Run, don't walk (away) - Anonymous employee GLAAD Employee Review

2.0
18 Feb 2019
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Some of your co-workers are nice.

Cons

Working at GLAAD is in a lot of ways the worst of both worlds: you've got the lousy salary of a non-profit job, combined with the expectations, dumb office politics, and corporate soullessness of a white collar job. As has been said by other reviews, there is essentially zero long-term planning or vision here. The CEO and c-suite are more concerned with PR-friendly "wins" than they are with sustainable programming. Management is constantly just chasing whatever the latest trend is, with no ideas beyond making numbers for the current quarter. Insane levels of staff turnover, especially for an organization this small. You are never shocked when you get the "Jane Doe will be leaving the organization" email, or when someone tells you that this is their last week. Middle management is a revolving door. Lean, nonsensical budgets. Departments get told to do more with less, while money gets dumped into consultants and cosmetic office renovations.

Explore other reviews about GLAAD

5.0
25 Jun 2024
Recommend
CEO approval
Business outlook

Pros

Makes a difference for underrepresented communities

Cons

Change is sometimes slow to occur

1.0
29 Oct 2025
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

There are some great people to work with.

Cons

I genuinely don’t know where the money raised actually goes. Lack of clear structure or standard operating procedures across teams, leading to burnout, confusion, and duplicated efforts. Creative and brand leadership is undervalued and often expected to carry an outsized workload without corresponding support or compensation. Leadership lacks transparency, often making decisions in silos with little communication or collaboration across departments. Requests for resources or support are frequently delayed or dismissed, despite repeated advocacy. Budget cuts disproportionately affect high-performing teams, leading to talent loss and stalled momentum. Long-term strategic goals are often deprioritized in favor of reactive, last-minute work—leaving little room for innovation or growth.

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