I am conflicted about reviewing Kerry because it actually hurts me and my co-workers to not recommend the company. But it feels increasingly like we are compromising our integrity in interviews with job candidates by providing hopeful information about the culture and opportunities for advancement, especially when the new hires realizes the real story in 3 months.
Here's the real story...Kerry is dominated by accountants, men and the Irish. If you do not fit these criteria don't plan on advancing in a meaningful way or receiving support to positively affect change that helps the company break out of a short-term, it's-always-been-done-this way, where's-the-PO mentality. The only people that seem to make final decisions are at the regional president level; all other managers and executives are unsure of their area of responsibility, not confident enough to take a strong position on anything, and spend most of their time second guessing the actions their peers try to take.
Being resistant to change and advancing primarily male finance types is certainly not unheard of in corporate settings. Why not just move on? Because you're in the middle of nowhere and likely bought a house. But there's a risk if you stay -- many functions are years behind in approach, tools, talent, etc. so your skills decline and you become less marketable for your next position.
