At American Express, 88 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 995 employee surveys, with a 90% confidence level and a margin of error of ± 2.54. It was published on Sep 8, 2017. 93376 Visitors

What Employees Say

I'm proud to tell others I work here.
93%
 
I feel good about the ways we contribute to the community.
92%
 
Management is honest and ethical in its business practices.
92%
 
I am able to take time off from work when I think it's necessary.
91%
 
People care about each other here.
89%
 

What They Do

We asked American Express to explain what they do. Here is what they had to say.

We are the world's largest global payments network, owning relationships with Card Members and merchants. We provide products and services to customers around the world, process millions of transactions daily, and drive more than $1 trillion in commerce a year.

About this Company

Website: www.americanexpress.com Industry: Financial Services & Insurance
US Headquarters: New York, New York, 10285 Major Locations: Phoenix, Arizona; Fort Lauderdale, Florida; Salt Lake City, Utah
US Employees: 20,431 US Revenues: $24,100 million
Worldwide Revenues: $32,100 million Employees Worldwide: 54,879
Corporate Structure: Public Stock Symbol: AXP
Founded: 1850

American Express has been awarded:

Best Workplaces in Financial Services & Insurance 2017 (ranked 13)

Best Workplaces for Giving Back 2017 (ranked 33)

Best Workplaces for Women 2017 (ranked 78)

Best Workplaces in New York 2017 (ranked 7)

Fortune 100 Best Companies to Work For 2017 (ranked 69)

Best Workplaces for Working Parents 2016 (ranked 41)


American Express Headquarters. Photo credit: Matt Rainey

Perks and Programs

We asked American Express to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Leadership Academy: At American Express, we believe leadership is for everyone. That’s why in 2017 we launched one of the most ambitious global leadership initiatives among Fortune 100 companies—the American Express Leadership Academy. Led by Human Resources in partnership with the business, the enterprise-wide program offers a progressive, curated collection of the very best tools, trainings, and processes in leadership development from across the company and from the world’s leading practitioners.
  • Enhanced Policies for New Parents: A newly enhanced Parental Leave Policy gives 20 weeks paid parental leave to both moms and dads welcoming a child through birth, adoption, or surrogacy, in addition to the six to eight weeks fully paid leave available to mothers following childbirth. Employees also receive reimbursement up to $35,000 for adoption/surrogacy expenses, up to a maximum of two events per employee.
  • Reward Blue: This global program encourages employees at every level to recognize colleagues’ everyday efforts, reward above-and-beyond results, and celebrate professional and personal accomplishments. It’s widely used across the company for both non-monetary recognition and the distribution of Blue Awards, redeemable for merchandise and gift cards.
  • Working Parent/Caregiver of the Year Award: American Express is continuously impressed by employee caregivers who make both career and family fit into their lives. This annual peer-nominated recognition program honors men and women who manage this fit with particular flair. Winners receive special recognition and 10,000 Blue Awards points, redeemable for merchandise and gift cards.
  • Healthy Living: This award-winning program promotes wellness through incentives, screenings and coaching for employees and family members. Most U.S. employees have access to on-site fitness centers and wellness centers providing annual physicals, emergency medical care, allergy and flu shots, over-the-counter medicines and more. Those working virtually can access licensed, board-certified physicians 24/7 via video chat.
  • Healthy Minds: Healthy Minds helps employees plan for life events, address personal issues, and manage everyday events impacting work, health and family — from embracing change to dealing with loss to coping with anxiety. On-site counselors are available to most employees, and video counseling provides easy access for virtual employees. There is even a telephonic meditation program!
  • Smart Saving: Whether employees are just starting to think about their finances or are financially savvy, this holistic initiative helps alleviate financial stress through a suite of easily-accessible programs and services, including free coaching, webinars and workshops and a range of activities around Global Smart Saving Month and America Saves Week.
  • Serve2Gether, Give2Gether, Green2Gether: At American Express, employees play a decisive role in social engagement. Through Serve2Gether, employees view and register for company-sponsored volunteer activities or post their own events and recruit colleagues to join them. Through Give2Gether, employee giving is magnified with a company match. Through Green2Gether, employees design and lead environmental initiatives.
  • Employee Networks: Sixteen organically-grown, employee-driven networks play an active role in many aspects of the business and culture at American Express, from recruitment to career development. Our Employee Networks act as ambassadors for diversity and include groups such as the Women’s Interest Network, the Millennial Network, Families at AmEx, and the Black Employee Network.
  • Employee-Driven Performance Management: American Express’ newly-revamped performance management process, developed based on feedback from employees and in partnership with them, includes high-impact goals; individualized career conversations and development plans; regular formal and informal check-ins throughout the year, and meaningful, pay-for-performance rewards.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 6% of salary79% Company-paid health coverage for employees (for U.S. employees scheduled to work 30 hours per week or more.)
68% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$2,800 Average Tuition Reimbursement $7,500 Maximum Tuition Reimbursement
Employees collaborate. Photo credit: RBPI.TV

WORK-LIFE BALANCE BY THE NUMBERS

28 days Paid time off after one year of full-time employment 28 days Paid time off after one year of part-time employment
28 Days Paid time off as of first day of full-time employment 28 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Job sharing
  • Compressed work weeks
  • Subsidized On- or Off-site Fitness (75% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities ('Free beverages (coffee, tea and water); subsidized lunch; personal concierge service; onsite package/mailing service; discount ticket sales; fitness classes; Weight Watchers meetings; convenience store; onsite banking/ATM; wellness coaches; onsite EAP counselors; Healthy Living option in cafeterias in major locations (receive additional subsidization); weekly subsidized healthy snacks; Technology concierge; physical therapy; free entry to museums with a Culture Card.)

FAMILY CARE BY THE NUMBERS

130 days Job-protected maternity leave (including FMLA/STD) 130 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
65 days Average length of maternity leave new mothers take100 days Job-protected paternity leave (including FMLA)
100 days Fully-paid paternity leave (does not include personal vacation or paid time off)*50 days Average length of paternity leave new fathers take
$35,000 Adoption benefit100 days Job-protected parental leave for adoptive parents (including FMLA)*
100 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

$36,000,000 Philanthropic donations in last year $6,000,000 Total company-matched employee donations in last year
Director of Sustainability Leads environmental impact team Third-Party Conducted Environmental impact audit
5 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Chief Diversity Officer is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 320 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Workforce Diversity

 
Employees at company Headquarters. Photo credit: Matt Rainey
 
Technology employees brainstorm. Photo credit: RBPI.TV

How to Get Hired

We asked American Express for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

American Express places high importance on recruiting employees who are a great fit with our organization. Our company relies heavily on teamwork, communication, leadership and interpersonal skills. From the initial assessment to the final selection, our hiring process focuses on these core areas to ensure a candidate will align well with our corporate culture.

What can prospective employees do to get your attention?

Prospective employees can engage with our brand on social media by following our company and staying abreast of all that is exciting and new at American Express.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

The company continues to build on our data science capabilities by investing in the latest big data technology and analytics, and recruiting the right talent. Engineers, programmers, analytical marketers and data scientists are roles we are actively recruiting for. We are also focused on our technology teams and infrastructure. Developers, coders, and product managers are roles we are actively recruiting for.

What should interested candidates do to find out more and get started?

We encourage candidates to visit careers.americanexpress.com, the Global Talent web portal that provides insight into life at American Express and the various career areas.   Easily browse jobs across lines of business and markets. The career site is loaded with videos, testimonials and photos. Get Referred gives candidates applying for open positions the opportunity to request referrals directly from American Express employees who are part of their LinkedIn networks.

Follow American Express

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