What Employees Say
People celebrate special events around here.
People here are willing to give extra to get the job done.
Management is honest and ethical in its business practices.
I'm proud to tell others I work here.
People here are given a lot of responsibility.
What They Do
We asked Oliver Wyman Group to explain what they do. Here is what they had to say.
Oliver Wyman is a leading global management consulting firm that combines deep industry knowledge and expertise, with close partnerships and relationships. We value exceptional people - people with intelligence, energy, passion, emotional sensitivity, and a commitment to excellence.
About this Company
| Website: http://www.oliverwyman.com/index.html|| Industry: Professional Services|
| US Headquarters: New York, New York, 10036|| US Sites: 15|
| Major Locations: New York, NY, New York, 10036; Boston, Massachusetts, 02116; Chicago, Illinois, 60606; San Francisco, California, 94111; Washington, District of Columbia, 20036; Dallas, Texas, 75201; Houston, Texas, 77002; Fort Worth, Texas, 76262; Hapeville, Georgia, 30354; Southfield, Michigan|| US Revenues: $766.4 million|
| Worldwide Revenues: $1,532.8 million|| Employees Worldwide: 4,031|
| Corporate Structure: Public|| Stock Symbol: MMC|
| Founded: 1984|
Perks and Programs
We asked Oliver Wyman Group to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.
- BOOST: Boost is a sponsorship program, that matches colleagues to someone more senior who will help guide them through their journey at Oliver Wyman before, during, and after parental leave. The sponsor and Participant craft a Parental Plan detailing expectations before leave, such as flexibility in travel, during leave, such as frequency of interaction, client coverage plans, plans for out of office notifications, and after leave, such as reduced work week, breastfeeding accommodations, reintegration plans. The program is not only open to all Consultants and Support Professionals, but also open to all genders. It’s a great way to maintain and ensure an inclusive and supportive environment for colleagues with families at our workplace.
- North America Soccer Tournament: Every year, Oliver Wyman sponsors the North American Soccer Tournament during the summer. The tournament is a World Cup style event, and every office is invited to participate in a day-long series of matches. Teams are created based on office or city proximity, and all receive a shirt that has their “team name” and last name on the back. Winner gets bragging rights and the chance to bring the Soccer “TrOWphy” back to their office, where it will remain for the rest of the year, and the Regional Leader will send an all North American staff email announcing the victory. In addition to the tournament, teams are asked to host a dinner on the Friday night so teammates can get to know one another. The Oliver Wyman Events team hosts Saturday night’s dinner, where players from all over North America converge for a night of socializing and fun!
- Employee Resource Groups: Our Employee Resource Groups (ERGs) are voluntary, employee-led groups that serve as a resource for their members and the firm by fostering a diverse, inclusive workplace. ERGs missions are aligned with organizational strategy, and business objectives, and focus on five key workstreams: community building (improving colleague engagement), inclusive culture building (heighten all staff engagement and increase I&D acumen for all), professional development (improving access to mentorship and leadership development for all), recruiting (developing and implementing strategies to ensure OW is an Employer of Choice for all talent pools), and external engagement (leveraging our ERG work and partnering with clients and community organizations). ERGs are open to all staff regardless of constituency. Our ERGs include: EMPOWERED (Employees of Oliver Wyman Enabling Racial and Ethnic Diversity), FLOW (Family Life at Oliver Wyman), GLOW (LGBT+ Colleague Network), IntrOW (Introversion at Oliver Wyman), VOW (Veterans of Oliver Wyman), and WOW (Women at Oliver Wyman)
- Support Professional Exchange: The Support Professional Exchange is a firm sponsored opportunity for Support Professionals to work for another Oliver Wyman office of their choosing for 2 weeks. The exchange offers a chance to network, build skills, and learn different office cultures and ways of working. Applicants must submit a response explaining how they’d benefit from the trip and submissions are shared with Support Professional global Function Leads who review and determine which entries will go into the lottery where selections are then made. Participants share their experiences in blog posts and it’s a great way to learn a little more about different office cultures!
- Flex OW: Flex OW is a way we offer sustainable, enjoyable and rewarding long-term careers. Our employees have diverse interest and personal needs, and we make every effort to support this. We’ve created the Flex OW program to allow employees to gain new skills and experiences, take additional time off, or participate in an internal rotation. Some examples of our Flex OW program are: non-profit fellowships (where employees can work for a non-profit organization developing new skills), Externships (employees can work for an external firm for 6-12 months), Internal Rotations/Specialist roles (consultants are given an opportunity to take on a internal role), MMC Rotations (consultants can take on a role with our sister companies), Sabbatical (unpaid leave), Enhanced Reduced Work Week (employees can work less than a standard work week for a time), and a 10/11 Month Year Program (employees can take a periodic break to pursue another interest)
- Way We Work: The Way We Work (WWW) is a set of standards, guides, and processes to facilitate project management for all projects at Oliver Wyman. The objective of the WWW guides are to help team members operate more effectively with each other, build stronger teams, and support a sustainable work-life-balance. These guides provide a common baseline for how we approach our work and how we can effectively communicate through open dialogue about work-life sustainability. Teams are encouraged to come together during initial kick-off meetings and discuss the guides by having a candid discussion about personal working styles and agree upon project expectations (how much flexible time for fitness, going to the client site only when needed, regular team events, etc.), and fill out a Work Life Quality Commitment Form. Employees are asked to submit a WWW Survey every month which asks four questions to ensure that agreements were upheld when possible.
- Oliver Wyman For Society: Oliver Wyman for Society is a three-pillared program (consisting of Social Impact, Community and Nonprofit Fellowships), aiming to make a significant, meaningful impact on the world. The first pillar is Social Impact: we offer our consulting services to organizations whose work improves communities and lives in local society. The second is community: colleagues donate time, money, and skills to organizations that are in need. The firm offers a “Paid Day Off” to volunteer each year either individually or as part of a team. The third is Nonprofit Fellowships: Oliver Wyman provides consultants the opportunity to take a paid leave up to six months and put their business skills to work at nonprofit organizations around the globe.
- Work Life Quality Awards: We’ve instituted the Work Life Quality Awards, as an ongoing focus on improving work life quality. The awards are for teams that exemplify the four pillars of Work Life Quality – enjoyable and impactful work, development opportunities, well managed teams, and the ability to have an active life outside work. Nominations are made by team members and all teams are eligible. The criteria to be considered is: benefits to colleagues (e.g. team morale, flexibility), benefits to output (e.g., quality of solution, applicability to other teams) benefits to client (e.g., impact of quality/quantity of deliverables, timing). Winning teams will receive $1000 per team member and a congratulatory email from the CEO, along with a Work Life Quality plaque.
- Work From Home Day: Oliver Wyman values good work life quality, and one way we foster that is by instituting the Work From Home policy. Support Professionals can work from home one day a week, and while regular work is expected to be fulfilled, the added flexibility is very helpful. Due to the nature of our business, Consultants are often required to be at the client site Monday through Thursday, so they are not typically eligible for the program.
- Oliver Wyman Academy: Oliver Wyman Academy is a two, non-consecutive week, global program bringing together experienced Engagements Managers and a select number of Support Professionals to study at both INSEAD and Wharton. The first week at INSEAD is grounded in fundamental business topics such as strategy, marketing, innovation and organizational behavior. The second week at Wharton builds on these fundamentals and covers how organizations and individuals make decisions using financial strategy, influence and negotiations
- Employee stock purchase plan (ESPP)
WORK-LIFE BALANCE BY THE NUMBERS
| 26 days Paid time off after one year of full-time employment|| 24 days Paid time off after one year of part-time employment|
| 10 days Paid sick days after one year of full-time employment|
FAMILY CARE BY THE NUMBERS
|70 days Average length of maternity leave new mothers take||40 days Job-protected paternity leave (including FMLA)|
|40 days Average length of paternity leave new fathers take||$10,000 Adoption benefit|
|40 days Job-protected parental leave for adoptive parents (including FMLA)*|
FAMILY CARE PROGRAMS
- On-site or near-site backup childcare center
- Paid sick leave to care for a child or relative
HEALTH INSURANCE COVERS
- Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
Community and Environmental Impact
| 8 hours Paid time off to volunteer|| $998,439 Philanthropic donations in last year|
| $190,000 Total company-matched employee donations in last year|| Senior Marketing Manager & Head of Internal Sustainability Leads environmental impact team|
| Third-Party Conducted Environmental impact audit|| 2 LEED certified building(s)|
| Yes Renewable energy program|| Yes Carbon offset program|
| Yes Recycling program|
- Global Head of Diversity and Engagement oversees diversity and inclusion practices
- 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
- 6 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
How to Get Hired
We asked Oliver Wyman Group 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?
We look for candidates with intellectual spark, curiosity, problem-solving skills, conscientiousness and the ability to learn rapidly on the job. An essential characteristic of those we hire is a spirit of teamwork and collaboration. As one of the Partners put it, "The great strength of OW is to attract exceptionally talented and entrepreneurial people and place them in a collaborative environment to help solve our client’s biggest challenges."
What can prospective employees do to get your attention?
Characteristics we’re looking for in the resumes of our candidates include drive and determination (as demonstrated by academic results, work experience, and extracurricular impact); leadership; and specific skills like quantitative analysis and communication. Note that we work to ensure our process is inclusive of students from all kinds of backgrounds.
Are there any positions or types of candidates you are particularly focused on hiring in this coming year?
Each year we focus on hiring a new cohort of entry level consultants straight from undergraduate degrees. We have a highly interactive campus recruiting team that spends months on campus finding the best candidates. In addition, we continue to focus on recruiting best in class Partners and Managers to help us execute the many projects that are requested of the firm.
What should interested candidates do to find out more and get started?
Interested candidates can visit our website at http://www.oliverwyman.com/careers.html to learn more about our culture and how to apply.
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