September - December 2015 Edition 3 £4.50 / €5.00
The Essential Network Alan Haywood, BP Group Treasurer wins WIBF Award
Corporate Members Platinum
Gold
Contents
Features 4-5
Millennial Women
6
City Profile, Meet Pinar Parlar
8
Distinguished Profile, Meet Sharon Lewis, Partner, International Debt Capital Markets, Hogan Lovells
13 - 24
18th Annual Awards for Achievement Luncheon
27
Industry Expert Series, Why integrity matters, Rebecca Doodson, Ethics & Integrity at CISI
Women on Boards 9
Women on Boards Profile, Meet Jennifer Taylor, Chief Operating Officer, EMEA Bank of America Merrill Lynch
10
How to find the right networks for your NED career, Heather White
Business Focus 7
The Investor of tomorrow: a shift in age and gender, Pamela McIntyre, Head of Banking Audit, KPMG
Career Management 11 - 12
Returnships: a route back to work for senior women in financial services after an extended career break, Miranda Abraham
26
Alumni Networks and my Sloan journey, Kirsten Zverina
WIBF Reviews 28
Book and Gadget Reviews
Events 29 – 33 Regional Previews and Reviews 34 – 35 Forthcoming Regional Diaries
Women in Banking and Finance Magazine
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Editor
Marian Costello Editor-in-Chief
Welcome to the WIBF Essential Network Magazine, amazingly this is the last edition of 2015. Where did the year go, did you achieve all the goals that you had set yourself? Did you make the most of all the opportunities that WIBF offers you? Do check out our programme of events both in this magazine and on the website, www.wibf.org.uk for additional events that did not make the magazine. There is a centre spread pull-out on the recent WIBF 18th Annual Awards for you to read and keep. There are lots of photos who do you recognise? 12th June 2015 was a historic day for WIBF as it had its first male winner of an award, WIBF Champion for Women Award, Alan Haywood, BP Group Treasurer. For women to advance it is so important that men are engaged and this year WIBF were able to recognise this. The winner of the Award for Achievement was Ruth Wandhofer, Global Head of Regulatory and Market Strategy, Citi. Anett Galosfai, Business Development Manager, Quantitative Research Solutions, Thomson Reuters, won the Young Professional Award. The EY Restructuring Team, EY won the Team Diversity Award. See more about the awards inside. Also diarise next year's lunch, 10th June 2016, now to make sure that you can get a ticket; this year we sold out months before the event.
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For us all to assist the progression of women toall levels and roles within the financial marketplace, it is essential that men are engaged in ensuring that diversity is on the agenda, that it is actively encouraged and put into action. Who in your company is ensuring this happens? Is this someone that WIBF could profile in the magazine? If so, let us know at magazine@wibf.org.uk. Akane Otani, Reporter at Bloomberg Businessweek provides us with an article on Millennial Women. Are you or is someone you know thinking about returning to work? If it is an area that interests you then read 'Returnships: a route back to work for senior women in financial services after an extended career break' by Katerina Gould and Julianne Miles. The Distinguished Profile tells you about Sharon Lewis, Partner, International Debt Capital Markets, Hogan Lovells and the City Profile about Pinar Parlar, Vice President, Credit Sales, Royal Bank of Canada Capital Markets.
Rebecca Doodson, Manager of Integrity and Ethics at the Chartered Institute of Securities & Investment (CISI) writes a second article for us on 'Why integrity matters?'. Kirsten Zverina,WIBF Member and volunteer for the Content Management Committee tells us more about the Alumni networks and her Sloan journey. In WIBF reviews, Jay Surti, WIBF Content Committee member tells about the book 'Thrive - a new blueprint: time to renovate thearchitecture of our lives' by Arianna Huffingtonand Kirsten Zverina, WIBF Content Committee member reviews the Gadget 'Telepresence robots'. Thank you to all our contributors and volunteers who give their time freely to WIBF to research articles, interview individuals, write articles and proof read the magazine printers' proofs and much more. Wishing you all an enjoyable autumn and great holiday season. All the best
In the Women on Boards Section, read the Board Profile on Jennifer Taylor, COO, Bank of America Merrill Lynch and Heather White's ‘How to find the right networks for your NED career’. In the Business focus section read about the investor of tomorrow: a shift in age and gender by Pamela McIntyre, Head of Banking Audit, KPMG.
Kind regards,
Marian Costello Magazine Editor-in-Chief Email: marian.costello@wibf.org.uk
President
A Growing Organisation
Janet Thomas WIBF President
What a fantastic year it has been for Women in Banking and Finance. I have been honoured to lead the organisation to grow it in size, in strength and in influence.
And, of course, the day was all about celebrating the achievements of the Awards’ nominees and the winners. This year’s winners were:
Platinum membership, our highest tier of corporate membership is up by 160% over the past 18 months. We no longer have the Silver level of corporate membership because you have signalled that the work WIBF does is so valuable that you have invested in the highest tiers of corporate support.
Anett Galosfai, Thomson Reuters WIBF Young Professional Award winner, sponsored by Macquarie
I would like to say a big welcome to our new platinum corporate members; Lloyds Banking Group, Bloomberg and First State Investments. We look forward to building a strong partnership with them going forward. Part of the value is in the revamping of our Women On Board programme, thanks to Miranda Abraham, who has done a wonderful job. The Women On Board programme has grown from strength to strength and this year we’ve had no fewer than 150 people attending our events. The Industry Expert Series has proved extremely popular and there will be more on offer from September and throughout 2016. Our mentoring events are in overwhelming demand and we will be finding new creative ways to meet the increasing demand. This year’s Awards for Achievement Luncheon – generously sponsored by EY was heavily over-subscribed as indeed was last year’s. Nominations for the awards this year were up 73% on last year. It shows how highly regarded the Awards are held by the industry and that colleagues are willing to make serious and time-consuming efforts to honour the work of their colleagues - and to be part of what Women in Banking and Finance is all about.
EY Restructuring WIBF Team Diversity Award Ruth Wandhofer, Citi WIBF Award for Achievement, sponsored by Credit Suisse And in a historic moment for our organisation, BP’s Alan Haywood became our first male WIBF Champion for Women – and in fact the first man to ever win a WIBF award. Our newest corporate member, Bloomberg, was there to capture the moment for the media. Thank you, Bloomberg. Our inspiring winners are profiled in the magazine (page 14/15). Do take time to have a look. Millennial Women Our growth means that we are working more closely with more corporate members. Through these relationships we get a 360 degree view of the issues that affect our industry. We hear that young women are joining the industry in the same numbers they always have but are not staying. Our ‘Millennials’ are leaving the industry in the first five years of their careers. What we do about this is the question. WIBF’s answer is our Millennial Initiative, to find out exactly why our young women are leaving. Working closely with you, we aim to make the industry more attractive to retain and attract female talent. You can read more about this on pages 4/5.
Inspiration The guest speakers at the Awards, Helena Morrissey CBE, founder of the 30% Club and Geeta Sidhu Robb, Founder and CEO of Nosh Detox Delivery, brought inspiration and motivation to their speeches. A massive thanks to them not only for their time at the Luncheon but for all the work they do to improve the role of women in finance and business. The Awards had it all - fantastic speakers, awards and winners - and we know you thought so too. We surveyed Luncheon guests after the event, and comments included: -
“Impressed with the number of men in attendance”
-
“Reconnecting with past colleagues and connecting with new”
-
“Being surrounded by talented and inspirational people.”
39% answered that they thought the speakers and speeches were the highlight: -
“Helena Morrissey was particularly inspiring.”
While 50% of respondents mentioned that they would like more time for networking – we’ll have to see what we can do about that for next year. Make sure you join us for next year's luncheon at the Hilton Park Lane! I hope you enjoy the centrefold of pictures from the Awards Luncheon – a special memento of a very special day in the WIBF year. Hope you had an enjoyable summer and welcome back! Janet Thomas WIBF President
Women in Banking and Finance Magazine
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Millennial Women / 1
Millennials
Millennials, or Generation Y as they are also known, are broadly described as those who were born between the early 1980s and the early 2000s. They began entering the work force nearly 15 years ago. According to a survey by Deloitte, this group of professionals will account for 75 percent of the global workforce by 2025. This new generation is numerous, eager to break down traditional boundaries and change the rules of the game. Typical of this generation is an impatience to tread the same career path as previous generations. The millennial cohort does not believe in a career for life, which drives their pursuit of varied portfolio careers. For millennials, pressing social problems and social impact is equally important in their personal lives as their professional lives, they want to be associated with firms that care. The millennial employee is digitally dexterous, entrepreneurial and desires to have an impact on the direction of their company. While our millennial women are graduating from university and entering the industry in the same numbers, in some sectors they appear to be leaving faster than they enter the door. It is a problem that is not only apparent our industry but sending a ripple across other businesses globally. Retention of millennial employees has proved problematic for companies who's older managers have failed to evolve beyond traditional corporate leadership strategies. While previous generations have tolerated it for 5-10 years, millennials will tolerate it for less than half that time.
Young women we've initially spoken to across our membership say they want more help with issues such as managing upwards, personal branding and navigating the culture of the finance sector. This antidotal evidence suggests there is a leak in the female talent pipeline and I am sure you can agree, there is a lot more we all can do to fix the leak. At this year's Awards for Achievement Luncheon, I made the same call to action as I do now. WIBF are calling on you, our members, to help us ascertain why our women are leaving and what we can do to secure the future of our industry. We will be conducting an interactive survey to ask the why question, to get practical solutions from millennial women. We will reach out to you, our corporate members for your active participation. This is about how we want the future of our industry to look. Because although the leaky pipeline is a problem for us now it is of course a problem waiting for us in the board room of the future. WIBF wants to shine a light on the future and show these young women what their future will look like. There is a need for our new graduates, women who have been in the industry less than five years, to access our programmes and to reach out to us earlier in their career. As a growing organisation, as a stronger organisation, WIBF will have more resources, more mentors, more role models, more resources to work closely with our corporate members to tackle issues affecting the industry. Janet Thomas WIBF President
References http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-wef-2015-millennial-survey- executivesummary.pdf l https://hbr.org/2014/10/impact-investing-needs-millennials l http://www.entrepreneur.com/article/242507 l
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Millennial Women / 2 Proof that Millennial Women are Taking Over the World
College of DuPage 2014 Commencement Ceremony 65 Photo sourced from Flickr.com.
Young women are making rapid gains at work and in the classroom. They're not only graduating college at a much faster rate than their grandmothers; they've also begun to outpace men in earning bachelor's degrees, according to a report released by the Pew Research Center. Pew analysed data from the U.S. Census Bureau's current population survey, and found that about 27 percent of women aged 18 to 33 years old hold at least a bachelor's degree. Among millennial men, 21 percent do. The difference is even starker compared with women in the so-called silent generation, people who are 69 to 86 years old: 20 percent of them hold at least a bachelor's degree.
unemployed or out of the labour force. "This shift to more women in the workplace occurred as early as 1980," Patten and Fry write, "when Boomers were 18 to 33." And while the rate of young women working is still 5 percent lower than men, the share of women in the workforce has jumped 28 percent since the silent generation. For men, it has fallen 10 percent.
It's not just that young women are graduating college in higher numbers than men; their educational gains have also come at a much faster rate. In the 1960s, only 7 percent of women earned a bachelor's degree by the time they were 33, compared with 12 percent of young men. Three generations later, women are 20 percent more likely to graduate college and men only 9 percent more likely. "The educational trajectory of young women across the generations has been especially steep," Pew's Eileen Patten and Richard Fry wrote.
As Bloomberg Business previously reported, the fact that women overtook men in earning college degrees for the first time last year may be a sign the wage gap between women and men will narrow, albeit slowly. Women still earn 78 cents for every dollar a man makes, but Pew's report shows how much the higher education and workplace demographics have changed since the ’60s, when women were banned from most Ivy League schools and earned 59 cents to a man's dollar.
Millennial women have also been making rapid gains in the workforce. Most women in the silent generation - 59 percent - didn't work when they were young adults, and 42 percent were either unemployed or not in the workforce. For millennial women, the numbers have almost completely reversed: 63 percent are employed, and 37 percent are
Akane Otani Akane Otani Akane is a Reporter for Bloomberg BusinessWeek. She is a recent English graduate from Cornell University and is currently enrolled as a Graduate Student at the Carter Journalism Institute at New York University. Š 2015 Bloomberg News. Women in Banking and Finance Magazine
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City Profile
Meet Pinar Parlar, Vice President, Credit Sales Royal Bank of Canada Capital Markets
When did you start working for your current employer and in what capacity? I started pretty young - perhaps even too young! In fact, I remember turning 18 on the RBC trading floor! It was the summer of 2004, just before I started university at Royal Holloway University of London. I was given the chance to be part of the first City Brokerage program that RBC took part in. When I started, I was the intern for the UK Credit Sales desk, a team I am still part of today. During my university years, I had the incredible opportunity to work throughout the summers at RBC. In 2005 I was with the UK FX sales team and in 2006 I worked in Toronto as part of the FX sales/trading - all of which were big learning curves. It felt like the hard work had paid off as I was offered a graduate position on my return from Toronto. Early in the rotation I knew the desk I wanted to be part of and have been with them since 2008. In 2012 I was promoted to Vice President role and still look to grow with RBC. What aspects of your role do you enjoy the most? I was recently asked this question in a “60 seconds profile” and I feel like it’s relatively easy to answer. I am part of a brilliant team of both colleagues and clients all striving to continuously improve the service provided as well as striving to improve the industry we work in. The rate of innovation in an ever changing environment is one of the most exciting things I do in my role as part of a growing global bank. Plus I love the thrill of executing a big trade. What attracted you to work within the financial services industry? It wasn’t normal would be the simplest way to put it. Having done some work experience in a small accounting firm I knew a 9-5 office job wasn’t somewhere I would fit in. The first time I walked on to the trading floor in New York I didn’t want to leave. The fast paced nature, the concept of working as a team yet rewarding individuality and above all working in a global industry excited me.
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Women in Banking and Finance Magazine
What would you say is or are your key achievement(s) to date? I feel like I have a number of key achievements, from becoming the under 13’s European Aikido Champion many moons ago to where I am today in my career. To imagine and subsequently be able to live the career I wanted is an indescribable feeling. I am also incredibly proud of completing the Great River Race in a dragon boat last year, running the London marathon this year for MacMillan and being one of the role models for the RBC academy programme we have set up, all achievements I feel wouldn’t have been possible if I wasn’t in a supportive environment both at home and work. Where do you see yourself in the next three years in your career? I feel like the next 3 years are key. I am currently in the process of hiring another junior (this time directly reporting to myself). I would like the opportunity to run a larger team within the bank and continue to strengthen the product knowledge and suite we have to offer at RBC. Externally I would like to become more influential in the committees I’m part of. What are the three words your colleagues would use to describe you? Passionate, Persistent, Innovative. How do you intend to use networking to assist in your career development? I would like to use the network to meet new like-minded individuals that share my passion for change.
Business Focus
The investor of tomorrow: a shift in age and gender
The pace and complexity of global change we have seen in recent years is showing no signs of slowing down. The only thing we know for certain about the future is that nothing is certain. A seismic shift is happening across all industries and sectors thanks to four global megatrends, identified by KPMG in its recent ‘Investing in the Future’ paper: demographics, technology, environment and social values, and behaviour and ethics.
Women are playing an increasing role in global boardrooms and controlling a greater proportion of financial assets and decision making.
The savings and investment management industry is no exception. In fact, the industry’s growth over the last 30 years is at greater risk than most, as Baby Boomers approach retirement and draw down on their savings. We must ask ourselves: where will the investors of tomorrow come from, what will they need and want, how will they make decisions and how do we ensure we remain relevant?
In the United States, it is reported that women control about 60 percent of all household wealth and drive approximately 80 percent of all consumption. 2
It is our belief that the most radical challenge in living memory to the investment manager and their existing and potential client base will come from two areas of demographic shift: age and gender. The pensions ‘time bomb’ is a well-publicised global challenge which needs to be met head-on with a radical rethink of products and services. A combination of aging populations, low birth rates and longer career spans is creating a retirement burden, which is increasingly being shifted from Government and corporates to the individual. Given the need for investors to take greater responsibility for their own retirement planning, the industry must look beyond pensions and consider how it can broaden its focus to ‘cradle to grave’ products. A number of providers already tailor products for investors at different life stages, such as buying a house and starting a family. Increased longevity, the increasing number of ‘life events’ that generations of today and tomorrow typically face combined with far higher levels of mobility (job and geography) is also shifting the focus from product to solutions. A higher degree of certainty is being demanded, even in preference to underlying investment performance. It is an increasingly important criteria driving investment and savings decisions, and we believe this will only become more pronounced as the appetite for target-driven solutions grows. A crucial part of this shift towards outcome certainty is the increase in responsibility for financial decision making by women, both professionally and personally. Women typically demonstrate greater loyalty, assign a higher value to the advice they receive, and have a preference for a planning-based approach versus an investment performance based approach1. Since they have increased control over household spend in the UK, investment managers should give serious thought to the impact of this gender demographic shift.
Studies have shown that women are more dissatisfied with the financial services industry than any other industry they encounter on a regular basis3 . Whilst challenging, this also presents an opportunity to engage with a whole new class of investor – one which is increasingly powerful. In the future, there will no longer be a ‘typical’ investor. Rather, investment managers will service a diverse set of audiences with equally diverse needs, attitudes, lifestyles and patterns of income. As a result, the ‘one size fits all’ solution is very likely to disappear. Products and portfolios will need to be considerably more adaptable and personalised to cope with changes in the lives of individual investors and the market at large. Our industry must consider not only how these demographic shifts will affect it, but also how it will respond to them, in order to identify opportunities and remain relevant within a challenging and changing environment. 1 2 3
http://www.financial-planning.com/blogs/Engaging-Women-Its-aBusiness-Issue-Not-a-Gender-Issue-2683862-1.html Goldman Sachs, “Equity Research - Fortnightly Thoughts”, 25 Apr 2013 http://www.financial-planning.com/blogs/Engaging-Women-Its-aBusiness-Issue-Not-a-Gender-Issue-2683862-1.htm Pamela McIntyre Head of Banking Audit KPMG pamela.mcintyre@kpmg.co.uk +44 20 73115107 Women in Banking and Finance Magazine
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Distinguished Profile
Meet Sharon Lewis, Partner, International Debt Capital Markets, Hogan Lovells
Provide a brief background on your career to date, detailing the challenges and opportunities you've encountered. I joined Hogan Lovells (then Lovell White Durrant) in 1994 having been an associate with Slaughter & May from the time I arrived in Paris in 1989. I have spent my whole career living in Paris but increasingly spent time working between Paris and London. I became a partner in our International Debt Capital Markets practice in 1998, the head of that practice in 2005 and the head of the firm's Global Finance practice since July 2014. The office in Paris was very small when I joined - I was the only finance person, male or female. Today, we are 12 partners in finance in Paris alone. I have been very privileged to be part of that. Our world has changed hugely over the period, massively so since 2007. The key is adapting, in my mind, not overly specializing, continually moving with the market and, given the speed of change today, even trying to anticipate that change. What do you think has contributed to your success so far? What would a role model provide you with? I have been hugely fortunate to have had a most wonderful husband, Philip Boys, who is incredibly supportive, and a great sponsor in the form of David Hudd, our current Deputy CEO. A role model would probably be the combination of the two, but with handbags, jewellery and heels! I also have been able to combine working and having children by living very close to the office, and not really having boundaries between my work life and home life. My children are very much part of what I do, including with clients, and I am very much part of theirs. It would have been much harder if I had not been able to find this balance. Life is a fragile balance, so finding it (and keeping it going) is not easy. Is there one defining moment of your career to date? I am a transaction girl and so my career really has been defined by some of the transactions I have done over the years. I have a particular memory of closing a ÂŁ11 billion financing just in the wake of Lehman's downfall, encouraging the bankers to agree in the early hours of the morning by sending out for croissants and not letting them eat them until we were done. How have men assisted you in your career? As mentioned above, Philip and David have been a brilliant duo, but there have been plenty of others: my father; many of the partners in Hogan Lovells and indeed, non-partners. I also have some lovely clients who are male and who have been a pleasure to work for. I have come across quite a few who were not overly enamoured of a successful woman ("How can you be so lovely at home but horrid in the office?") but I think that there are fewer and fewer of those. With more and more women in partnership and management, the dynamics are really changing.
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How can we engage men in gender diversity initiatives? In Hogan Lovells, many of our male partners are so engaged. Critical to this is, within a law firm, is understanding that it is important for business, and giving it value. It needs to be high on the agenda, and for everyone to feel that it is worthwhile. Mentors or champions can help people to develop their careers. Have you had a mentor or champion help shape your career? Absolutely. I was recruited by David as an associate - I was his first recruit in the firm. I still recall him saying in my interview that I could be a star. He sponsored me to partnership; when he became Head of Finance, I became Head of International Debt Capital Markets and when he became our deputy CEO, I became Head of Finance. But it is more than that. David always has helped me, through good and bad, and I have done the same. First to praise, first to criticise, and keep me on the right track. We usually agree, but not always by the same route. Have you helped other women further their careers through mentoring? I believe that we have a very privileged existence and that we must give back. Part of that is mentoring. I also feel strongly that women should be independent - you simply do not know what can happen in life - and, as I grow older, am more and more committed to trying to retain women within our profession. What's your view of the role of women on Boards? Are quotas the right answer? I used to think that it was a terrible idea. However, as time goes by, I have come to the view that it is a necessary evil if we want to change the needle. More important, however, is feeding the ranks from under the top and retaining them through to that level. How do you ensure you network with others in the financial industry and elsewhere? I am very sociable. I enjoy being with people, interacting with clients, finding out what is important to them, enjoying the pleasures in life. A lot of clients have become friends, and their children have become friends with my children. Networking is important - everyone can do it - it is little steps: an interaction on a transaction, something in common, a coffee or a glass of wine ... Organisations such as WIBF really can help with this, building confidence. How do you make time to be part of your local community and initiatives to help others outside of work? It all is part of giving back. It is something that I want to do, and want my children to do, and therefore I make the time for it. Hogan Lovells really values that, so much so that we have introduced for all of our people, 25 hours per annum of citizenship as part of our working life.
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Women on Boards Profile Meet Jennifer Taylor Chief Operating Officer, EMEA Bank of America Merrill Lynch
Tell us about your career to date. I joined the bank in 1997 with responsibility for the legal coverage of structured finance transactions. Over the next 18 years I held positions in London, Australia, Singapore and Hong Kong and nine years ago I was appointed Chief Administrative Officer and a year later, Asia Pacific Chief Operating Officer. I then returned to London to assume my current role of Chief Operating Officer, EMEA. As a successful business woman what are some of the challenges and/or opportunities you face in your career or line of business? Like so many other women, achieving a good balance between my work and home lives is always a bit of a juggling act – and for me, this took on a new significance when I became a mother. There are always challenges when you have a family and you work in cities around the world – but these bring incredible opportunities too, and I consider myself very privileged to have experienced so many new cultures. One of the biggest opportunities for me personally has been to use my influential COO position to encourage diversity and inclusivity, especially with regard to coaching and mentoring young women. Banking is still perceived as an inherently male industry and at Bank of America Merrill Lynch we work hard to help address this. What has contributed to your success so far? Without a doubt having a supportive team. Success at work relies on teamwork and over the years I have been incredibly fortunate to work with some of the best people in the business. I’m a firm believer in encouraging people to bring their “whole self” to work, to be proud of who you are and what you believe in; and I’m not afraid on occasion, to challenge the status quo. Beyond my day job, I’m very involved in the bank’s corporate social responsibility initiatives, in particular those that support the next generation of young women. I sit on the Board of Trustees for the Education and Employer’s Taskforce and participate in many of the BofA Merrill-sponsored Inspiring the Future / Inspiring Women events hosting speed-networking sessions, mentoring and talking to girls about the range of careers available to them in financial services. The bank also has a robust graduate recruitment programme in which I’m also involved, addressing new interns and graduates and supporting my colleagues wherever I feel I can add value or a new perspective. Coupled with this, I am always looking to encourage female co-workers to find the confidence to be heard at work. How important has it been for you to have a mentor or a champion in your career and why?
What would you suggest to women who would like to volunteer in the community? Encourage them! Volunteering is a great way to give something back to the community and at the same time, developing your own skills and make you feel good! I’m lucky to work at a company that is a champion of this, where management gives us all two volunteer hours per month. What are your views on addressing the need to increase the number of women on boards? Should this be addressed by having mandatory quotas or change in the corporate governance for each organisation? I don’t believe quotas are the right way to tackle this issue – what woman wants to be given a position of authority just to “make up numbers”? I would rather we saw the adoption of a meritocratic culture where achievement and excellence are recognised and rewarded. But we need to see more companies making allowances for working parents. For parents or carers returning to work after a career break, to look after a child or another family member, it’s vital to have schemes such as our Returning Talent programme to ensure that the necessary structures and support are there to help this talent get back into work. What advice would you give a younger woman who is at the start of her career and wishes to take up a Board appointment in the future? Do your research and network – speak to people in the industry and build connections. There are new developments and advances happening all the time so it’s important to keep up to date with these. Never stop challenging yourself. What has been the most defining moment for you personally in your career? I feel so honoured to be helping to further the aspirations of women in the UK and in post-conflict countries through Inspiring the Future and the bank’s Global Ambassadors Program. Through initiatives like these, we are impacting the lives of thousands of people and I’m incredibly proud of our achievements to date. What skills / training have assisted you in obtaining your position as a Trustee / Committee member? Determination, a will to succeed and a relentless drive to be the best person I can be. That is all you need. Charity Mhende WIBF Content Management Team
It has of course been very important, not only to have their support and guidance but also learning from their successes and their mistakes. In a demanding job, having someone who is there for you is essential. I’m a believer in the creation of a strong company culture. Women in Banking and Finance Magazine
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Women on Boards / 2
How to find the right networks for your NED career
Congratulations!! You have either made the decision to find out what it takes to become a NED or you have already decided to become one.
Here are some more of the common denominators which networks form around:
The focus of this article is to help you find the right networks so you can learn more and meet the ‘right people’ to help you on your journey.
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First let’s quickly cover the top 6 mistakes people make when looking for their first NED role: 1. They don’t have the right experience 2. They have the right experience but they haven’t packaged it in a way that appeals to a board / recruitment agency 3. They job hunt with the same mind set as if they were seeking a full time role 4. They network mostly with people who are also looking for their first NED role 5. They expect quick results 6. Their networking is sporadic In this article I am keen to pick up on mistake 4 as this is where it all goes terribly wrong. Correcting this mistake will help you correct most of the other mistakes too. Did you know there are over 51 networks dedicated to those seeking NED roles? Guess who you are going to meet when attending their events: l l l l l
Lots of people thinking about becoming a NED Lots of people actively looking for their first NED role Some people seeking their second NED role A few people expanding their NED portfolio career Very few people hiring or looking for a NED
(There are also over 65 job boards out there with NED/Trustee jobs but sadly most of the jobs are repeated so don’t go giving away your money to organisations who are just collecting the same data as everyone else!!) So who are your ‘hirers’ and where do they network? The people that hire NEDs will include a combination of Chairs, CEOs, CFOs, HRDs and other NEDs. Most people don’t mingle with these people in their everyday lives so they have perhaps a mislead belief that NED/Trustee networks, job boards and recruitment agencies will be able to help them. I understand why people do this but it isn’t likely to find them a job in the long term. I’m not saying don’t do it, I am just saying don’t rely on that route. Networking is one of the best routes to find your first NED role but if you are not connected to hirers your challenge is how to find networks so you can meet CEOs, CFOs, Chairs etc. Let’s look at why networks form, so that when you do your research it will be so much easier for you to find the right ones. Networks form when there are enough people who share a common goal. WIBF is a great example of this, their website states: l
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WIBF organises a variety of highly sought after events that address the needs and aspirations of our corporate and individual members to develop, showcase and retain female talent and contribution.
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Hot Topics e.g. Swiss Economic Forum Peer Groups e.g. Association of Chief Executives of Voluntary Organisations Locations: London, Manchester, Edinburgh etc. Diversity e.g. 100 Black Men, Women in Project Management Industries e.g. British Banking Association Sectors / Sub Sectors e.g. British Venture Capital Association Organisation Type / Size e.g. FTSE 100, AIM listed companies, Small to Medium size Enterprises, Not for Profit etc.
Simply put, to find where CEOs, CFOs, Chairs etc., network all you have to do is look at the issues/topics that excite them, which geographical location suits you and which industry / sector you would like to explore and then put all of this information into a search engine. Work your way through at least 2-5 pages of results and you will find events, networks, conferences etc. Then all you have to do is attend them! Ok, I know what you are thinking: l
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What right do I have to attend a networking event full of CEO, Chairs etc.? I don’t have the time or money to attend these networking events
Yes I totally understand these concerns but as an expert strategic networking and personal brand trainer and coach I am sharing what works. Plugging away at the job boards, waiting for a recruiter to put your name forward and networking with your ‘newbie’ peers is unlikely to take you to where you want to be. There are other benefits to this kind of networking too. Think about who you will meet and what you will learn. Think about who you could share this new found knowledge with within your organisation. Then imagine what all this new input will do for your brand inside your company, for your confidence and your personal development. This level of networking isn’t just about finding a job, it’s about discovering your possibilities. Discover in the next article how to create and articulate your brand so when you attend the networking events I’ve suggested above, we can answer the two questions above too. If you are interested in learning more about how to find business networking groups anywhere in the UK, have a look at my new online training programme: https://www.udemy.com/find-business-networkinggroups-anywhere-in-the-uk/#/ Heather White CEO, Networking Expert and Connector, The Non Exec Hub Ltd & Smarter Networking Heather White is an international networking expert, author, speaker and coach with over 15 years’ experience teaching networking skills for career and business development. She is the CEO of The Non Exec Hub which works with senior executives enabling them to find board level opportunities. www.nonexecub.com & www.smarter-networking.com Speak to Heather: heather@nonexechub.com Watch interviews with experienced NED/Trustees: https://www.youtube.com/channel/UCuNFMo_nqLxGAHbbauYOtcw/feed
Women in Banking and Finance Magazine
Career Management / 1
Returnships: a route back to work for senior women in financial services after an extended career break
Since the start of 2014, an innovative route back to work for financial services professionals on extended career breaks has arrived in the City – the ‘returnship’. Financial institutions and professional service firms are waking up to the attractive qualities of a pool of talent that they have overlooked. In an effort to replace the depleted numbers of senior women in their organisations and to access scarce skills, a growing number of these organisations are introducing tailored return to work programmes for highly qualified employees who have taken longer-than-maternity breaks and now wish to re-start their careers. Returnships have existed in the US and India since 2008 but only reached the UK in April 2014 when Credit Suisse launched their pioneering programme. At Women Returners, we have championed the development of returnships both within and beyond the financial services sector, supported by diversity organisations including the Women’s Business Council, the 30% Club and Opportunity Now. All agree that returnships are an important part of the solution to building gender diversity at senior levels, through creating alternative non-linear paths. What is a returnship? Returnships (a term coined and trademarked by Goldman Sachs in 2008) provide a bridge back to work for high calibre women who want to return to corporate life and find their way blocked by a gap on their CV, often combined with their own reduced professional confidence. As the name suggests, these programmes are similar to an internship in that they are paid short-term work assignments with the possibility of a permanent role on successful completion. One crucial difference is that participants take on higher-level CV-worthy work, using their training and experience and refreshing their skills. They typically also receive mentoring and training/coaching support, access to networks and the benefit of an encouraging peer group to answer their niggling questions and provide an instant set of contacts across the organisation. The benefits are equally positive for the employing organisation, which has access to a new high-calibre talent pool and the opportunity to check out an experienced hire in a low-risk way. For the internship period, companies benefit from a skilled temporary resource and in the longerterm they have one quick solution to increasing the numbers of women at senior levels.
Who’s offering returnships? The first financial services organisations to launch returner programmes in 2014 were Credit Suisse, Morgan Stanley and Deutsche Bank. On the back of the success of their initial pilots, both Credit Suisse and Morgan Stanley have repeated their programmes in 2015, extending them to a greater number of returning professionals. Edleen John, Morgan Stanley’s VP in the Diversity and Inclusion Team explained their business rationale: “We recognise that there’s a talent pool out there that hasn’t been tapped previously … we are always focused on diversifying our workforce and looking at innovative ways to get new talent into the organisation.” In 2015, so far, JP Morgan, RBS and Lloyds Bank have also launched returnship programmes. The concept has also broadened into other City sectors - both Deloitte and Allen & Overy have recently announced similar programmes directed at their returning alumnae. What is the evidence for success of returnships? There is longer-term data from Goldman Sachs in the US, who have consistently taken on half of their returnship participants into permanent positions. Although returnships are still at an early stage in the UK, publicly available data on the 2014 programmes suggest that retention rates may be even higher. Following the Credit Suisse Real Returns programme, the majority of participants were re-engaged in permanent or contract roles, and at Morgan Stanley, 13 of the 19 returners were offered permanent jobs. Other evidence of success lies in the fact that both these organisations have chosen to expand their programmes in 2015 and many other organisations are following them with similar and related initiatives targeting the returner community. From the perspective of the returners, returnships have enabled a return to a senior and satisfying role when all other routes back to a corporate position appeared to be blocked. Carmen, a macro-economist who returned to work at Morgan Stanley following the 2014 Return to Work programme explains how “the biggest challenge [in returning to work] was justifying the long-term career break. Indeed, I was discouraged by one head hunter I had approached. In addition, so much is done online these days that a 7 year ‘career break’ can be easily disregarded. So I completely wrote off the option of going back to the financial sector, because I would not have ‘ticked’ the right boxes.”
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Career Management / 2
Attending a preliminary Morgan Stanley workshop, Carmen found “was really a confidence booster, because it helped participants with tips to write CVs, to face interviews, and to hear from women who had taken a career break and faced their own challenges upon their return. Importantly, what stood out for me was the interest by Morgan Stanley to hear about what I had been doing during my break; they really understood the importance of the different experiences I’d gained.” Similarly, Adriana, now a Director at Credit Suisse, found the contrast between recruitment firms and the bank remarkable. “The difference in the positive approach to my CV by Credit Suisse compared to the head-hunter's rather negative disdain was staggering - and incredibly encouraging. At Credit Suisse they looked at what I could do (networking, negotiation, problem solving, team leadership) and matched my skill set to a new role. They believed I was capable of learning about any new products and regulations, which is obviously true. The Real Returns program has been fantastic in enabling me to get back to what I love to do, at the age of 51 [after an 11 year break].” Other returner initiatives In addition to these returnship programmes, we have been working with a number of financial services employers to create other supported hiring initiatives. One of these, the Bloomberg Returner Circle, is taking
place this month. Participants in the two day Circle have the opportunity to get to know Bloomberg in depth as well as receiving coaching support on their professional identity and self-marketing techniques. Following the event, individuals may be invited to apply directly for specific open positions at Bloomberg. Corporate interest in bringing in returning finance professionals is strong and growing. We hear on a weekly basis from new organisations wanting to target this talent pool. So if you are on a career break, or thinking about taking one in the future, keep your skills and knowledge up-to-date as much as possible, stay connected to your networks and be reassured that employers will want to hear from you when you are ready to return. Katerina Gould and Julianne Miles are the co-founders of Women Returners, a UK coaching, consulting and network organisation which specialises in enabling the return to work of professional women after an extended career break. Women Returners advises companies on designing returnships, delivers returner coaching and provides access to the returner talent pool via their Professional Network. Their organisational expertise is based on their understanding of both corporate business dynamics and the specific challenges and needs of the professional returner talent pool. Miranda Abraham WIBF Executive Board Member and Head of Women on Boards/Senior Appointment programme miranda.abraham@wibf.org.uk
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Women in Banking and Finance Magazine
WIBF 18th Annual Achievement Awards
#WIBFAwards15 @TaraKengla_EY Positive change is through recognition. It's simple but powerful. Achievement Awards Sponsor
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18th Annual Awards for Achievement Luncheon / 2
Winner Young Professional Award, sponsored by Macquarie, Anett Galosfai, Business Development Manager, Quantitative Research Solutions, Thomson Reuters and presented by Philipp Hess, Chief Operating Officer, EMEA, Macquarie. Anett has made a significant impact on Thomson Reuters’ Quantitative Analytics business. She has achieved this through her effectiveness in establishing and managing client relationships, by building a proactive team that partnered well with other TR stakeholders, and through her understanding of the key challenges and requirements of the industry both from a technological and investment management perspective. She has moved from a specialist position through Client Servicing into Market Development in a relatively small period of time, whilst having a big impact on the client usage and sales of the Thomson Reuters Quantitative Analytics Applications. Through strengthening the relationship between internal stakeholders at Thomson Reuters she has managed to improve the client retention figures by 80%. Her influence on the sales figures came to the fore when she spent two months at a client site in Boston, educating the portfolio managers on Quantitative Analytics and embedding this into their workflow, resulting in the biggest sale for the QA business. She has built strong relationships with UCL, introducing internships for students at Thomson Reuters, mentoring the interns and enabling a pipeline of possible future employees. She is also a member of the London Quant group and has used this relationship to organise events for Thomson Reuters QA users, drawing on expertise and knowledge from this group.
Winner Champion for Women Award, Alan Haywood, Group Treasurer, BP. Alan Haywood, BP’s Group Treasurer, is an outstanding example of a leader actively promoting the business case for diversity and inclusion. In his role as executive sponsor of BP Women’s International Network 20CS (BPWIN20CS), located in its 20 Canada Square offices, he has established a women’s group at BP’s traditionally male-dominated office in Canary Wharf, inspiring employees to get involved and form a committee. In the five years since he founded the network, he has continually delivered on his commitment to provide his full support to BPWIN20CS, both on the committee and to the senior leadership at BP. Alan has promoted the network to senior leaders at its Canary Wharf site and across BP’s global offices and consistently supported diversity and inclusion as a key factor in running a successful business. He has committed his time, skills, and effort to ensuring BPWIN20CS is successful in promoting female networking and opportunities for career progression at all levels within BP. Alan has supported initiatives challenging women to reach their full potential and encouraging women to apply for senior level roles. He has helped BPWIN20CS achieve a membership greater than 25% of employees, sending a clear message about the benefits of diversity and inclusion to the business, as well as the benefits of the network to women in BP.
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Winner Team Diversity Award, EY Restructuring Team, EY EY Restructuring has led the way in championing women within the team and owes much of its success within the industry to its commitment to diversity. In a notoriously male-dominated transactions environment, the team has an impressive number of women in senior roles (36%) which includes a fantastic proportion of female Partners compared to peer organisations (30%). Female development is embedded within the team culture, with many senior female team members nominated to participate in high-profile internal and external development programmes. The team has nurtured some truly successful talent - Liz Bingham (OBE) and Maggie Mills spent much of their careers within the Restructuring team. Working flexibly and supporting working parents is at the forefront of the Restructuring team’s agenda – many team members operate under individually tailored yet effective flexible working arrangements. The success of the EY Women’s Network is attributed to the talent that leads the steering committee - the c.3,000 strong network is co-chaired by a female Director in Restructuring. The EY Restructuring team, supported by a strong leadership team, is considered to be at the forefront of the diversity agenda. Diversity has been truly embedded into the everyday working environment within the team.
Winner Award for Achievement, sponsored by Credit Suisse, Ruth Wandhofer, Global Head of Regulatory and Market Strategy, Citi and presented by Marisa Drew, Managing Director, Global Co-Head Global Market Solutions, Credit Suisse. Ruth is one of the foremost authorities on transaction banking regulatory matters. She is Global Head of Regulatory and Market Strategy for Citi's Treasury and Trade Solutions business. Her key responsibilities include driving regulatory and industry dialogue and developing product and market strategy in line with the evolving regulatory landscape. Ruth chairs a number of influential industry bodies such as the Global Public Policy and Regulatory Affairs Committee of BAFT (a global banking trade body), the European Banking Federation’s Payments Regulatory Expert Group and the European Payments Council Payment Security Group. She is a member of the European Commission Payment Systems Market Expert Group. Ruth was named one of 2010’s 'Rising Stars' by Financial News; named in Management Today's 2011 ‘35 Women under 35’ list; a Sunday Times ‘Women to Watch’; and one of the 100 Most Influential People in Finance 2012 as named by Treasury Risk Magazine. She speaks five languages. A published author (‘EU Payments Integration – the tale of SEPA, PSD and other Milestones along the Road’ 2010, and ‘Transaction Banking and the Impact of Regulatory Change: Basel III and other challenges for the global economy’, 2014. Ruth lectures in banking and payments law and is a popular speaker and chair of industry conferences across the globe. Women in Banking and Finance Magazine
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18th Annual Awards for Achievement Luncheon / 4
Heather Mullin s @HeatherG Mullins Jun 12 @ WIB Ftweets a full room and lunch has just started, what a buzzing crowd, lookin g forward to th e seeing the winners
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un @safoz safiye ozuyg Morrisey is
Helena @WIBFtweets e speech giving keynot ds15 w @ #WIBFA ar
Ruth Wandhofer @RWandhofer #WIBFAwards15 I'm just at the aw ards lunch in London - on shor tlist. We need mor e women in business! Let's m ake it happen!
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ionStar @ionStarLondon Jun 12 A diverse workforce makes it a better place and a more successful place Alan Haywood, BP. Wise words from award winner Alan #WIBFAwards15
andhofer @Citi Ruth Wandhofer @RW s award! me to have received thi It is a great honour for ive! thr to le men to be ab The industry needs wo
"The even t is my favo urite annua for its blend l awards ce of networkin remony g, inspiratio nal speake updates on rs, and the WIBF a I always ma genda. ke it a priori ty to attend Chuck Step ". hens, Head of Gender, Barclays
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Ftweets WIBF @WIB u-Robb, Geeta Sidh 5 1 s rd a w A about her #WIBF x speaking to e d h s o n the go-to CEO @ noshdetox @ g in k a m y living. journey tic & health lis o h r fo d bran
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Helena Mo rrissey @M orrisseyHele Jun 13 It w n as a great e vent with so a ma n y talented pe ople.
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D StringerLamarre @ Women in B StringerLam anking & Fin arre Jun 12 ance Award high achiev s ; fi rs t class even ing award w t with inners http s://goo.gl/w 0t8QY
Comments from event attendees included : “Sophisticated, diverse and professional “Seeing women in leadership positions” “The first male winner of an award”
WIBF @W IBFtweets #WIBFAw ards15 W Jun 12 inners of of@Rosa the raffle ForWome prizes in a n are ann WIBF Me id ounced b ntoring. T y Jane Oliv hank you e r, for the lau g h s! Women in Banking and Finance Magazine
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18th Annual Awards for Achievement Luncheon / 8 s Jun 12 for janathe9 @ s bers s la g IBF mem the -Dou d W y @ lo l F u n rf Ja en from h wonde u so muc r @RosaForWom o y k n a h tic T ver £6k fo 15 raffle. #fantas raising o s ward #WIBFa
Comments from event attendees included: “Raising over £6k for Rosa” “The raffle prizes and speech were a highlight” “Both keynote speakers were excellent”
n i Ju n 1 2 lvanacalo e WIBF Young y s @ i n th Calo ouncing Sylvana arie ann u q c n a in m W er e ss @ nal Award io Phillip H s s fe ro P
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Julie Baker @ba ker_jules Jun 12 Congrats to all of the #WIBFAwards 2015 winners & fin Great to recognis alists e the outstanding contribution wom en make to our sect or
18th Annual Awards for Achievement Luncheon / 9 Kristine Hall @Kristine MHall Jun 12 Only 2% of CEOs are women says @MorrisseyHelena, we need to increase the % of women at all levels #WIBFAwards1 5
Jun 12 clareduffy_ey @ fy uf D re la C am ing wins the te EY restructur _PressUK Y E @ IBF2015 W @ d! ar aw diversity
Kiki @KikiGeek Jun 12 .@Bloomberg BRIEF - London - Talking Point s: "#BP Treasurer is First Man to Win Women’s Finance Award" http://bi t.ly/1f7su6S #WIBFAw ards15
Sally McFall @SallyM cFall1 Jun 12 London , England At the #wibfawards15 very ins pirational. Just heard an amazing speech by @ helenmorrisey Women in Banking and Finance Magazine
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18th Annual Awards for Achievement Luncheon / 10 The Nominees WIBF Young Professional Award
WIBF Champion for Women Award
This award celebrates a young woman, aged under 35 years, who is making a significant impact in her organisation. The judging panel are looking for the woman whose contribution so far makes her 'the one to watch' as she shapes her organisation, both in terms of financial success and as an example to others. She is also likely to be involved in charity or community work.
This award recognises a senior executive who through personal commitment, application and dedication, continuously promotes and inspires women in the workplace to reach their full potential. She, or he, will have increased the profile and career opportunities for women through an internal women’s network or through liaising with external networks, or by organising events and mentoring aspiring women leaders.
Sponsored by Seeta Haria Senior Manager, Commodities and Financial Markets Macquarie Group
Emma Mitchell Senior Manager, Regulatory Practice KPMG
Pinar Parlar Vice President, Credit Sales European Fixed Income RBC Capital Markets
Rupal Patel Director, People Services KPMG
Serina Ramkhelawon FX Sales Product Specialism, Global Transactions Services Bank of America Merrill Lynch.
Sofya Shuster Vice President, Structured Capital Markets ING
Brooke Wachtel Corporate Banker, UK and Nordic Region Bank of America Merrill Lynch
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Women in Banking and Finance Magazine
Jennifer Boussuge
Elizabeth Lieberman
Head of Global Transaction Services, EMEA. Bank of America Merrill Lynch.
Head of HR for Markets RBS
Kristine Braden
Pamela McIntyre
Managing Director, Europe Head Global Subsidiaries Group Citi
Head of Banking Audit, Financial Services (FS) KPMG
Paul Brookes
Anastasia Petrova
Regional Director, Business Banking NatWest
Senior Vice President, Bank Partnerships Management RBS
Roben Dunkin
Jane Portas
Managing Director, Head of IT, EMEA Credit Suisse
Partner, Insurance Practice KPMG
Lynne Ed Partner, Financial Services UK Tax Practice EY
18th Annual Awards for Achievement Luncheon / 11 The Nominees WIBF Team Diversity Award
WIBF Award for Achievement
Introduced in 2014, this award celebrates team innovation and success in promoting and enhancing the career development of women. The team may be a business-line team that has driven and embedded the diversity agenda into their business, or have a specialist function such as Human Resources or Diversity & Inclusion, which in partnership with its organisation has provided a vision and framework to support the diversity agenda. Successfully shortlisted teams will have demonstrated results and business benefits in embedding the diversity agenda. Their initiatives will be regarded as best practice and may have been noted externally by academic or professional bodies and groups as case studies.
This award celebrates a woman who has achieved success within a senior role and who displays the qualities of dynamism and daring. Candidates will have excelled in their professional life and have also shown an ability to use their skills beyond their own career by serving on boards of organisations that affect public life or through involvement with furthering the interests of women in the workplace. The shortlisted nominees are likely to have set up a business division or implemented new processes, created a new product or increased their firm’s customer base and satisfaction.
Sponsored by
Catherine Burnet Head of Financial Services, Scotland KPMG
Maria Cantillon BPWIN20CS
Global head of solutions for Alternative Investment Managers Statestreet
Annabel Reoch Director, Head of FS Anti-Bribery and Corruption KPMG
Cecilia Ronan
EMEALEAD
Managing Director Citi Ireland’s Service Centre Head, CAO for Country and Legal Vehicle and Head of Marketing Citi
Jennifer Taylor Chief Operating Officer, EMEA Bank of America Merrill Lynch.
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18th Annual Awards for Achievement Luncheon / 12
Thank you A special thanks to Melanie Seymour, WIBF’s VP, and her team which worked so hard to make the awards lunch such a success. We are also deeply grateful to our many sponsors for their generosity. Sponsors
Awards Luncheon
Young Professional Award
Award for Achievement
Sponsors for raffle prizes
Thank you from the WIBF Executive Management Team. See you this time next year at the Hilton, Park Lane. 24
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Career Management / 3
Alumni networks and my Sloan journey
If you happen to be reading this latest edition of the WIBF magazine, wondering what next steps you could take in your own career – perhaps this part of my own story, might help you? I have started doing the Sloan Masters in Leadership and Strategy at London Business School (LBS). And one of the many very valuable ideas, I’d like to share with you, that you might see as useful for your own career, is the incredible power of a great network. We often talk about the power of networks in the WIBF magazine and at our various WIBF events. However, few of us (including myself before starting business school), actually realise the incredibly strong alumni network, that you can connect with via business school. In the end, it was actually the critical deciding factor between my own choice of business schools and led me to pick LBS and in particular the Sloan masters. For example, the London Business School alumni network overall has 39,000 people, across 150 countries. And within this, are 104 clubs in 52 of those countries, that meet up and within this, 87 international alumni clubs and 17 professional interest clubs e.g. Technology. And best of all, immediately on joining as a student, you are given access to a giant alumni directory, with extensive career experience history and contact details, for these many thousands of other, similarly trained executives (around 60% having come from degree programmes like Sloan and around 40% from Executive education programmes) from over the past few decades!
Of course, it should also be stated that, LBS is not the only large network of business executives – there is such a network at each business school. And in reviewing and planning for your further education, analysing how the different alumni networks might best fit with your own career plans is very important. Look for the gaps in your network, and then see which of the schools might be your best-suited complement. For example, for myself I would ultimately like to be based at a firm covering the UK, the US and Australia. Hence, I needed the most internationally distributed alumni network that was strong in these countries and LBS was the logical choice for me. Plus, each of these alumni networks will offer future benefits e.g. LBS also offers access to the research facilities ongoing, additional top-up courses and career coaching, going forward. And so, if you don’t already have one of these powerful assets backing you up - I strongly recommend that you consider researching and perhaps seeking out the alumni network that best meets your long-term career aspirations!
In fact, this powerful network can even help you evaluate your choice of further business education, if you do choose to reach out early on. As per Francesca Durante, also in the Sloan 2015 cohort (class): "Access to the LBS network was one of the main reasons why I decided to join the Sloan programme. I actually leveraged this network in my research phase, when I was deciding if this programme was a good fit for me. I reached out to alumni and students and received valuable and candid feedback from all the people I contacted." And as for myself, I’m now personally coming up to the halfway mark on my own course and I’ve learned a great deal more than I ever anticipated. But most of all, I’ve been surprised to see how incredibly important and valuable this network is, and how little it is talked about outside these networks. Hence, I’m hereby asking you to take a moment as you read this and think about your own career plans - what would you like to do next, what do you want to do with your working life? And do you have any gaps in your own network that you need to fill, to achieve these dreams? And if so, do you think for example, that the 39,000 strong, alumni network of LBS, might contain the key people, or perhaps know the key people to help you find these opportunities, or also provide advice and support, to help you realise your career ambitions in the global market place? As per Karen Faulkner (nee Swift), Senior Alumni Relations Managers from LBS, on the alumni network: “…the network is often cited by alumni as one of the most powerful assets they take away from their time at the School."
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Women in Banking and Finance Magazine
Kirsten Zverina WIBF Reviews and Career Management WIBF Content Management Team
Industry Expert Series
Why Integrity matters
In the previous issue of WIBF magazine, I wrote about a lack of trust in financial services. Since then, an onslaught of stories about penalties for banks has graced the headlines. In April, Clydesdale Bank was fined £20.7m by the FCA for “serious failings” in its handling of PPI complaints. Fewer than two weeks later, Deutsche Bank was fined a record $2.5bn by US and UK regulators over manipulation of the Libor and Euribor inter-bank interest rates. Only a month later, more record fines (a total of $5.7bn) were doled out to JPMorgan, Barclays, Citigroup, RBS and UBS for manipulation of the Forex market. All in all, not the kinds of headlines which are going to help restore trust in the industry. It begs the question, what more can be done to uphold the integrity of financial services organisations? It’s a question which prompted a number of proposed solutions including tighter regulation and introduction of a Banker’s Oath. But one solution seems most likely to make an impact: individual accountability. The theme of this issue is ‘Celebrate your success and shine a light to your future’. However, if you celebrate your success you must be accountable for your mistakes, and in order to shine a light to your future, you have to understand why things went wrong in the past. When working for a large organisation, it can be easy to underestimate the effect of one person’s actions. But, actions by individuals can have a severe impact. For example, the few traders who used online chat rooms to manipulate exchange market prices have brought hefty fines down upon the companies which employed them, and have caused significant reputational damage to the industry in which they worked. Nevertheless, despite record fines for Banks, there have been few consequences for individuals. It was only in March this year that the first trader, Paul Robson, was banned by the FCA for Libor rate-rigging, and the sole criminal trial related to Libor rigging to date is continuing as this article goes to press (Tom Hayes, a former UBS and Citigroup trader, denies eight counts of conspiracy to defraud). In order to uphold the integrity of financial services organisations, more must be done to hold individuals to account. Mark Taylor, former foreign exchange trader and Dean of Warwick Business School, believes the best incentive not to cheat is the threat of criminal charges. He notes “if there was a bus company with a culture of driving recklessly, the company would no doubt be investigated, but the reckless bus drivers themselves would face criminal charges”. This view is shared by the UK government and financial services regulators. The Fair and Effective Markets Review, launched in June, states “the misconduct seen in recent years has damaged trust and impaired market effectiveness… responsibility for these abuses lies both with firms and with the individuals involved”. The Review recommended
that the UK criminal sanctions framework for market abuse for individuals and firms be updated and that HM Treasury introduce legislation to lengthen the maximum sentence for criminal market abuse from seven to ten years imprisonment. The Senior Managers Regime, due to come into force on 7 March 2016, will bring the focus on individuals and mean that senior managers must truly understand their responsibility for the areas of the business which they manage. In order to be effective, the Regime must not be overzealous in seeking out wrongdoers, and a distinction must be drawn between those who have made an ‘honest mistake’ and those who are either negligent or, worse, take risky decisions in the knowledge that the results could be harmful. Nevertheless, these legislative and regulatory changes are a wake-up call for individuals to realise the impact of their actions. And it’s not only individuals who are starting to assume responsibility for failings. The record fines issued to major banks in the US and UK for Forex manipulation in May were less noteworthy than the fact that JPMorgan, Barclays, Citigroup and RBS agreed to plead guilty to US criminal charges, and UBS pled guilty to rigging benchmark interest rates. These guilty pleas are highly significant, as in the past banks have tended to settle investigations without an admission of guilt. Therefore, in order to shine a light on the future of financial services, individuals and firms must first take accountability for and learn from past mistakes. Only then will the integrity of financial services organisations be strengthened meaning future successes can truly be cause for celebration. Rebecca Doodson Manager Ethics and Integrity Chartered Institute for & Investment (CISI) Rebecca Doodson is Manager of Integrity and Ethics at the Chartered Institute of Securities & Investment (CISI). She oversees the delivery of the Institute’s Integrity initiatives to members and supporter firms, which aim to raise ethical standards in the financial services industry. Previously, Rebecca worked at the Association of Accounting Technicians (AAT) as Senior Conduct and Compliance Officer (2009-2014), with a particular focus on ethics and professional standards. Rebecca is also currently studying towards a Masters degree in Applied and Professional Ethics with the University of Leeds in her spare time.
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WIBF Reviews Book Thrive – a new blueprint: time to renovate the architecture of our lives by Arianna Huffington Think about this: we have about 30 thousand days to play the game of life. How we play it will be determined by what we value. Did you know that the average smartphone user checks their phone every 6.5 minutes which equals 150 times a day?! This has an impact on rewiring our brains in such a way as to make us less adept at human connection. The underlying tenet of this book is about taking an honest look at our lives and finding a way to get balance back into it. Easier said than done? Changing deep ingrained habits is difficult. ‘Thrive’ draws on the latest research in psychology, sports, physiology and sleep to show us how to make that shift. According to Arianna, defining success in terms of just money and power is like a two-legged stool. You need a “third metric” which is wellbeing essential to being a good leader. If you’re not feeling well, you won’t be as effective, creative, or productive as you could be. The most basic shifts we can make are – sleep (30 minutes more per night), meditating (just 5 minutes a day) and moving (even walking helps). Ms Huffington talks about the novel concept of nap rooms at work encouraging people to take a rest rather than rely on coffee to keep going. This might make you laugh but actually employers worldwide have been implementing changes for the better. Even in Banking & Finance, the “boiler room of burnout” new policies have recently been introduced – for example Citigroup insists that junior bankers take Saturdays off and use all vacation time. Opting out requires manager approval. Whilst this book is packed with lots of facts and research, it’s an easygoing read. Jay Surti WIBF Content Management Team
Gadget This magazine’s must-have gadget is the telepresence robot, as seen in the BeamPro and Beam+. These gadgets have been an interest of mine, ever since the infamous ‘Big Bang Theory’ TV episode, where one of the main characters used a telepresence robot, to replace himself in the reallife situations that he wanted to avoid. I was fascinated to see that it seemed to even further improve communication quality, compared to telephone calls or video calls. As such, I was delighted to find these machines on a recent visit to Palo Alto in Silicon Valley, America. In the SuitableTech store, I came across the BeamPro and Beam+. In fact, the only people in the whole store were customers, as the entire sales team, had been replaced. They were now machines, piloted by people in faraway locations like Hawaii, driving these machines around the store, to sell more machines! So how can you use them? Well one of the many interesting options, is improved video conferencing – so instead of just two sites connecting across fixed screens between conference rooms, with these devices you have an actual robot at the other site, that the person in the second site can control and move around the room to interact with people much more realistically and help improve communication quality, thanks to all the added visual cues transmitted in both directions, and simple things like being able to turn the robot to face the person now speaking. It’s quite impactful to see ‘in person’! And as you can imagine, it’s a great support to people who simply need to work from the home office a lot, as well.
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So what does the device look like? Well, these photos show the device in action and roughly – the robot is 62 inches high, 15 inches wide and 25 inches deep, and the screen is a 17-inch (4:3) LCD display, and there’s a dock, to charge the robot between uses. Where can you get them? Well, there is the Beam store in Palo Alto (http://www.suitabletech.com) and in Europe and the UK, you can reach out to Awabot (http://www.awabot.com) who are based in France. Here’s hoping you find them fun and incredibly helpful too! Kirsten Zverina WIBF Reviews and Career Management WIBF Content Management Team
Regional News Edinburgh “Celebrate your success and shine a light to your future”
Sharon Forder Co-Chair, WIBF Edinburgh
Sharon and I had the great pleasure of attending the 18th annual Women in Banking and Finance Awards in June which really brought home to us how much there is to celebrate in our industry at the moment. As an industry we have been through a lot in the last few years but there is light in our futures for all of us and the organisations we all work for. The opportunities are there for us to grab hold of and use to our advantage as women in the industry and our essential network is here to support you all. Within the Edinburgh chapter of WIBF we are working hard to help all our members celebrate their successes, celebrate learning and support development, aspirations and future goals with a varied schedule of events and programmes. Bring a friend, colleague or someone you sponsor into our circle and Suzanne Reynolds let us all help each other to prosper and continue to influence and change the Co-Chair, WIBF Edinburgh industry we all work in. WIBF is ambitious for the women working in our sector and ambitious for the companies they work for.
Glasgow Diversity and inclusion has never been more relevant for business as it is now and I’m delighted that we can play such a huge part in the development of diverse and talented workforces. Women in leadership roles is very much at the top of the agenda for many and it’s really exciting to see how members are supporting each other in their personal and professional development through the events, mentoring and personal excellence programmes that WIBF offer. 2015 has, so far, been really exciting period for the Glasgow Chapter. Following an event-packed spring programme for our members, we have been delighted to see a number of new faces attending our events. The programme for the remainder of the year and into 2016 looks set to keep up the momentum that we have developed so far this year.
Cristina Chimenti Chair, WIBF Glasgow
Bristol Cast your mind back to that sunny afternoon in early July. Heather Watson, the British number 1 was about to take on one of the biggest challenges of her life - Serena Williams in the third round of the Wimbledon Women’s singles tournament. Heather Watson was, rather fittingly, playing her childhood idol, the top seed. Serena Williams, openly admitted in an interview after the match that she “..[didn’t] know [Heather] at all..” . How that was to change… What followed was a two and a half hour, centre court display of sheer grit and determination. Heather sensationally recovered from a set down to serve for the match in what was undoubtedly one of the most intense games of tennis played at this year’s tournament - she came within two points of securing a win against one of the greatest tennis players of our time. So close.
Elaine Meyrick Chair, WIBF Bristol
The disappointment on Heather’s face was clear as she exited Centre Court to a standing ovation, but within moments she would realise the magnitude of what she had just done and more importantly, what she was capable of achieving. There is no doubt that Heather’s future is a bright one – the British number 1 has set her sights on becoming a top 25 player by the end of the year with the defeat against Serena Williams taking her back in to the top 50. Despite losing the match, the heroic display has been deemed one of Heather’s greatest successes to date. She showed glimpses of that champion spirit, and she succeeded in making the country proud. There is a lot we can take from this inspirational woman, but for me, there is one ‘stand out’ point - make sure you celebrate successes in whatever form they come - they will undoubtedly shape your future.
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London Eye / 1 London Eye Event Previews Event:
Date & Time: Venues:
Learning the Art of Being a GREAT Speaker at WIBF Speakers’ Clubs using the Toastmasters International Programme Weekly, 6.15pm for 6.30-8pm Alternating between Royal Bank of Scotland Group in the City and Barclays in Canary Wharf See London Diary of Events for dates versus venues
WIBF Speakers Club is part of Toastmasters, an internationally recognised organisation that aims “to provide a mutually supportive and positive learning environment in which every member has the opportunity to develop communication and leadership skills, which in turn fosters self-confidence and personal growth”. Our club curriculum is based on Toastmasters International, the renowned communications programme. Who can join? It is a pre-requisite of WIBF Speakers (WIBFS) that you are also a member of Women in Banking and Finance www.wibf.org.uk. Members must commit to attend regularly, take on any appropriate role and provide suitable notice if they cannot attend. We encourage prospective members to visit twice before joining. Please note that there is a separate fee to belong to the speakers club, this is a worthwhile investment in your career development. If you are interested please email: amanda.lawman@wibf.org.uk
Event: Date & Time: Venue:
Which of your personality qualities are enabling or hindering your career? How aware are you of your personal preferences and the impact you make on others? How can you assert more control of your career trajectory? Ilana Abramowicz will demonstrate how one of the keys to success at work is to understand and then market, the unique characteristics that you can offer an organisation. She will explore how our blind spots and areas of awareness contribute to the pace of career development. The workshop will be focused around the use of a new generation personality tool, “Lumina Spark”. This particular psychometric is based on Jungian theory and maps on to the Myers-Brigg Type Indicator (MBTI), yet offers much more to an organisations and individuals as it does not label or stereotype people. Lumina Spark is a highly engaging and credible psychometric tool, which can be applied in many contexts, such as leadership, team-building, personal development and talent management. It can be used to inform on-going coaching. You will leave this workshop understanding how your personal preferences communicate your intentions and ambitions with or without language. You will uncover what enables you and, perhaps as significantly, what hinders you in your career progression. You will learn how to ‘speed read’ others, which will help you manage key relationships in order to fast-track your career objectives, creating genuine advantage in a competitive landscape. Ilana Abramowicz is an Organisational Psychologist at HCubed. She specialises in the use of psychometric tools in leadership development.
Event: Date & Time: Venue: Event:
WIBF NetWorks Monthly Drop in Drinks
Date & Time:
See forthcoming diary for dates
Venue:
check www.wibf.org.uk
Women in Banking and Finance continues its series of successful networking events for 2015. WIBF NetWorks evenings will be held on monthly, alternating between venues in Canary Wharf and the City. See www.wibf.org.uk for details. Every NetWorks event will begin with a designated speaker briefly present on a topic related to banking, finance or personal development, in order to break the ice. From past experience this makes walking into a room full of strangers in the name of ‘networking’ a little less daunting. We welcome members who want to grow their network within WIBF, as well as guests who'd like to find out about us. Please let us know if you are intending to come along by booking online. We’ll see you there!
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London PEP: Highlighting Your Potential: The Lumina Spark Personality Tool September 14th 2015, 6-9pm KPMG 15 Canada Square, Canary Wharf, London, E14 5GL
London PEP: Getting the Most Out of Your Team October 12th 2015, 6-9pm Barclays Bank, 1 Churchill Place, Canary Wharf, London E14 5HP
How do you get the most out of your team? What is the best way of managing a diverse and dispersed team? Corjanne van Drimmelen will look at the challenge faced by leaders managing a global or virtual team with those added difficulties of operating with limited face-to-face contact and across vast distances, time zones, language and contexts, as well as cultural differences. Considerable work goes into creating a successful team - it takes time, effort, and proper guidance and support from the team leader. It requires an organisational culture that enables and fosters team-work. This workshop will look the factors that influence team dynamics and effectiveness. Corjanne will explore how you can maximise individual potential while minimising disruption to team cohesion and performance outcomes. During this session you will look at the ‘Type of Work Model’ where individuals, teams and leaders get an easy to use model showing how people work together to deliver results. A number of in-teractive sessions tests inter-team planning, communication and collaboration. Through group exercises, collaborative working and introduction of the ‘Type of Work Model’ you will explore the characteristics of successful teams.
London Eye / 2 You will leave the workshop with a thorough understanding of the importance of the roles in your team and how you can influence them. You will learn about different styles of working, varying workplace motivators and team members’ different preferences - and their implications for the team. You will leave the session ready, and able, to increase the effectiveness of your team. Corjanne van Drimmelen is the founder of Structure Talent. She is a Professional Certified Coach (PCC). With over 15 years Investment Banking experience, at Morgan Stanley and UBS, Corjanne continues to work with the financial services sector, helping individuals and corporate teams approach change and become better at what they do.
Event:
London PEP: Focusing on Your Future: The Power of Vision Date and time: 16th November 2015, 6-8pm Venue: Bank of America Merrill Lynch Financial Centre, King Edward Hall, 2 King Edward Street, London EC1A 1HQ How does your future look? Does it reflect your career ambitions? Is there genuine work/life balance? Have you ever taken the time to really think about how you will reach your desired future? The workshop will be co-facilitated by Marian Costello and Debra Zuckerman. Marian and Debra will explain how a vision board provides you with a tool to help you visualise, clarify and define your focus on the goals you want to achieve in your future. This is a highly regarded method of visualising your future and then guiding you towards making that future a reality.
Marian and Debra will introduce you to the concept of vision boards and the benefits that are gained from creating a personal vision board. Working in small groups of 4-6 people, Marian and Debra will guide you in developing your own vision board. You will bring with you to the workshop images of where you want to go in your life, for example, becoming a member of the board, gaining educational qualifications or improving your work/life balance. Creating a vision board actively leads you to ask the right questions, such as who are your mentors; how much money do you want to earn; where do you see yourself in five years; what do I need to do to get there and so on. There are no set rules when it comes to creating a visual interpretation of your hopes and dreams. This is why everyone’s board is so different and your next vision board will be different still. Updating your vision as your goals develop or are achieved is a very clear way of marking your progress. As well as having greater clarity of your own personal vision and starting your vision board you will leave the workshop focussed on your future, having dedicated time to valuable self-reflection. You will be able to look at your vision board every day to keep you focused on your goals.
Marian Costello (BSc Hons, MBCS) at MCA Consultants. Marian is a Change Management Consultant, Coach, WIBF Board Member/ Magazine Editor and Charity Trustee. Marian has significant experience in the IT and the financial industry working with dealing rooms, payment systems etc. as well as developing strategic solutions for organisations. Connect with Marian on LinkedIn and on Twitter @MarianMBC Debra Zuckerman, ZUCKERMAN COACHING & DESIGN DIRECTIONS. Debra is a Professional Development Coach, NLP Master Practitioner and WIBF Magazine Content Committee member. She has experience as a successful Creative Director and Design Consultant for brands which include V&A, Conde Nasté and the FT. Connect with Debra on LinkedIn and on Twitter @DebraZuckerman
London Eye Event Reviews l
Inspire – once you’re stuck into your campaigning, inspire others to get involved too – talk to friends, family and colleagues about your campaign in person and on social media (and prepare to be challenged)
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Share – your expertise, skills and money.
April Networks Event Remember you have the power to change the world around you Whenever you see a positive change in the world, it’s never because someone just granted it, it’s because ordinary people have asked for it, mobilised, campaigned for it, and sometimes fought long and hard for it. l
The world is sadly full of injustice and inequality – you need to find the thing that really makes you angry and be a part of changing that.
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Campaign – once you’ve found the thing you’re passionate about e.g. environment, women’s rights, road safety, start campaigning by finding other like-minded people. n
Go online at www.change.org www.avaaz.org or www.38degrees.org.uk
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Look for local groups residents’ associations, political parties, women’s groups, toddler groups, unions
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Get active – hand out leaflets, try to get signatures on petitions, write to your MP
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Could you help a local campaigning group or charity by offering your financials skills to set up a spreadsheet to track expenditure?
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Could you let them host a fundraiser in your garden?
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Could you become a trustee? Search vacancies on:
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Bond http://www.bond.org.uk/jobs?page=1&order_ by=date_added&job_type=3&region=0&area_of_work=0
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Big Give https://secure.thebiggive.org.uk/trustees
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Could you donate £5 monthly to pay for campaigning costs?
Guardian http://jobs.theguardian.com/jobs/trustee/
There’s loads you can do to change your world, which in turn changes the whole world. Decide what it is that really motivates you – then campaign, inspire and share. We look forward to hearing all about it. Good luck!
Women in Banking and Finance Magazine
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Focus on Scotland / 1 Edinburgh Event Previews Event:
Date & Time: Venue:
PEP (members only event) with Equate Scotland - Let’s Talk About Sex: Gender Equality and Career Development across Sectors 9th Sept 2015, 5.30-8pm Scottish Widows, Port Hamilton, 69 Morrison Street, Edinburgh, EH3 8BW
Equate Scotland aims to increase women’s participation in science, engineering and technology (STEM) sectors. This interactive workshop will highlight the current state of play for women in STEM workplaces and draw comparisons to the finance sector. We will look at what contributes to gender inequality at all stages of life and why tackling it is important to Scotland. Current workplace practices will be explored and participants will have the chance to think about their own career development, what’s worked well for them and identify what more could be done to plug the leaky pipeline, aid the retention and support the progression of women. Our presenters are Linda Somerville and Allison Johnstone both work at Equate Scotland, based at Edinburgh Napier University. Equate Scotland works with women, students, employers, policy makers and stakeholder organisations to increase women’s participation in STEM sectors.
Event: Date & Time: Venue:
PEP (members only event) The secrets of influencing with Mary Pender 11th November 2015, 5.30-8pm Scottish Widows, Port Hamilton, 69 Morrison Street, Edinburgh, EH3 8BW
Do you ever find it difficult to get other people to do the things you need them to? Or to ensure other people see the brilliance of your ideas? The art of persuasion can often seem like a black art, which when done badly feels like being ‘sold’ to. The great news is that there are tools and techniques you can be using to help you be more successful in influencing and persuading – whilst retaining all your personal integrity. This workshop will discuss Cialdini’s Six Principles of Influence – and what you can do to persuade others to say yes. It will help you distinguish who it is most important for you to influence, and the key attributes and behaviours you need to display in order to be successful. This interactive presentation will give you the opportunity to share experiences, tips and challenges in order to successfully influence others with integrity. Mary Pender, our presenter, studied Psychology at The University of Edinburgh and, following a brief foray into Banking, found her passion for developing cultures and enabling people to realise their potential. Mary worked for more than 10 years in a range of Organisational Development roles in Financial Services, before setting up her own consultancy in in early 2014. Mary is a certified Coach and Facilitator, and is accredited to deliver a range of psychometric tools, and spends her time providing consultancy support to organisations on all aspects of Talent Management, Development, and Engagement alongside an Executive Coaching practice. Mary’s unique focus is to look at the pragmatic ways organisations and individuals can unlock their potential and improve their performance.
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Edinburgh Event Reviews (Comments are made by the individuals and do not represent the views or endorsement by their employers)
Networking & Discussion Topic WIBF Membership – March 2015 Thank you to all of you who joined us at Eteaket at Frederick Street on the evening of Wednesday, 25 March. This was the first time we combined networking with a focused discussion on the WIBF membership, over cakes, scones, sandwiches and tea! It was a real pleasure to hear that many members recognised the benefits of being a part of the organisation, from access to quality training to welcoming networking events. Of course, there is always room for improvement! Thanks to the active participation of members and guests, the Board left the evening with actionable insights.
Mind & Body with Polly Rewt – April 2015 Polly Rewt guided us through some simple techniques that we could use on a daily basis in and out of the workplace to help reduce the toll that the everyday demands of life place on us all. The event took place in the offices of RBS, 36 St Andrews Square, Edinburgh. Polly got us all on our feet initially for some simple movements which she used to demonstrate that it does not always have to be big physical movement that can help us to reduce the everyday stress that sitting in front of a computer screen can cause to our bodies. An thoroughly enjoyable and interactive session.
Personal Excellence Programme – May 2015 Our second PEP event of 2015 was hosted by Rachel Weiss the Senior Partner of Rowan Consultancy. Rachel is a COSCA (Counselling & Psychotherapy in Scotland) accredited trainer in counselling skills, an associated lecturer with the Open University, an accredited member of the Higher Education Academy and an experienced mediator – all of which (and more) Rowan Consultancy provide as a quality service to individuals and organisations in Scotland. (www.rowan-consultancy.co.uk) The event was very well attended and allowed members to hear Rachel’s perspective and tips on distinguishing between the urgent and the important things in life. We all have things that we can’t change, but for the things we can, no matter how small, step back and decide how you can influence and even change and decide how to spend your precious time. There was a lot of great discussion with members really participating and sharing their thoughts and experiences. A part of the discussion was around prioritising things that you need done, and by using Steven Covey’s quadrant (as illustrated in his book ‘The Seven Habits of Highly Effective People’, Simon & Schuster Ltd, 1984) a clear split between the four quadrants of ‘Important’, ‘Not Important’, ‘Urgent’ and ‘Not Urgent’ was shown in assessing your ‘to-do’ list – thus not trying to do everything at once, achieving nothing and being a busy fool.
Women on Boards – June 2015 We were delighted to have Mairi Mickel as our speaker for this joint WIBF/WoB event. Mairi guided us through ‘The Top 7 Reasons Why Being a Director is Good For Your Career’. Mairi was an inspiring speaker and the topic generated a lot of questions and discussion. We were reminded that it is the skills we have that are important when it comes to considering Boards that we would like to join not experience in that field. It was great to see so many members and future members at the event and we look forward to running more events on the topic of Board membership in the future.
Focus on Scotland / 2 Glasgow Event Previews Event: Date & Time: Venue:
Glasgow – Speed Networking 9th July 2015, 6-8pm The Salon, Blythswood Square Hotel, Glasgow City Centre
Join us for an informal event where members and non-members can participate in structured net-working aimed at increasing your contacts and your confidence. Networking is a proven method in generating opportunities, increasing business and developing connections. It can also help you gain positive influences or advice around your personal and professional development as well as increasing your confidence while raising your profile.
Event:
Date & Time: Venue:
Glasgow – Learning & Development Commando Spirit - Lessons Learnt from the Royal Marines 8th October, 6-8pm (tbc – Glasgow City Centre)
The Royal Marines are famed for their unique leadership style. Have you ever wondered how this approach can be tailored to benefit you both personally and professional? Join us for an evening with Sally-Anne Hunter, CEO Commando Spirit (Lifetime Challenge Events Ltd) for an interactive session. Sally-Anne will tell us all about her time working with the Royal Marines and share with us some of the lesson she has learned in developing personally, professionally and in leadership along the way.
Glasgow Event Reviews Event:
Date & Time: Venue:
Glasgow – Learning & Development Want to drive greater efficiency? Trust your people to deliver. 10th September, 6-8pm Montecarlo Suite, Blythswood Square Hotel, Glasgow City Centre
Want to drive greater efficiency? Trust your people to deliver… Recent years have seen a huge focus on driving efficiency across Financial Services. Whilst traditionally organizations have focused on redesigning processes to create efficiencies, significant improvements in productivity and effi-ciency can be achieved through changing behaviours and increasing the capability of managers. Come along to hear more about how and why this is such an effective approach. Vivienne Long and Innes Ledingham from PWC will share their insights on this innovative approach to performance improvement.
(Comments are made by the individuals and do not represent the views or endorsement by their employers)
Learning & Development: Personal Brand May 2015 Ruth McKay of Uniq Marketing hosted a fantastic evening to help us all understand personal branding. It was certainly a surprise for a lot of people that it’s not all about what you wear and the audience took away lots of tips about how they could profile themselves both personally and professionally. Ruth’s interactive session thoroughly engaged the audience and took us through lots of aspects of ourselves, which we could explore and promote, to try to achieve the goals in our careers.
Drop in Drinks – June 2015 A small and intimate gathering in the Blythswood Square Hotel made for a delightful evening of networking. Another great opportunity to meet with likeminded professionals for conversation over drinks.
Focus on Bristol Bristol Event Previews Event: Date & Time: Venue:
Health & Nutrition in the Workplace 26th January 2016, 6-8pm TBA
The event will be co-hosted with Women in Property (South West), with Alison Clarke of the British Dietary Association.
Bristol Event Reviews Bristol’s Summer Party 2nd July Yurt Lush, Creative Common
(Comments are made by the individuals and do not represent the views or endorsement by their employers)
Behind the Scenes of the International Balloon Fiesta WIBF Bristol and Cameron Balloons hosted a tour of the internationally reknowned, Cameron Balloon factory. The Factory’s founder, Dom Cameron, founded the Bristol International Balloon Fiesta in the 1970s. The Fiesta is the biggest in Europe and attracts tens of thou-sands of visitors every year (http://www.bristolballoonfiesta.co.uk/content/8/aboutus.aspx).The event was well attended and provided a “behind the scenes” tour of balloon construction, engineering and flying, as well as the Fiesta itself.
An evening with Esther Stanhope, Ashfords
The Bristol Team hosted its annual summer party at the hugely popular Yurt Lush in early July. The Yurt provided an impressive BBQ and array of summer drinks. The evening was a relaxed affair with attendees coming from all parts of the banking and finance community. With thanks to Paragon Costs solutions who sponsored the evening (www.paragoncosts.com).
Women in Banking and Finance Magazine
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London Diary of Events 2015/16 WIBF Speakers’ Clubs operate bi-weekly throughout the year at Royal Bank of Scotland Group in the City and Barclays in Canary Wharf. See below for dates: WIBF Speakers’ City Club Meeting
WIBF Speakers’ Canary Wharf Club,
Royal Bank of Scotland Group, 135 Bishopsgate, London EC2M 3UR.
Barclays, 1 Churchill Place, London E14 5HP.
6.15-8pm
6.15-8pm
WIBF Speakers’ City Club Meeting Dates
WIBF Speakers’ Canary Wharf Club Meeting Dates
9th September 2015
2nd September 2015
23rd September 2015
16th September 2015
7th October 2015
30th September 2015
21st October 2015
14th October 2015
4th November 2015
28th October 2015
18th November 2015
11th November 2015
2nd December 2015
25th November 2015
16th December 2015
9th December 2015
30th December 2015
23rd December 2015
13th January 2016
6th January 2016
27th January 2016
20th January 2016
10th February 2016
3rd February 2016
24th February 2016
17th February 2016
Date
Event
Venue & Time
14th Sept
London
London PEP: Highlighting Your Potential: The Lumina Spark Personality Tool
KPMG 15 Canada Square, Canary Wharf, London, E14 5GL, 6-8pm
24th Sept
London
London WOB: Board Apprentice
Bank of America Merrill Lynch Financial Centre, King Edward Hall, 2 King Edward Street, London EC1A 1HQ, 6-8pm
12th Oct
London
London PEP: Getting the Most Out of Your Team
6-8pm, Barclays Bank, 1 Churchill Place, Canary Wharf, London E14 5HP, 6-8pm
16th Nov
London
London PEP: Focusing on Your Future: The Power of a Vision Board
Bank of America Merrill Lynch, 2 King Edward Street, London EC1A 1HQ, 6-8pm
TO BOOK EVENTS Login in using your new Portal Username and Password on http://www.wibf.org.uk for each relevant event. If you are not a WIBF member you will be able to login as a Guest User. You will then be directed to our secure payment page via WorldPay to pay the required fee where applicable. Please email Jackie.Chatfield@wibf.org.uk for any other information relating to events. Guest members can attend a session before committing to join WIBF.
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Edinburgh Diary of Events 2015/16 Date
Event
Venue & Time
9th Sept
Edinburgh
PEP (members only event) with Equate Scotland - Let’s Talk About Sex: Equality and Career Development across Sectors
Scottish Widows, Port Hamilton, Scottish Widows, Port Hamilton, Edinburgh, EH3 8BW, 5.30-8pm
29th Sept
Edinburgh
Panel event (CV's/Interview skills)
TBC, 5.30-8pm, Check www.wibf.org.uk
12th Oct
Edinburgh/ London
PEP: Getting the Most Out of Your Team
TBC, 5.30-8pm, Check www.wibf.org.uk
Oct
Edinburgh
WIBF/CIOBS Joint event
TBC, 5.30-8pm, Check www.wibf.org.uk
5th Nov
Edinburgh
WIBF/DLA Piper - Panel Event
TBC, 5.30-8pm, Check www.wibf.org.uk
11th Nov
Edinburgh
PEP (members only event) – The secrets of influencing with Mary Pender
Scottish Widows, Port Hamilton, 69 Morrison Street, Edinburgh, EH3 8BW, 5.30-8pm,
10th Dec
Edinburgh
Networking Drinks
Balmoral Bar, Balmoral Hotel, 1 Princes St, Edinburgh EH2 2EQ, 5.30-8pm
Glasgow Diary of Events 2015/16 Date
Event
Venue & Time
10th September
Glasgow
Learning & Development with PWC – Business Process Improve-ment
TBC, 6-8pm, Check www.wibf.org.uk
8th October
Glasgow
Commando Spirit – Lessons Learnt from the Royal Marines
Blythswood Square Hotel, 6-8pm
5th November
Glasgow
Drop in Drinks – Speed Networking
Blythswood Square Hotel, 6-8pm
25th November
Glasgow
Pre-Christmas Event
House of Fraser, Glasgow, 6pm-8pm
ADVERTISING INFORMATION FOR WIBF MAGAZINE
DIMENSIONS
A4 Full page - for the inside back cover, allow 3mm bleed top and bottom and on the right-hand edge.
Trimmed size A4 210mm Wide x 297mm High.
Half page with margins 185mm W x 133mm H
For the back cover, allow 3mm bleed top and bottom and on the left-hand edge.
Full page bled 213mm W x 303mm H
Quarter page bled N/A
Full page with margins 185mm W x 272mm H
Quarter page with margins 90mm W x 133mm H
MEDIA Final artwork should be supplied to size, either as a JPEG or PDF. Images should be CMYK and should be a minimum of 300dpi resolution. Images should be no smaller than 50mmx 75mm. If artwork has to be constructed there will be an additional cost.
Half page bled 213mm W x 151mm H
For prices, please contact Marian Costello at marian.costello@wibf.org.uk Women in Banking and Finance Magazine
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Membership benefits/programmes Depending upon the stage you are at with your career progression, you can choose to develop an area catered to your specific needs and interests. Examples of the programmes we offer include: Associate
Management
Executive
Personal Excellence Programme Monthly diverse range of personal and professional development workshops.
Personal Excellence Programme Monthly diverse range of personal and professional development workshops.
Mentoring Being a mentee supported by colleagues within the industry.
Distinguished Speaker Programme Access to inspirational leaders
Women on Boards For aspiring leaders seeking non-executive posts on boards and senior appointments and to join executive committees.
Public Speaking - in London Affiliated to the international Toastmasters Programme, where you can hone your speaking skills in a fun and supportive environment with like-minded people. Networking Drop in Drinks An opportunity to build relationships Young Professional Award/Team Diversity Award Recognising women within the industry
Panel Discussions An opportunity to hear key professionals discussing relevant topics Mentoring Being a mentor/mentee supporting/supported by colleagues within the industry. Public Speaking - in London Affiliated to the international Toastmasters Programme, where you can hone your speaking skills in a fun and supportive environment with like-minded people.
Distinguished Speaker Programme Access to inspirational leaders Panel Discussions An opportunity to hear key professionals discussing relevant topics Mentoring Being a mentor supporting colleagues within the industry Award for Achievement /Champion for Women Award/ Team Diversity Award Recognising women within the industry Networking with peers
Young Professional Award/ Award for Achievement/ Team Diversity Award Recognising women within the industry Networking with peers For all members in all locations Social Media
Linked In, Twitter, WIBF website. Stay in touch, ask/answer questions and raise your industry profile
Magazine subscription
Three times a year covering business focus, career management and much more for the WIBF community and providing visibility for WIBF
Monthly e-newsletter
Building WIBF community support and visibility featuring movers and shakers and events.
Networking opportunities
Through professional and social events
Developing your personal brand image Personal Profile
Highlighting Platinum Corporate Members’ employees in magazine profiles
WIBF Annual Awards Luncheon
The Awards Luncheon is an opportunity to host your clients
WIBF Industry Expert Series
Speakers who are experts in their field emparting their expertise to WIBF
Regional Programmes
Headquartered in London, WIBF also has chapters in Edinburgh, Glasgow, Bristol and Dublin. The chapters provide events catered to the needs of their local communities such as Business over Breakfast briefings, Spotlight Suppers and gallery tours.
Personal Excellence Programme
Learn tips on how to become a well-rounded professional who can reach the next step in her career with ease. The workshops cover a range of topics from effective networking, achieving work-life balance, how to work with different personalities effectively, how to give and receive feedback professionally, how to get internal sponsors and mentors in your firm to help you up the career ladder, etc.
Distinguished Speaker Programme
Leaders in the finance industry speak about the challenges they overcame and steps they took to become successful. This is an opportunity for members to learn from our leaders and build their network.
Panel Discussions
WIBF partners with external foundations, groups, organisations and industry speakers to discuss industry issues and trends.
Mentoring
A mentoring programme launched in London where we match those wanting to be mentors with those seeking mentees. Mentors and mentees meet fortnightly and work through the mentee’s progression plan.
Public Speaking
WIBF is affiliated with Toastmasters International. There are currently two speakers clubs which meet fortnightly in the City of London and Canary Wharf. Members develop confidence, become better communicators and effective leaders in a supportive environment.
Women on Boards
For aspiring leaders seeking non-executive posts on boards and senior appointments and to join executive committees. The programme is designed to build a pipeline of potential candidates for future roles.
Networking
Meet and build connections with fellow professionals and increase your visibility in the industry through targeted networking events.
Developing Leadership and Management Skills
Join one of the WIBF committees to develop your skills and network.
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Women in Banking and Finance Magazine
Women in Banking and Finance Group Executive Board President Vice President
Janet Thomas, Infinity Capital Partners Melanie Seymour, BlackRock
Glasgow Management Team
Advisory Board
Glasgow Chair/ Cristina Chimenti, Group Executive Board BSkyB Ltd
Susan Allen, MD UK Banking, Santander
Corporate Partnerships Kirstie McDonald, & Events Brodies
Susan Dean, Chair Audit Committee and NED for Citi’s UK legal vehicles
Communication
Lesley-Anne Mitchell, Moonfoot Ventures Diane O’Neil, Pertemps
Simon Hayes, Head of Financial Services Practice, Odgers Berndtson
Head of Operations
Amanda Lawman
Assistant to Head of Operations
Jackie Chatfield
Communication
Head of Marketing & Communications
Martha McKenzieMinifie, ING
Corporate Partnerships Lesley-Anne Mitchell, & Events (Accountancy Moonfoot Ventures & Practice)
Magazine
Marian Costello, MCA Consultants
Newsletter/ Magazine Jo Grant, Change & Blog Recruitment Group
Mentoring
Jane Oliver, Credit Suisse
Corporate Partnerships Emma Prophet & Events (Banking) Morgan Stanley & Marketing
Women on Boards
Miranda Abraham, Barclays
Personal Excellence Programme
Simona Fionda, Barclays
Governance
Joanne Theodoulou
Treasurer
Marianne Hampson, RBC
Executive Board Member
Jenny (Yuting) Wang
Edinburgh Management Team Edinburgh Co-Chair/ Sharon Forder, Group Executive Board RBS
Corporate Partnerships Lorraine Dillon, AON & Events (Insurance) Corporate Partnerships Alana Roche, AIG & Events Communications Strategy
Debi Haren, Property Searches Scotland
Communication
Laura Thom, RBS
Communication
Vicki Swan, RBS
Co Secretarait & Treasurer
Debbie Reid, NAG
Co Secretariat & Treasurer
Yvonne McKnight, Affinity Brokers
Angela Knight, CBE Mei Sim Lai, OBE, Founder and Principal of LaiPeters & Co Lisa Rabbe, MD, Head of Public Policy for Europe, the Middle East & Africa, Credit Suisse Securities Ltd
Women in Banking and Finance Magazine Team Marian Costello, Editor-in-Chief marian.costello@wibf.org.uk Janet Thomas, Editorial Director janet.thomas@wibf.org.uk Amanda Lawman, Head of Operations amanda.lawman@wibf.org.uk Kirsten Zverina, Content Management Team kirsten.zverina@wibf.org.uk Anqi Guo, RBS, Content Management Team Sally Little, ING, Content Management Team Dawn Williams, Content Management Team Charity Mhende, Content Management Team
Edinburgh Co-Chair/ Suzanne Reynolds, Group Executive Board RBS
Bristol Management Team
Treasurer
Moira Crichton, Tesco Bank
Bristol Chair/ Elaine Meyrick, Group Executive Board Thrings Solicitors
Secretariat
Lesley Niezynski, RBS
Events Liaison
Programmes
Fiona Kerr, Tesco Bank
Claire Tomlin, Paragon Costs
Programmes
Erin White, RBS
Events & Media
Nicola Parker, Triodos Bank
Programmes
Monika Lang, Lloyds
Events Liaison
Programmes
Sally McFall, Stanton House
Pollyanna Russell Stower, Ashfords
Committee Member
Jean Norton, Ashfords
Committee Member
Alison Vico, Saffery Champness
Committee Member
Amy Coppock, Coutts
Secretary
Emily Dunford, TLT Solicitors
Marketing & Communication
Iona Pullar, RBS
Marketing & Communication
Carmen Chan, RBS
Corporate Membership Alison Scott, Regulatory /Strategic Partnerships Finance Solutions Corporate Membership Louise Johnston, /Strategic Partnerships Tesco Bank Corporate Membership Laura Fleming, /Strategic Partnerships Red Kite CV Consultancy Individual Membership Ruth Sadler, Exception UK
WIBF Patron Noreen Doyle
WIBF offers a range of events and to develop careers as well as providing opportunities to build relationships and widen networks within the industry.
WIBF Office 141 Clockhouse Lane, Collier Row, Essex, RM5 2TH Tel: 0845 835 2720
Jay Surti, Content Management Team jay.surti@wibf.org.uk Debra Zuckerman, Content Management Team debra.zuckerman@wibf.org.uk Angela Barry, Magazine Art & Design angelabarry@blueyonder.co.uk Tim Clancy, Magazine Production tim.clancy@impressprint.net
Women in Banking and Finance (WIBF) publish this magazine. Whilst care is taken to ensure that the contents are accurate, WIBF cannot accept any liability for errors or omissions. Opinions expressed are those of the authors, not WIBF. Correspondence should be sent to:
Marian Costello, Magazine Editor by email to magazine@wibf.org.uk
Articles and illustrations remain the © copyright of the originators: reproduction in any form is prohibited without their written permission. All other material is the copyright of WIBF. All rights reserved internationally.
Women in Banking and Finance Magazine
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