William Grant & Sons Reviews

Cons

Lack of system and consequently data’. They also need to work on the diversity and inclusion agenda

Cons

Not enough promotion opportunities within the company

Cons

CMO is a narcissist, uninspiring, serves his own agenda.

Cons

Lots of fixed term contracts Some processes stuck in the past Information reporting overload

Cons

The ability to supply products is not great. Salaries are average

Cons

Management can be inflexible and trying to force office working

Cons

Currently being run by eccentric family member who is both chairman and CEO, has zero emotional intelligence, has no idea how to foster a positive company culture, and running business like a manufacturing arm - obsessed with process and compliance. Losing some of their top talent, especially the women leaders. D&I agenda is not existent. HR function is weak.

Cons

There is currently no real 'leadership' with key positions constantly reacting and chasing their tails, this is demotivating the entire workforce. People management and communications skills are severely lacking across the leadership levels. Huge lack of alignment with the acting CEO and marketing management team, possibly too many 'yes' people in posts which means chaos has trickled downwards. Lack of accountability, transparency, honesty, needs a staffing shake-up to ensure fresh perspectives are welcomed, heard and actioned. Psychological safety is non existent. It's not currently a great place for women, too many micro aggressions from a day to day old school boys club, too many behind the scenes 'mates' conversations rather than upfront feedback at the time. Echoing other people's comments regarding the archaic culture, this fuels the lack of safe space to offer/receive feedback. Curiosity and learning can be seen as fiercely threatening meaning newcomers leave after a short tenure. The company's digital transformation ambitions are admirable and long overdue but the current structure is not fit for purpose and frustratingly very few things get off the ground to their full potential. Company values are disregarded, for example 'Embracing difference' is one of the company's core values, arguably it currently embraces anything but- background, gender, ethnicity or skillset wise... there's a mould you should fit to be heard. Diversity and equality are also met with token communications and no tangible action. On the shaky foundation of an already poor gender pay report, no CMO in post, a piecemeal and poorly communicated disguised restructure over the course of a year, numerous women leaders and great talent have since left out of choice, often without roles to go to.

Cons

If you're interested in joining an Old Boys Club, that prevents women and minorities from being truly successful, then this is the place to be! Do you like talking about buzz words you don't believe in, like Digital Transformation, Tech, and Data? If yes, then you will thrive here. At William Grant and Sons, the only thing moving forward is cycle of rebranding The Grants Operating Model to another name that promotes nothing meaningful or tangible to the employee, its just a phrase used to make you believe the company, the chairman, and your boss, are behind moving this company forward - the reality is that the dial isn't moving forward at all. This company is very divided, operating like two very different businesses. You have the one side that sits in Scotland and believes they are the core and heart of everything, and the side that sits in London that is fast paced and awake to the current state of affairs. And between the two sides, there is very little respect or love. The chairman runs the business with ample amounts off distain, distrust and disrespect for all - directly challenging your salary by claiming you make too and are not worth it. This partly comes from the fact that he believes everyone in the company is cheating him out of revenue and profit that belongs solely in his pocket.

Cons

Poor excuses for why top management is still white and male. Opportunities for women are limited or dampened down by comments related to “strength” and requirements suggesting aggression is more preferable to technical ability. Incredibly BBU finance not questioned why top talent has left and the remaining white middle class British males have been promoted into central team roles at the expense of strong young talent.