Lloyds Banking Group reviews

Payrises lower than RPI Discrimination to colleagues from lower socio economic backgrounds, carers, mothers and those with disabilities All about who you know rather than what you know Permanent home working has been removed Bullying behaviour from Execs Managers who are under a lot of pressure and don't know how to look after their colleagues Corruption Risk Director saying that controls to safeguard colleagues and customers are prohibitive and should be removed (for bigger profit). Making people redundant if they can't work from an office twice a week due to health/caring commitments No career progression opportunities unless you're a graduate or come from an ethnic minority or can BS your way through an interview.

1. Compensation: The compensation is not competitive, especially considering this is a bank and not a non-profit or green energy/environmental organization. 2. Bonus Disparity: During the COVID-19 pandemic, when the share price was around 20p, senior management received significant bonuses. In contrast, the rest of the staff did not receive any bonuses, despite the share price now having more than doubled. 3. Wage Gap: The bank promotes itself as socially responsible, yet there is a stark wage disparity. The salary ratio of CEO Charlie Nunn to a regular employee is 140:1, meaning for every £1 he earns, a regular employee makes only £0.007. 4. Cost of Living Support: The bank provided limited support during the Cost of Living crisis, offering £1,000 as assistance, which many found insufficient. 5. Work Culture: The workplace culture leans heavily on political correctness, which can be stifling for some employees. 6. Cultural Values: The company recently updated its core values to include inclusivity and sustainability . . . why?