Oxford University Press reviews

3.4

57% would recommend to a friend

(1,231 total reviews)
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Nigel Portwood

53% approve of CEO

35% positive business outlook

Oxford University Press has an employee rating of 3.4 out of 5 stars, based on 1,231 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Oxford University Press employee rating is in line with the average (within 1 standard deviation) for employers within the Education industry (3.7 stars).

Reviews by job title

1K reviews
2.0
Jul 6, 2016
Recommend
CEO approval
Business Outlook

Pros

Good benefits, many smart colleagues, good learning experience

Cons

Low pay, inflexible policies, poor work-life balance, high turnover, impossible workload, ineffective and dishonest management, constant IT-related problems

1.0
Aug 21, 2020
Recommend
CEO approval
Business Outlook

Pros

If you are an assistant, or starting in an entry-level position that pays a poverty wage—please know that every other assistant will move heaven and earth to help you. They’ll train you on everything that matters (and anything else that requires training—there isn’t a single systems trainer in the NY office). They will tell you which male editors to avoid at the holiday party, they’ll help you find a contract from 2009 because high-profile academics are berating you and you have 200 other books under contract assigned to you and *somehow* it’s all yours to fix. They’ll tell you to leave your cubicle and take a break when you’re close to tears, and they’ll toast you wholeheartedly with cheap alcohol hidden in filing cabinets when you’re fired, pushed out, or “choose” to leave of your own will because you have bills to pay and your hair is falling out. But before that happens, please also know they’ll be behind you and fighting with you.

Cons

If you ask Oxford University Press what their stance is on a starting wage of $30k in NYC with unpaid OT expected but never acknowledged, or the fact that this non-profit makes a HEFTY profit that’s then sent back to Oxford University as a cash surplus (you know, since Oxford has historically been hard up for money...), or their long history of imperialism and racism, or how most of the editorial board meetings are simply a rerun of a Mad Men episode meant to illustrate how things were in “the past,” or the rampant violations of basic employment law or standard HR compliance, or the fact that the most prestigious and well-respected University press in the world is just...an utter disappointment to anyone with a love of teaching, writing, editing, or just...creating things that have a purpose and do something? Well, OUP’s answer would be: “Oxford.” Truly, that’s the beginning and end of their business strategy, let along their approach to community engagement—“Oxford. O-X-F-O-R-D.” You want to know why books published by OUP have ISBNs? Underpaid assistants. You want to know why these books have covers to show to the world? Longtime talent in the design department. You want to know who makes it so that these books are printed and distributed? Manufacturing. And still, OUP has one answer, and one answer only—and they know it will not be enough.

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Oxford University Press Response
5y
Thank you for getting in touch. As you can imagine, some of the issues you raised here are a real cause for concern and I’d like to address a few of them directly. 1. Firstly, on your comments about salary and reward, the entry-level salary figure you cite is no longer accurate, following earlier adjustments to increase assistant salaries well above that level. Furthermore, we remain actively focused on entry-level salaries and are working to take additional actions, even within the context of the current challenges posed by the pandemic. 2. Secondly, you raised some points around imperialism and racism, particularly in relation to our history. As is the case for many organizations at the moment, this is a topic that has been widely discussed at OUP over the last few months. Presently, in the US, we have carried out a series of listening sessions with our BIPOC employee base and, across our offices worldwide, we are in the process of carrying out similar exercises. Through these, we hope to identify tangible and immediate steps to support diversity and inclusion, and workplace culture, across OUP. We also continue to implement more inclusive recruitment practices and run global inclusion workshops to tackle unconscious bias. As a core value, we do not tolerate racism, prejudice, or harassment in any form, and are committed to anti-racist principles. 3. Finally, I was really concerned to read your reference to violations of employment law and HR compliance. Unpaid overtime is not expected and, in fact, we frequently emphasize—at briefings, in communications—that everyone who works OT should be paid for it. If you would be willing, I would encourage you to reach out to us directly (glassdoor@oup.com) or to our Speak UP hotline (https://wrs.expolink.co.uk/speakupoup) to tell us more about the specifics of this so that we can do something about any such instances. I really hope you will consider getting in touch. Best wishes, David Clark Managing Director, Academic Division
2.0
Oct 20, 2018
Recommend
CEO approval
Business Outlook

Pros

One star because a lot of the younger people in entry level are cool, intelligent, and nice. There were a few office committees and events which provided a much needed opportunity for social decompression. Second star because the second manager I had was a vast improvement on the first, although I still didn't receive much help with moving up in the company, and the president of the NYC office is as earnest as he is charming (really though - he was the only mentor I did have).

Cons

There's absolutely no diversity, the managers are incompetent at best and downright abusive at worst (it was mostly worst). I was yelled at, gossipped about, left off of emails and meetings, not because I ever received a poor performance review (I didn't, rather all my reviews were glowing), but because the editors and upper management are egotistical, self-centered, bratty, and resistant to feedback. I spent many, many days crying or having panic attacks at or after work. The office is permeated by white feminism, cisheteronormativity, and a flagrant condescension that floats through the air in a WASPy mist of passive aggression. Naive post-college kids, armed with fancy publishing course certificates and Daddy's extra income, come in week after week being told that they will move up, that being good at their jobs will take them far, that if they don't want to take the job for peanut salaries, then some other rich white kid living in Chelsea will be right around the corner and one day become the next star editor of Nobody Reads These Books, published Spring 2032. In reality, no one is promoted, the pay is beyond laughable even if you do move up, and the amount of money you'll spend on therapy to feed your emptied soul negates it anyway. No, in reality you'll spend a few years being verbally abused by crusty Eurocentric editors, each more pseudo-liberal than the last, before you realize you DESERVE BETTER and get out fast as you can for a real job.

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Oxford University Press Response
7y
Thank you for sharing your feedback, though it is disconcerting for us to read. Some of the issues you raise—especially regarding the diversity of our workforce—are ones we’re actively addressing and on which we’ve made tangible progress in recent years, thanks in no small part to the investment and passion of our people. We have numerous committees and initiatives focusing on inclusion, workplace culture, content, and recruitment and retention, and we are making considerable strides in our New York office. However, experience suggests that there are peaks and valleys in any such transformation work, and we still have a lot of work to do. Regarding your point about people being promoted, it’s important to note that many of our editors have risen to their current roles from entry-level positions; we are very fortunate at OUP to have so many talented people working with us. We hope that our people may use their positions and experiences at OUP as a springboard to their next job whether within OUP or outside of the organization. We are sorry that your experience here wasn’t more positive, and would welcome the opportunity to discuss your feedback further. You can get in touch by emailing glassdoor@oup.com.
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