‘These Are the Plunderers’: A Dim View of Private Equity

BY Michael Stahl | May 16, 2023

Front-line health care workers had a grueling job in the pandemic, and shortages of protective personal equipment and medical supplies didn’t help. Some of those issues made widespread headlines, but the cause of these issues, which led to a widespread loss of human life, has been less well-explored. 

In their new book, These Are the Plunderers: How Private Equity Runs–and Wrecks–America, authors Gretchen Morgenson and Joshua Rosner provide insight on the root cause of these issues, exposing the ways in which private equity groups made billions in health care, while shortchanging Americans when they needed help the most.

“We felt after Covid landed, and it was so devastating across the country, that it was really exposing what had gone on for the past 30 years [in private equity],” said Morgenson, a Pulitzer Prize-winning journalist who is now the senior financial reporter for the NBC News Investigative Unit.

“We were watching as the government was trying to set up programs to protect the public [and] here these firms were, right at the government trough, with lobbyists leading the charge, trying to explain that they were systemically important and needed access to the [Federal Reserve Bank], and for the Fed to start protecting and buying their assets,” said Rosner, a New York Times bestselling author and managing partner at the independent research consultancy Graham Fisher & Co.

The pair spoke at From Day One’s Brooklyn conference in a session titled “A Dim View of Private Equity: How an Insidious Financial Industry Harms Everyday Americans, Tanks the Companies It Acquires, and Puts Our Entire Economic System at Risk.” 

Observing these bleak scenes of hardship for working class people, Rosner said he and Morgenson thought it was a “Charles Dickens moment.” They quickly recognized, Rosner said, that “nobody was talking about the fact that those shortages were driven” by the private equity industry. 

“Private equity had been buying up health care businesses for years, and really eviscerating them,” said Morgenson. They went the route of “sucking the profits and the earnings of the assets right out.”

Discussion moderator Robert Boynton, director of the literary reportage program at New York University’s Arthur L. Carter Journalism Institute, said that to achieve this, the private equity firms made severe cuts to “ventilators, extra rooms and emergency rooms and other things like that, which in normal times perhaps you don’t need, but hospitals are supposed to be prepared for abnormal times.” However, in the minds of the new school of hospital overseers, Boynton said, “the bottom line doesn’t allow that.”

Boynton asked Morgenson and Rosner why the health care industry became such a target for private equity firms.

Boynton, left, holding Morgenson’s and Rosner’s new book, These Are the Plunderers: How Private Equity Runs-and Wrecks-America (Photos by Cassandra Sajna for From Day One)

“Well, it’s 17% of the gross domestic product in this country,” said Morgenson. “It’s a very, very rich vein to mine for these people and you also have government programs that are standing there waiting to be milked or manipulated.”

She added that it’s dangerous when profits come into play while individual care for human beings is on the line. “This should be a utility,” said Morgenson. “These hospitals should be things that serve the public, not some financial interests.”

Much in the way that the pandemic helped rejigger our cultural outlook toward the workplace–with a growing number of employees prioritizing well-being as much as paychecks–it seems as though the crisis has also prompted an examination of the private equity industry, with people starting to question the sustainability of the business model, Morgenson said. It perhaps couldn’t have come at a better time. 

“These are extremely wealthy, extremely powerful people; Washington is very happy to see their money and very happy to either act on their behalves of do nothing on their behalves, depending on how that benefits them,” Morgenson said. “I’m very disturbed that that is continuing to be the way they do business.”

But can change truly come about? Rosner said it might depend on the level of frustration readers of his book might have after consuming it. The general public still has a say in how the world operates; just look at the corporate response to the wave of worker empowerment the past two years.

“Get angry out there,” said Morgenson.

“Yeah, get your pitchforks out,” added Boynton.

Michael Stahl is a New York City-based freelance journalist, writer, and editor. You can read more of his work at MichaelStahlWrites.com, follow him on Twitter @MichaelRStahl, and order his first book, the autobiography of Major League Baseball pitcher Bartolo Colón, at Abrams Books.


RELATED STORIES

How to Connect a People Strategy to a Business Strategy

Lennar Corporation, a housing construction company based in Miami has over 13,000 employees and hundreds of thousands of trade partners. How does it maintain a strong group of staff with diverse skills and talents? Drew Holler, chief human resource officer at Lennar, says what plays well in recruiting and retaining thousands of employees is promoting a personal connection to the business.Holler spoke during a fireside chat at From Day One’s Miami conference. He and moderator Tim Padgett, Americas Editor for WLRN spoke about how HR leaders can connect people strategy to business strategy to hire, train and retain employees.Developing an Emotional Connection to the MissionWhat attracts people to Lennar is the industry it’s in: housing. Holler says that because a majority of people have a home, people can relate to the industry through the personal significance of becoming a homeowner or having the goal of home ownership.“When you buy a home, it’s the biggest asset that you’ll ever buy in your life,” said Holler. “There’s this emotional connection to the business that really plays well and then it’s also as people understand the growth potential in this industry.”Tim Padgett, Americas Editor, WLRN, NPR News, right, interviewed Lennar Corp.'s CHROLennar is able to recruit and retain employees by maintaining this deeper connection between the staff and the company’s mission. It allows them to effectively bring in the diverse talent that is necessary for Lennar to function.The company is also known for building affordable housing across the nation in states such as California, New Jersey, Arizona and Texas. Much of the nation’s population can understand the struggles of rising housing costs. As Lennar works toward building more affordable homes, people can relate to the company’s social mission. “We really do feel like our role is helping America build a more healthy housing market and to do that, there are a lot of different elements. One huge element is more attainable housing,” said Holler.AI Drives Human CreativityLike most corporate companies, the use of AI technology has become more common and embedded into the work within the industry. Holler says in the HR sector that AI has allowed for mundane tasks to become automated, freeing up time for workers to put their creative focus on other things.“There’s been little pockets where I’ve seen this already, in our business of individuals that were very heads down, doing the same repeatable tasks, that now can put their head up a little bit, not all the way, but a little bit, and so now they’re spending 50% or more of their time really adding value,” said Holler.Lennar also uses AI to generate training videos based on HR Standard Operating Procedures (SOPs). This process centralizes text based information into a video for people to digest in a different format.HR is transforming under the growth of AI technology and as the economy and corporate industry grows, Holler says it’s important to have the talented staff that will support the company in the coming years.Building a Social MissionLennar’s diversity, equity and inclusion efforts directly blend into the work it does for consumers and staff by making sure that everyone feels included. Holler emphasized that there’s an existing feeling that everyone wants to belong and the company upholds this by connecting with its team, mission and work.“If you want to have a great workplace that's productive, you want to have a workplace that actually takes care of customers’ needs. You need to have engaged employees, and the best way to do that is to make sure they feel included with their teams and with their work,” said Holler.Lennar’s mission to serve communities that need affordable housing dives into this effort towards welcoming and including all people. The company builds single-family, multi-family homes as well as housing for rent. Holler acknowledges that the “life-cycle of a consumer,” can look different for everyone and the company strives to meet the needs of all types of people.“It’s an exciting time to be in this space. You have an opportunity to make a difference in people’s lives,” said Holler.Jennifer Yoshikoshi is a local news and education reporter based in the San Francisco Bay Area.

Jennifer Yoshikoshi | January 08, 2025

How a Company’s Culture Shapes Each Team Member’s Experience

“He’ll be assessed like every other employee. He’ll have a performance review,” joked Zimmer Biomet’s SVP and CHRO Lori Winkler, during her recent fireside chat at From Day One’s Miami conference. She was referring to the company’s recent announcement of Arnold Schwarzenegger's new role as Chief Movement officer. “But I don’t want to deliver it to him,” said Winkler with a laugh. The role of a celebrity partner may be window dressing for some, but many of Winkler’s comments during the 20 minute discussion, about “How a Company's Culture Shapes Each Team Member’s Experience,” suggest that there is perhaps some deeply shared DNA between the company and their newest C-Suite hire, sharing a level of grit.Challenging the Return-to-Work MovementWith many business leaders pushing hard for return to office, Winkler articulated a different approach. “What we have enabled and continue to enable is a remote work force,” said Winkler.“For the most part, we’ve said you can continue to work from home as long as you remain engaged. And we have very specific tactics for ensuring that. This has been a tremendous competitive advantage for us.”Winkler broke down some of those tactics, including engagement scoring surveys and site-specific engagement strategies, especially since the company is in 100 countries, globally. She was clear in aligning the efforts to a higher philosophical lens.“I think a culture transcends whether you’re physically together or not," said Winkler. Culture is connected to the clarity of the company’s mission, to alleviate pain and improve the quality of life for people all over the world, as well as its achievable vision, “to be the boldest med tech company in the world.”Lori Winkler, the SVP and Chief HR Officer of Zimmer Biomet, was interviewed by Dr. Paul Pavlou of the Miami Herbert Business School And then, and here is perhaps why Arnold might fit in there, Winkler dug in against companies pushing return to office. “If we looked at the data for these companies that have mandated a return to work, we would see, maybe not right away, attrition rates. And I think that’s happening now: Attrition rates are really rising, because folks have become very accustomed to what was ‘the new normal.’ It’s just the ‘normal’ now,” she said.AI and Innovative TechnologiesSession moderator Paul A. Pavlou, Dean of the Miami Herbert Business School at the University of Miami turned the topic to AI. “In this day and age, I have to ask about AI. There is no conversation without AI. How do you respond to the question from an HR perspective that AI is going to replace jobs?” he asked.Despite bringing the Terminator into the leadership suite, Winkler’s response suggests that Zimmer Biomet's approach to AI is more gradual and measured. “We have a great talent acquisition department that we just brought in house,”  she said. “And I would say that we are not leveraging AI to look to its full potential yet, so we have not yet had to deal with that question.”The company instead is focused on safety and security concerns in regard to AI. “To be very frank, there’s more concern around security and confidentiality when it comes to AI. That’s more of the conversation that I hear in my organization.”Although much of the conversation focused on technology, Winkler made sure to tie things up with a human element. “I’ve come to learn this both really personally, but I try to bring it through to my professional life: stay true to who you are and lead from your heart,” she said. “Authenticity and being a human-based leader makes all the difference. So bring that caring and that love into the workspace, because it makes a huge difference, especially now.”Chris O’Keeffe is a freelance writer with experience across industries. As the founder and creative director of OK Creative: The Language Agency, he has led strategy and storytelling for organizations like MIT, Amazon, and Cirque du Soleil, bringing their stories to life through established and emerging media.

Christopher O'Keeffe | January 03, 2025

Transforming Employee Value Propositions: The Role of Well-Being

Well-being means something different to every individual. For Ebony David, VP of HR at Quest Diagnostics, a medical laboratories company, sitting is the new smoking. “[At Quest] we put a meeting in the calendar, tell everyone to put their AirPods in and take a walk,” said David.David and four other executive panelists spoke about “Focusing on Well-Being to Evolve Your Employee Value Proposition,” at From Day One’s Brooklyn conference, in a session moderated by Lydia Dishman, senior editor at Fast Company. Jim Gallic, SVP of well-being at Personify Health, a healthcare solutions provider, has a similar approach. “I work from home, and at the end of the day, I get out, walk around the yard or block, and come back through a different door,” he said. “That’s the break between home life and work life.” In a similar fashion, Ivelesse Mendez-Justiniano, chief DEI and Learning officer at NYC Health + Hospitals, the largest public healthcare system in the United States, follows the company-wide wellness initiatives: this month, it’s adaptive yoga; last month, it was plant-based eating. On the eating front, Katie Egan, general manager of DoorDash for Business, a food delivery and logistics platform, treasures the $20 credit for lunch: she places the order on her way to work, since she is usually booked in back-to-back meetings. “My lunch comes at 10:45—I get up at 5, and I am starving by 11:30, so then I grab my food between meetings, and I am not hangry, which makes me a better boss,” she tells Dishman. Ralph Nader, SVP and U.S. Head of Talent at IPG Media Brands, a global media and marketing services company, thinks that the flexibility behind the return-to-office policies adopted by his organization has been most helpful.Well-Being at Work TrendsIt’s disheartening that, four years after Covid spotlighted burnout and lack of motivation, we’re still navigating how to address these challenges. Yet, research from Gallup and SHRM shows that prioritizing well-being can boost productivity, enhance retention, and reduce absenteeism and healthcare costs. While Covid has been the greatest disruptor when it comes to talking about employee well-being, the conversation has evolved significantly in the last four years as well. “In terms of overall trends, if we look back to 2019, well-being used to be the doorknob conversation; now it’s the starting point,” says Gallic.Smart SpendingA key component is smart personalization. “How do I make it really personal: we did a lot of spending as organizations during the Covid years trying to figure out what worked and didn’t work. Exiting that, we said ‘it might be time to simplify things. How can we consolidate?’” said Gallic.“When it comes to spending money, we all have less to spend,” acknowledges David. “We all put our money where our mouth is,” she said, referring to their 2023 initiative that resulted in employees being able to get mental-health help in one hour if they’re in crisis and one week if they’re not in crisis.Panelists spoke about "Focusing on Well-Being to Evolve Your Employee Value Proposition"“People needed the benefit: when people were calling [to get mental-health services], they were put on hold, so you had people, if not in crisis, nearing it. It’s paying for itself,” she said, framing it as ROI.Mendez-Justiniano speaks in similar terms, with an emphasis on entry-level employees. “We started funding them through education—in the last year, we’ve been able to impact individuals at the very low end of the salary range, and we mentored these individuals, supported them in education, and the results are showing,” she said. “We had service aides that are now nurses, going from $40,000 to six figures. What’s best for the employee is going to have an ROI on our system.”Wellness in an Era of Return to OfficeVery early on in Covid, IPG Media Brands took the anxiety out of return-to-office policies, tabling the conversation altogether until at least 2021. “Then we really focused on the listening, asking what’s going to work, what’s not going to work,” said Nader. Different branches have different needs: tech-centric departments can thrive in remote workspaces, whereas client-services employees might itch to go back to the office.“It was a guideline, not a policy—if it’s enforced with the keycard, it reduces flexibility.” They landed on three days at the office. “We’re hearing from competitors who are going with five days at the office, losing their employees, who are coming to us looking for employment and flexibility.”“Mandates don’t work,” said Gallic. “It did not work when your parents told you to clean your room. What we’re seeing now—employers need to have that conversation, almost leader by leader, to see what works best: let’s be flexible for the work, let’s be empathetic, and let’s make it work.” As a result, his organization’s employees are clamoring for off-sites at their office locations in Providence and Minneapolis.Courageous ConversationThere are a number of best practices for leaders to foster a culture of well-being, and they start with conversations. “Honestly, get to know your team first—being in person helps for that. It does not take a lot of listening to get a sense of someone,” says Egan. “You’re building a product, I am building a program, and the best practices for doing that are the same best practices for a product team.” She recommends defining goals, testing, and iterating. “If it does not work, try something else. That requires a strong degree of collaboration.”Angelica Frey is a writer and a translator based in Boston and Milan.

Angelica Frey | January 02, 2025