Toxic Leadership, Favouritism, and an Ineffective HR Culture
Pros
A few genuine and capable colleagues who try to do the right thing. The Santander brand name still carries some weight externally, though that’s where the positives end.
Cons
I was headhunted from a competitor — but quickly realised I had been brought in as little more than a trophy hire. After recruiting me, the department head barely engaged with me, struggled to remember my name, and actively held back my development and visibility within the team. The culture tolerated bullying, favouritism, and exclusion, with certain individuals rewarded for personal connections rather than contribution. A close friend of leadership, recruited without interview, took credit, awards, and opportunities — including international trips — for work others delivered. Diversity and inclusion felt performative at best. Minority employees had limited access to genuine development opportunities, and subtle discriminatory behaviour went unchallenged. When I raised serious concerns with HR and even through whistleblowing channels, nothing was done. HR showed little interest, despite clear evidence and documentation. It felt like the systems in place were designed to protect senior leaders rather than employees. Adding to this, the three-month notice period — even for staff with just a year’s service — is outdated and punitive.
