NEOM reviews about "rac"

- nepotism - racism - lack of transparency - changing laws to benefit the employer - breaking of country laws - harassment and bullying evident and promoted by HR - project future uncertainty very high

Location (Remote) Nepotism Lack of leadership Fake sense of progress (no progress) Racism

- Significant Leadership Issues: Plenty of situations that show problems on the leadership (changes on objectives and strategies) and structure of the organisation leading to a very burocratic operation with conflicts at all levels. - Duplication on positions and contradictory objectives: Due to separated sectors and regions with complex objectives along all organisation, leads to the creation of duplicated positions looking for the same goals, creating grey areas everywhere. - Isolation & Limited Entertainment: NEOM is located in a remote area with limited entertainment options outside of work. This can lead to feelings of isolation and boredom for some employees. - Challenging Work Culture: Demanding and fast-paced work environment with long hours. Also exists a toxic or competitive work culture in most departments. - Uncertain Long-Term Prospects: As a relatively new project, the long-term viability and success of NEOM are still uncertain. This can create some job security concerns for employees. - Strict Social Norms: Saudi Arabia has conservative social norms and laws that employees need to be mindful of. This can be a significant adjustment for those coming from more liberal cultures. - Environmental Concerns: The construction and development of NEOM have raised environmental concerns, which might be a drawback for those passionate about sustainability. - Allegations of Misconduct: Serious allegations have surfaced against former CEO Nadhmi al-Nasr, including claims of abusive behavior, racism, and even threats of violence towards employees. These allegations contributed to his departure from NEOM in late 2024. - High Turnover: NEOM has seen a high turnover rate among senior management. This instability can create uncertainty and disrupt the project's progress. - Cultural Clashes: Managing a massive project with a diverse workforce from around the globe presents leadership challenges. There have been reports of cultural clashes and misunderstandings between management and employees. - Pressure to Deliver: The ambitious goals and timelines set for NEOM put immense pressure on leadership. This can potentially lead to a demanding and stressful work environment. - Transparency Concerns: Some employees have expressed concerns about a lack of transparency and communication from leadership regarding project updates, changes, and challenges. - Poor results on employee satisfaction surveys: HR has been handled in a very poor way, changes on benefits without taking into consideration the opinion of employees and the leadership problems have generated very poor results on engagement surveys without improvement.

- No overtime pay, yet typically 'expected' to work after hours almost every day. - Accommodation and housing issues in a place that has little to offer. - In the middle of no where, extremely long travelling and commuting involved (3+ hours minimum) and no plan to activate a nearby airport. - Relocation allowance and other benefits keeps getting less and less. - Politics and racism are very clear. - Poor HR team. - A complete and updated HR policy does not exist. - Sense of complacency and lack of appreciation. - As a Consultant/Contractor, you will suffer a lot, you do not exist and won't be covered in any benefit (travel allowance, housing, etc.) - Higher expectations, little leadership support. - No clear career path for entry levels, Saudis are automatically give less privileges, roles and career opportunities.

Nepotism, racism, lack of people respect, constant changes on benefits policy, toxic working environment, autocracy and people favoritism for promotion

I faced a difficult experience at the end. My potential went unused. Workload exceeded peers with higher pay. Communication across the organization lacked clarity. Trust in leadership stayed low. Issues labeled as rumors by executives later proved true. The restructuring process affected staff without European, British, or North American passports. Employees from Asia, Africa, or the so called Global South faced fewer privileges and less stability. Patterns of racism and xenophobia appeared among senior white leadership. The offboarding process caused major stress. Contract termination under restructuring led to pressure for rapid departure. Exit timelines and settlement figures lacked transparency. Questions received no response. Company wide communication performed poorly.

Most of the Senior Leadership are either out of their depth or have been dropped into positions that don’t actually exist. Director level hires brought in for projects that are years away from kicking off and are effectively paid handsomely for doing nothing. Bullying, micromanaging, backstabbing, nepotism, job stealing, favouritism, racism, lying, false advertising and anyone who whistleblows loses their job, HR are appalling and Saudi Labour law is ignored for ever changing company policies. Organisational changes almost monthly especially in operations due to blame culture. Work life balance made more difficult by the rule changes on Remote working and the limited costly flights from NEOM airport.