Goldman Sachs International

Hidden mission statement
http://www.gs.com

Officially a Very Good
Company to Work For

Officially a Very Good
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Officially an Outstanding
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Officially an Outstanding
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Officially a World Class
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Officially a World Class
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Officially a Good
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Officially a Good
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Officially a Global*
Good Company
to Work For

Officially a Good
Company to Work For
Globally*

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9
Best Company to work for in the UK
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Best Company
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THE INTERESTS OF clients always come first, says Goldman Sachs International. Not far behind is the need to keep its employees happy. Second on the financial services firm's list of business principles reads: “Our assets are our people, capital and reputation. If any of these is ever diminished, the last is most difficult to restore.” One of the ways Goldman Sachs makes its employees feel valued is by listening to them. Due to what the company describes as “unprecedented levels of scrutiny and media attention” in recent years, it has introduced more ways of giving and receiving feedback. Examples include access to senior bosses via email and voicemail, as well as town hall meetings hosted by Michael Sherwood and Richard Gnodde, joint chief executives of Goldman Sachs's Europe, Middle East and Africa wing. About 2,000 people were involved in the first session in person, on the phone or via video conference and staff say they have confidence in the leadership skills of the senior management team (a 78% positive score, ranked top). A 75% factor score for Leadership questions in our survey is a result better than any of the other Best Big Companies. Senior managers are said to live the values of the organisation (76%) and the leadership runs the firm based on sound moral principles (77%). Staff feel proud to work for Goldman Sachs (82%) and say the company makes a positive difference to the world (69%). Almost half (46%) the Goldman Sachs workforce has been at the company for at least five years and this may be partly due to the pay; nearly three-quarters (73%) of people earn £55,000 or more and four out of 10 are paid more than £100,000 a year. The firm has two internal initiatives for developing staff. Pine Street offers leadership training, while the company's own Goldman Sachs University has courses taught in the classroom and over the internet to improve business and interpersonal skills. Experience gained from the job is valuable to staff's future (81%, the top rating) and people believe opportunities to learn and grow within this organisation are not limited

Featured Workplace Factors

Giving Something Back

95% of staff agreed

My organisation encourages charitable activities

Small businesses and social enterprises play a vital role in creating jobs and driving economic growth in the UK. The Goldman Sachs 10,000 Small Businesses UK programme offers leaders of small businesses and social enterprises business knowledge, skills and national support network to help them maximise their businesses' growth potential and create employment. Launched in Leeds in 2010, the programme has expanded to Manchester, Birmingham and London with approximately 400 participants. Delivered by leading business schools, the programme offers 100 hours of curriculum through which participants develop tailored business plans designed to guide strategy and secure capital. The programme is offered on a fully funded basis to small businesses and social enterprise leaders, who desire to grow their businesses, create local employment and have scalable business models.

My Company

93% of staff agreed

My work is an important part of my life

The Co-CEOs of Goldman Sachs in EMEA, supported by the European Management Committee, this year committed to hosting quarterly region-wide Townhalls to which all their people are invited and encouraged to attend. These one hour sessions serve as a point of reflection and allow senior management to discuss how their businesses and divisions are performing, the firm's forward strategy and to answer in person any questions or concerns. A new initiative this year has been to invite members of the European Management Committee to join their Co-CEOs at the Townhall sessions to provide a more in-depth look at some of the key themes and recent developments in their particular division.

Personal Growth

91% of staff agreed

The experience I gain from this job is valuable for my future

The Co-CEOs of Goldman Sachs in EMEA, supported by the European Management Committee, this year committed to hosting quarterly region-wide Townhalls to which all their people are invited and encouraged to attend. These one hour sessions serve as a point of reflection and allow senior management to discuss how their businesses and divisions are performing, the firm's forward strategy and to answer in person any questions or concerns. A new initiative this year has been to invite members of the European Management Committee to join their Co-CEOs at the Townhall sessions to provide a more in-depth look at some of the key themes and recent developments in their particular division.

Quick Facts

Organisation established in
Total number of employees
Number of UK locations
Employee average age
Male : Female employee ratio
Employees earning £35k+
Employee turnover (voluntary)

Benefits

Long Service

Companies where at least 40% of the staff have worked there for more than five years.

Maternity

Companies offering at least 10 weeks’ full pay or generous alternative.

Pensions

Companies offering a final salary scheme to all employees, or one in which the employer's contribution is at least 5%.

List Positions

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Best Small Companies to work for in the UK
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9
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9
Best Big Companies to work for in the UK
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9
Best NFP Organisations to work for in the UK
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