Redpath frequently made promises that were later walked back or not honoured. NOT FAMILY FRIENDLY!The good thingsSeltzer water on tap
The challengesMany commitments and assurances were made during recruitment and onboarding that were not followed through on in practice
Significant disconnect between what is promised and the day-to-day reality of the role
Advice and direction from health and safety leadership often appeared theoretical and disconnected from real-world operational or medical contexts
Ongoing interpersonal and cultural issues created friction across teams, including with injured workers and operational staff
Raising concerns frequently felt unsupported and became an ongoing source of stress rather than resolution
There is also a strong need for leadership roles, particularly in health and advisory functions, to be grounded in practical, real-world experience and to actively engage with workers and stakeholders rather than operate in isolation. Addressing cultural issues early would significantly improve morale and reduce unnecessary conflict.