Thread regarding Centene Corp. layoffs

@OP I think one of the biggest reasons so many people are struggling within the SIU right now is that there has been a fundamental breakdown in trust, transparency, communication, and respect. The numerous EthicsPoint complaints and concerns employees have raised should be a clear indication that this is about more than people simply being resistant to change. People are asking to be heard, included, respected, and treated like valued professionals.

What many of us would like to see is actually very simple: transparency, honesty, clarity, consistency, accountability, and better communication from leadership. Explain the direction of the department. Explain why decisions are being made. Include the people who actually perform this work every day in conversations that affect them. Give managers and employees clear expectations instead of leaving people in the dark and expecting them to figure out what leadership wants after the fact.

One of the most troubling issues is the fear of retaliation. Many employees are genuinely afraid to speak openly because of their experiences or interactions with Christa, Sabrina, and Laura. Whether leadership agrees with that perception or not, the fact that employees are afraid to raise concerns should itself be taken seriously. People should be able to disagree, ask questions, provide feedback, or report concerns without wondering whether doing so will put a target on their back or jeopardize their career.

People are exhausted from feeling like they don’t matter. Too often, employees feel excluded from decisions, talked down to, kept in the dark, or treated as though their years of experience and dedication have little value. When employees repeatedly feel less like human beings and more like numbers on a spreadsheet, morale and trust inevitably suffer.

Most of us aren’t asking for perfection, and we aren’t asking to go backward. We want the SIU to succeed. We care deeply about the work we do protecting our members, our health plans, and the integrity of our programs. But meaningful change cannot be built through fear, intimidation, threats, or silence. It has to be built through trust, respect, collaboration, accountability, and psychological safety.

If leadership truly wants to understand why people are struggling, start by listening to the employees who have been raising these concerns through EthicsPoint, interviews, listening sessions, and other channels. Listen without defensiveness and without retaliation. Then show us through actions—not just words—that speaking up matters.

People don’t need another slogan or another presentation about culture. They need to see the culture change.

Get rid of Christa, Sabrina, Laura and all the friends she brought in after her.

It seems a lot of you forget we acquired 4+ companies in the last few years and leadership from the different places still don't align on SIU practices. The SIU has been slowing going down for years..

When I look at Centene’s stated behaviors—do what’s right, not what’s easy; listen and ask questions; bring each other to the table; have candid, courageous conversations with care; lead with authenticity; and measure success by the trust we build—it’s difficult not to see the disconnect between those words and what many employees are experiencing within SIU. People are afraid to speak up, challenge decisions, or provide honest feedback because they fear retaliation or being labeled a problem. Experienced investigators, clinical staff, and managers who have dedicated years to this work are frustrated, burned out, and looking for ways out. Concerns have been raised through established channels, yet employees continue to question whether their voices are truly being heard. Accountability is important, but accountability should never require intimidation, threats, favoritism, or a “my way or leave” culture. If we genuinely believe success is measured by the trust we build, then rebuilding that trust has to start by listening to employees without filtering their voices, protecting those who speak up, addressing legitimate concerns, and holding leadership to the same behaviors expected of everyone else. Doing what’s right isn’t always easy—but according to our own values, that’s exactly when we’re supposed to do it.

@bg Humana got rid of all their trash and a lot of it ended up at Centene

Man this company has become nothing but a joke since Sarah took over. 2023, there was a leak to this site about a potential layoff, and it grew so large Sarah had to address it in a townhall. Then in 2024 drew and our finance department sc--wed up and caused our stock to plummet 40% on some miscalculations. This year, unprecedented VSP was offered and now our compliance department’s problems are coming to light. When does this sh-tshow ever end?

@OP Sarah London sent an email that Ashley Knuckey is no longer with Centene. The tone of email implies she may have been fired. I agree with everything you said and hope this is the beginning for positive change. Almost all of these Humana new hires in the past 1.5 years across the company have been a nightmare. IF Humana was so effing great, then go back to Humana!!!! The dumpster fire we are all in doesn't seem to be extinguishing, but rather all of the Mission Simplify BS is just fanning the flames!!!

Thank you for posting this. SIU was previously a wonderful department but has become a sh-t show. They made changes that has made work inefficient for everyone, and keep using CMS audit deficiencies as the justification. And yes, God forbid we give any opinion or raise concerns. Any feedback that is not 100% positive puts you on a blacklist with the new leadership. So many high performing and talented individuals have already left the company, including at least 1 who was forced out after speaking about their concerns.

@OP The toxicity is nearly unbearable. Staff wondering daily what fresh he-l is going to rain down on us. I’ve never seen a leadership change so intent on destroying a functioning unit just to push their personal agendas.

SIU is just the tip of the iceberg. Have you looked into CIU, SIT, COI, and other areas? The real problem is Compliance leadership. There has been too much favoritism, too much secrecy, and too many decisions that lack transparency or documented policies and procedures.

These teams have pushed out many great employees through inconsistent decision making and questionable practices, while claiming they are being consistent.

Over time, Compliance has started to feel more like a members only club, where anyone who questions or challenges the way things are done risks being pushed out or removed.

We cannot stop at SIU. If we truly want Centene to be compliant, we need to look at the entire Compliance department, including its business units. I am not talking about the workforce. I am talking about management and above.

We cannot demand compliance from every other department while our own leadership fails to establish clear, documented, fair, and consistent processes.

Fix Compliance first, then hold everyone else to the same standard.

Well thank God i didnt apply there when i wanted to leave the dumpster fire of BH UM.