SGS reviews

Lack of transparency around career progression and promotion criteria Employees were often encouraged to take on additional responsibilities (such as training, safety roles, or departmental initiatives) but these did not necessarily translate into advancement opportunities Communication from management could sometimes be inconsistent, with information shared in meetings later being contradicted or explained differently Unequal access to opportunities such as external audits, client-facing activities, or certain resources (e.g., laptops), without clear explanation of how these were allocated Concerns about workspace conditions and productivity were sometimes dismissed rather than addressed constructively Policies and expectations described during formal processes did not always appear to align clearly with how decisions were later implemented Outcomes of formal processes did not always seem fully aligned with the expectations or guidance that had been communicated beforehand There appeared to be a disconnect between stated company values and day-to-day management practices