Pros
Reposting this because it looks like ISACA has convinced employees to come give it 5 star reviews (7 five star reviews in the span of 2 weeks when previously there were only 7 five star reviews total in the last 4 years) The people and team members are wonderful, and many colleagues are genuinely dedicated to their work. Some departments offer a collaborative environment where employees can thrive, despite the overarching issues. Do you want to work for a NONPROFIT that retains one of the top 10 largest law firms in the U.S. and made over $2 BILLION in 2023? Who they use to intimidate current and former employees. Do you want to work somewhere that is currently hiring for: 1. General Counsel 2. Contract Attorney 3. Director of Enterprise Risk Management 4. Vendor Manager 5. Vice President of Product 6. Senior Product Manager 7. Strategic Account Executive to backfill a role that they “eliminated” less than a month ago for someone who had been in the position a decade? 8. Chief People Officer 5 of these roles left or were “eliminated” within the last 5 months” the other are brand new. I think that tells you all you need to know.
Cons
Rampant Favoritism: Favoritism towards specific employees is pervasive, making it clear that dedication and hard work alone are not enough to succeed or feel secure in your position. Unethical Severance Practices: Employees are forced to stay on and train their replacements for months before receiving their severance packages. It’s a humiliating and demoralizing process, knowing you're no longer wanted. Toxic “People & Culture” Department: The department responsible for employee well-being is distrusted and gaslights those who raise concerns. Inappropriate behavior by "People & Culture" staff is tolerated, creating a toxic work environment. Inconsistent Policy Enforcement: Budget allocation is highly inconsistent, with some departments receiving endless funds while critical areas struggle to operate. This inconsistency creates inefficiencies and resentment among staff. Not to mention spending upwards of $3M on big 4 consultants after laying off 1/3 of the company. Lack of Knowledge Sharing: There's a noticeable absence of transparency and willingness to share knowledge among some employees, leading to silos and confusion. Critical processes are often undocumented, causing unnecessary disruptions. Business Decisions Driven by Fear: The organization operates under a culture of fear, where business decisions are often driven by a fear of litigation rather than what’s best for the company or its employees. ISACA is frequently bullied by bad actors into changing policies and altering their business model out of fear of legal repercussions, further eroding the company's stability and integrity. Unjust Layoff Practices: The recent restructuring led to the abrupt layoff of many employees, including those who were crucial to ongoing projects. This not only impacted morale but also left significant gaps in workflows, jeopardizing the completion of major projects. ISACA prides itself on valuing its people but you’re only valued if you keep your head down, shut up, and kiss up to the right leadership. Long-Lasting Impact of Layoffs: Even a year later, employees are still feeling the negative effects of the reduction in force. However, the CEO and leadership seem eager to move on, disregarding the ongoing challenges and the low morale that persists. Rehiring Former Employee at a Higher Pay Rate: A full-time employee who quit the organization was rehired as a contractor because leadership believed he was the only one who could do the job. Now, he's making more money than before, further demonstrating the inconsistent and questionable decision-making at the leadership level. Lack of Career Growth: There are limited opportunities for genuine professional growth, with no clear promotion plan or growth programs. The evolving bonus structure each year creates an unpredictable and unfair reward system. Poor Compensation: Many employees, including myself, are underpaid, and job offers from other companies were significantly higher. The company promises career growth and compensation improvements but consistently fails to deliver. Ineffective Executive Leadership: Executive leadership is out of touch with the realities of the organization. Promotions are often based on allegiance rather than merit, and decision-making occurs in a vacuum, disregarding the experience and input of staff. Practice of "writing up" employees who voice concerns, push back, or step on the toes of the wrong VP or Executive (which prevents you from getting a bonus). Litigious against former Partners and Former Employees. Will bury you in litigation from their giant retained law firm. Will move the "goal posts" and change the rules to keep people they don't like from doing things while also retaining some of the worst people imaginable.