My experience within the PAC Advance division was disappointing due to concerns surrounding leadership practices, communication, and workplace culture. Expectations and role responsibilities were often unclear, with limited direction and inconsistent communication from management. Decision-making frequently appeared subjective, and policies were not always applied consistently across team members.
There was a noticeable perception of favoritism within leadership, which negatively impacted team morale and trust. In one instance, a team member was promoted into a leadership role without a transparent application or selection process, leaving other qualified team members without the opportunity to express interest. This created concerns regarding fairness and organizational transparency.
Additionally, leadership often appeared to rely heavily on the perspectives of select individuals rather than seeking input from the broader team. This contributed to an environment where employees felt unheard and undervalued. I found some leaders to be unapproachable and inconsistent in their interactions, which made it difficult to foster open communication and collaboration.
The overall culture within the department did not reflect the values of integrity, inclusion, and respect that I expected from the organization. At times, I perceived undertones and behaviors that raised concerns about equity and fairness in the workplace. Ultimately, the work environment became so discouraging that I chose to resign without securing another position first a decision I did not make lightly.
One experience that particularly impacted my perception of the culture involved receiving corrective feedback after a team outing, including criticism for not walking with the group during a duck tour. This feedback was accompanied by statements that I had made team members feel "uncomfortable," yet no specific examples, behaviors, or opportunities for meaningful discussion were provided. I saved this document for reference and to support this claim.
As the only Black male on the team, this experience left me questioning whether unconscious bias may have influenced how I was perceived and evaluated. Rather than addressing concerns through open dialogue and objective performance-based feedback, conclusions appeared to be drawn without transparency or adequate context. Experiences such as this contributed to a workplace environment where I did not feel fully supported, respected, or afforded the same benefit of the doubt as others.
