The role itself is straightforward but highly repetitive, which can lead to a sense of monotony over time. Although the company presents itself as progressive, in practice there appear to be limited opportunities for meaningful career development—particularly for women.
During my time at Recorra, I noticed a consistent trend in promotional decisions that seemed to favour male colleagues. In several instances, men were promoted shortly after joining, while equally qualified women in similar roles were not offered the same advancement. I personally trained two male colleagues who were subsequently promoted to positions above me, without a clear path or rationale provided for others to follow.
While the company employs a significant number of women, this does not always translate into visible support for their progression. I proposed several initiatives that were well received, yet was clearly told I would not be considered for the roles involved. In one case, a capable female colleague was demoted despite her continued strong performance, due to personal circumstances. Another female manager, who consistently met expectations, faced the possibility of demotion—only to be replaced by a male successor who received higher pay and less scrutiny despite having lighter responsibilities.
There were also instances that raised concerns about the workplace culture. At a company event, I and others experienced inappropriate behaviour from a manager, which was not addressed. Additionally, repeated unwelcome conduct from a colleague was brought to HR’s attention, but no formal action was taken. These experiences suggest that the processes in place to ensure a respectful and safe working environment may need strengthening.
Although the leadership team includes both men and women, there is little evidence of substantial progress toward gender equity. Women often face higher barriers to recognition and advancement, whereas male colleagues tend to receive early support and trust in their roles.
The title of "Sustainability Consultant" may not accurately reflect the nature of the work. The position largely focuses on basic recycling outreach, hosting educational sessions, and sorting waste—rather than engaging in substantive work on topics like carbon accounting, Net Zero planning, or life cycle analysis. This might be important for those seeking a career path in sustainability-focused strategy or technical work.
Transparency around internal job opportunities could also be improved. A position became available that multiple team members would have been interested in, yet it was filled without a formal posting or communication to the wider team.
Lastly, perceived favouritism plays a notable role in advancement and recognition. Decisions regarding raises or role changes often seemed influenced by personal rapport with management, rather than performance or initiative.
