Pros
The mission of harm reduction and healthcare equity had real potential, and many front-line staff were deeply committed to serving vulnerable populations.
A few colleagues were supportive and collaborative despite the toxic leadership structure.
Cons
The internal culture contradicted the organization’s external image—publicly promoting compassion and inclusivity, while internally enabling cruelty, manipulation, and dysfunction.
Harm reduction was preached outwardly, but internally, harm was routinely inflicted through neglect, retaliation, and emotional manipulation.
Leadership relied heavily on gaslighting tactics, telling staff “the best is yet to come” while creating an increasingly demoralizing and unsustainable environment. Staff were misled with false optimism.
Misogyny and bullying were embedded in the culture. “Mean girl” cliques, gatekeeping, and power plays were commonplace, especially among upper management including HR.
Directors believed in training through intimidation, not education—belittling and mistreating staff rather than investing time in thoughtful onboarding or mentorship.
No psychological safety. Raising concerns often leads to retaliation or being pushed out. HR is either unwilling or unable to intervene effectively.
Employees were deliberately kept in the dark, excluded from high-level discussions, and then penalized for lacking information. Leadership routinely took credit for others’ work while downplaying or erasing employee contributions.
The emotional toll is significant. Burnout, anxiety, self-doubt, and fear are normalized. This is a workplace that damages people.