Givaudan reviews

1. Compliance - This area is rapidly deteriorating across every region and country. Weaker policies and local management gaining disproportionate control resulting in preferential discretion over compliance matters—raising the risk of compliance and potential influence by vested stakeholders. 2. Global Hotline / Helpline - Global compliance hotline, intended as a confidential channel for reporting misconduct or policy breaches, is also biased or compromised. This raises significant concerns about the company's commitment to transparency, accountability, and corrective action. It is also observed that 'Accused" gets 'taken care' even promoted and the 'Whistleblower" is punished. 3. Favoritism over Potential - There is a growing evidence in Givaudan that individual growth and advancement are influenced more heavily by how well one can court or appease stakeholders (“woo stakeholders”) rather than actual capability or merit. Furthermore, company that promote a multicultural, inclusive, and egalitarian workplace image has started prioritizing what is pleasing to internal audiences—thereby favoring optics over authentic empowerment. 4. Racisms is becoming a new norm - Recent observations indicate an unsettling trend within leadership and management: career advancement and team assignments appear increasingly driven by alignment with caste, creed, attire, or aesthetic appeal rather than genuine talent and merit. Company that once championed openness, cultural inclusivity, and merit-based progression now risk sliding into discriminatory behaviors—eroding trust and damaging overall organizational integrity. 5. Human By Nature - is just a tagline - it is also evident that the company’s conservative approach toward adding new workforce has resulted in a substantial increase in workload for existing employees. This sustained pressure is now having a significant impact on both the mental and physical health of staff members. While initiatives such as webinars on mental well-being are appreciated, they cannot substitute for the core measures that truly alleviate stress and enhance morale. The root causes — by expanding the workforce to distribute responsibilities more evenly and ensuring fair salary adjustments — will have a far greater and lasting effect on overall employee well-being and productivity. 6. Namesake "Human Resource" - This function is losing its independent and objective stance within the organization. Instead of acting as a balanced advocate for both employees and the company, HR appears constrained in its ability to address concerns openly and effectively. This shift has created an environment where instances of non-compliance, integrity issues, and favoritism are either overlooked or directly supported.

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