Accenture

I have been given multiple opportunities to work in a diverse work environment, as well as experience firsthand the cultures of fellow pupils. Beginning in my 3rd year with the company, I was able to travel abroad and soon after was able to take my family along to several other projects abroad.

The company has a good network and support system with great learning and training programs that allow advancement. As with any work environment, making connections is key.

Being a large and wide global organization, you need to be proactive in order to advance and make your presence valuable and felt amongst company leaders and peers.

Opportunities abroad may have obstacles that may take longer than protocol calls for, which has happened a few times.

Although many policies exist in the favor of employees, HR needs to be more proactive with their own policies and educated on how to work with an employee when unique situations arise, especially when the employee is a skilled and valuable part of the company, which in my case has not always been followed. This, in turn, has not only hurt my family and I’s future but also the company, as it gives less motivation to excel in their favor. This has been a case-by-case situation in my experience.

Another con includes leadership changes. Maintaining the continuity during leadership changes is important. As such, I’ve had between 5-10 management changes in the last 6-7 years.

The negative of this has been when important and life-changing events, such as moves or transfers, are in the process of finalizing or have needed to reach levels above. The advancement of said processes becomes disturbed or delayed due to change.

HR needs to be educated on its own policies, as well as trained to work with employees in special situations. Management also needs to push for employees who have rare and in-demand skills.

HR needs to pay and advance the opportunities for these employees and provide what they deserve, versus a standard template.