad Blood described highly controlling behavior on the part of Sunny Balwani, who, along with Elizabeth Holmes, defrauded investors by making false claims around the blood testing technology of Theranos.

Balwani did not show any concern for the privacy of the employees of Theranos and did not see them as having autonomy, as is the standard in Western countries. 

What is Everyone Working on….On Their Computers?

Balwani was known to use tracking software that allowed him to determine what percentage of the time they were working on one task or another. The best description of Sunny Balwani was that he was a thug.

This is evidenced in the following quotation.

Elizabeth told the gathered employees that she was building a religion. If there were any among them who didn’t believe, they should leave. Sunny put it more bluntly: anyone not prepared to show complete devotion and unmitigated loyalty to the company should “get the fuck out.” – Bad Blood

Yelled At….Taking a Standard Lunch?

After losing 10 lb the first month from not eating lunch every day, I thought to myself “I’m an American and I’m salaried.

I’m going out to lunch.”

It was nice eating lunch again, but of course, they would yell at me every day even though I was never gone for longer than one hour. There were 15 people in my office. I was the only one brave enough to actually eat out… except for once when the Office Manager went to lunch with me. That day the CTO called her while we were at lunch and yelled at her until she started crying.

What a great boss.

Does this behavior sound remotely acceptable to the Western mind? The question that immediately arises is what is wrong with the Indian culture that it is considered acceptable to behave this way? And the answer, we believe, can be found in the extraordinary hierarchy that is present in Indian society. This hierarchy makes people at the top of the hierarchy feel entitled to entirely control and humiliate those lower than them on the hierarchy.

Are Indian Management Teams Following US Law?

I also made sure to take two 15-minute breaks every day. I’m pretty sure this is mandated by law.

All I did was walk out to the courtyard, put on my headphones and sunglasses and lay down on a bench to enjoy the sunshine and recharge for 15 minutes. I’d get yelled at every time, but I’m like WTF. I’m an American.

These breaks are my right and besides… I’m salaried!! There is no official time clock.

Indians Denying Unemployment?

Unemployment – I’m a normal American. I like to work hard and also say what I’m thinking. Of course, this doesn’t always go well with people from different cultures. The Indians will smile and say everything is wonderful and that you are doing a great job — right up until they fire you. The Indians will fight with you every day — and then when you get let go they challenge your unemployment which is a total dick move.

This is important because if they tell the unemployment office you were fired then you don’t get unemployment benefits.

Once again, companies are not supposed to do this as it is a violation of the US unemployment system. However, this is part of the pattern where Indians are not following the rules and standards of the US employment market.


Indians are not adapting to the US work environment when they are the management — they are instead bringing of a highly corrosive and abusive work environment from India as we cover in the article How the Awful Indian Employment System Works. Neither the H1-B lobby nor the billionaires (Why Do So Many Billionaires Love the H1-B Worker Visa?) that adore the H1-B and other foreign worker visa programs care about these issues. These topics are virtually impossible to find on the Internet — which means that large numbers of US workers are censoring themselves.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.




Things to Watch Out for When with Interviewing with Indians for IT Positions

Executive Summary

  • Interviewing with Indian resources is a challenging experience.
  • This article describes the characteristic limitations when being interviewed by Indians.


Domestic US workers increasingly have to interview with Indian resources. Usually the effect of interviewing is negative for US workers for two reasons.

  1. Indians tend to apply their cultural orientation and knowledge management approach to domestic workers.
  2. Indians actively discriminate against non-Indian workers.

Experiences with Indian Interviewers

The following was communicated to us by a reader.

Knowing How the Interview Will Go Right Off of the Bat and Getting “Grilled”

You can pretty much tell when walking into an interview room how it’s going to go that day. If they are happy and cheerful and ask you to walk them through your resume then things are good. If they are open to you asking them questions then things are good.

If they are in a bad mood or actively hostile or it feels like an interrogation then you already know that’s its not going to go well and you might as well go home then put up with their abuse.

This is not just when Indians interview non-Indians, but also when Indians interview Indians. In Indian culture, it is considered perfectly normal to do what is called “grill” the interviewee.

Language Issues Are Assigned to the English as a First Language Speaker

While Indians demonstrably have a weaker understanding of English than educated Americans and also have a much less understandable accent, Indians like to presume that their English is excellent and that any problem understanding their English is the fault of the English as a first language speaker. This is also explained in the following quotation.

Many times they will have very heavy accents. If you say that you didn’t understand they seem to get offended. Most people from European backgrounds would have no problem rephrasing their question with different words. The Indians will repeat back to you exactly what they just said the first time. Aside from soft voices, mumbling and language barriers they expect you to give them answers that are phrased EXACTLY the way they memorized the answers. The huge problem with this is that there can be many ways to learn and understand topics that can even include using different notations. I’ve even tried to explain a few times that in chemistry there can be like 5 different names for the same chemical compound, and so in this context, I might know the concept they are asking but with different notation or vocabulary. That never helps. If you don’t repeat back to them the EXACT words from the Coursera slide they memorized then you get it wrong.

Oh and they never tell you the correct answer.

The Indian education system is more based upon rote memorization than Western systems, and the overall culture is strongly hierarchical, which creates difficult and uncomfortable environments for people who grew up in really any Western country. Many Indian work environments, as we cover in the article How the Awful Indian Employment System Works. And this is one reason why so many Indians seek their H1-B visa and citizenship — but the problem comes in when they seem to bring this abusive work culture to every Western country where they emigrate.

Insensitive to Requests on the Part of the Interviewee

Job interviews have a natural power imbalance. However, when being interviewed by Indians, numerous domestic US resources describe how Indian interviewees seem to go out of their way to magnify the power imbalance. The following quotation is a perfect example of this.

People from other parts of the world usually give you some feedback, especially with coding interviews. I had a recent tech interview with Twitter. The connection was terrible. This guy was in a very small room with walls that bounced sound all over. He was also on speaker phone which I’m pretty sure was also as far away from him as possible. I could barely understand him with all of the above. Secondly, he had a heavy accent. I told him five times that the volume on my phone was maxed out and I could barely hear him. I kept asking him to call me directly on a real phone. He didn’t believe me about the sound quality and wanted to start on the problem.

This behaviour can be a power trip on the part of the Indian, but it can also be sabotage on the part of the Indian. As we cover in the article How Indian IT Workers Discriminate Against Non-Indian Workers, Indians have shown an international pattern of discriminating against non-Indians. Brightwork Research & Analysis receives feedback on the Indian worker issue from all over the globe, and the pattern is not merely limited to Indian versus white, as we receive of discrimination from Asia by Asians, as well as Asians in the US and Europe against Indians.

A Sucker Punch for US Domestic Workers

When the H1-B program has rigged by lobbyists and billionaires as we cover in the articles, Why Do So Many Billionaires Love the H1-B Worker Visa? And Why Are 47 Entities Lobbying in Favor of the H.R.1044 IT Immigration Bill to allow massive numbers of Indians into the US, it was never discussed that discrimination not only in favour of Indians but by specific Indian castes against other castes and certain regions of Indians versus other Indians is entirely accepted in India.

Clarification Questions Can be a Source of Conflict

In American culture, it is typically accepted that questions of clarification can be asked by the interviewee. However, Indian culture often does not allow for this or sees this as a challenge to the position of interviewer.

This is very easy to trace to the hierarchy of the Indian culture.

In Indian culture the person in the position of power is not to be questioned by the one with lower power — and this is true on many occasions when this questioning is intended to provide the interview with the information they need to answer the question, as is illustrated in the following quotation.

I asked him is this going to be Python, SQL, Pandas? That’s a legitimate clarification question that ANY interviewer should tell you (and the next interviewer did). This interviewer said I was not allowed to ask questions until he read the entire problem statement.

Strategies for Dealing with Hostile Interviewers

Most US interviews between domestic US interviewees and domestic US interviewers are not hostile. However, when Indians are the interviewers, hostile interviews are quite common. As we pointed out earlier, there is a culture of “grilling” interviewers in Indian culture, which also happens when both participants are Indian. It is difficult to determine how much this is ratcheted up when the interviewer is a domestic US worker because we also receive complaints from Indians about the interview process. However, when the interview goes hostile, it is important to have a strategy for dealing with it, and also to know that a decent percentage of interviews by Indian interviewers will be hostile.

If someone is hostile, abusive or can’t communicate properly — I’ve learned to end the video/voice call within the first 5 or 10 min of the interview and message the recruiter RIGHT away. You can tell the recruiter that the sound quality was terrible and ask to reschedule. With larger companies, this helps roll the dice and hopefully, you will get someone from a European background the next time.

Better yet — pre-screen your interviewers by name and just make up reasons for rescheduling a couple times until you get someone from a European or Asian background.

Our contact is mostly doing what he can to stay away from being interviewed by Indians. We need to reiterate at this point that Indians, who are almost all recent immigrants to the US are viewed as hostile to non-Indians to the degree that an individual from any other racial group is considered preferable.


These quotes demonstrate a vast disconnected between cultures. And the problem is that US citizens are being asked to adapt to the Indian culture, which is quite unfair to US citizens.
Is this what we were told was going to happen when the whole H1-B circus got started?

No. And not only this, the topic is virtually invisible on the Internet.

Furthermore, the overall topic of adjustment on the part of US citizens is undiscussed in the literature around H1-Bs, where everything is centred on the discussion on the need for “skills” without any consideration for the effect on US workers. Essentially the narrative is that Indians show up and fill positions for which there is a “skill shortage.” And then that is it. That there would be no impact on the domestic worker.

This has proven to be demonstrably false.

The Necessity of Fact Checking

We ask a question that anyone working in enterprise software should ask.

Should decisions be made based on sales information from 100% financially biased parties like consulting firms, IT analysts, and vendors to companies that do not specialize in fact-checking?

If the answer is “No,” then perhaps there should be a change to the present approach to IT decision making.

In a market where inaccurate information is commonplace, our conclusion from our research is that software project problems and failures correlate to a lack of fact checking of the claims made by vendors and consulting firms. If you are worried that you don’t have the real story from your current sources, we offer the solution.

Related Brightwork Indian IT Content

Scroll down to see more articles.