Awful experience and treatment of long-term staff - Anonymous, Head Office Kubrick Group Employee Review

1. Redundancies and Lack of Support: Last year, approximately 60% of non-billing HQ staff were made redundant with only statutory pay. There was a lack of meaningful support provided for those affected: There was no proactive assistance with CV writing or job searching, and a last-minute CV workshop was only arranged after many had already left. Following the redundancy announcement, support from management was minimal. Many employees did not receive personal check-ins or inquiries about how they could be supported through this difficult period. 2. Work Pressure and Prioritization: After the redundancy announcement, teams faced intense pressure to maintain productivity to support those staying in the organization, while little support was offered to those leaving. Many felt the priority was more on easing transitions for those remaining than on helping departing employees. 3. Handling of Workplace Concerns: Concerns raised around microaggressions and inclusivity were not taken seriously by management from personal experience. 4. Limited Inclusivity in Leadership Programs: Kubrick positions itself as a diverse employer but does not provide targeted support or development for women, ethnic minorities, or neurodivergent staff. For example, a leadership course was recently offered for women, but it was restricted to those in technical roles, excluding others in leadership capacities. 5. Burnout and Employee Well-being: The pressure and lack of adequate support often led to burnout, with many employees taking extended sick leave, and others visibly distressed in the workplace. A common sentiment is that hard work goes unrecognized, and only those willing to work overtime or network with the leadership seem to advance. 6. Diversity and Inclusion Claims vs. Reality: Despite branding itself as a champion of diversity, the leadership team is mostly male and white, and the company offers limited opportunities for minority employees to advance or feel supported. If diversity is a priority, this should be reflected in proactive measures to elevate minority staff through training and mentorship rather than in marketing.