Toronto Metropolitan University reviews

- rapidly growing departments means that people who were hired in non-managerial positions are now supervising staff, even though they have no managerial training - nothing was done to address my workplace bully (who actually worked within the HR department) - Ryerson places a lot of pride in offering things that make employees happy (benefits, employee assistance programs, course reimbursement) because they want to be able to show that they're a great place to work, but if you're being harassed by someone at work, who cares. They have their statement saying they won't tolerate harassment in the workplace but did nothing to stop it or even address it.

Working at DMZ feels like being trapped in a never-ending, dysfunctional student group project. The real issue lies with damaging leadership, especially from the Executive Director, who has transformed DMZ into his vanity project. This department relies entirely on endless university funds and external sponsorships, with little to no meaningful oversight from the university. The Executive Director is more interested in playing leader than actually leading. Consumed with building his personal brand, he neglects the genuine advancement of DMZ or the university. With no real-world tech or leadership background, he creates a toxic culture where ego trumps effectiveness. He travels extensively at the university's expense, makes arbitrary hiring and firing decisions, and collects a comfortable salary without providing true guidance and growth to his staff. A lack of employee recognition extends throughout the organization. The Executive Director’s self-promotion, media appearances, and writings are ghostwritten by staff, who receive no credit or appreciation. Even several successful startups affiliated with DMZ have requested to distance themselves, as DMZ often takes undue credit for their achievements. DMZ operates on a fear-based culture where only “yes” people last. Misogyny is prevalent, and this toxic behaviour is also perpetuated by some women in leadership. Many employees are driven to tears by relentless negativity and lack of support. High turnover rates show that talented individuals leave. Those who stay, including recent graduates, Canadian newcomers, and long-term staff (who have known no other workplace) often don’t realize better opportunities exist. Staff are unappreciated, underutilized, berated, and exploited. The union has labeled DMZ as one of the university’s worst departments, and reviews since 2017 confirm little improvement. Buzzwords are abundant, but actual strategy is nonexistent. There’s no data collection, no metrics, no performance reviews, and no clear vision, hence, the obsession with in-office presence; it isn’t about productivity, but control as a poor attempt to cover up incompetence. Policies change at whim, inconsistencies are rampant, and trust in employees is minimal. If you’re looking for a real tech career, DMZ isn’t the place. Seek opportunities elsewhere where you’ll gain real-world experience, fair compensation, and career growth. DMZ is a prime example of the damage unchecked toxic leadership can inflict. The environment is disorganized, hostile, and lacks meaningful mentorship. If you value integrity, true leadership, and a supportive workplace, go elsewhere.