It comes as no surprise that such was the experience of an interviewee. It was important that he/she has spoken up and shared experiences as plainly as is possible. Such unprofessional and less than befitting behaviour of the apex leader of a non-profit, one that is affliated to the larger organisation with reputable and illustrious history of community service, is consistent. What was outlined in this sharing is similar to what goes on in operations and interactions - late for meetings due to over run, eating own lunch at meetings held at lunch time while others had to forego eating at lunch hour (with excuses or no apologies), impromptu drop in at interviews at will last minute or holding additional interviews privately without key personnels; basically intimidating behaviours that serve as gesture of warnings and pull-ranks when staff falls out of use, disagrees or questions/seems to be out of line with agenda. Certainly makes one question the importance of instilling dignity of work. We are not talking about Christian values even. Just basic, professional decorum. The organisation epouses dignity of work for adults. How about dignity of work for staff, and especially so for a social service organisation with religious links. How many have spoken up? How many couldn't? How is it that while signs are evident (high turnover), it is still operations as usual? Food for thought.