By nature of the work that is done at UL Solutions, the company has a wide variety of roles with varied expectations, responsibilities, and what could be considered reasonable accommodations. Middle and upper management are incapable of understanding and adapting the modern working world. They attempt to enforce the same policies with respect to compensation, work arrangements, and key productivity indicators on employees whose work responsibilities are vastly different, and are extremely inflexible. This leads to a vicious cycle where the company hires in people at an entry level, retains them for ~5-8 years (the window in which their "one size fits all" approach is appropriate), and then watches as they walk out the door without making any attempt to stop them. Those in charge simply shrug and blame "factors outside of their control" when engagement and retention plummets once employees reach mid-career stage. This puts even more pressure on already-frustrated middle- and late-career employees who are now asked to cover even more ground. The rate of burnout for those between ~8-15 years of experience is extreme, and most will start looking for the door during that time period. Take any corporate lines about the "safety mission" with a grain of salt. UL Solutions is a for-profit company. Their main missions are revenue and profit; paying service to "safety" is the motivator that they use to drive that.
