Company: EY
Date: 2015-07-29
Overall rating: 1/5
Employment status: former
Experience level: Junior

An experienced hire's tomb
Pros: Salary tends to compensate for the lack of engagement and leadership, that can strongly be felt across the organization.
If liked by managers, higher quality and international mixed teams projects provide a good level of engagement.
Cons: A regional leadership not open to change and that cannot be challenged. 
Employee "engagement" is non-existing: delivery needs and deadlines are priorities, often beyond verifying if one is a good fit for the project's scope.
For the first time in my whole professional life I have been told to chase managers asking for engagements: feeling like if I had to beg for it, in order to maintain a sound utilization rate. This is not building "healthy competition" but grounding the morale and building frustration.
Absolute lack of an effective diversity program to handle a work environment that would call itself "international" and "equal".  Truth is ethnicities other than "local" are left out, and it seems that ethnical groups are left be and not encouraged to blend with the local culture.
The segregation between Irish and non-Irish employees is strongly felt in terms of lack of integration and performance evaluation equality. The number of relatives and siblings in the organization does not feel as "uninfluential".
Bullying and talking behind other's back was a reality: feedbacks never openly communicated by the leaders, end to impact employee's rating.

The sentence: "Whenever you join, however long you stay, the exceptional EY experience lasts a lifetime." is FALSE. 

"A better work environment", is a chimera that is not translated by local teams actions.