John Swire & Sons Employee Reviews about "people"

Pros

If youre looking for career growth opportunities, there is an abundance here.

Cons

Some staff have been there a very long time and arent open to change.

Pros

1. Generally generous housing allowance outside of HK. 2. Varied job locations and roles, though some businesses are restricted geographically. 3. Easy access to senior managers when based in HQ, and a strong culture of mentorship. 4. Stable employer during crises

Cons

1. Junior pay bands have not been adjusted in many years. Basic pay is now uncompetitive, with many leaving to consultancy/tech firms as a result. 2. Contracts were cut significantly after 2013 (removal of educational allowances, and worse pensions). Senior managers did not take the same cuts, and it’s clear to new joiners how much worse their contracts are. 3. Maternity-related medical fees are not covered, and paternity leave is very low compared with European standards. 4. Often the regional offices you are seconded to have very conservative and hierarchical work cultures. Managers do not respect junior staff, expect you to be available 24/7, and make you fight to take holiday. 5. No ability to work remotely or flexibly in most offices, with local management resistant to change. 6. Managers are often promoted based on financial performance, and not interpersonal skills or ability to help others grow. 7. In certain businesses you will have few opportunities beyond sales roles. This leads to high performers quitting. 8. HQ is trying to give staff more control over their career direction, but many operating companies are ignoring this guidance.

Pros

If you are a Swire Management Programme hire you'll have incredible training and development opportunities, you'll be given assignments in diverse global locations and promoted rapidly. Lots of great people in the companies and in the head office - really bright, dedicated, fun. Very stable employer, riding out crises with a degree of comptenence.

Cons

Lacks a decent approach to DEI at a corporate level - and this shows. Good people (lots of women, but also men) do leave because of this. Group doesn't have a purpose beyond generating returns for shareholders, when this would be appropriate, possible, the right strategic move in 2022. High performing non SMP staff don't get the same access to training opportunities, and it can be very difficult to break into the groups of staff considered for advancement if you didn't come in as an SMP graduate.