Career advancement happens when someone else leaves or gets fired. Aon management gives a LOT of rhetoric on talent development and retention, but you never see any of the practices in play. My manager does not want to see me promoted/transferred (as upper management says they like to see happen) because it would mean her losing someone on her staff.
Aon has blindly invested heavily in building their own internal software program, only to spend the last 6+ years doing nothing but fixing problems with it. Even if all problems were resolved, they'd be left with a program that would have been considered outdated 10 years ago.
