development Job Reviews
Women who work in development departments have an overall job satisfaction level of 3.3, 64.3% of them believe there is gender equality in their firms, and make an average salary range of $50k-$80k.
There are more females in leadership roles at Related (though not C level) than at many other real estate developers of similar size and prominence.
Not a flexible work environment unless your direct supervisor is flexible. No official work from home policy. Additionally, managers do not always respect time off (evenings, vacations, etc.) and a lot of times will give you unrealistic deadlines which means you work late or work from home. Many older women in the Development Department are very unprofessional (fighting, name calling, yelling) and are not mentors for younger women in the Department. Although the Museum is led by a woman, and there are many women in leadership positions, concerns and complaints are not taken seriously when you address them with the appropriate department (HR or Chief of Staff, etc.). I would not recommend working for this employer due to the toxic work enviornment and limited opportunites for professional growth.
Fantastic place to work with large percentage of female leadership. However, parental policies could use improvement - no paid maternity leave, limited to 12 weeks unpaid FMLA, and many teams do not allow flex hours or working from home.
There are a lot of women working here, and many in leadership roles. However the Board is mostly male and hired another male CEO. Lots of people work here for years and years and years. Which can be good and bad. Maybe not much opportunity for growth and advancement.
Great NGO run by a majority of women in senior management positions. C suite are all women who have done great things with the mission of the organization and for the staff. Women are promoted to all levels of the organization.
Duke is the largest employer in the county. The University has a diverse workforce but upper management is dominated by white men. Pay is lower than the private sector but job security is the trade off. Benefits and time off are excellent and management is very flexible with schedules and childcare situations. Pay grades are public knowledge with rates posted on the university's internal website. The annual review process is very old school but it holds managers to only rewarding a limited number of employees an "excellent" rating. All others are relegated to acceptable even if their work is superior.
When I started at Recurly, I was the only woman on my team, the only woman who was a developer, and the only Front-End Developer. Because *some* back-end developers believe that front-end development is "easier", I sometimes felt like some of them saw me as the dev with training wheels. To their credit, most of the other developers were kind, generous with their time, and supportive. Their intentions were good. Frustratingly, though, they would never put a penny into diversity initiatives I brought to them. The response was always the sameâ€”I'd bring a request to sponsor a conference or the like, I was told they'd "think about it", and every follow-up was met with the same. Additionally, I recruited a (male) front-end developer with similar experience to me who ultimately was offered $15k more than me. (anyone at Recurly is going to know who I am by this review. That's okay. I guess.)
The expectation is that everyone works to the bone-- especially those in management. But everyone is subject to the bosses' fits of rage, inappropriate outbursts, etc. She didn't understand that sometimes, when you have kids, you would like to go home to them at night.
It's a traditional technology company in that women occupy predominantly lower-paid support roles. Several female colleagues have perceived an expectation that female staff are expected to be motherly, emotionally supportive, deferential, and passive when interacting with male colleaguesâ€”including the CEO. Assertiveness is viewed as confrontational behavior and "not being a team player." As such, women are rarely considered for leadership roles here are not promoted at the same rate as men.
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