When I am reborn, I just want to be a top student

The Galaxy Technology Annual Conference was a great success and generated a huge amount of discussion online.

Just as the entire internet was abuzz with discussion about Galaxy Technology's lavish annual meeting prizes and Wang Donglai's generosity.

The atmosphere in Wang Donglai's office was rather tense.

The reason was simple: Wa had given Wang Donglai a report on the group's annual situation.

This document was generated by Wa by accessing information data from the entire group, and the accuracy of the information is extremely high.

Although Wa usually participates in the major affairs of the group, her computing power is limited after all. She delegates some smaller projects and company affairs approvals to her subordinates and does not have full authority over them.

However, this annual report is different.

Wang Donglai needs to leverage Wa's abilities to reorganize the entire group.

After all, Galaxy Technology is a super group with more than a million employees.

At this scale, both personnel relationships and financial situations become extremely complex.

Perhaps only an artificial intelligence like Nuwa could thoroughly sort out the situation and arrive at accurate information.

Before asking Wa to do this, Wang Donglai was mentally prepared that there might be some unexpected situations.

But when he actually saw it, he was still somewhat surprised.

As for anger, it wouldn't be that bad.

This surprise, over time, turned into a faint, amusing mockery.

The report was turned to the last page, closed, then opened again, then closed again, repeating this process several times.

"Give me a detailed report on the situation! I'd like to see what kind of trouble they can cause."

Wa began to list the data one by one: "The group currently has 1.1 million employees worldwide, of which more than 300,000 are women. In Xinghuo Express, Pinhaofan, and on the production line, the proportion of women is very low, which is determined by the nature of the positions and is within the normal range. However, in support departments such as administration, human resources, logistics, finance, legal affairs, branding, and customer service, the proportion of women has far exceeded the normal level, with some departments exceeding 70%."

She paused for a moment, as if giving Wang Donglai time to process the data.

"What's even more serious is the management level. The proportion of women in these departments' team leaders, managers, and directors is also abnormally high. They tend to hire women when recruiting, prioritize women when allocating performance indicators, and exclude men when arranging promotions. This is a self-reinforcing, implicit barrier: female leaders hire women, female employees support each other, and men are systematically marginalized."

Wang Donglai remained silent.

He leaned back in his chair, his fingers tapping silently on the table at a slow pace, his expression now calm.

"A female manager in the administration department managed to drive out all the male employees in the department within two years. During interviews, she would ask male candidates, 'Can you accept doing trivial logistical work for a long time?' If they hesitated even slightly, she would refuse on the grounds that they 'did not meet the job requirements.' Now there is not a single male employee in the entire administration department; from the mailroom to the front desk to the logistics and purchasing, it's all women."

“During last year’s annual meeting, the administration department needed to move a large amount of supplies. The female manager borrowed more than a dozen couriers from Xinghuo Express next door to do the manual labor, citing the reason that ‘the department has no male employees.’ After the borrowing was completed, she applied for a ‘special bonus for annual meeting preparation’ for all the staff in the administration department in the internal system, on the grounds that ‘everyone worked overtime to ensure the smooth running of the annual meeting.’ The couriers who were borrowed did not even receive a thank-you email.”

Wang Donglai stopped pointing and didn't say anything more.

“A female director in the human resources department allocated all the limited promotion slots each year to women in the group’s ‘Women’s Leadership Development Program.’ Applications submitted by men were rejected by her on the grounds that they ‘did not meet the development direction,’ and they were not even given an interview opportunity.”

"Last year, she publicly stated at an internal department meeting: 'We need to recruit more female leaders. Only with more female leaders can the rights of female employees be truly protected.'"

"At the Yinhe Home Appliances factory in Chengdu, a female workshop director assigned all the night shifts and high-intensity production lines to male workers when allocating overtime opportunities. The reason given was high-sounding: 'It's not safe for female workers to go home at night.' However, the night shift allowance and overtime pay were much higher than the day shift, so male workers were forced to work night shifts, while female workers were assigned to relatively easier day shift positions."

"In the same workshop, female workers' requests for time off in lieu are almost never rejected. They only need to click on the 'menstrual discomfort' option in the system, and the time off will be automatically approved. Male workers who apply for time off in lieu need to provide written proof, such as a sick leave certificate, proof of traffic delay, proof of kinship, and their full attendance bonus will also be deducted."

"Last year, a male worker needed to return to his hometown because his father suffered a sudden cerebral hemorrhage. He submitted a hospital diagnosis and a kinship certificate from the village committee, and the approval process took several working days. By the time he got home, his father was already in the ICU. He wrote a long letter on the internal complaint platform, saying that he understood the company's protection of women, but could his father also be protected? As soon as the letter appeared on the platform, it was immediately marked as 'read' and then archived without any follow-up processing."

A cold smile had already crept onto Wang Donglai's lips, and a cold glint appeared in his eyes.

"Tell me about the salary data!" Wang Donglai asked about another key piece of data.

"In administrative departments, women earn significantly more on average than men at the same level, in the same position, and with the same performance rating. In addition to the company's standard high-temperature allowance and meal allowance, female employees in the customer service center also receive an extra 'menstrual care allowance' and two extra days of paid leave per month."

"Male employees don't receive any equal benefits. What's even more interesting is the customer service center's schedule. During those few days each month, the system automatically avoids all female employees marked as 'menstrual period,' assigning all the night shifts and peak hours to male employees. Male customer service representatives work significantly more hours per month than their female colleagues, but their take-home pay is actually lower because the female employees' 'menstrual period allowance' and extra performance bonuses make up for the time difference."

"Even more insidious is the performance appraisal system. There's a 'pregnancy protection algorithm' in the appraisal. As long as an employee marks 'pregnant,' their performance rating automatically rises by one level. This was originally intended to prevent pregnant female employees from having their salaries reduced in a disguised way, but in reality, many female employees immediately applied for transfers to less demanding positions after becoming pregnant, and their performance was actually higher than before they were pregnant. Meanwhile, the male colleagues who took on their original work had their performance reduced due to the increased workload and lower completion rates, and their bonuses were deducted."

"When Yao Xin, the director of the human resources department, was pregnant, she used this algorithm and was transferred to the 'remote work support team,' a position with a very light workload. Her performance rating jumped directly from B to A. When she returned from maternity leave, she was promoted directly to deputy director of the human resources department."

After hearing this, Wang Donglai shifted his attention again and asked about the group's internal complaint platform.

“In the past year, there have been 1,586 complaints about gender discrimination on the complaint platform, with nearly 70% of them being complaints from male employees about being treated unfairly. However, less than 10% of these complaints were accepted and entered into the investigation process. Most of them were marked as ‘emotional expression’ or ‘isolated case’ and were directly archived and closed.”

"A male employee with employee number 8421435 attached a photo to his complaint. His workstation was piled high with work documents that didn't belong to him, and next to him was his pregnant female colleague's empty workstation with a cushion on the chair. The complaint read: 'I don't mind doing extra work, but could you please not deduct my performance bonus when I do extra work?' This complaint was processed, not investigated, but deleted. The reason for deletion was 'not submitted according to the format,' and the person who handled these complaints was the female director of the human resources department."

Wa quickly reported the details; as a true artificial intelligence, Wa handled these matters with ease.

The office fell silent.

Wa's indicator light flashed quietly on the side of the table. She knew her boss was processing this data, so she didn't disturb him. After a while, Wang Donglai finally spoke up: "Wa, if I leave this unchecked, won't these implicit rules multiply deeper on their own?"

"Boss, according to my deductive model, the answer is definitely yes!"

Wa's voice remained steady, but her wording was unambiguous as she explained in detail: "Once implicit rules solidify, they will create a positive feedback loop of 'recruitment preference - resource allocation - concentration of discourse power - rule self-reinforcement.' Currently, the proportion of female managers in support departments such as administration, human resources, and customer service is already very high. At the current rate of promotion, within a few years, the management positions in some departments will be entirely held by women. At that time, it will not be a problem of gender imbalance, but a problem of monopolizing discourse power."

"The HR department has established a default rule, which has been written into its work notes, that it believes women are better suited for management because women are more empathetic."

"Clearly, the subtext of her statement is that men are not suitable for management. If left unchecked, this statement will become the default hiring rule in the department and affect more departments."

Wang Donglai nodded, quickly making a decision in his mind, and said, "Notify all core executives that the annual strategic review meeting will be held at 8:00 AM tomorrow. Everyone must attend, no leave is allowed, no lateness is allowed, and no cell phones are allowed."

The following morning, in the top-floor conference room of Galaxy Technology headquarters.

The long table was filled with people, with heads of various business lines seated in turn, each with their own annual data reports in front of them.

Wang Donglai sat in the main seat, with no documents in front of him, only a freshly brewed cup of tea.

His gaze swept across every face present, his expression calm, and no one could discern what he was thinking.

“Speak the key points. For each data point, I want to hear the year-on-year increase, the month-on-month trend, and the difference compared to the industry average.”

His voice wasn't loud, but the entire conference room fell silent instantly.

Guo Xing was the first to stand up and report on Galaxy Technology's annual development.

Galaxy Entertainment's content matrix produced multiple theatrical films and web series throughout the year, with "All In" surpassing ten million paid subscribers on Galaxy Theater.

The series of activities on the revival of Hanfu and the search for national roots have attracted over 10 million participants and generated over 10 billion views of related online content.

Following closely behind, Liang Song reported on the ramp-up of lithography factory capacity and the progress of ASML's acquisition and integration. The total value of external licensing and OEM orders exceeded several hundred billion yuan for the year, representing a year-on-year increase of over 40%.

Yang Anchao connected remotely to report on the operational data of the Pioneer Base, Galaxy Aerospace's 100% launch success rate throughout the year, and so on.

Zhang ByteDance pulled up the revenue data of Douyin's overseas version, showing that after the launch of the Spark Editing Tool, the daily video upload volume increased by more than 40%, and the creator retention rate reached an all-time high.

Huang Zheng opened his notebook to report on the progress of Pinduoduo's agricultural product sales and community e-commerce.

Liu Siyuan reported on the social security coverage rate of Pinduoduo delivery riders and the user repurchase rate, and finally reported on the situation of domestic and foreign food delivery associations.

Xu Zhibin reported on the progress of the automation transformation of the national distribution centers.

Baili Xiu reported on the commissioning of the Wanwu production line and the progress of breeding gene sequencing.

Zhou Rui reported on the expansion of the solid-state battery production line and the safety assessment of mineral resources.

Chen Mengni reported on the overseas data of the smart home product line.

After all the business lines finished reporting, the atmosphere in the conference room gradually warmed up, and a smile appeared on everyone's face, except for Wang Donglai.

This point was quickly noticed by everyone.

Wang Donglai put down his teacup.

The porcelain struck the wooden table with a very soft, crisp sound, and the entire conference room fell silent instantly.

"Your figures are all very impressive. Revenue is rising, profits are rising, and market share is rising, which is great. But the people here are all core executives, and the company is not a place that only looks at impressive figures."

"I have two things to say today. First, regarding the supply chain and partner companies, more than 30 companies were found to have major problems in the past year, including substandard safety protection, irregularities in employee treatment, falsification of process procedures, and serious violations of overtime management. All of these companies have been removed from the supply chain."

“You’ve all heard about United Imaging. Their radiation protection lead suits are outdated, their process optimizations aren’t being implemented, their employees’ social security contributions are interrupted, and their special funds have been misappropriated. No matter how high their market value, how advanced their technology, or how long our cooperation history is, we absolutely cannot give them a break. They’re the ones begging us to cooperate, not the other way around. We need to understand each other’s roles.”

“In addition, we have also found a lot of problems within the group. Therefore, I have decided to fully upgrade the Tianyan system starting next month, covering all subsidiaries, factories and joint ventures, and open an anonymous reporting channel, with the backend directly connected to Wa’s independent audit module.”

The conference room fell silent. No one dared to speak, and it was clear that Wang Donglai was harboring a hint of anger.

And everyone can understand this anger.

After all, Galaxy Technology has repeatedly emphasized this point and offered the best conditions in China.

By reserving more profit margins for suppliers and partners, helping to improve manufacturing processes, and offering the shortest payment terms in China, these preferential conditions are virtually unparalleled except by Galaxy Technology.

As long as you follow Galaxy Technology, making money is guaranteed.

Even so, some people had ulterior motives, wanting to make more money by cutting corners on employee salaries and benefits, and by using substandard materials in production.

Given what has happened, Wang Donglai's current reaction is already considered to be quite mild-mannered.

Just as everyone was thinking this, Wang Donglai brought up something else. (End of Chapter)