Ashland Inc Employee Reviews
Out of 42 Ashland Inc employee reviews, 73% were positive. The remaining 27% were constructive reviews with the goal of helping Ashland Inc improve their work culture.
What does the leadership team need to get better at?
Treating their employees better...Seems it is always about the company and little about the worker anymore ..completely different than it was when the original owner of the company was alive.
More attention should be paid to employees' ideas and concerns.
Prioritizing retention and employee development from the bottom-up. Middle management destroys efforts of diversity and inclusion by relegating minorities to the least priority and least visible tasks. Leaders should mentor and formally sponsor minority employees at the entry levels.
Implementing changes in a fashion that is clear and exact.
Why do you feel undervalued and what would make you feel better about your compensation?
If I am paid the wage I am owed instead of being given the run around about why I havent received a raise when others around me have started off making more that I do
The global director stated to my face that my gender and race would prevent me from advancing in this company. I am not recognized for the business value that I bring no matter how well-documented it is, and am severely underpaid. Salary should be a respectable amount to reflect my efforts.
What do your coworkers need to improve and how could you work together better?
They could stop under-utilizing my talents and skills, or assuming that I know nothing or need to be micro-managed. Acknowledging the work that I do and my capability as an employee would also improve relations and communication greatly.
What needs to change to make the company culture better?
Have set paths of development for employees, and encourage development of all useful business skills such as foreign language learning, project management, or participation in corporate social responsibility and corporate citizenship efforts. Employees excel when not seen as confined to one role.
What would you improve about your company's interview process?
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What's going wrong and how can it be improved?
Out-dated attitudes about race and gender prevail, and top talent is not being retained. If Ashland doesn't aggressively promote from within, in a few short years the company won't exist. If young techs keep leaving and older scientists keep retiring, there will be no R&D, for example.
Current job security uncertainty within the company as large changes are being made.
What would you most like to see improved at your company?
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