Pros
Not all teams at PPFA are toxic, and you'll meet some of the best, most passionate people here. The time off policy is generous, and the benefits in general are pretty good.
Cons
In recent years, I observed a growing disconnect between the organization’s public messaging around equity and inclusion and the experiences many employees had internally. While PPFA publicly acknowledged the racism tied to its legacy, many staff members felt that meaningful internal progress on equity and antiracism have stalled over time. DEI initiatives were deprioritized, Employee Resource Groups received reduced support, and many employees whose roles focused on equity and inclusion were impacted by layoffs or restructuring.
Several employees, particularly BIPOC staff, have expressed frustration with leadership practices that at times felt dismissive of feedback and overly focused on optics. Decision-making often felt disconnected from the day-to-day realities of teams, and many meetings resulted in limited clarity, follow-through, or accountability. Employee feedback mechanisms often did not appear to result in visible organizational change, which contributed to declining trust and morale across the organization.
The organization has experienced ongoing restructuring and multiple rounds of layoffs since 2023, creating a persistent sense of instability for many employees. I know of several individuals who were hired and laid off within relatively short periods of time.
Career growth and advancement opportunities also felt inconsistent. Some employees perceived that promotions and visibility were influenced more by internal relationships and organizational politics than by measurable performance or impact. Combined with frequent restructuring, this contributed to lower morale and uncertainty about the organization’s long-term direction.
Workplace flexibility also appeared unevenly distributed across levels of the organization. While some senior leaders maintained remote flexibility, many employees experienced increasing pressure around in-person expectations. Parents and caregivers, particularly newer parents, often struggled to balance workload demands with limited support from management.
Compensation was another common concern among staff. Outside of senior leadership roles, salaries often felt below market compared to similar organizations and responsibilities.
Ultimately, it was disappointing to work at an organization whose internal culture did not consistently reflect the progressive values it publicly championed.