My experience sheds light on deeply rooted issues within People 2.0‘s approach to handling employee concerns—especially those related to diversity, inclusion, mental health accommodations, and equitable treatment. Instead of fostering an environment where employees feel safe to voice challenges and be heard without judgment, People 2.0’s response reflected a rigid, bureaucratic posture that prioritized optics over empathy. The tone throughout their communication was impersonal and dismissive, failing to acknowledge the real emotional and psychological impact these situations have on individuals navigating work while managing health-related difficulties. When an employee raises concerns about discrimination, bias, or the need for medical support, the goal should be dialogue and resolution, not discrediting or diminishing their experience. Unfortunately, rather than embracing accountability or exploring ways to support growth and well-being, the leadership team at People 2.0 chose to frame feedback as resistance and requests for clarity as complaints. This reflects a larger culture where power dynamics overshadow compassion, and policy is weaponized to silence rather than to support. A truly great organization does not merely react to concerns—it proactively builds a culture of trust, psychological safety, and continuous improvement. That requires humility, emotional intelligence, and the willingness to engage in difficult conversations with sincerity. When companies like People 2.0 ignore the voices of those struggling or treat legitimate concerns as disruptions, they create not only a toxic workplace—but a reputation that precedes them. I share this not out of bitterness, but from a place of sincere hope that People 2.0 will take this moment to reflect deeply and recommit itself to being better—for its current employees, and for the future it claims to be building. Real leadership is not shown in how companies praise themselves—but in how they respond when someone says, “Something is not right.”

I’ve work with Michelle Beepat for many years and she’s great! I’m not sure why the other review said something different. Even if someone is out of the office others make sure to follow up.