Pros
The people here are some of the best, most kind-hearted individuals that you can find. And I’m talking about the Ambassadors and some of the junior office staff (none of the upper management or directors). These are people who will go out on a limb for you and are the true example of a community.
Cons
Where do I even begin? I had such high hopes for working here because I aligned with their mission and usually enjoy working for nonprofits. Unfortunately, this organization turned out to be one of the most challenging and disappointing workplaces I’ve encountered. Compensation: Staff are underpaid, particularly junior employees and Ambassadors. The wage disparity between them and directors is significant, and raises are minimal at best. Even long-term employees who’ve been there for decades receive little acknowledgment beyond small, token gestures. Office Culture: The office environment feels disengaged and uninviting. Upper management rarely interacts with junior staff or Ambassadors, which creates a noticeable disconnect. There’s little to no opportunity for creativity or collaboration, and I often felt that management took credit for ideas contributed by junior staff. The workplace culture felt cliquish, with a noticeable lack of diversity in new hires. Despite branding itself as inclusive, the organization doesn’t appear to prioritize amplifying POC staff or POC-owned businesses meaningfully. Leadership Issues: Upper management doesn’t listen to junior staff or provide support for professional growth. New hires are expected to know everything from day one, including systems and programs with which they may not have prior experience, leaving little room for onboarding or learning. Leadership seemed absent at times, and favoritism appeared to play a role in professional relationships. It felt like upper management prioritized pitching PCA memberships over other contributions, which overshadowed other aspects of the organization’s mission. Professional Development: There is little to no room for growth. Management doesn’t invest in helping employees advance their skills or careers, leaving many feeling stagnant. Workplace Policies: Double standards were a recurring issue. Junior staff were told they could not work from home, while upper management frequently did. I also observed discrepancies between salaried and hourly employees. Salaried staff seemed to have more flexibility, occasionally arriving late or leaving early, while hourly employees were required to clock in and work a full eight hours with no such flexibility. Taking a sick day came with a sense of guilt, which made it even harder to maintain work-life balance.
