CGI Is A Dysfunctional, Blended Family - Multimedia Specialist CGI Employee Review

2.0
21 Mar 2014
Recommend
CEO approval
Business outlook

Pros

This is a very stable company. With so many markets and regions under its divisions, CGI can provide the option of transfers in your immediate area or around the country. For those with varied IT interests, you have many options here. Also, CGI provides the benefits that employees who've worked in the professional corporate environment are used to: health care, life crisis solutions (free counseling, adoption support) and internal professional mentoring (if you're not on one of the contracts).

Cons

CGI has doubled in size since it acquired my former company 4 years ago through subsequent mergers. If you work on a contract in the federal side of the business, you will feel like a stepchild. I work on one of the most high-profile defense projects and we've had 4 Program Managers i just over 2 years. Only one stayed close to a year. But the turnover is seen throughout our office. There is zero harmony or morale among our ranks. And ideas to revitalize our respective departments are often overlooked.

Explore other reviews about CGI

5.0
1 Jul 2026
Recommend
CEO approval
Business outlook

Pros

work life balance was great

Cons

Little ability to move up in career

1.0
16 Jun 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

no specific positives to highlight from my perspective

Cons

I worked at CGI in both India and the USA and observed similar workplace culture concerns across both locations. The only real difference was HR—India HR felt more supportive, while my experience with USA HR was disappointing. My employment ended shortly after maternity leave due to an alleged “lack of projects,” which I experienced as a layoff. I also observed what appeared to be misuse of position by some leaders, including blurred professional boundaries, preferential treatment, and expectations that went beyond normal workplace roles—at times resembling personal-assistant-style demands rather than professional conduct. Surprisingly, I also noticed inconsistent “policies” applied differently to different individuals. In some cases, it felt like the rules changed depending on who you were. When leadership became aware that someone was related to another employee in the organization, it sometimes felt like that person was singled out or targeted rather than treated objectively. Overall, these practices—whether through inconsistent treatment, perceived power misuse, or favoritism—undermine trust, damage workplace culture, and raise serious concerns about fairness and professionalism.

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