BRAC IT – A Playground for Power, Favoritism, and Toxic Culture
by Project Management
8RAC IT
Negative
These counter-statements show how BRAC IT current management handle feedback, reflecting the mindset of the CEO, the Head of Delivery and Governance, the CTO, and the Head of Employee Experience, QA, and Admin. the CEO and HoD Delivery and Governance often silence employees through direct or indirect threats of termination, creating a culture where speaking up feels risky.
BRAC IT has relied heavily on BRAC as its main client for years. It’s not competitors damaging your reputation – it’s your own biased practices, favoritism, and internal power struggles.
You’ve created a culture that values loyalty over merit, encouraging small, exclusive groups, free mixing, unprofessional behavior, and ignoring genuine concerns. Instead of building a professional work environment, the focus has shifted to normalizing behaviors like drinking, promoting free mixing, party-like culture, and surrounding yourself with people who support your decisions, right or wrong, rather than those who are genuinely skilled.
The CEO often uses his connections with senior figures of BRAC to avoid accountability, mentioning these links to suppress dissent. The Head of Delivery and Governance, despite having limited leadership skills, was hired to a senior role, largely due to his loyalty to the current acting CEO and personal connections. His past behavior, including reported arrogance and unprofessional conduct, has created a toxic work environment where even female colleagues hesitate to speak up, fearing job insecurity. He reportedly secured his position through personal influence rather than merit, leveraging his network to gain power.
Meanwhile, loyal but unskilled hires are brought in to support the personal agendas of the leadership, creating a culture where real talent is sidelined, and genuine employees are overburdened, handling both their own work and the work of these favored but less competent colleagues.
This toxic culture is eroding the company’s long-term reputation, making it a place for chilling and enjoyment rather than real work and growth.