Not great - Anonymous Employee State Street Employee Review

Formal Organisational Culture and Leadership Review This review reflects serious concerns regarding leadership culture, employee treatment, career progression transparency, and organisational integrity. Mandatory Office Policy and Leadership Tone The enforcement of four mandatory office days, accompanied by messaging implying that employees who disagree are free to leave, reflects a rigid and dismissive leadership approach. Such communication signals a lack of engagement, empathy, and respect for workforce diversity of circumstances. It discourages open dialogue and undermines psychological safety within the organisation. Compensation and Reward Structure There appears to be a consistent absence of meaningful pay progression for a significant portion of employees. The perception that salary increases are effectively non-existent, while senior leadership receives double-digit percentage increases, creates a visible imbalance. This disparity erodes morale, damages trust, and reinforces the belief that contributions at operational levels are undervalued. Workforce Reductions and Transformation Narrative The announcement of 9,000 job reductions under the banner of global transformation has intensified uncertainty and anxiety across teams. While strategic restructuring may be necessary in evolving markets, the execution and communication lack transparency and reassurance. Employees are left questioning long-term stability and leadership accountability. Recruitment and Career Progression Transparency There is a perceived absence of transparent criteria for internal recruitment and promotion. Career progression appears inconsistent and, in some cases, influenced by favouritism or informal networks rather than measurable performance metrics. Such perceptions, whether intended or not, are highly damaging to organisational credibility. Diversity and Gender Representation in Senior Roles A noticeable pattern of male-dominated promotions into senior roles has raised concerns about equality and inclusivity. Leadership pipelines should reflect diversity across gender and background. When promotion outcomes repeatedly lack balance, it raises legitimate questions regarding unconscious bias, structural barriers, or inequitable decision-making processes. Overall Cultural Assessment The cumulative impact of rigid policy enforcement, limited pay progression, large-scale redundancies, and opaque advancement pathways creates an environment where employee engagement is significantly challenged. Talented individuals may feel their efforts are not recognised or rewarded, leading to disengagement and potential attrition of high-performing staff.