What's the Company Culture Like at Equitable?

Key Insight for Candidates

• Adaptability & Agility: A push toward agile ways of working and modernization is emphasized, including approaches like OKRs, design thinking, and adaptive leadership. The culture is framed as more nimble and performance-minded post–spin-off, which can appeal to self-starters.
• Learning & Knowledge Sharing: Continuous learning is positioned as a core cultural element through talent programs, licensing support, and structured development pathways. Mobility and training investments are presented as ways to build skills and confidence over time.
• High Morale & Engagement: Internal engagement is characterized as strong, with pride, intent to stay, and advocacy used as core indicators of employee experience. External workplace recognition and employee comments about feeling welcomed and heard reinforce a generally supportive baseline in parts of the organization.

• High-Pressure & Micromanaging Culture: Field advisory work is repeatedly characterized as production- and prospecting-heavy, with a commission-driven environment that can feel demanding. A “numbers-driven” dynamic is described as potentially making people feel replaceable if results do not materialize quickly.
• Favoritism & Inequity: Concerns appear around uneven fairness and equitable treatment, including specific claims of underemployment and underpayment for certain groups. Perceived drift away from inclusion themes is also cited as a risk to consistency of day-to-day experience.
• Low Morale & Disengagement: Sentiment is depicted as uneven, with some narratives describing dissatisfaction, stress, and high turnover in certain areas. Inconsistency by team and manager is presented as a major source of variability in how supported employees feel.