Norfolk Southern is a legacy company, but unfortunately, its internal culture—especially in the marketing and transportation departments—remains stuck in the past. While the company has made public efforts to appear modern and inclusive, those surface-level changes haven’t addressed deeper cultural issues that continue to affect employees.
The reality is that respect for the workforce is minimal. Leadership often operates with a sense of entitlement and apathy, and promotions are frequently tied to internal politics, favoritism, and personal connections rather than merit or performance. There is a particularly troubling dynamic within leadership where inappropriate relationships—specifically sexual acts in exchange for advancement—have played a role in who gets promoted. This isn’t speculation; it’s an open secret within certain departments, and it fosters a deeply toxic and unsafe work environment, particularly for women and new hires.
Nepotism also plays a significant role. Many roles in the marketing department, from senior leaders to mid-level staff, have been inherited or handed out through internal deals rather than earned through skill or experience. New employees are often left to fend for themselves, as knowledge sharing is discouraged in an environment where job security depends on hoarding information.
While the company’s move to 650 W. Peachtree in Atlanta and the introduction of remote work policies may look innovative on the surface, they have not meaningfully changed the internal culture. If anything, they’ve helped mask ongoing issues.
This review isn’t fueled by resentment—it’s shared out of a genuine desire to help others avoid the mental and emotional toll this environment can take. If you’re considering a role here, particularly in marketing or transportation, know what you’re walking into. There are better companies out there—ones that value integrity, transparency, and real talent.
