Company should review job match criteria rather than having excessive expectations on new joiner - Anonymous employee PACE OD Consulting Employee Review

I gained clarity over what it means to be kind and caring and not because I vote management as a good example.

The company talks a lot about “real leadership,” but in practice, authenticity only goes one way — the way that aligns with leadership’s Christian worldview. Bible study sessions and groupings divided employees into believers and non-believers, and there was no space for people who didn’t fit neatly into their categories. Post-Christian perspectives? Not welcome — that would trigger insecurity. Employees who held different beliefs or simply didn’t want to share their personal faith often felt uncomfortable, dismissed, or mischaracterized. My integrity and who I am as a person were challenged when I was told I wasn’t "authentic,” even though I couldn’t safely express myself without risking my job. Attempts to raise concerns were shut down and framed as negativity, even though leadership’s behavior — scolding, embarrassing employees, and creating situations that made people cry — was the real source of the negativity. In addition, personal boundaries were ignored. Leadership tried to set me up on a date with a coworker, recommended Christian dating websites, and pushed participation in workplace social events that went against my beliefs — for example, being asked to wear white in protest of Pink Dot, an event I support as a supporter of LGBTQ+ rights. Situations like these created an environment that was not only uncomfortable but inappropriate and emotionally taxing. In short, this is a workplace where the stated value of authenticity clashes with rigid religious expectations, psychological safety is lacking, and personal boundaries are not respected. Employees who don’t fit the narrow mold may find the environment stressful, exclusionary, and unsupportive. Also, the company has consistently showcased a facilitation faculty that hasn’t visibly evolved over the years, leading to a perception that the company is larger and more robust than it actually is.

I had great friendships with people that worked in this company. It was good to talk to them just to make sure that we were all not insane.

This is a toxic organization with narcissistic leadership that consistently fails to practice the organizational development principles it claims to support. When employees speak up about problems or express frustration, they are met with severe gaslighting—told they are “too negative,” that leadership “cares about them,” or that concerns reflect personal shortcomings rather than real organizational issues. The gaslighting is so pervasive that employees often talk privately among themselves to compare experiences and reality-check one another, simply to make sure they are not imagining things. That alone says a lot about the environment. Public scolding and shaming are used instead of constructive feedback. Psychological safety is essentially nonexistent, and employees quickly learn that authenticity is punished, not supported. A major red flag is the inappropriate blending of leadership’s personal Christian beliefs into the workplace. Religious values are implicitly used to shape behavior and expectations, creating pressure for employees to conform in order to be seen as “aligned.” From an HR and organizational ethics standpoint, this is unacceptable. People should be able to come to work without feeling they must modify their beliefs, identity, or emotional expression to feel safe. For a company claiming to work in organizational development, the internal culture is deeply misaligned, unprofessional, and harmful. I would strongly caution both prospective employees and clients. Until leadership addresses these systemic issues and separates personal ideology from workplace management, this organization lacks credibility.