Making it on Less: Toxic job reviews
The job market in 2024 is wild. It’s probably one of the worst job markets I’ve seen within my professional career. As a woman 7 years out of undergrad, my heart hurts for newly graduating students on the market as the existing class of 2024 is experiencing a job market that is worse than 2023, and a recent Federal report has revealed that job openings have slowed to a three-year low.
The market is a pool filled with qualified candidates fighting for their first shot, folks attempting to pivot from their former industry, and those trying to bounce back after job loss.
To keep it frank, the stress is real for candidates. So real that individuals are taking gigs they never considered, to keep their heads above water. What it looks like for some? Taking a quick-hire retail and fast food job. And get this—some folks cannot land these jobs in these industries because employers ultimately know candidates will bail as soon as a position with better pay and benefits comes along. It's rough to simply get by.
Now, let me give you a brief overview of my experience in this market.
When I walked away from my prior job opportunity, I knew I needed to evolve and land a role that would pay me more and, of course, help me level up to an opportunity I truly deserved. I entered into my prior job role in 2021 while also establishing a nonprofit with co-founders centered on the policy needs of Black New Yorkers. Those experiences were pivotal in my career, as it was my first exposure to betting on myself and seeing that I had the skills necessary to strengthen legislative advocacy and to be paid for my work outside of the sometimes restrictive nine-to-five experiences.
But when the culture of my day job deteriorated as the organization untethered from their fiscal sponsor, coupled with the ethical crisis unfolding in the nonprofit I co-founded—where one of my business partners brazenly made unilateral decisions and vehemently refused accountability, leading to severe instability—I knew it was time to make a decisive break. The toxic environments in both entities had become untenable, compelling me to pivot away from these compromised situations and seek healthier professional grounds.
I stepped away from behaviors that revealed the disruptive challenges of the nonprofit industrial complex, and it was time to jump into a better-paying, more strategic opportunity to maximize my financial wellness and long-term goals.
At the end of 2023, with decent savings, I embarked on a job search to secure a better-paying, more strategic role. One of my first few applications was for a nonprofit focused on combating racism in policing. The position, which offered a salary band of $98,000-$110,000 for a Governmental Affairs Manager, seemed like a position that aligned with the skills I had to give. My application only took 30 minutes to complete. After my submission, about two weeks later I was contacted for an initial screening in January, which led to my first interview. This is where things get interesting.
The interview consisted of a 25-minute Zoom call with two staffers. Interestingly, one staffer was interviewing from her car in the middle of a storm. It made the whole situation feel a bit janky despite this being a professional conversation. I should have taken that as a sign that this might not be the right place for me. However, I decided to keep moving forward and push through their hiring process.
Once that meeting wrapped, I was moved on to complete an analysis case study assignment. My assignment became five pages and showcased my ability to understand policy analysis, lobby for the organization, and break down legislation in layman’s terms. I like to think this assignment was stellar, coming from someone who has worked in government and has had more complex policy assignments. Following my submission, I was moved to the second round of interviews with more staffers from different departments.
This particular interview was different—it consisted of eight attendees on the call (excluding myself) who were interviewing me about my candidacy and interest in their organization. It was the first time in a job search interview that I had that many people sit in on an interview. At max, it has always been 3 people. I knew I had the skills to do the work, but a lot of the questions they were digging into were asking about my politics and also trying to get a feel for how my politics would either fit in with the team or essentially be a problem. They asked me about my perspective on the system of policing, what brought me to want to do work within this industry, and how I hold space for my busy Curriculum Vitae (CV).
It’s a question that I often receive because it took me time to understand you have to have multiple streams of income to create safety. In my past, I’ve often worked in roles where I have obtained additional income to be able to reach my financial wellness goals and as a Black woman, underpaid, creative, and overworked I see nothing wrong with maximizing my safety net.
The real question should be: why do people feel uncomfortable with Black women holding down multiple roles and responsibilities? But that’s a question we can chat about at another time.
Let's just say having multiple avenues of showcasing my work is something that I've courageously leaned into, understanding what it means to be underworked, underpaid, and needing to be paid equitably to be safe and secure.
When the second round of interviews wrapped, I knew that this organization might not be the right fit.
That inkling was correct, as I never heard from them following up after the interview. Not a “thank you,” not a “we went with other candidates,” not a “you are not the right fit for this role”—I heard nothing. Three weeks later, something told me to check Glassdoor and Indeed for reviews of the organization.
When I first looked at the reviews before applying to the org there were only four reviews reflecting on the organization. After being ghosted there were 32 reviews, all from current, and former employees revealing, that the organization was toxic and not what it appeared to be. Can we say, “flag on the play?”
The reviews revealed the following:
Please note: I️ did not edit the reviews for grammar or spelling. I copied the reviews verbatim and removed the name of the organization.
Company full of cops and academics masquerading as a social justice org
Pros
- Many dedicated and committed coworkers
- Remote work
- Decent benefits compared to other non-profits of the same size
Cons
- The organization has received a significant sum of money, particularly following the murder of George Floyd, but not a cent of that money is benefiting Black people impacted by police brutality
- The org is made up primarily of former law enforcement and white academics (on the central science team) with highly differing levels of commitment to racial justice
- It is a hostile work environment for Black women, in particular. The organization recently did layoffs and the vast majority of staff let go were Black women
- The law enforcement team (yes, there is a team full of cops) is hostile to work with, stalls progress on projects, and some are clearly bias against their LGBTQ colleagues
- Senior leadership do not listen to staff. They were told time and time again that the organization was growing too fast, but refused to listen. In the end, layoffs were required to correct their error and arrogance
-Overall a toxic work environment. Funders need to stop falling for these scam organizations that hop on the social justice bandwagon for capital gain. Org has NO relationships with community advocacy groups.
Advice to Management
-Lost cause
Huge Disappointment
Pros
Org has great benefits, onboarding experience, work-life balance
Cons
Disappointing Experience with Poor Management and Lack of Transparency
1. Lack of Sympathy and Transparency in Layoffs: Unfortunately, I was laid off due to mismanagement of funds, and the entire process was handled poorly. Senior management showed no sympathy or support, making it feel like the relationship was fake from the start. Moreover, there was no clear method for determining which staff members were let go—it seemed entirely random. I still hear from current employees that nothing has changed. They are still in a monetary mess.
2. Morale and Anxiety: The organization announced the layoffs to the entire staff two weeks before actually implementing them. This decision significantly lowered morale and caused unnecessary anxiety among employees. They could have handled the situation with more sensitivity and transparency.
3. Inadequate Support During Transition: After being laid off on a Monday morning, the organization closed from Thursday to Tuesday, leaving me with only three days to address any questions or concerns about the severance package. This short timeframe was incredibly insufficient and added to the stress of the situation.
4. Shift in Mission and Values: The organization underwent a surprising change in its mission and values, which no longer align with its original focus on inclusion. During a staff meeting, the CEO's response to concerns about these changes was dismissive, suggesting that those who disagreed could simply leave—an attitude that contradicts the organization's previous commitment to inclusivity. The mission is about protecting Black lives, yet they laid off many Black women, and women of color. You have a lot of white academics and former law enforcement staff still there making decisions.
5. Limited Opportunities for Growth: One of the most frustrating aspects of working at the org was the lack of opportunity for career advancement. Despite being qualified, internal staff are often overlooked for promotions in favor of external hires. Promised benefits such as annual cost-of-living raises and maternity leave were also scaled back without adequate explanation.
6. Lack of Clarity and Support in Career Development: Despite promises of career development, there is no clear path for growth within the organization. Requests for promotions are met with vague responses, and there is a notable absence of career planning or support for professional advancement.
7. Unsupportive Work Environment: At times, I felt belittled for my abilities when tasked with certain responsibilities. The work culture lacks the necessary support and encouragement for employees to thrive and grow professionally.
In summary, my experience at the org was marked by poor senior management, lack of transparency, and limited opportunities for growth. I hope these issues are addressed to create a more supportive and inclusive work environment in the future.
Misaligned Values, Lack of Accountability, and Ethical Failures
Pros
The only pro to this place is a small group of amazing people who are dedicated to the mission and come to work ready willing and eager to move mountains to get the work done.
Cons
My tenure at the org has been marked by systemic issues that deeply contradict the organization's professed commitment to racial equity and accountability. It's evident that the root of these problems lies with the executive leadership team, whose decisions are often driven by ego and personal interests rather than the well-being of the company and its employees.
Despite claims of centering the voices of Black and Brown communities, the reality is quite different. The org consistently prioritizes the perspectives of ex-law enforcement individuals, sidelining the voices and experiences of those most impacted by systemic injustice. This contradiction undermines the organization's purported commitment to racial equity and perpetuates harmful power dynamics within the workplace. Instead of fostering an inclusive and transparent environment, the company perpetuates regressive racial boundaries and lacks effective accountability mechanisms. This culture of favoritism and protectionism thrives under the watch of the executive leadership team, who have allowed unethical practices to go unchecked
Furthermore, ego-driven decision-making pervades all levels of the organization, clouding judgment and hindering progress. Although incapable of taking responsibility for anything, it is clear that the executive leadership team sets the tone for this toxic culture. Decisions are made with little regard for ethical considerations, leading to the promotion of individuals who engage in fraudulent activity and the marginalization of those who speak out against injustice.
This culture of ego-driven decision-making and disregard for ethical standards has created a hostile work environment where accountability is non-existent and unethical behavior is tolerated. It's disheartening to witness the erosion of trust and integrity within the org, all while the executive leadership team remains complicit in perpetuating this harmful culture.
I caution prospective employees against joining the org until meaningful action is taken to address these systemic issues. The organization's failure to live up to its stated values is not only disappointing but also indicative of a larger problem that requires urgent attention and reform.
Advice to Management
Accountability starts with you, stop avoiding the work and blaming others for your problems.
This was my face after reading through the toxic job reviews:
The tea was scorching and gave exactly what I️ felt throughout the experience. What was most telling is that for an organization supposedly built on equity and disrupting racism, their hiring practices throughout the job search were anything but rooted in liberation. That was evident in the process of me providing free labor on assignment, the lack of communication and the communal concerns of those who worked within the org. Free labor is exploitative is extractive. In advocacy spaces truly invested in equity, you are normally compensated for this work.
While this job opportunity did not work out I️ knew I wasn’t missing anything—I had dodged a major bullet.
Sometimes things don’t work out because they're meant to work out better.
As someone whose search extended past 8 months, here’s the advice I have for those who are searching:
If you are looking to pivot to a new role before you have another one lined up, DON'T. Unless you have a substantive safety net to last longer than 3 to 6 months. Which brings me to number 2.
Make sure you have enough coins stacked that extend beyond six months. People who currently in the job market are searching beyond 6 months. Your safety net must be secured as having more of a job search than funds can lead to multiple problems. The current job market is trash. Ensure you are protected.
Keep searching and be on the lookout for opportunities that may come up in unexpected places.
Lean into resources to help you save money and minimize spending.
Fight like hell for your financial safety and turn down opportunities that may not seem like the right fit for you.
Give yourself grace.
Believe that another opportunity will come.
Ensure you have a chosen a support system to help you navigate the search. You will need it.
Best wishes in your search.
This article was written by Charlisa Goodlet, a passionate creative dedicated to dismantling the status quo and promoting equity for Black individuals. Her work focuses on improving community lives, advocating for reparations, and developing impactful anti-poverty initiatives. By day, she's a policy enthusiast researching and analyzing policies; by night, she cultivates conversations on BROKE BLACK BOUGIE (BBB) a space dedicated to Black women existing in a world that doesn’t make room for us, yet, we still find ways to reclaim our space. She is the founder of BBB.
