亞馬遜最近因為過于惡劣的競爭文化遭到外界的批評。《紐約時報》報道指出亞馬遜公司文化里有一種“有意的達爾文主義”。亞馬遜被指奉行“汰弱留強”原則，苛刻對待員工，并對某些特殊員工持有偏見和歧視。在每年的員工淘汰會議上，那些表現不好的員工要么主動離職要么被開除。其中甚至有一些因為流產、患癌或者有其他個人危機的員工表示，他們會遭到不公正的待遇而被迫離開。
曾于2011年至2014年擔任亞馬遜出版編輯總監的Julia Cheiffetz發表了一篇文章，揭露了亞馬遜在她生完孩子及戰勝癌癥后是如何逼迫她辭職的。
Julia Cheiffetz剛從Harper Collins出版社跳槽到亞馬遜時還是十分興奮的。
It was a big opportunity, one many people inside the publishing industry told me privately I would be crazy not to take. I was drawn to Amazon’s spirit of innovation, its agility, and its culture of excellence.
但是第二年Cheiffetz因為生孩子和患癌癥請了五個月假后，亞馬遜無端停止了她的社保。她不得不依靠他丈夫的保險來治療。
等她回歸公司后，就被列入“表現改善項目”中，聲稱是要“確保她能繼續專注工作”，該項目實質是警告她瀕臨被炒邊緣。Cheiffetz因為先后同時生孩子和患癌癥而請假，足夠成為她被炒的理由。
I was taken to lunch by a woman I barely knew. Over Cobb salad she calmly explained that all but one of my direct reports — the people I had hired — were now reporting to her. In the months that followed, I was placed on a dubious performance improvement plan, or PIP, a signal at Amazon that your employment is at risk. Not long after that I resigned.
在亞馬遜女性員工因為生孩子或生病短暫離開工作崗位，回歸后基本上會被列入“表現改善項目”中，最后迫使她們離職。
Cheiffetz稱她現在很好地平衡了生活和工作，但是她對CEO Jeff Bezos歧視女性員工的觀點仍表示強烈不滿。
Jeff: You asked for direct feedback. Women power your retail engine. They buy diapers. They buy books. They buy socks for their husbands on Prime. On behalf of all the people who want to speak up but can’t: Please, make Amazon a more hospitable place for women and parents. Reevaluate your parental leave policies.
亞馬遜極其嚴苛的工作環境，對女性及某些特殊員工的偏見和歧視，并對必將導致更多員工的流失。或許其CEO Bezos應該適當改變管理方式，學會換位思考，傾聽員工的意見。
You can’t claim to be a data-driven company and not release more specific numbers on how many women and people of color apply, get hired and promoted, and stay on as employees.
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