Rewarding - Anonymous employee LGBT Foundation Employee Review

Officers and coordinators, do the best they can in the circumstances handed to them.

Where to start? - Management, heads of, directors, managing directors, CEO.... none of them on the front line, none of them can relate to us, and get paid so much more to make decisions that do not affect them. - Constantly reminded that it's our job to fundraise to keep the company afloat (not in the fundraising team btw) - Where does the contract money go? To "core"? Would love to see how the money from council/NHS contracts gets split between the services, core and SLT pockets. - CEO, sorry Dr CEO, only wants yes men and women (very few trans and enby around him) to tell him how inspirational he is, have 2 PAs to run after him and remind people of how important and connected he is.

The organisations mission sounds admirable on paper. Some frontline staff users are genuinely committed to service users (indigo team). You’ll learn resilience, if nothing else.

Working here felt a bit like shouting into the void—my manager was more elusive than helpful, often “working from home” or in endless meetings that made contact nearly impossible. Leadership seemed more focused on chasing the next contract than actually supporting existing services (or staff, for that matter). The co-working space had all the warmth of a high school clique reunion—friendly, but only if you fit their very narrow mold of “inclusivity.” My team, disappointingly, often discussed service users in unprofessional and negative ways—deeply unsettling in a support-based environment. The organisation prides itself on delivering multiple services, but it’s very much a “jack of all trades, master of none” situation. The result? A diluted impact that ultimately fails those it’s supposed to serve. There’s a noticeable culture of flattery and sycophancy—staff queuing up to polish the boots of anyone with a job title in the hope of vague recognition. Cringe levels: high. As for the CEO—imagine a TED Talk where the only subject is himself, peppered with name-drops of minor celebrities like confetti. Not exactly inspiring leadership. HR? A masterclass in gaslighting, followed by a sudden appeal to neurodiversity when held accountable—an incredibly disappointing misuse of language meant to promote understanding, not avoid responsibility. In short: come for the mission, stay for the chaos—if you must. Just bring your own sense of ethics and a working BS detector.