Leadership—particularly the CEO (JG)—shows clear favouritism toward a particular profile: white males with private-school backgrounds. There are multiple examples of hires fitting this description who progress rapidly through the company, receiving roles and promotions despite having significantly less relevant experience than others.
The gender balance has shifted for the worse. Many women have left, and it’s not surprising why. As a woman, progression is extremely limited; you are far more likely to be held back than developed. Career growth feels reserved for those who fit the CEO’s preferred demographic.
The culture of idea-sharing that once existed is gone. The Content team, led by one of JG’s favored individuals, receives seemingly unlimited resourcing, while the rest of the business is expected to achieve increasingly demanding targets with minimal support. This imbalance removes any sense of satisfaction or motivation from roles that were once fulfilling.
Benefits are minimal. Maternity support is as basic as it gets, and bonuses are tied to unrealistic targets that were never likely to be reached.
