Avoid this company at all costs. - Anonymous employee Arbinger Institute Employee Review

Lack of Fairness in Workplace Culture There is an evident lack of consistency in responsibilities and expectations across the team. For example, only some staff are expected to handle basic office chores like taking out the trash, and the rest remain choreless, which creates a perception of inequality. Unequal Work-from-Home Policies The opportunity to work remotely is inconsistently applied, with some employees receiving flexibility to wfh while others do not, despite similar roles and responsibilities. Unclear and Constantly Changing Job Scope Without Formal Acknowledgement Job descriptions, reporting lines, and working arrangements have changed multiple times with no formal documentation or contract updates. This creates legal ambiguity and undermines job security. Unreasonable Assumptions About Availability Despite actively contributing and proposing improvements, suggestions are rejected. This ignores the actual workload and leads to unrealistic expectations. Burden of Business Shortfalls Shifted to Staff The lack of business or project inflow is not the responsibility of individual contributors. Yet I am expected to constantly "find ways" to occupy myself instead of being supported with meaningful work. Credit and Recognition Issues I’ve experienced repeated instances where my contributions were unacknowledged. My work was presented by others without credit, while I wasone of the primary source of solutions and support for team members. No Clear Path for Growth or Acknowledgement I was assigned a new title without communication or clarity on compensation. It felt like a performative gesture rather than a true promotion, which further reinforced the lack of investment in my development. Poor Infrastructure and Communication Practices Operational changes are implemented without proper consultation or planning. For instance, the relocation of teams downstairs was followed by constant messages about noise from staff instead of addressing the root causes structurally. Powering down the ACs when you leave the room to attend to another HOD and installing stray-aways to ensure the room doesn't get too cold too quickly. Not providing office keys until the last minute. Requesting staff to come in to work earlier than expected but no time off in lieu given thereafter.