Since the bank has made a series of cuts over the last few years, a lot of the stronger employees have moved away to pursue other opportunities. This has been seen across all levels. This has left behind a very mixed cohort of employees and managers, and created a stale and unhealthy "every person for themselves" environment out of worry about the risk of further cuts. It has allowed unhealthy office politics to thrive.
Retention of junior talent is very poor, facilitated by a more "selfish" culture. The bank doesn't look after juniors enough and workplace gender diversity is poor. Compensation and benefits are no longer competitive in the industry, so a lot of juniors leave quickly.
Career progression experience has been primarily negative; good managers who care about individual progression are very rare. It can be difficult to feel valued, depending on culture established by managers in the team. Roles and opportunities also vary extensively in different teams, which makes career progression unbalanced.
It can be more about who can speak the loudest, rather than recognizing talents. For example talented engineers are not as well appreciated as those in more exposed roles who rub shoulders with the right people. Observed a lot of sucking up to managers to get recognized, and it creates a toxic environment.
