Work hard, get paid less - Events Casa Raudha Women Home Employee Review

A small team setting for those who prefer working in a very tiny organization.

Hostility Toward Accountability: If you point out discrepancies or errors, expect the Executive Director (ED) to become annoyed with you rather than addressing the root cause. Instead of holding the responsible parties accountable, the "messenger" is penalized. This creates a defensive environment where mistakes are hidden rather than fixed. Lack of Compliance & PDPA Standards: There is a blatant disregard for professional compliance and PDPA (Personal Data Protection Act) regulations. If you value data integrity and legal standards, the negligence here will be a major cause for concern. Stifled Creativity & Echo Chamber: Outspoken or creative individuals should stay away. The culture rewards total compliance; staff simply nod and agree with the ED to avoid conflict. No one dares to take initiative, as original thought is discouraged. Communication Breakdown: Information is passed through third parties like a "telephone game." When key details are inevitably missed, management blames the employee for not being a "mind reader," rather than taking responsibility for their broken communication chain. Logistical Disregard: Management has zero respect for your time. It is common to be ordered to change office locations while mid-commute, with no accountability for the wasted time or transport costs. Volatile Leadership & Privacy Issues: The ED’s unpredictable mood swings create a "walking on eggshells" atmosphere. Additionally, the "open-door policy" is used to pry into your personal life. Introverts who maintain professional boundaries are unfairly labeled as "difficult." High Turnover: Zero autonomy and micromanagement have led to a systemic turnover issue. Most staff leave the moment their contract ends; it is rare to see anyone stay beyond two years.

1) Passionate ground staff who are genuinely dedicated to helping survivors of domestic violence. 2) Opportunities to build cross-functional skills quickly due to lean teams. 3) The cause is meaningful and impactful,there’s a strong sense of purpose in the work.

Toxic leadership: All decisions, big or small, must go through the Executive Director, who micromanages every aspect of work. Staff are not trusted to make even basic decisions. Lack of transparency: There is a lack of clear governance. Feedback is neither welcomed nor acted upon. High turnover: Many staff leave within MONTHS. Culture of fear and intimidation contributes to a deeply demoralising work environment. Unsustainable workload: Small teams are stretched thin with unrealistic expectations and no support for wellbeing. No professional growth: Suggestions for improvement are often dismissed. Limited mentorship or developmental opportunities.