• Strong micromanagement culture across departments; lack of trust is systemic and affects autonomy, motivation, and efficiency.
• Workplace culture is highly competitive; colleagues may seek recognition at the expense of others’ work.
• Diversity and inclusion are mostly performative. Language and cultural barriers lead to exclusion, while initiatives like “Yellow Day” focus on appearances rather than real action against discrimination.
• Management and leadership often lack external experience; many leaders have spent their entire careers at BRP, limiting openness to new ideas, modern leadership practices, and human values.
• Expertise and professional background are frequently overlooked, leading to frustration and disengagement.
• Workload distribution is unfair; responsibilities increase without discussion, recognition, or proper support.
• Movement between buildings or teams is unnecessarily restricted, even when justified.
• Salary practices are inconsistent; Latino and immigrant employees are often underpaid compared to their responsibilities and experience.
• Buildings are poorly maintained and often dirty, with little visible upkeep.
• Overall, the lack of trust, excessive control, and weak leadership overshadow individual talent and effort.