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International Rescue Committee

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Questionable work Ethics - Case Worker International Rescue Committee Employee Review

2.0
Nov 1, 2024
Recommend
CEO approval
Business Outlook

Pros

I've been some wonderful people.

Cons

Only way to get promoted or advanced is to be friends with the correct people or be the same ethnicity. Leadership expects you to meet unrealistic expectations. Pay is not at all equal to the work that is expected. Many unethical calls that leads Expect you to follow through with and if you don't, good luck. Some calls you don't realize are unethical unless you know the laws. They hire many past clients just to help them out and not because they are qualified for the job. They don't take reports seriously and say they will look into it but end up just giving you trainings to follow up on. IRC states they are about protecting staff first, but on many occasions have allowed clients to become hostile, rude, and aggressive towards employees and give the clients everything they ask for after such behaviors, rather than taking them out of the programs to keep staff safe. With it being so diverse the line of professionalism isn't fully understood.

Explore other reviews about International Rescue Committee

5.0
Mar 12, 2026
Recommend
CEO approval
Business Outlook

Pros

Had a wonderful time interacting with the students and coworkers. Really appreciate the work of the IRC in supporting migrants.

Cons

No Cons to speak of

2.0
Apr 22, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

You will meet some amazing and passionate people here who are truly there for the mission. Many came to this country as refugees and immigrants themselves and continue to devote their lives to helping others going through similar experiences. If you end up on the right team, it's an extremely rewarding job.

Cons

Unfortunately, the HQ upper management makes it a toxic place to work. VPs regularly undercut each other publicly (including at all-team meetings and gossiping negatively with staff), especially when potential job cuts were on the horizon. C-Suite didn't listen to staff concerns about upper management and didn't investigate major departures by dedicated staff who left due to poor management despite their dedication to the mission. Leaders picked favorites, ignoring work performance (excusing mediocre performance in some, having high standards for others), and preferred yes-men over staff who wanted to think more critically about the work. Projects were pushed too quickly, despite concerns that it could be detrimental to clients. Positions given to unqualified internal staff who wouldn't be interviewed for the role as external candidates. Senior leaders (director and above) are more focused on keeping their jobs than the mission and will use lower staff work for their own career growth/safety. DEI didn't seem to apply for senior leader roles, where there was little, if any, diversity.

4
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