Anheuser-Busch reviews

1) Old boys club network is still very present in anything else but the company narrative. Diversity is an absolute must for the statistics and executives non stop are pitching stories about ESG but on the floor that never really changed the toxic boys club mentality, sadly. ESG is a calculated, strategic necessity to protect the so-called "license to operate". In reality this can be best seen as a family company that had a great ride for 10-15 years and is now searching for a new wave, hesitant to let go what worked and or to embrace what could work. A good example is the hesitance on a flexible work policy - when AmBev introduced open offices in a time that everyone was doing individual offices with doors, that was new ... now ... offices are wired differently and the company needs to adapt. all it can do is to come up with weak statements such as "at the office we work together - really? is that why we rarely talk and only talk ppt?) and political things as ... officially you need to come to work but don't worry we will not check - that is weak and against the published DNA of the company 2) Company has absorbed way too many brands and cannot run all of them so super important to understand whether this is a brand that is supported or just said to be supported.

The very same pros are also some of the biggest cons: People, Business Experience and Learning Opportunity. Unfortunately, not every person is amazing and like many places, there are few self-centered, inner-focused individuals and some of them happen to be in leadership roles. The result of these leadership choices has led to growth and development being based on personal-bias and not meritocracy. In the last year alone, there have been at least 4 promotions to individuals who lack the experience and/or company time that other more qualified and better suited while leadership refused to address or explain the choices. They also did not hold open interviews for any of those roles nor did they ask any colleagues to gauge interest if others would have interest in those roles. Morale is heavily impacted when growth is not based on meritocracy. Many of previously mentioned amazing people are stuck with no where to grow within the department as leadership has said they will "help them develop" or "help them find learning opportunities," but ultimately leave the employees to find their own way to grow and develop. Lastly, the company does annual engagement surveys and scores for leadership in this department have continually declined. Unfortunately, the decline is ignored and many of the comments made by employees anonymously are ignored. Additionally, the culture in this department favors a high school environment like a continuous popularity contest. If you do not follow the "popular" group's mold or cater to leadership's exact direction, you are immediately label and in turn your career is put on the back burner. This type of culture does not inspire creative or out of the box thinking. There have been several individuals who have left, been forced to leave or have changed departments as a result of this leadership team, mainly due to the two female directors (hoping the people team can use their detective hats to solve this). This review will likely result in an impromptu meeting being called and this same leadership team saying things like "we are here for all of you", "you can always come to us, we have an open-door policy" and "please be honest with us so we can improve" and then be followed by a scolding like previous meetings they have called.