Danish Refugee Council reviews

Wish to have higher position in the future

A lack of transparency in decisions and processes — staff are often left in the dark about key choices and appointments. Cronyism is rampant — roles frequently go to friends, contacts, or those within certain circles rather than the most qualified candidates. This is especially the case for the RSMT who were handpicked by the Regional Director based on previously working together and friendships. Regional Director surrounds himself with "yes" people who are unable to critically question anything, but simply go along with plans. Key decisions are made to avoid certain people in the Regional Director's inner circle losing their jobs; hiring process are not transparent and designed for friends of the regional director to move into new positions in the region. Hiring based on personal connections, not merit, undermines morale and performance across the organization. People with influence are able to tailor job descriptions to their own skill set and ensure recruitment process favor them being moved into the role. Decisions are made arbitrarily, often at the whim of senior leadership, without discussion, rationale, or consideration of actual needs or evidence. The Middle East Regional Office has become a toxic environment, where open communication and accountability are absent. Regional Leadership show no genuine leadership skills — their focus seems to be on appeasing headquarters rather than supporting staff or advancing the mission. A worrying loss of ethics and humanitarian principles within the regional leadership team — the values that once defined the organization are being ignored. The entire organization is full of career ladder climbers who network and stick around in DRC based not on merit, but the people they know and the staff that they are able to suck up to. This is demonstrable everywhere, from Copenhagen down to the field level. This spirit is embodies by the MENA Regional Director.