Supervisors regularly take full credit for work produced by regular workers. Management successes are highlighted at company meetings, so if you're director or higher, you're good to go. Ethics are thrown by the wayside. If upper management has the perception that all other companies are doing something, we get orders to do the same regardless of whether it actually works. The organization's culture is slightly aggressive in that if you don't like someone or something they've done, you can demand proof of direct ROI and they have to deliver immediately or lose.
Support from management
Company leadership is most interested in improving individuals' personal brands, not interested with what is going on with the "little people" generally. There are exceptions in management, but they are not the norm.
It depends what department you are in, and whether that department is headed by insecure management.
Director level and above gets access to sufficient information. Below that, information is delivered on a need-to-know basis at best.
The company provides the absolute minimum maternal leave that it can get away with in the industry. There are two women in director positions, and both of them get checked for not being deferential enough at times. Equality is not a major company priority or value.
Attitude towards older colleagues
Older workers are privately described as "complacent". Older engineers are valued for their experience. Older non-engineers are thought of as not being fresh or eager enough.
Professional development is not actively encouraged. Anyone wishing to take advantage of professional development resources, especially outside of upper management or engineering, must write an ROI justification before and after.
Overall compensation for your work
The pay and benefits are industry standard. Employees in some offices get better perks than others.
Office / Work Environment
Depends on which department and office you work for. Some get better treatment than others. Almost everyone gets the tools they need to do their work.
The company position is not to take a stand at all on any controversial position. "Whatever makes us money" is the backbone of the company's direction.
Mandatory crunch time and overtime depend on office and department. The VPs make the rules.
Employees don't view the company as a horrible place to work, but neither are they very loyal to it. "At least it's not EA or Zynga" is a common sentiment.
The company is in a near-constant state of reorganization, with new layers of management being added consistently. Each new manager rearranges staff to fit their needs. Job stability depends on your department and the perceived direct ROI of your department within the greater organization. Although, it takes the organization quite a long time to move when a coworker underperforms on a regular basis.
Yes and no. Management sometimes takes credit for work product in which they had no involvement other than to ask, "Where are we on this?"
Inclusive / Diverse
The company is trying to become more diverse, but isn't doing well at it. Women are being sourced for traditionally "female" jobs but not for engineering positions. Women are frequently nitpicked for tone, while men get praised for aggressive communications and behavior.