This person is describing their own experience; what you're saying is that you haven't had that. Which is great for you, but it's not universal.

Hopefully your experience is more common. But if this person's is, then the "dystopia" isn't that fictional.

You're also making a lot of assumptions about me but I'd rather not make this anecdotal. I would have probably agreed with OP when I was 18 after watching Fight Club a hundred times that was what modern business life was like. But I've had a large variety of jobs in my life from working outdoors, brutal factory floor jobs in an auto factory and a wood flooring plant, to office-space style boring corporate HQ jobs for a big brand, to tech companies for the last decade and it's hardly the standard. Especially once you get past lower level drudgery work.

I already mentioned it'd be stupid to put that level of sacrifice into a company unless you were adequately compensated or given enough power/time to accomplish actual culture change. And of course there are modern bigcos who are borderline dystopian where it's impossible or SMBs with sociopath leadership who doesn't want change. Which is when you leave if you can't tolerate the environment, assuming you can, but attempting to change it is a whole different beast.

I've also been a manager at a company with a shitty culture, and you simply can't stop your good employees from leaving for greener pastures. You're kind of happy for them when they do. I care about my employees and value them as human beings, but I also couldn't address their grievances or promise them any resolution to larger cultural issues. I knew they would leave, so I stopped being upset when they did and started taking the turnover as part of the job.

It's not that managers don't care about their employees, they just don't care if or why you left because those circumstances are outside their control. HR collects that info in exit interviews, and a line manager has no influence with HR. If turnover starts hurting the company's bottom line, they'll do something about it. Otherwise it's not going to be a priority at the levels it needs to (how effective is your "Diversity Officer" in creating real diversity?)

I would also say it's not a good idea to burn bridges; which is what inevitably happens when you run around telling people the reason you're leaving is because the company sucks. They can't do anything about it anyway (see my original comment), and you risk coming off as toxic to people you might want to give you a recommendation later in your career.

Very few people think their company is perfect, and being able to be honest about a company's shortcomings without resorting to "it sucks here" and similarly unhelpful non-constructive criticism is a sign of emotional maturity. People leave all the time, for various reasons, and most places I've worked that actually conduct exit interviews are genuinely curious as to why high performing employees leave.

I hesitate to say they "care" because I think that gives the wrong impression. Everybody wants to make a little more money, get a little more freedom in deciding their priorities, get a little more flexibility in their hours, etc. So if you say your only reason you're leaving is that you want more money, they're probably not going to give everyone a 10% raise next quarter. But if you have well thought out grievances that can be addressed without spending millions of dollars or completely changing the structure of the company, I think you'd be surprised how willing executives would be to try and make things better.

I think giving honest feedback at exit is a good thing and I view it as showing respect. I would probably avoid the word “sucks” though.

Right, but the place for the honest feedback is the exit interview. Spare your co-workers your grievances; they probably already know why anyway.

This just boils down to social skills really. Some people are just killjoy grievance machines though so it's worth noting.