Steer clear - Anonymous Employee London Design & Engineering UTC Employee Review

Senior leadership and middle management often seemed driven by internal politics and self-interest rather than supporting staff. Favouritism was difficult to ignore, with louder or more visible employees rewarded while quieter, hardworking staff were frequently overlooked. At the same time, incompetence and poor performance often appeared to go unaddressed, which created frustration and damaged morale. Despite regularly promoting equality, diversity, and inclusion initiatives, the culture often felt performative rather than genuinely inclusive in practice. Staff concerns were not always taken seriously, and representation at leadership level did not necessarily translate into meaningful support or fairness across the organisation. HR felt ineffective and primarily focused on protecting the organisation instead of supporting employees. In a small team structure, this left little meaningful support when problems arose. Staff feedback was regularly ignored unless it aligned with decisions leadership had already made. Poor decision-making and inconsistent leadership had a noticeable impact on morale and wellbeing. While the organisation presents itself as ambitious and growth-focused, the internal culture made it difficult to feel valued, supported, or secure as an employee. Token gestures of appreciation (a box of chocolates at Christmas and an Easter Egg at Easter) did little to address the wider issues within the workplace culture.