Dimension Data
2|42 reviews
KT
Kevin T
1 reviews | Active since Member
13 Sept 2025, 12:14
Behaviour of SMO employees at Dimension Data 2022 to 2023
Harassed by dimension data (now NTT Data) Indian employees (SMO dept), even threatened with a knife 🗡️ and gun 🔫, told HR I've had enough, going to labour organisation, next day HR suspended me, 6 weeks later fired July 2023 on **** charges to protect the culprit behind the harassment, and any employees involved. Best part is the last 12 months I was working for different dept, but had to sit in that dept because Indian/Pakistan head of dept hired me initially. Could that be the reason for harassment or was it *******ion/******/jealousy from Indian employees. Just over a year prior to me being harrassed and chased away, another white employee was chased away by same manager. Why only white male employees targeted 🎯
4 months without a job When applying for jobs, only ones I got reply from was ****m or further, did HR have a role in that. Took one of those jobs, my mom who lived with me had to stay behind while I checked if new job is ok. While away from mom she got ill, seems the doctors at hospital didn't do a good job, she passed away during emergency operation. If I was there by her surgery would've been done earlier or possibly even prevented. The *******ion (********* behaviour) affected my family as well (lost a family member).
Since I had to take a job in another province (blocked from getting a job in Gauteng), my mom was staying alone. She fell I'll, passed away due to colon perforation. This puzzles me, how did she get colon perforation. She had no health problems (and no colon problems) 🤔
...............
Sindee Mackinlay
False testimony against me. In disciplinary hearing (which was much like a kangaroo court), noticed how Cornelia Els was coaching her what to say and what not to say. Also before both Cornelia and Sindee came into meeting room (disciplinary hearing) they were chatting outside (guess Cornelia was giving Sindee the script to use).
...........
Mikhail Pillay
Walked past me making sarcastic comments about my nationality, during a workshop he also said to colleague the manager wants to get rid of him (me), at another occasion said he (me) doesn't want to share his knowledge.
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Viresh Ajoodha
Threatened me with knife and gun on my way out of building. He also walked past me and said manager wants to get rid of you on 2 occasions, shortly after the 2nd time I looked to my right and saw Shaakir Khan (head of dept) and a few employees looking at me and smiling).
...........
Cornelia Els (HR employee)
False testimony against me. I mentioned that since she's not willing to do anything about my complaints related to Mikhail Pillay and Viresh Ajoodha, I'm going to report matter to the CCMA (labour organisation). The very next day she suspended me. When I refused to sign suspension letter (stating I'm not allowed to discuss anything that happened at dimension data), she physically tried to push me back to the meeting room table and said I won't leave until I sign the suspension letter. I did not sign, told her it's due to *******ion that she wants me to sign it. I then left meeting room. After 6 weeks she fired me based on a bunch of lies. Disciplinary hearing, the chairman asked what verdict Cornelia want's, she said dismissal, he gave her what she wanted. Chairman was totally biased (obviously the company uses him regularly for disciplinary hearings, so to keep getting a paycheck from them he throws ethics out the window). Me attending the disciplinary hearing where chairman and Cornelia were involved was a total waste of time (besides a lesson in ********* behaviour from them)
............
Since SMO management don't want to fire the Indians in the SMO dept (Mikhail Pillay, Viresh Ayoodha) who apply racial ************** towards white employees, not to mention Viresh Ayoodha who held a knife infront of my face and threatened me with it, also threatened me with a gun, why not transfer them to the NTT Data branch in India.
Since the head of SMO dept had me fired after mentioning that I'm going to report issue to CCMA (complained about the racial ************** by Indian employees towards me) and made very sarcastic remarks for months about another white employee (who resigned with immediate effect), perhaps NTT Data should send him to the NTT Data branch in India as well.
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Replies (742)KT
Kevin T's updateReviewer Update
13 Sept 2025, 13:13Based on what was done to me in 2022 & 2023 by indian employees of SMO department of Dimension Data, my take is that indian employees and pakistani head of department can declare themselves gods at Dimension Data, target white employees with d_i_s_c_r_i_m_i_n_a_t_i_o_n , t_h_r_e_a_t_e_n white employees with every w_e_a_p_o_n possible, if white employee reports them, the white employee gets fired, how lovely. And here I thought South Africa is a democracy 🙄
KT
Kevin T's update13 Sept 2025, 13:13
Reviewer Update
Based on what was done to me in 2022 & 2023 by indian employees of SMO department of Dimension Data, my take is that indian employees and pakistani head of department can declare themselves gods at Dimension Data, target white employees with d_i_s_c_r_i_m_i_n_a_t_i_o_n , t_h_r_e_a_t_e_n white employees with every w_e_a_p_o_n possible, if white employee reports them, the white employee gets fired, how lovely. And here I thought South Africa is a democracy 🙄
KT
Kevin T's updateReviewer Update
16 Sept 2025, 22:42https://www.facebook.com/share/p/1FTR87BahF/
The workplace abuse playbook:
1. Workplace abuse typically begins when one employee, who is generally insecure and/or jealous, is threatened by the competence or demeanor of another employee. They try to convince both the target and others in the workplace that the target is *********** by minimizing them and their work.
2. In toxic work environments, when employees report psychological abuse to HR or higher-ups, those authorities willfully ignore the complaints. Employers are not liable for psychological abuse nor do they want to be. The employer misleads the unsuspecting employee to believe they have a legitimate complaint process to remedy the problem.
3. The employer fails to alter the employee’s work environment. The employer doesn’t remove the stressor (bully) and prolongs the complaint process. The emboldened bully continues to harass and abuse the target without consequence or deterrent. The employee is further victimized. The unsuspecting employee voluntarily leaves because of the health harm, is fired due to the health harm, or dies, succumbing to the silent killer stress of the work environment. There is significant physical, mental, and emotional injury as well as severe economic harm.
4. The abuser wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone. The unsuspecting employee had done nothing to provoke either.
5. Trauma occurs. When the employee realizes the full perpetration and institutional complicity of tampering with their health and livelihood, forcing them off the payroll to avoid liability, and that there’s no legal recourse for any of it, trauma upon trauma occurs.
The workplace abuse playbook:
1. Workplace abuse typically begins when one employee, who is generally insecure and/or jealous, is threatened by the competence or demeanor of another employee. They try to convince both the target and others in the workplace that the target is *********** by minimizing them and their work.
2. In toxic work environments, when employees report psychological abuse to HR or higher-ups, those authorities willfully ignore the complaints. Employers are not liable for psychological abuse nor do they want to be. The employer misleads the unsuspecting employee to believe they have a legitimate complaint process to remedy the problem.
3. The employer fails to alter the employee’s work environment. The employer doesn’t remove the stressor (bully) and prolongs the complaint process. The emboldened bully continues to harass and abuse the target without consequence or deterrent. The employee is further victimized. The unsuspecting employee voluntarily leaves because of the health harm, is fired due to the health harm, or dies, succumbing to the silent killer stress of the work environment. There is significant physical, mental, and emotional injury as well as severe economic harm.
4. The abuser wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone. The unsuspecting employee had done nothing to provoke either.
5. Trauma occurs. When the employee realizes the full perpetration and institutional complicity of tampering with their health and livelihood, forcing them off the payroll to avoid liability, and that there’s no legal recourse for any of it, trauma upon trauma occurs.
KT
Kevin T's update16 Sept 2025, 22:42
Reviewer Update
https://www.facebook.com/share/p/1FTR87BahF/
The workplace abuse playbook:
1. Workplace abuse typically begins when one employee, who is generally insecure and/or jealous, is threatened by the competence or demeanor of another employee. They try to convince both the target and others in the workplace that the target is *********** by minimizing them and their work.
2. In toxic work environments, when employees report psychological abuse to HR or higher-ups, those authorities willfully ignore the complaints. Employers are not liable for psychological abuse nor do they want to be. The employer misleads the unsuspecting employee to believe they have a legitimate complaint process to remedy the problem.
3. The employer fails to alter the employee’s work environment. The employer doesn’t remove the stressor (bully) and prolongs the complaint process. The emboldened bully continues to harass and abuse the target without consequence or deterrent. The employee is further victimized. The unsuspecting employee voluntarily leaves because of the health harm, is fired due to the health harm, or dies, succumbing to the silent killer stress of the work environment. There is significant physical, mental, and emotional injury as well as severe economic harm.
4. The abuser wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone. The unsuspecting employee had done nothing to provoke either.
5. Trauma occurs. When the employee realizes the full perpetration and institutional complicity of tampering with their health and livelihood, forcing them off the payroll to avoid liability, and that there’s no legal recourse for any of it, trauma upon trauma occurs.
The workplace abuse playbook:
1. Workplace abuse typically begins when one employee, who is generally insecure and/or jealous, is threatened by the competence or demeanor of another employee. They try to convince both the target and others in the workplace that the target is *********** by minimizing them and their work.
2. In toxic work environments, when employees report psychological abuse to HR or higher-ups, those authorities willfully ignore the complaints. Employers are not liable for psychological abuse nor do they want to be. The employer misleads the unsuspecting employee to believe they have a legitimate complaint process to remedy the problem.
3. The employer fails to alter the employee’s work environment. The employer doesn’t remove the stressor (bully) and prolongs the complaint process. The emboldened bully continues to harass and abuse the target without consequence or deterrent. The employee is further victimized. The unsuspecting employee voluntarily leaves because of the health harm, is fired due to the health harm, or dies, succumbing to the silent killer stress of the work environment. There is significant physical, mental, and emotional injury as well as severe economic harm.
4. The abuser wins. Their perceived competition is gone. The employer wins. Their perceived threat of liability is gone. The unsuspecting employee had done nothing to provoke either.
5. Trauma occurs. When the employee realizes the full perpetration and institutional complicity of tampering with their health and livelihood, forcing them off the payroll to avoid liability, and that there’s no legal recourse for any of it, trauma upon trauma occurs.
KT
Kevin T's updateReviewer Update
18 Sept 2025, 20:48Some sly (snake 🐍 oil) characters who want to get rid of someone in same department to either get that person's job for themselves, another colleague, family members, friends, will employ what you call social engineering (try to alienate that person they want to get rid of, from as much people in that department as possible - get nobody to talk to that person - bad mouth that employee everywhere at employer). They will also walk past that person and make sarcastic remarks/insults, if extremely ******* then even threaten with weapons, etc.
******* managers who want to give an employees job to someone else will also do above (especially if he favours a certain employee or race group). As they say, ******* is everywhere.
******* managers who want to give an employees job to someone else will also do above (especially if he favours a certain employee or race group). As they say, ******* is everywhere.
KT
Kevin T's update18 Sept 2025, 20:48
Reviewer Update
Some sly (snake 🐍 oil) characters who want to get rid of someone in same department to either get that person's job for themselves, another colleague, family members, friends, will employ what you call social engineering (try to alienate that person they want to get rid of, from as much people in that department as possible - get nobody to talk to that person - bad mouth that employee everywhere at employer). They will also walk past that person and make sarcastic remarks/insults, if extremely ******* then even threaten with weapons, etc.
******* managers who want to give an employees job to someone else will also do above (especially if he favours a certain employee or race group). As they say, ******* is everywhere.
******* managers who want to give an employees job to someone else will also do above (especially if he favours a certain employee or race group). As they say, ******* is everywhere.
KT
Kevin T's updateReviewer Update
18 Sept 2025, 20:51In above repky (18 Sep 2025)
the ******* refers to c_o_r_r_u_p_t_i_o_n
the ******* refers to c_o_r_r_u_p_t_i_o_n
KT
Kevin T's update18 Sept 2025, 20:51
Reviewer Update
In above repky (18 Sep 2025)
the ******* refers to c_o_r_r_u_p_t_i_o_n
the ******* refers to c_o_r_r_u_p_t_i_o_n
KT
Kevin T's updateReviewer Update
22 Sept 2025, 06:19Sindee Mackinlay - prior to her false testimony, she (from PE branch) app**** for a job as data analyst at SMO department - JHB, she got the job. So can we regard her false testimony as a thank you to SMO department management for getting the job.
Cornelia Els - she operates as HR manager for PE branch and SMO department in JHB. So can we regard her false testimony as a thank you to SMO department management for being their HR manager.
I guess in some cases who cares about morals, as long as you're getting paid, another skeleton in the closet won't make a difference, and if you don't have a conscience - even better.
Cornelia Els - she operates as HR manager for PE branch and SMO department in JHB. So can we regard her false testimony as a thank you to SMO department management for being their HR manager.
I guess in some cases who cares about morals, as long as you're getting paid, another skeleton in the closet won't make a difference, and if you don't have a conscience - even better.
KT
Kevin T's update22 Sept 2025, 06:19
Reviewer Update
Sindee Mackinlay - prior to her false testimony, she (from PE branch) app**** for a job as data analyst at SMO department - JHB, she got the job. So can we regard her false testimony as a thank you to SMO department management for getting the job.
Cornelia Els - she operates as HR manager for PE branch and SMO department in JHB. So can we regard her false testimony as a thank you to SMO department management for being their HR manager.
I guess in some cases who cares about morals, as long as you're getting paid, another skeleton in the closet won't make a difference, and if you don't have a conscience - even better.
Cornelia Els - she operates as HR manager for PE branch and SMO department in JHB. So can we regard her false testimony as a thank you to SMO department management for being their HR manager.
I guess in some cases who cares about morals, as long as you're getting paid, another skeleton in the closet won't make a difference, and if you don't have a conscience - even better.
KT
Kevin T's updateReviewer Update
22 Sept 2025, 07:29To the Cornelia and Sindee, perhaps you should read the following:
Biblical Context (Christianity and Judaism)
Leviticus 19:12: This verse states, "You shall not swear falsely by My name, nor shall you profane the name of your God: I am the LORD".
Meaning: Taking an oath in God's name implies that God is a witness to the truthfulness of the statement. To swear falsely by God's name is to lie under oath, thereby dishonoring God.
Profaning God's Name: Such an action is considered a "profanation" or "desecration" (chillul Hashem in Hebrew) of God's holy name and is therefore a severe transgression.
Biblical Context (Christianity and Judaism)
Leviticus 19:12: This verse states, "You shall not swear falsely by My name, nor shall you profane the name of your God: I am the LORD".
Meaning: Taking an oath in God's name implies that God is a witness to the truthfulness of the statement. To swear falsely by God's name is to lie under oath, thereby dishonoring God.
Profaning God's Name: Such an action is considered a "profanation" or "desecration" (chillul Hashem in Hebrew) of God's holy name and is therefore a severe transgression.
KT
Kevin T's update22 Sept 2025, 07:29
Reviewer Update
To the Cornelia and Sindee, perhaps you should read the following:
Biblical Context (Christianity and Judaism)
Leviticus 19:12: This verse states, "You shall not swear falsely by My name, nor shall you profane the name of your God: I am the LORD".
Meaning: Taking an oath in God's name implies that God is a witness to the truthfulness of the statement. To swear falsely by God's name is to lie under oath, thereby dishonoring God.
Profaning God's Name: Such an action is considered a "profanation" or "desecration" (chillul Hashem in Hebrew) of God's holy name and is therefore a severe transgression.
Biblical Context (Christianity and Judaism)
Leviticus 19:12: This verse states, "You shall not swear falsely by My name, nor shall you profane the name of your God: I am the LORD".
Meaning: Taking an oath in God's name implies that God is a witness to the truthfulness of the statement. To swear falsely by God's name is to lie under oath, thereby dishonoring God.
Profaning God's Name: Such an action is considered a "profanation" or "desecration" (chillul Hashem in Hebrew) of God's holy name and is therefore a severe transgression.
KT
Kevin T's updateReviewer Update
22 Sept 2025, 08:35According to World Population Review, India has the world's third-largest Muslim population, with approximately 200 million Muslims as of 2021.
Based on above, I'll add the following:
The Condemnation of False Testimony in Light of Hadith
2 “The one who bears false testimony will be unable to move on the Day of Judgement until Allah condemns him to Hell.”
Based on above, I'll add the following:
The Condemnation of False Testimony in Light of Hadith
2 “The one who bears false testimony will be unable to move on the Day of Judgement until Allah condemns him to Hell.”
KT
Kevin T's update22 Sept 2025, 08:35
Reviewer Update
According to World Population Review, India has the world's third-largest Muslim population, with approximately 200 million Muslims as of 2021.
Based on above, I'll add the following:
The Condemnation of False Testimony in Light of Hadith
2 “The one who bears false testimony will be unable to move on the Day of Judgement until Allah condemns him to Hell.”
Based on above, I'll add the following:
The Condemnation of False Testimony in Light of Hadith
2 “The one who bears false testimony will be unable to move on the Day of Judgement until Allah condemns him to Hell.”
KT
Kevin T's updateReviewer Update
23 Sept 2025, 05:13If my harassment was based on me helping out another department, the head of department who employed me, Shaakir Khan, approved it, so why approve it then arrange his Indian employees to target me. Or was the idea of targeting me to get me to leave company thereby punishing both that other department I helped out and myself 🤔 then when I mentioned I'm going to CCMA, have HR lady (black) of SMO department lie at CCMA, have HR lady Cornelia Els and employee (
KT
Kevin T's update23 Sept 2025, 05:13
Reviewer Update
If my harassment was based on me helping out another department, the head of department who employed me, Shaakir Khan, approved it, so why approve it then arrange his Indian employees to target me. Or was the idea of targeting me to get me to leave company thereby punishing both that other department I helped out and myself 🤔 then when I mentioned I'm going to CCMA, have HR lady (black) of SMO department lie at CCMA, have HR lady Cornelia Els and employee (
KT
Kevin T's updateReviewer Update
23 Sept 2025, 05:18and employee Sindee Mackinlay lie in disciplinary hearing, have Cornelia Els fire me based on those false allegations. Why, to prevent me finding out who is the culprit behind it (arranged harassment & threaten with knife and gun) and apply damage control - protect the person behind it.
KT
Kevin T's update23 Sept 2025, 05:18
Reviewer Update
and employee Sindee Mackinlay lie in disciplinary hearing, have Cornelia Els fire me based on those false allegations. Why, to prevent me finding out who is the culprit behind it (arranged harassment & threaten with knife and gun) and apply damage control - protect the person behind it.
KT
Kevin T's updateReviewer Update
11 Oct 2025, 07:05What puzzles me even more is how Mikhail Pilla is all wed to make ****** remarks about my nationality and not get fired and Viresh Ayoodha threaten me with knife and gun and not get fired. If it was done to a black employee both would be fired. But thanks to the *******ion in SMO department I was fired for complaining. How lovely. I guess that speaks volumes about the character of SMO department management (2022 & 2023).
KT
Kevin T's update11 Oct 2025, 07:05
Reviewer Update
What puzzles me even more is how Mikhail Pilla is all wed to make ****** remarks about my nationality and not get fired and Viresh Ayoodha threaten me with knife and gun and not get fired. If it was done to a black employee both would be fired. But thanks to the *******ion in SMO department I was fired for complaining. How lovely. I guess that speaks volumes about the character of SMO department management (2022 & 2023).
KT
Kevin T's updateReviewer Update
11 Oct 2025, 07:20Someone many years ago told me it would've been better if every race / nationality stayed in their own country, referring to the people I've mentioned in this post, I have to agree.
KT
Kevin T's update11 Oct 2025, 07:20
Reviewer Update
Someone many years ago told me it would've been better if every race / nationality stayed in their own country, referring to the people I've mentioned in this post, I have to agree.
KT
Kevin T's updateReviewer Update
20 Oct 2025, 10:21Perhaps I should also mention that the 3 days per week we worked from the company's offices, I never saw Mikhail Pillay, Viresh Ayoodha, doing any work, just chatting, emails, meetings, going outside every 30 minutes for a smoke break.
What I did for the other department in the 2 years I worked for SMO department & other department, is more than all the Indians/Pakistani did in the 2 years. But I guess that's what happens if you're a white employee and the management favour their own race.
What I did for the other department in the 2 years I worked for SMO department & other department, is more than all the Indians/Pakistani did in the 2 years. But I guess that's what happens if you're a white employee and the management favour their own race.
KT
Kevin T's update20 Oct 2025, 10:21
Reviewer Update
Perhaps I should also mention that the 3 days per week we worked from the company's offices, I never saw Mikhail Pillay, Viresh Ayoodha, doing any work, just chatting, emails, meetings, going outside every 30 minutes for a smoke break.
What I did for the other department in the 2 years I worked for SMO department & other department, is more than all the Indians/Pakistani did in the 2 years. But I guess that's what happens if you're a white employee and the management favour their own race.
What I did for the other department in the 2 years I worked for SMO department & other department, is more than all the Indians/Pakistani did in the 2 years. But I guess that's what happens if you're a white employee and the management favour their own race.
KT
Kevin T's updateReviewer Update
21 Oct 2025, 11:00To be honest, the SMO management (2022 & 2023), HR of SMO (2022 & 2023), HR from PE branch - Cornelia Els, Sindee Mackinlay, Mikhail Pillay, Viresh Ayoodha, all should be fired.
But I guess that only applies to government & public service employees, corporate employees can do whatever they want - exempt from justice.
But I guess that only applies to government & public service employees, corporate employees can do whatever they want - exempt from justice.
KT
Kevin T's update21 Oct 2025, 11:00
Reviewer Update
To be honest, the SMO management (2022 & 2023), HR of SMO (2022 & 2023), HR from PE branch - Cornelia Els, Sindee Mackinlay, Mikhail Pillay, Viresh Ayoodha, all should be fired.
But I guess that only applies to government & public service employees, corporate employees can do whatever they want - exempt from justice.
But I guess that only applies to government & public service employees, corporate employees can do whatever they want - exempt from justice.
KT
Kevin T's updateReviewer Update
21 Oct 2025, 15:15If NTT Data (previously Dimension Data) has this review removed, I'll just add it again.
Those days that employees at a company can do whatever they want to other employees, is over, the ******* HR department / management might protect them, that doesn't mean they get away with it.
Those days that employees at a company can do whatever they want to other employees, is over, the ******* HR department / management might protect them, that doesn't mean they get away with it.
KT
Kevin T's update21 Oct 2025, 15:15
Reviewer Update
If NTT Data (previously Dimension Data) has this review removed, I'll just add it again.
Those days that employees at a company can do whatever they want to other employees, is over, the ******* HR department / management might protect them, that doesn't mean they get away with it.
Those days that employees at a company can do whatever they want to other employees, is over, the ******* HR department / management might protect them, that doesn't mean they get away with it.