Aon

London

Total Offices: 36

61,599 Total Employees

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What's the Company Culture Like at Aon?

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Aon and has not been reviewed or approved by Aon.

What's the company culture like at Aon?

Strengths in collaboration, inclusion, flexibility, and development are accompanied by challenges in perceived pay equity, workload strain, and leadership clarity. Together, these dynamics suggest a supportive culture that can be undercut by uneven compensation, resourcing pressures, and inconsistent managerial execution, influencing how valued colleagues feel and their intent to stay.

Key Insight for Candidates

Defining pattern: Aon’s “Aon United” culture is engineered around Smart Working that privileges hybrid presence for belonging and recognition, while fully remote colleagues often feel less valued. This matters because in-person collaboration and visibility drive development, recognition, and retention at Aon; remote-only expectations risk disengagement.

Evidence in Action

Aon United One-Firm — The Aon United one-firm mindset mandates cross-solution teaming and shared accountability across geographies. Employees experience clearer collaboration norms, easier access to expertise, and recognition for enterprise outcomes rather than siloed wins.
Smart Working Hybrid Norms — Smart Working sets hybrid-first norms; internal sentiment shows fully remote employees are 52% more likely to feel undervalued than hybrid peers. Employees gain flexibility with team-defined in-office rhythms that balance belonging, mentoring, and client service.

Positive Themes About Aon

Collaborative & Supportive Culture: Teams emphasize a one-firm mindset with cross-solution collaboration and colleagues rallying to help each other. The Aon United approach and supportive supervisors are positioned as core to how work gets done.
People-First Culture: Flexible Smart Working options, inclusive practices, and meaningful benefits are designed to support work-life balance and belonging. Colleagues are encouraged to bring their authentic selves to work in a safe and respectful environment.
Learning & Knowledge Sharing: Professional development is often highlighted as a strength with leadership programs and opportunities to learn across teams. Exposure to meaningful, client-focused work supports ongoing growth.

Considerations About Aon

Favoritism & Inequity: Pay is considered low in certain roles and some feel undervalued, with hybrid workers perceived as the most valued compared to other workstyles. Limited salary growth without role changes contributes to perceived inequities.
Workload & Burnout: Job cuts and increased responsibilities leave remaining teams carrying heavier loads, leading to burnout. Tedious work and slow adoption of efficient processes amplify strain.
Poor Communication: Leadership direction is reported to get lost in translation, creating unclear guidance for teams. Promotions into management without adequate leadership skills hinder support for career progression and role clarity.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.