Teaching Lab reviews

The feedback from black women is crucial and must be taken seriously. Before considering joining the company, it's crucial to proceed with caution. Despite the company's claims of being anti-racist and valuing fairness and justice, it falls short of those ideals. C-Suite executives fail to communicate respectfully with staff, negatively impacting everyone's work experience. This lack of respect creates hesitancy among employees to speak up about issues or just to have a basic conversation that ties to their work due to fear of backlash. This raises the question: if this is how employees collectively feel, how does it disproportionately affect black women, and people of color? The company should prioritize learning how to respect employees before marketing the organization that is rooted in DEI and anti-racism efforts. True fairness in leadership goes beyond simply having a "diverse executive team"; it requires genuine understanding and care for all employees and ensuring your team is equipped with the right tools to effectively communicate and lead marginalized groups. Even with three women in executive positions, including two people of color, Teaching Lab still fails to prioritize its people. Rumors circulate about executives withholding crucial information from the CEO, which is concerning. As a CEO, being informed about the company's operations is vital for addressing issues proactively. This lack of transparency indicates deeper problems within the company and signals its decline. Management is ineffective. My Home manager is unsure of their responsibilities, leaving me to lead our weekly conversations. I'm hesitant to bring up issues with my manager due to interactions I've had and warnings from my teammates to stay away from HR. Moreover, there's a recurring theme suggesting that the HR mishandles investigations, potentially covering up problems from the CEO instead of resolving them. Last week, we received an update on a new policy, threatening disciplinary action for employees who didn't comply. What year is this? 1995? Any forward-thinking company would recognize that this use of terminology is outdated and doesn't bode well. Reviewing past experiences shared on Glassdoor and how Teaching Lab responds, it's evident that the company lacks accountability. I anticipate a defensive response to my review, as I've observed with others. So, to save the person who responds to Glassdoor some time, let me compile some of the previous replies from Teaching Lab: "Contrary to your perception, there is a widespread belief in the efficacy of this leadership structure and in personal agency at Teaching Lab: a recent Employee Engagement and Commitment survey found that 85% ............." "We know that the work of learning how to live these commitments is never-ending............." "Finally, our diverse team - including our CEO - are deeply, strategically, and practically committed to DEI........" "We invite you to explore the guiding principles and commitments to racial justice that shape our internal culture and external partnerships: www.teachinglab.org/equitycommitment..............." Do yourself a favor and don't respond to this review. Your responses are cringeworthy! More importantly, they confirm the toxic behavior providing current and previous employees on Glassdoor.

There are too many issues at Teaching Lab to document in this review and others have done a wonderful a job of summarizing the discrimination and poor treatment of women of color. I would include men of color as well! They are true, and I would not suggest any person of color join this company. Don’t let the diversity statement, the diverse leadership, or participation in restorative justice fool you. It’s toxic and deeply rooted in white supremacy culture. When I think about my short tenure at Teaching Lab, what makes me the most upset is how the senior leadership treated their team. I had unique access to all C-level employees and was consistently told how poor performing everyone was. Everyone was replaceable because it was easier to replace people than to train them. My decision to leave came after one particularly terrible conversation with a c-level leader who had been cruel, unreasonable, and unhelpful in the weeks leading up to my resignation. Mind you, I was about 90-days into my role and quickly feeling uneasy about one-on-one meetings with this leader. You never knew what mood they would be in and how they would judge your performance. Unpredictability in a manager is never good. When I tried to give this feedback in a compassionate and constructive manner, believing what I was told about an open culture of feedback and improvement, I was told it was me that was dismissive and underperforming. I filed my resignation the following morning. I told myself I would never be in another meeting with that leader, ever again. Upon sending the resignation I was told, “Well you have a lot of work to finish before your last day.” I, too, was replaceable! Did I do the work? Yes! Because I didn’t want to leave my team in a bind. The team I left at Teaching Lab was terrific and I still miss them. The mediocre money, the benefits, the working from home… none of it is worth that working environment. My advice: take another job.