- Operational inefficiencies are a daily obstacle. Basic resources that are typically standard in other organizations — such as access to data, digital tools, and creative support — are either delayed or unavailable, making routine tasks unnecessarily difficult.
- The multinational structure appears to be fundamentally flawed. In response to declining profitability, the company has attempted to centralize efforts that have disproportionately burdened local teams, leaving them heavily dependent on HQ and unable to operate with needed autonomy.
- Career progression pathways are narrow and visibly skewed. While leadership may claim to prioritize equity, the composition of the senior team tells another story. Occasional efforts to improve representation often appear performative, lacking meaningful change beyond surface-level metrics. To respond to these criticisms, Senior Leadership promoted two women just to improve diversity quotas.
- Human Resources, particularly at the executive level, seems disengaged from the employee experience. The head of People and Culture has demonstrated a persistent unwillingness to accept feedback and frequently communicates with a tone and style that feels out of touch with both staff sentiment and professional standards.
