Avoid working for Slaight at ALL costs. - Research Analyst CAMH Employee Review

- Extremely high turnover rate (10+ Slaight employees quit or are forced out by management each year, despite doing amazing jobs) -Abusive practices and toxic leadership in management and senior leadership staff (name calling, forcing staff to gossip about each other, emotional and mental manipulation, scapegoating, management/leadership will spin an issue/complaint to blame the individual instead of taking a thoughtful approach to increase inefficiency, staff morale, and improve on processes/procedures); -Inefficient and coercive research recruitment practices (they will make you wait for hours in the hallways to hound clients at intake and follow up appointments); they actively tell staff not to tell clients that they have a choice to speak to research (informed consent is not always emphasized, e.g., expectations for inexperienced/not trained staff to complete informed consent for multiple studies, expectations to approach clients who say no multiple times to research studies, not telling clients that their screening information will be entered and kept in a database indefinitely etc.); you will be commonly placed in ethical dilemmas/binds (i.e., recruitment numbers are the most important over client welfare); if you complain about processes/procedures, you will become the problem and management will find a way to blame you and then subsequently replace you (often times with someone with less experience who won't know any better, without changing any of their practices). There is a culture of perceived (and potential actual) threat if you choose to speak up to or against Slaight in any manner. - Burdensome workload - you will be expected to take on excessive overtime (without the proper pay) - Work atmosphere is not conducive to promoting and maintaining the mental health and well-being of staff (I have seen many Slaight research staff cry on the job due the above reasons) - Please avoid accepting any roles involved with Slaight research, these are all systemic, ongoing issues that have existed since the advent of Slaight research a few years ago (many HR and union complaints have gone unheard with no changes to management and leadership).