American Express Credit Risk reviews

Manager was incompetent and petty

During my time in the Commercial Credit Risk team in New York, I observed a strong predominance of employees of Indian origin across leadership and key decision-making roles. While diversity in itself is positive, the concentration created a workplace culture where non-Indian employees often felt excluded, overlooked for advancement, or less supported. Performance evaluations, promotions, and restructuring decisions sometimes appeared influenced by cultural alignment rather than transparent, merit-based criteria. Because much of the operational support comes from India, that dynamic occasionally reinforced the imbalance—those with shared cultural backgrounds tended to receive more guidance, visibility, and advocacy. For employees outside that network, career progression felt uncertain and discouraging, which affected morale and mental well-being. Attempts to raise these concerns through internal channels did not lead to meaningful change. Candidates considering roles here—especially those who value inclusive leadership and equitable development—may want to ask detailed questions about promotion practices, representation, mentorship, and how cross-border support is allocated.