WIBF Magazine Sept-Dec 16

september - december 2016

19th ANNUAL AWARDS FOR ACHIEVEMENT 2016 WINNERS AND NOMINEES – SHINING A LIGHT ON THEIR TALENT CLARE WOOD, FIRST STATE INVESTMENTS – RUNNING A GLOBAL TEAM

inside

guest contributors

3 Editorial 4 welcome 5 regions 6 seen & heard 9 WIBF SPEAKERS’ CLUBS 12 WOMEN ON BOARDS 14 inside story 16 gender balance 18 distinguished profile 20 19TH ANNUAL AWARDS for ACHIEVEMENT

BERNADETTE BALLARD In this edition of our Returners Profile, Credit Suisse returnee Bernadette Ballard talks to WIBF about navigating her way through getting back into the workplace and Credit Suisse’s returners programme.

VIVIENNE ARTZ Our 2016 Champion for Women Award winner Vivienne Artz from Citi is this edition’s Distinguished Profile.

YENNI LEIGHTON In this edition’s Business Focus Fund Services Consultant, Yenni Leighton, explains how your business can protect itself from the ever increasing threat of cyber criminals.

MARK Q. MCLANE The Managing Director of Diversity and Inclusion at Barclays PLC, Mark McLane provides us with the idea and features of Barclays’ Dynamic Working Campaign .

22 2016 AWARD WINNERS 24 2016 AWARDs PHOTOS 28 RETURNING TO WORK 30 DIVERSITY AND INCLUSION 32 BUSINESS FOCUS 35 EVENTS CALENDAR 38 60 SECONDS

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office 80-83 Long Lane, London EC1A 9ET www.wibf.org.uk

Editorial Assistant Raimah Amevor, raimah.amevor@wibf.org.uk

editorial team Editor-in-Chief Marian Costello marian.costello@wibf.org.uk Editorial Janet Thomas, janet.thomas@wibf.org.uk Martha McKenzie-Minifie, martha.mckenzie-minifie@wibf.org.uk

Content Management Team Kirsten Zverina Sally Little, ING Jay Surti Debra Zuckerman

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Design Lydia Thornley Design

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.

editor’s note

“Our WIBF winners and members are great achievers and make WIBF proud.

WIBF look forward to showcasing more of your achievements in the future.”

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Marian Costello WIBF Editor-in-Chief/ Executive Board Member

big welcome to our new WIBF Platinum Corporate Members National Australia Bank (NAB) and Sky, it is great to have you both on board.

Welcome to all WIBF Members! I hope you have had a great summer and been able to take time to recharge your batteries before autumn sets in. Enjoy reading the magazine with the theme ‘Shine a light on your talent’ which showcases many inspirational women in the banking and finance world.

WIBF held its 19th WIBF Annual Awards for Achievement Luncheon in June at the London Hilton on Park Lane, a great venue. The keynote speakers were Harriett Baldwin MP, Economic Secretary to the Treasury, at that time, and Noreen Doyle, Chair of the British Bankers’ Association. Check out our special spread in the centre of the magazine to read more about the event and the 2016 four winners.

that you can join – one in the City and the other in Canary Wharf. They are part of an international organisation called Toastmasters, with clubs in many cities, read more in the article on page 9. These clubs have helped many senior WIBF members who work at our Corporate Members become accomplished Speakers and enhance their career journey.

There are a number of great articles including the Inside Story article where Edinburgh based Clare Wood, Global Head of Investment Assurance, First State Investments, discusses her day and how she manages a global team.

As well as Angie Mentis, Group Executive Business Banking, National Australian Bank (NAB) who writes about being seen and heard and how it is up to women to profile themselves, page 16. As she says, “We have this whole economy of aspiring, busy, courageous women running great businesses – yet we’re not seeing enough of them and this is stalling our quest for parity.”

The section on ‘Seen and Heard’ shows some of WIBF’s activities in the UK since the last magazine.

Janet Thomas, WIBF President, represented WIBF with Harriet Baldwin MP at the London Stock Exchange Market Opening Ceremony on 11th July 2016 to celebrate the Women in Finance Charter.

It is great to be able to showcase WIBF member Yenni Leighton, Fund Services Consultant, who has written for WIBF’s Business Focus section on Digital Interaction. As she says “When the new cybercriminals find a way into your network, they are not chasing fame, they are after information they can use either for financial or possibly some other, more lethal, gain.”

As a member of WIBF and reader of this magazine, you will already be familiar with the many events we run throughout the UK. WIBF also have two public speaking clubs in London

The Rio Olympics were fabulous and really showcased the UK as being great achievers. Our tennis players have also done the UK proud with their achievements in the various

competitions. A number of our medal winners have had to overcome serious illness or disabilities; these include diver Chris Mears, cyclists Becky James, Laura Trott, Jody Cundy, Megan Giglia and Sophie Thornhill, gymnast Max Whitlock, swimmers Alice Tai, Beth Firth and Ellie Robinson, just 15. 100m winners Hannah Cockroft, Kare Adenegan, Jonnie Peacock and Georgina Hermitage and Andy Lewis Para-triathlon winner. Kadeena Cox won medals in both cycling and athletics! The experience of adversity can give individuals a different perspective on life.

For any of you who have been affected by life changing circumstances these can often be used to make dramatic changes in your life. Our WIBF winners and members are great achievers and make WIBF proud. WIBF look forward to showcasing more of your achievements in the future.

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 where you find the way to make a difference in your world.

All the best Kind regards, Marian Costello, WIBF Editor in Chief/ Executive Board Member September - December 2016

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WIBF PRESIDENT’S MESSAGE

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or many of us at WIBF the arrival of summer is marked by the Awards for Achievement Luncheon in early June. The atmosphere at this year’s Luncheon was full of promise, both in terms of the talented colleagues attending and those commitments made by our speakers and corporate members. It really felt like we were ushering in a new season of women’s advancement in the industry, with the headwinds, for once, on our side.

from my role as President. The next 12 months will see us finding my successor and having a well-managed handover.

The then Economic Secretary to the Treasury, Harriett Baldwin MP, made it clear that she and the Government were fully supportive of the recently published Women in Finance Charter [http://bit.ly/29niise]. This is not just a feel-good move. The banking and finance sector drives the UK’s economic output and the OECD estimates that equalising men and women’s roles in the workplace could add 10% to the size of the UK economy by 2030. As bankers, we all know that when money talks, people listen.

This is a time of change. Not of disruption.

It is a time for refocusing, for different eyes to see things in a fresh way, different hands to grasp the baton and run.

We wish Harriett the very best in her new role as Minister for Defence Procurement. We welcome Simon Kirby as the new Economic Secretary to the Treasury and ask him to ensure that this charter remains a priority for the Government. WIBF is focused on the commitments of the Women in Finance Charter and to providing support to corporate members wishing to sign up to it.

The Awards Luncheon was, as always, a wonderful occasion. An opportunity for WIBF and our corporate members to show off the inspiring work taking place in our industry by women, for women, for diversity, in the pursuit of excellence. It is a chance too for the shortlisted nominees and the winners to shine; it is a chance for us to shine the light on industry best-practice, on industry team work and support WIBF members.

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It has been an incredible experience for me to be President of WIBF. I have been proud to be your spokesperson and I have seized the opportunities to raise WIBF’s profile nationally and internationally – speaking at Thomson Reuters and at the Milken Global Summit earlier this year; I was delighted to join Harriett Baldwin MP for the London Stock Exchange’s Market Open Ceremony on 11th July.

“Let us maintain the support; let us maintain the pressure, let us stand by the commitments.”

Janet Thomas, WIBF President

I want to offer, on behalf of all of us, a very special thank you to our Patron, Noreen Doyle, who is stepping down from her role after four years. I want to thank her for her commitment, passion and dedication to WIBF. She has made herself available readily for the benefit of WIBF and I personally have been grateful for her wise counsel. She is a role model extraordinaire. During the Awards Luncheon Noreen expressed her commitment to, and approval of, the Women in Finance Charter and I think that shows exactly how important it is. Noreen has the long view and if she recognises its importance, then it is important. To Noreen. To WIBF. To the women who are starting out and those still to join us.

Let us maintain the support; let us maintain the pressure, let us stand by the commitments. Soon we will have a new Patron. And I will be stepping down

We know we have been running in the right direction. We must remain firmly committed to the aims of WIBF – to facilitating a useful and powerful network, to providing career-enhancing development programmes and thoughtprovoking discussion. All with the aim of improving women’s position in our industry.

We have made significant progress in this. We cannot ignore that. Our network is incredibly important – and this is reiterated by our corporate members. It is about women sharing experiences and sharing their stories.

At WIBF we are taking the stories of our members and making their voices heard on a global stage.

I will be very sorry to stand down as President but very proud to step away at a time when progress for women in our industry is forging forward. I recognise it is a slow journey but we are on our way. Recognition and promotion will come when you have ambition marching alongside determination. Plus the members of Women in Banking and Finance on your side.

Janet Thomas WIBF President

regions

“There is no such thing as a great talent without great will power”

The basic principles of the “Hawthorn Effect” are very relevant to modern business. Good leadership is about being a positive influence on those around you and creating an environment in which workers feel important, recognised and ultimately want to excel.

Honoré De Balzac

Elaine Meyrick bristol chair

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Cristina Chimenti Glasgow Chair

nclusion, diversity and talent management are at the forefront of business think tanks these days. As resources get increasingly scarce and companies as well as individuals have to dig deep, we are presented with amazing opportunities to help our people reach their full potential.

Talent management starts with the self and I am happy to introduce some great PEP events in Glasgow in the next few months that provide the thought process and the tools to help our members take control and nurture their talent for a successful career and business presence.

Equally important is to make others around us shine and our Mentoring Programme offers exactly that to our members with the engagement of executive mentors from top companies who can help them shine and use their talents to great effect.

We are also nurturing talent within our Glasgow WIBF Board, with new members joining us: Aisha Reen from Morgan Stanley, Laura Thorburn from Change Recruitment and Debbie Shields from iMultiply.

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ecognising and understanding the needs of a workforce creates a sense of purpose and wellbeing that encourages productivity. This theory is well practised. It was first documented in the 1930’s at a factory based in Hawthorne, Chicago. Researchers conducted a series of workplacebased experiments that measured the impact of physical and social changes in the workplace on employee productivity. Employees were split into two groups – one group was subject to a change and the other continued as normal.

The first experiment saw the lighting in the “test” group’s factory enhanced dramatically. This sparked a considerable increase in the productivity levels of the test group. Researchers conducted further experiments which involved making changes to various working conditions, such as, changing the time of rest breaks, moving workstations and changing working hours. Again, shop-floor productivity levels increased considerably.

The research ultimately concluded that it was neither the physical or social changes that led to increased productivity. The driver was that the workforce felt that their needs were being put under the spotlight – that changes were being made to benefit them and that management cared.

These outcomes are known as the “Hawthorn Effect”.

Shine a light on those around you today – tomorrow you reap the rewards.

Sharon Forder & Suzanne Reynolds Edinburgh Co-chairs

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t can often feel that despite our best endeavours and extra hours spent in the office to get the job done that we don’t feel our talents are recognised; this is often because we assume that if you work hard and are committed to the organisation this should be enough for people to recognise your talents.

Unfortunately this isn’t always the case. Do you speak out about your talents or assume that people will know that they are based on your work alone? The people you want to be aware of your talents may not have been there when you have used your many talents in the workplace. You can also be undervaluing your own talents as to you they are the basics but for others they would be a real challenge, talk to your friends and colleagues to help you identify ALL of your talents and don’t end up losing yourself through comparison to others, recognise your talents and let them shine!

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seen & heard

Building Resilience

“This workshop got me thinking in a different way about my career�

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This was a great workshop with Dr Sue Mitchell, Executive Coach and Leadership Development Consultant hosted at Change Recruitment offices in Glasgow. Dr Sue Mitchell spoke about

mental toughness and resilience in building and sustaining careers and engaged the participants with a variety of interactive and thought provoking games and exercises.

stock exchange celebrates the Women in Finance Charter

Janet Thomas, WIBF President, with Harriet Baldwin MP at the London Stock Exchange Market Opening Ceremony on 11th July 2016 to celebrate the Women in Finance Charter.

In 2016 the Economic Secretary asked Jayne-Anne Gadhia, CEO of Virgin Money, to lead a review into the representation of women in senior managerial roles in financial services.

Jayne-Anne Gadhia’s review looked at unequal gender representation that worsens as employees rise into more senior positions in the financial services sector. This review led to the government launching the Women in Finance Charter in March, which asks firms to commit to improving gender diversity by: n Having one member of the senior executive team who is responsible and accountable for gender diversity and inclusion; n Setting internal targets for gender diversity in senior management; n Publishing progress annually against these targets in reports on their website; n Having an intention to ensure the pay of the senior executive team is linked to delivery against these internal targets on gender diversity.

The Economic Secretary said: “It is fantastic that 72 firms have signed up to the Women in Finance Charter. By signing the Charter, firms are committing to driving change at the senior levels of the male-dominated financial services industry.”

“It is fantastic that 72 firms have signed up to the Women in Finance Charter. By signing the Charter, firms are committing to driving change at the senior levels of the male-dominated financial services industry. ” Economic Secretary to the Treasury, Harriett Baldwin

“Such widespread commitment to the Charter will make a genuine difference to gender diversity in financial services and I am delighted to celebrate this today.”

“This is just one part of the government’s broader ambition to tackle gender inequality in the workplace and ensure that women everywhere are able to fulfil their potential.”

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seen & heard

Improve your Social Media Presence – June 2016

Maria Dickson, Morgan Stanley and Glasgow WIBF Board member, introduced the do’s and don’ts of social media presence, sparking a wealth of questions from the audience who were eager to share their own experiences and tips and hints of how to have a professionally sound social media presence.

“I never thought that my picture on LinkedIn was so crucial to get right. I need to update it as soon as possible!”

Charlotte Kensington, Headshot and Glamour Portrait photographer at Charlotte Kensington Portraits gave tips on how to pose for a great picture and emphasized the importance of good profile pictures on social media.

Edinburgh: Laughter for Health & Happiness

Laughter instantly connects people and is one of the most basic ways in which we communicate as human beings.

Laughter can increase confidence, self-esteem, creativity, positivity and resilience, bringing positive changes to all aspects of our lives. www.wibf.org.uk/events/details/ edinburgh-laughter-session On the 28th June in the Salisbury Suite of the MacDonald Holyrood Hotel,

Edinburgh you would have found a selection of Women in Banking and Finance members and first time visitors, telling each other what gorgeous Goddesses they were.

Laughing, giggling, singing and all in the name of health.

most of all laughing. Through medical facts, different thought processes and simple actions we found the easy way to de-stress, lower our blood pressure and even (if you belly laughed for 10 to 15 mins you burn up to 40 calories) and it gives your body an aerobic workout!

This was a session run by Jo Bluett from Laughter for Health, who educated us all in the scientifically proven benefits of smiling, singing and

This was a truly enjoyable evening with some great “take-aways” on how to de-stress and rewarding ourselves by accepting a compliment.

Inverarity Wine Tasting Evening – July 2016

The first of two evenings designed to tantalise taste buds and indulge the senses at one of Scotland’s leading wine merchants. The group enjoyed a great chance to network in a relaxed and informal environment and tasted some exclusive wines from Inverarity’s special recommendations.

“Great wine tasting – tried something new tonight!”

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WIBF Speakers’ Clubs

why join a speaking club?

Jay Surti

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s a member of WIBF and reader of this magazine, you’ll already be familiar with the many benefits such as the regular educational and networking events nationwide. We also have two public speaking clubs in London that you can join – one in the City and the other in Canary Wharf. They’re part of an international organisation called Toastmasters, with clubs in many global cities.

You may be thinking: “why join a speaking club?” Well I can say from personal experience that it totally transformed my life. Just over 10 years ago I walked into a London club as a young city lawyer petrified of speaking. I was representing clients in court and getting involved in client seminars but found it painful due to my debilitating fear of public speaking.

Gradually, over the years I honed my skills and grew in confidence – all through regular practice in a supportive and friendly club setting.

Fast-forward a decade – I’ve since had the privilege to give a TEDx talk and now run my own business coaching others in improving their speaking.

I also spent the last year launching a new club and serving as an Area Director, looking after six clubs across London.

“Whatever stage of your career you’re at, building upon speaking skills can lead to opportunities as well as boosting your profile.“ jay surti

None of that would have been possible without a conscious decision to improve my speaking skills. Whatever stage of your career you’re at, building upon speaking skills can lead to opportunities as well as boosting your profile. Some of our Board members have been involved in Toastmasters.

When you become a member of a club, you get two project manuals to work on at your own pace. One focused specifically on developing speaking skills and the other, developing leadership skills. In addition, there are plenty of opportunities for healthy competition with speaking contests twice a year and club awards. You can get an insight into this from the updates provided by our two clubs (see pages 10, 11 and 35). Both clubs are doing incredibly well with our City club achieving the highest possible club accolade and Canary Wharf not far behind.

Building a strong network is a huge part of the WIBF culture.

Getting involved in a club is a great way to network with like-minded individuals. Plus, as a member, you can visit and take part in another club meeting anywhere in the world – another way to build professional connections.

Is it for you? Why not go along to either venue and find out first hand? You’re welcome to attend as a guest twice and will be warmly welcomed.

Jay Surti, TEDx Speaker, WIBF magazine editorial team member, Toastmaster Club Area Director 2015/16 and Presentation Coach.

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WIBF Speakers’ Clubs

WIBF Speakers’ City club turned 10 years old “all agreed that the club has been of tremendous value to them in their aspirations to grow their communication and leadership skills.“

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n March this year, WIBF Speakers’ City club turned 10 years old, and we celebrated this milestone in June by holding a joint summer party at Café Crisis, close to our usual Liverpool Street venue. We took this opportunity to look back on our achievements over the past 10 years, during which we have collectively built the club up to its current level of success. Once again this year we gained the highest Toastmasters accolade of President’s Distinguished Club as well as receiving the Toastmaster Corporate Recognition Award for our continuing support of the Toastmasters programme, in large part thanks to the continual support we receive from being part of WIBF. Over 30 current and former members and their guests gathered to enjoy the activities, as well as exchange memories and stories from the past 10 years. We heard anecdotes of good times and more challenging years, but all agreed that the club has been of tremendous value to them in their aspirations to grow their communication and leadership skills.

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The support and friendship they receive through the club has enabled members to overcome their fears and insecurities about public speaking, so they can step outside their (former) comfort zones and become the person they always wanted to be. This feeling of community has inspired great loyalty amongst our members, several of whom have supported the club since its early years.

Whilst we are very proud of our successes, particularly this year, we recognise that these would not be possible without the efforts of and dedication of our members and committees over the years, as well as inspiration from our occasional guest speakers and steady influx of visitors.

In summary, our aims and values for the years ahead are: n To ensure that our club continues to provide a safe space and friendly environment for women to practice and develop their communication and leadership skills; n To support members as they use the skills they have learnt within Toastmasters to set up

businesses, new Toastmasters clubs, win promotions and become more confident individuals; n To host high quality events with experienced Toastmasters or celebrated speakers in positions of leadership or expertise in their fields; n To embrace social media, such as Twitter and Meetup, as well as developing our own website with regular updates, to heighten our public profile and celebrate our achievements.

We look forward to the next 10 years in our club’s life with confidence and optimism that we will continue to build on our latest achievements, and thank all those who have been part of building WIBF Speakers’ City club into the thriving club it has become.

If you would like to know more or to experience a Toastmaster meeting, please visit our website at www.wibfspeakers.wordpress.com, twitter: @wibf_city, or contact us at WIBFwibfcityspeakers@gmail.com.

Please check with operations@wibf.org.uk for location from mid-October onwards.

WIBF – Canary Wharf Speakers’ Club

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he Women in Banking and Finance – Canary Wharf Speakers’ Club meets bi-weekly on a Wednesday evening in the Barclays Headquarters building, and is open to anyone who wants to improve their public speaking and active listening skills.

Our members draw from several organisations based in and around Canary Wharf, as well as further afield. Many of us are relatively new to Toastmasters, having only just started the journey of becoming a confident leader and speaker, but that has not stopped us from jumping in feet first, participating in a number of club and regional competitions.

Public speaking and leadership development are fundamental to our club, but we haven’t forgotten the importance of building a strong network and having a good time whist doing it. Our club meets biweekly on Wednesday evenings, with post-meeting socials happening

bi-monthly and more frequently in the warmer months and at Christmas time.

Achievements This year has been another great year for the Canary Wharf Speakers’ Club, with the Club achieving Select Distinguished status, and three members completing their Competent Communicator or Competent Leadership manuals – or both!

Future Plans This year is proving to be another exciting year for us with our International Speech competition held in March and further competitions and events happening throughout the year. We are on track to achieve President’s Distinguished Status as a Toastmaster club, and we expect our club to continue to grow in membership and accomplishments with many of our members completing the core modules of the education programme and pursuing advanced speaking skills. We have also implemented a mentoring programme to welcome and encourage new members to participate in club activities and help them prepare their first speeches as part of the Toastmasters programme.

“Many of us are relatively new to Toastmasters ... but that has not stopped us from jumping in feet first“ Nicholas Harkin – Vice President of Public Relations

Piqued your interest?

If this sounds like the right club for you then please visit our webpage at http://wibfspeakers-cw.toastmasterclub. org, where you can find details of meetings and contact our Vice President Membership, Remi Ladega Remi.Ladega@BNYMellon.com, – who can arrange for you to attend a meeting! Alternatively you can contact Nick Harkin at nicholas.harkin@ closebrothers.com Nicholas Harkin – Vice President of Public Relations

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women on boards: Seeta Haria, Vice President, Macquarie

them appropriately to fulfil their responsibilities is crucial to retention.

“As a young woman, it was initially quite daunting to join the Board, but the charity has always encouraged members to share their views irrespective of age or gender.”

How do you balance your role across the different organisations you work for?

Macquarie strongly believes in giving back to the community in which we live and work, so staff around the world are encouraged to volunteer, provide pro bono work and fundraise; this is one of the reasons why I was especially keen to join the company as a graduate in 2009.

Seeta Haria, Vice President, Macquarie

What organisation(s) are you a board member of?

Over the last 6 years, I’ve been a board member of a charity called Shishukunj, which focuses on the development of children (mental, physical, spiritual, cultural, moral).

I’ve held a variety of different roles over the years, most recently as Head of Field Activities, where I am responsible for the quality of activities the charity provides for the circa 450 children and teenagers that attend our three London centres on a weekly basis, along with a large team of volunteers.

What have been some of the challenges or changes to your development as a board member?

Taking on a role on the Shishukunj Board has provided me with fantastic development and 12

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leadership opportunities, including understanding how to work with different personalities, chairing discussions, to managing conflicting agendas and improving how to communicate my point of view. I’ve gained insight into governance, how committee structures work and how important teamwork and unity is in driving towards the vision of the organisation irrespective of differing viewpoints. These are all skills that I have also been able to apply in my professional role at Macquarie.

One of the key challenges I have faced in my role as Head of Field Activities is recruiting, motivating and retaining volunteers – they are invaluable to the organisation and we could not help the children we do without them.

I’ve learned that encouragement is key – and allowing people to take on different roles, and supporting

My current position at Shishukunj requires me to attend evening meetings twice a week and I also attend our Sunday activities as much as I can.

Although this might seem like a large time commitment, prioritising my tasks and improving my organisational skills has allowed me to effectively balance my work at Macquarie with my volunteering commitments.

“In my role, I’ve been able to build confidence over the years by learning to communicate in a considered and clear way, with proposed solutions to any issues. ” Seeta Haria, Vice President, Macquarie

Have you experienced any challenges due to being a woman in your career as a board member?

One of Shishukunj’s key principles is equality and the Governors of the organisation have been advocating more women to join the board. As a young woman, it was initially quite daunting to join the Board, but the charity has always encouraged members to share their views irrespective of age or gender.

I think that women often shy away from sharing their opinion for fear of how it could be perceived. In my role, I’ve been able to build confidence over the years by learning to communicate in a considered and clear way, with proposed solutions to any issues.

How do you think men can support their female colleagues in their career?

I have always had great male bosses and mentors at Macquarie, who have supported me both in the workplace and in my volunteer work. I think the best way in which men can support their female colleagues is by letting them be themselves and not requiring them to “act like a man” or conform to the status quo.

Are there any unique qualities you feel you bring to the board by being a woman?

Diversity is key to any organisation.

The individual qualities I believe I bring to the Shishukun Board are attention to detail and an ability to consider how new ideas would work in practice. I find I am able to foresee strategic or operational issues so helping the charity’s different workstreams run smoothly alongside each other. My organisational skills

“Diversity is key to any organisation.

The individual qualities I believe I bring to the Shishukun Board are attention to detail and an ability to consider how new ideas would work in practice.”

Seeta Haria, Vice President, Macquarie

allow me to juggle different issues and recognise conflicting timescales, which I think allows me to make constructive suggestions when making decisions.

I am passionate about my role and committed to the charity’s vision, which allows me to be a credible team player and be actively supportive of any changes or new initiatives that are implemented. These qualities aren’t necessarily unique, but are necessary for success.

For young women hoping to become a board member in the future, what do you think is the best way to prepare for such a position?

If you are passionate about charity work, I would highly recommend taking on a role on the board of a charity, as I have found it very rewarding. In terms

of preparing for such a role, it’s important to do your research on the charity and the issues that it’s facing before starting to engage with them. This way, you can make more, informed and constructive comments and increase your credibility.

Build relationships with others on the board, take the time to meet them and get their insights on the charity, as these relationships could help you in the future. Charities are looking for organised people who think in a logical way, but understand issues from different perspectives.

I would encourage young women to see what opportunities are available in the sector, especially as it will be a great experience if they want to take on a corporate board level role in the future.

Marian Costello, WIBF Editor in Chief/ Executive Board Member

“Build relationships with others on the board, take the time to meet them and get their insights on the charity, as these relationships could help you in the future.”

Seeta Haria, Vice President, Macquarie

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Taking on the World Clare Wood, Global Head of Investment Assurance, First State Investments, on managing a global team

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inside story “Creating and maintaining a high performing team which is so spread out in distance and in time requires a lot of energy and commitment to keep regular contact and to make those early morning or late night calls.”

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started my current role at First State Investments nearly two years ago. First State Investments is a global asset management business, owned by the Commonwealth Bank of Australia, and I lead a global team.

This means that I need a lot of flexibility in my day to deal with the different time zones. My day will also look a little different depending on the season and time difference between the UK and Australia.

I head up a team called Investment Assurance which reviews, monitors and reports on the performance and risk drivers of all our funds and investment capabilities. This brings me into contact with a wide range of other teams including our fund managers, our product team, our risk and compliance team and also distribution and consultant relationships. My team reports into various risk committees and boards, generally on a quarterly cycle, so the work load can vary quite a bit depending on where we are in the quarter.

6.00am – I’m always up by 6am, sometimes before if I’m travelling or have an earlier call. In the summer my day usually starts at 7am as that is 4pm in Sydney. In the winter I have a mix of 6am calls or night time calls to catch the Australian morning. I have two team members based in Sydney and I have one team call and a one to one call with each of them weekly. I’m based in our Edinburgh office but also travel regularly to our London office and usually get the 7am flight.

8.00am – This is usually a good time to catch up with our Hong Kong and Singapore offices as the time difference is 7-8 hours. A lot of my meetings are telephone meetings and these can vary

clare wood, first state investments

from a call with our investment teams to discuss their performance and fund positioning over the last quarter; to a call with risk and compliance to discuss the latest investment risk reporting requirement from the Hong Kong regulator.

11.00pm – Late morning is also a good time to catch Australia as our colleagues in Sydney have got home and put their children to bed and are coming back on-line again. I have regular catch-ups with the Head of the Asia Pacific product team and also the investment specialists to discuss changes in fund and product ranges and plan reviews of our investment capabilities.

12.30pm – After a full morning I try to get out for a walk at lunchtime. I’ve recently bought myself an activity tracker and set myself a target of 10,000 steps per day. It is a challenge to fit this in but after two months of doing it I can definitely feel the benefits, not just for my health but also for my stress levels and concentration. I’m more productive on the days when I take time out for walking. Edinburgh is a beautiful city to walk around and I’m discovering parts of it that I never knew before.

2.00pm – The afternoons are quieter and this is usually my chance to do focussed work, for example, analysing our fund performance and how it relates to the investment team’s process and decision making. This is the time to spend creating reports, writing commentary and generally working through all of the actions that have come up in the morning’s calls.

5.00pm – Unless I’m travelling, it’s unusual for me to work late in the office. I have a 2 ½ year old son and it’s important for me to be there for

tea-time and bedtime for him where possible. Instead I try to structure my day so that I’m working early mornings and later in the evenings and I’m lucky that that works well with the requirements of our business. If I’m heading back from London to Edinburgh this is the time I’d travel to the airport.

9.00pm – In the winter, 9pm UK time is 8am Sydney time so this can be a good opportunity to fit in another call with the Australia office. On evenings when I don’t have to work and my son has gone to bed at a reasonable time then it’s possible I might have a precious hour to myself. I might do some more exercise, practise the piano or read a book.

Finally, I like to fit some meditation in before bedtime as it helps me to wind down and get a good night’s sleep.

The most difficult part of my job is managing a global team. Creating and maintaining a high performing team which is so spread out in distance and in time requires a lot of energy and commitment to keep regular contact and to make those early morning or late night calls. Flexibility is vital to managing my day and keeping that balance with my family time; the business understands this and I really appreciate the flexibility I am afforded.

The part of my job that I love the most is understanding, explaining and reporting on investment processes and capabilities. I really enjoy the intellectual challenge of analysing the performance and risk profiles of funds and how they have been generated from the way an investment team works and takes decisions.

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gender balance

being seen and heard Angie Mentis, Group Executive Business Banking, National Australian Bank (NAB)

P

arity can mean many things to many people.

For me, it’s a world where young women set the bar high for themselves – because they can see roles models who have forged a path before them.

To get there, we need to make it comfortable for women to step out into the spotlight.

We need to make it okay to proudly share our expertise and achievements with others – not because we’re bragging, but because it’s normal. And because it inspires and helps others.

At NAB, the biggest business bank in Australia, we see thousands of women in business – starting businesses, building businesses, entrepreneurs designing products and services and taking them to the world.

We see them all the time. Or do we?

If we look at the business pages of any newspaper, on any given day – and how many women in business do you see?

One or two? On a good day, maybe three or four? Yes, that’s right. All too often the media is dominated by male voices.

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September - December 2016

Research from Global Media Monitoring Projects tells us women make up only 24% of the people heard, read about or seen in newspapers, television and radio news, exactly as they did in 2010.

While many small businesses are starting to embrace social media to grow their businesses, digital media is still dominated by men, with only 26 per cent of people on internet and twitter news being women.

“We have this whole economy of aspiring, busy, courageous women running great businesses – yet we’re not seeing enough of them and this is stalling our quest for parity.”

Angie Mentis, Group Executive Business Banking, NAB

So what about us? Despite 40% of NAB’s group executive team, 50% of my own leadership team and half of our graduate intake being female, our male colleagues make up the lion’s share of media appearances. Our own media analysis over the past four months reveals only 25% of NAB spokespeople were female.

This visibility problem extends to events, keynotes and panels where male-only speaker panels seem to be the norm.

Male Champions of Change members have pledged to not show up if panels are male only, however panel organisers still report finding it difficult to get women to appear. They say it’s too hard to find us.

So why is it so hard for women to be seen and heard when male business people seem to do it all the time?

I believe it comes down to confidence.

In 29 years of banking, I’ve seen it time and time again. Women not backing themselves or putting their hand up – they want to have 100% of the skills before feeling ready for a promotion or not speaking up in

meetings for fear of boasting.

What are the consequences for this lack of diversity? It limits the quality of conversations and the business outcomes.

When all the role models are male, the absence of women perpetuates further absence of women.

Fewer women choose to be seen, and fewer are chosen. Profile building opportunities pass us by, and with it goes the depth of experience and recognition that comes with those opportunities.

Just last month, Australia’s population tipped the 24 million mark, and for the first time, women have overtaken men in terms of population in our country.

Women are increasingly out-earning and out-living men, they make up a larger percentage of first home buyers and they are steadily increasing their presence of smallbusiness ownership.

The number of women in selfemployment is increasing at a faster rate than the number of men.

There are now more women than men aged 33-45 years running businesses

“My personal commitment is to make more time to be seen and heard ...

And I will be supporting and encouraging my female colleagues to do the same.”

Angie Mentis, Group Executive Business Banking, NAB

and NAB’s own internal data shows that 31 per cent of customers who identify themselves as a “company director” are female.

We have this whole economy of aspiring, busy, courageous women running great businesses – yet we’re not seeing enough of them and this is stalling our quest for parity.

As former Sex Discrimination Commissioner Elizabeth Broderick says: “If you don’t intentionally include, the system unintentionally excludes”.

So today is about intentionally including, intentionally stepping into the spotlight.

It’s about accepting and embracing the rightful place we have to be seen and be heard.

My personal commitment is to make more time to be seen and heard – speaking at forums, having a greater online presence, and engaging with the media more on issues that matter most to Australian businesses. And I will be supporting and encouraging my female colleagues to do the same.

I will celebrate our female customer through NAB’s ‘Women in Business’ campaign – shining the spotlight on women across every sector of business who have been bold, been courageous, who are showing great entrepreneurial spirit to contribute even more to the Australian economy.

Just as I’ve made my personal commitments today, I’m urging you to make some of your own.

Over the next 12 months, what can you do to back yourselves more and make your voice at the table heard? What can you do to ensure we achieve our pledge for parity?

Angie Mentis, Group Executive Business Banking, NAB September - December 2016

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distinguished profile

vivienne artz

WIBF Awards Winner, Champion for Women

What influenced your decision to get into Banking and Finance?

I was working in private practice in the City, and was seconded to two different in-house Legal Departments, which I enjoyed. When it came to “decision time” about partnership, I decided to leave private practice and try an in-house role for two reasons: n I had enjoyed my secondments enormously, and felt I could be more effective as a lawyer by working closely with a single client, and n There were very few ‘happy’ role models for female partnership in City law firms at that time.

The most interesting and challenging in-house roles appeared to be in the Financial Services sector, which was embracing electronic trading and technology generally, and was booming; it seemed like an obvious choice!

What are the greatest challenges in the day-to-day activities of your profession?

Change! Change is a constant, occurring both internally (organisationally) and externally (legally, socially and politically) to the firm. It is challenging to assess quickly what changes are relevant, how they impact your firm and the environment in which you operate, and how to engage proactively.

Teams need to be kept on track and motivated during change, so there is plenty to do to keep focussed while understanding, communicating and implementing change!

What personal attributes enable you to deal with such challenges?

Resilience and Optimism are key, particularly since the recent 18

September - December 2016

a personal acceptance of what is realistically achievable and what is not). Being promoted to Managing Director in 2009 (the icing on the cake, albeit in the depths of the financial crisis), getting involved in and then co-chairing the Citi Women Network and having the opportunity to get to know and learn from, so many amazing women!

“I see myself as much a role model for my son as my daughter, so that gender equality IS the norm for younger generations.”

Vivienne Artz, Citi

financial crisis. It has been a long and difficult path; we spend the best hours of our day working, so it is essential to find the positives in what you do and the people with whom you work.

What have been your career “turning points”?

Leaving private practice for an inhouse legal role (lawyers now freely move between private practice and in-house, but when I moved, it was a one-way ticket!). Returning to work on a full-time basis after maternity leave (being a working mother is like having two simultaneous careers and requires a huge amount of organisation and

How has failure played a role in your career?

Failure is a great leveller and test of your resilience. Although it is difficult and humbling and painful and disappointing, I have learnt some of my best lessons from failure, and it has enabled me to “dig deep” to move on – something we often talk about, but don’t actually practise! Failure also makes the wins all the more sweet :-).

Do you think quotas are the right way to go for WOB? I have never been fan of quotas because I feel strongly that talent and achievements should be sufficient, but sometimes when the system won’t allow change, or people are determined not to embrace change, quotas may be necessary to make these important changes happen.

How can we engage men in gender diversity initiatives?

The Citi Women Network has invited male colleagues to be involved in our Steering Committee (beyond the 10% of male members), and this has been transformational for us. We have learned so much from each other, and our male Steering Committee members have been great supporters and a voice for gender equality in those spaces where there may otherwise be little or no voice. They are an example

CV in brief Education: Queen Mary & Westfield College, London University Diploma in Computer Law Law Society Solicitor of the Supreme Court

to their male colleagues which is hugely powerful. Within our family and friend communities, it is really important to engage with younger generations to raise awareness of gender. I see myself as much a role model for my son as my daughter, so that gender equality IS the norm for younger generations.

How have women helped you in your career?

I remember as a trainee solicitor being taken to lunch by a family friend who was a partner in a law firm, to talk about my career and aspirations. She gave me some great advice about making sure that I embrace a career which I actually enjoy (rather than doing something which I felt I ought to do – a generational thing no doubt!), and at the end of lunch, she insisted on paying, provided I agreed to do the same for other women as my career progressed. I will not forget Marija, who was an amazing lawyer

Three Secrets to Success Be true to yourself Kindness goes a long way Support what you believe in

and advocate for gender equality, and she inspired me to do more than just focus on my career, but to progress in my career with my female colleagues beside me, together.

What life advice would you tell your younger self?

Be courageous in your decision making (you won’t succeed if you don’t try!) and take time to enjoy today, even while you are still focussed on tomorrow and the way ahead. Enjoy the journey.

London Guildhall University Law Society Final & Common Professional Exam Université de Paris, Sorbonne Diploma in French Language & Literature Pembroke College, Oxford University MA, BA Hons (Philosophy & Theology)

Employment: Vivienne did her training, qualified and worked in three City law firms focussing on intellectual property, technology and data protection law before joining Citi as the Intellectual Property and Technology lawyer for EMEA in 2000. Vivienne’s role at Citi has evolved with the business over the years and she is now a Managing Director and General Counsel for Technology and Privacy Legal covering all areas of Technology, IP, FinTech, Cyber, Data Protection & Security, and Social Media legal issues, across the businesses, and managing teams in the EMEA and APAC regions.

Hobbies: Looking after a variety of animals from geese to lizards to dogs, horse riding, running, gardening, and most importantly, spending time with my family!

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the 19th Annual

Awards for Achievement Luncheon 2016 WIBF was delighted that Macquarie was the headline sponsor for the Awards for Achievement Luncheon.

The annual WIBF Awards for Achievement Luncheon is always an inspirational occasion.

F

or the first year the 2016 Luncheon moved to the ballroom of the London Hilton on Park Lane. This move allowed WIBF to offer more members the opportunity to join the celebration of top talent in the banking and finance industry. Next year will mark the WIBF Awards 20th anniversary and we are planning a very special Luncheon on Friday 9th June 2017 – save the date and put the date in your diary NOW! As always, the Awards Luncheon was a wonderful afternoon. The Economic Secretary to the Treasury (City Minister), at that time, Harriett Baldwin MP, and Chair of the British Bankers’ Association (and WIBF Patron), Noreen Doyle, gave inspiring addresses to the those in banking and business gathered together to find out who had won this year’s WIBF Awards for Achievement.

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September - December 2016

the awards wibf Young Professional award Celebrating a woman aged 35 or younger who is making a significant impact in an organisation. The judging panel is looking for a woman whose contribution to date makes her the ‘one to watch’ as she shapes her organisation, not just in terms of financial success, but as an example to others. wibf Champion for Women award Celebrating a seasoned professional, man or woman, who through personal commitment, application and dedication, continuously promotes and inspires women in the workplace to reach their full potential.

wibf Team Diversity award Celebrating team success in promoting diversity in the workplace. The team may be a business line team that has driven and embedded the diversity agenda or a specialist function (such as Human Resources or Diversity & Inclusion) that partners the business to provide vision and framework. wibf award for Achievement Celebrating a woman who has achieved success within a senior role and who displays qualities of dynamism and daring. Candidates have excelled in their professional life and have also shown an ability to use their skills outside of their own career by either serving on boards of other organisations or by being involved in furthering the interests of women in the workplace.

Charity raffle in aid of Rosa – the UK fund for women and girls www.rosauk.org

R

osa, the UK Fund for Women and Girls, is delighted to once again be named as WIBF’s chosen charity of the year. As an organisation championing the development of women in a traditionally male dominated sector, we are proud to have developed a close relationship with WIBF and its members.

With help from the generous donation provided by WIBF in 2015, Rosa has spearheaded several exciting projects over the past year.

One recent achievement was an

Open Space event and report exploring the issues affecting women within Black and Minority Ethnic (BME) communities.

Another success of 2016 has been the ‘Supporting Survivors’ programme, which funded the development of a mental health service for FGM survivors.

One of our proudest achievements so far this year has been the launch of our innovative new programme ‘Voices From the Frontline’. These projects will raise the voices of young women with policymakers, challenge perceptions of women affected by violence, promote media representation of women in sports, inspire girls to get into STEM (Science,

Technology, Engineering and Mathematics) work, and support female asylum seekers, among other benefits.

The Rosa team is very much looking forward to the year ahead and Executive Director, Samantha Rennie said: “Rosa is delighted to have once again been chosen as WIBF’s Charity of the Year. Through continued partnership with WIBF and the support of its members, we’re able to reach many more women and girls, and together bring a fairer and more just society a small step closer for everyone.”

WIBF were also delighted that we raised almost £6000 for Rosa, the UK fund for women and girls, through our gala raffle.

the shortlist young professional award

champion for women

team diversiTy award

award for achievement

★ Sophie Baldry, Lloyds Banking Group

★ Vivienne Artz, Citi

★ Women’s Networks,

★ Leigh Smyth, Lloyds Banking Group

Beth Knight, EY Emilie West, RBS Emily Csizmazia, Lloyds Banking Group Imogen Greener, EY Joelle Tarrant, RBC Laura McCarthy Cronin, Macquarie

Fernando Vicario, BAML James Clarry, Coutts Nicola Adams, Morgan Stanley

Bank of America Merrill Lynch

Digital Breakthrough, Lloyds Banking Group Women in Business Network, Tesco Bank

Andrea Blackman, Moody’s Camilla Stowell, Coutts Nuala Walsh, Standard Life Investments Sarita Yadav, Lloyds Banking Group Tara Kengla, EY

Rachael Holt, EY September - December 2016

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WINNERS OF THE AWARDS Their achievements show us what creative and inspiring women we have working in this industry. They have forged paths within their organisations, for themselves and for the women who are coming with and behind them.

They are great role models for us all and WIBF know they will continue using their talents to great effect.

WIBF will watch them with great interest (and indeed, pride) as they continue with their careers.

Sophie, 25, is responsible for building and maintaining key partnerships for Lloyds Banking Group across the UK to enable digital inclusion. She works tirelessly to share the tools and resources created by the Digital Inclusion team and partners and played an integral part in the launch of Go ON UK’s Go ON London Boroughs initiatives.

Winner, Young Professional Sophie Baldry, Lloyds Banking Group

She has built a number of strategic partnerships to deliver digital skills training to the Groups charity and business customers. In 2015, Sophie completed a Professional Diploma in Banking Practice and Management

Vivienne is an accomplished, principled and enthusiastic champion of women not only through thought and voice, but also through action and active sponsorship of a number of significant initiatives.

Winner, Champion for Women Vivienne Artz, Citi 22

September - December 2016

Vivienne set up and chaired the Legal & Compliance Women’s Group at Citi, co-founded Women Leading Privacy in the UK (an external and cross-sectoral network), and initiated and chaired

with the Institute of Financial Services and obtained the APMP Advanced Project Management qualification. She was recognised in the 2015 Guardian 300’s publication as a Rising Star alongside just nine others across the UK. Sophie has been heavily engaged in the Group’s responsible business agenda, leading a team in the Graduate Charity to Challenge to raise more than £27,000.

In 2014, she was the Deputy Event Director at Sport Inspired Games in Cardiff, coordinating more than 50 volunteers to deliver sporting activities to more than 500 primary school children.

the first EMEA Legal Diversity Committee, with a specific focus on gender. As co-chair of the Citi Women Diversity Network for two years (now on the Steering Committee), Vivienne oversaw the transformation of the network in several ways, with membership increasing by 50%. She is Chair of the Data Protection Working Group for the Association of Financial Markets in Europe and Chair of the Data Working Group for the International Regulatory Strategy Group.

Awards for Achievement Luncheon 2016

Winner, Team Diversity Women’s Networks, Bank of America Merrill Lynch LEAD is the umbrella women’s network in the EMEA region. In addition, Bank of America Merrill Lynch supports two department-specific networks for women: Global Banking and Markets Women’s Leadership Council (GBAM WLC) and Women in Technology and

Operations (WiT&O). Over the past year, the networks have aligned to form one team – Women’s Networks at Bank of America Merrill Lynch.

Together, the LEAD, WiT&O and GBAM WLC networks for women play an

Leigh Smyth is responsible for driving the digital inclusion agenda for Lloyds Banking Group, supporting its Helping Britain Prosper Plan and empowering more than 80,000 colleagues to play a role in delivery by becoming Digital Champions.

Winner, Award for Achievement Leigh Smyth, Lloyds Banking Group

We need 2make it possible 4people to say, if asked, ‘I don’t know, but I will find out’ :Noreen Doyle on how #banks should work @WIBFtweets

Leigh is forward thinking and is testing innovative prototypes looking to solve the digital skills gap in the UK. A recent example included looking to create employment for young people by matching them to small business customers in need of digital support (Digital Connect Pilot). Leigh works tirelessly to

Had such a ball working with sponsor @Macquarie on #WIBFAwards. Time to celebrate! @WIBFtweets pic.twitter.com/ XtKRfNVLwN

essential role in building the culture of the company, and in placing diversity and inclusion at its heart. Internally, they help develop role models and create mentors; they ensure that Bank of America Merrill Lynch’s recruitment policy encourages candidate diversity; and they establish support for female staff, which is helping to boost retention rates. With 22,000 members throughout the world, these networks are central to the day-to-day functioning of the bank and help to develop a diverse and inclusive team culture.

Through partnerships with charities like Teach First, Stemettes and Code First for Girls, the networks are helping to break the barriers to pursuing a career in financial services. Similarly, members’ volunteer efforts with Inspiring the Future and Inspiring Women are helping to pave the way for the next generation of female leaders.

build and maintain relationships for the Group with partners across the UK, which has resulted in the creation of tools and insight with key practitioners including Go ON UK and the Tinder Foundation. Leigh delivered the Lloyds Bank Business Digital Index in 2015 and the first ever Consumer Digital Index in early 2016, the largest longitudinal study of financial and digital capability ever conducted in the UK, in partnership with Accenture, Toynbee Hall and Go ON UK. The Consumer Index has raised more than £300,000 in PR value and more than 8 million Twitter impressions for the Group.

Strong role models for the banking and #finance industries: watch out 4more later w @WIBFtweets #women #WIBFAwards http://www.wibf.org.uk/awards/19th-annualawards-for-achievement-luncheon-2016 …

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Awards for Achievement Luncheon 2016 awards for achievement 2016 photo gallery

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September - December 2016

@HBaldwinMP calls for more firms to sign the @hmtreasury Women in Finance charter on gender diversity @WIBFtweets https://www.gov.uk/ government/speeches/economicsecretary-to-the-treasurys-keynotespeech-at-women-in-banking-andfinance-awards …

BBA chairman says culture and behaviour must change in financial services #WIBFAwards @WIBFtweets pic.twitter.com/ UD9oG4sRlt #WIBFAwards 2016: @sophie_baldry, @LBGDigi @LBGNews is the winner of the “WIBF Young Professional of the Year Award” pic.twitter.com/YUnFxZGOwu #WIBFAwards 2016: Women’s Networks @BofAML, is the winning team of the “WIBF Team Diversity Award”pic.twitter.com/TeQ36rQ7N7 Great to see Women in Banking and Finance @WIBFtweets supporting @ RosaForWomen at the WIBF Annual Awards An excellent address from #wibfpresident at #WIBFAwards @ WIBFtweets @UltimateFinance @ ThringsLaw @ColliersBristolpic. twitter.com/ytZKBDuOUu WIBF @WIBFtweets Jun 10 PRESS RELEASE: 2016 #WIBFAwards Winners - Call for firms to join the #WomenInFinance Chapter http://bit.ly/1UH2lJa pic.twitter. com/2OOUc7QDtf #WIBFAwards 2016: @VivienneArtz, MD @Citi, is the winner of the “WIBF Champion for Women Award”pic. twitter.com/aLkFmkCkZu #WIBFAwards 2016: @LeighSSmyth, Head of Digital Inclusion @LBGDigi is the winner of the “WIBF Award for Achievement”pic.twitter.com/ xtqBZQXfSB

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Awards for Achievement Luncheon 2016 awards for achievement 2016 photo gallery

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September - December 2016

Thank you A special thanks to Melanie Seymour, WIBF’s VP, and her team who worked so hard to make the awards lunch such a success. We are also deeply grateful to our many sponsors for their generosity.

WIBF are very grateful for the support and commitment Macquarie, the headline sponsor, gave to the 19th Annual WIBF Awards for Achievement Luncheon.

To all the companies who generously donated prizes for our charity raffle.

Thank you from the WIBF Board. See you Friday 9th June 2017 at the London Hilton on Park Lane.

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returning to work

Bernadette Ballard on the challenges of returning to work and Credit Suisse’s Real Returns programme 28

September - December 2016

returning to work “Looking back on my time out of the work place, I think I developed the ability to make faster decisions,be more efficient and not to accept an unsatisfactory status quo.”

Bernadette Ballard, Credit Suisse

When/how did you decide it was time to return to work?

I’d been thinking about returning to a work environment for a while. My daughter was away at boarding school and as I faced the prospect of my son doing the same, I knew it was time to act.

What are the support networks you utilised to assist you through the process?

Initially friends and family helped out, but once it became clear that I was going to work full time, I knew I had to enlist the help of a Nanny who could help make sure the family ran as we all needed it to.

How did you develop your CV or skills during your time out of the workforce?

It was never a case of sitting back for me as I had always made an effort to be involved with school activities such as the PTA and the school‘s chosen charities. As the children got a little older, I had the opportunity to work for a former colleague assessing his private equity investments which reignited my enthusiasm for getting back into the financial service industry.

How did taking a break change your perception and/or your skillset. Did you view any changes in a positive light?

When you’re running a home and looking after children, there’s nothing on the to-do list that will wait. Looking back on my time out of the work place, I think I developed the ability to make faster decisions, be more efficient and not to accept an unsatisfactory status quo. The school gate is also an environment which can test your skills of diplomacy!

Did you find yourself lacking confidence after your decision to re-enter the workplace? If so, what did you do to regain some confidence in yourself and your skills?

However long you’re out of the workplace, there will be significant

changes to deal with when you return and IT developments can be a particular challenge. There is only one way to tackle areas when you lack confidence – ask questions, get training and throw yourself into it.

What has been the most challenging aspect of being a returner?

When you return after a long break, you are highly conscious that you are missing a big chunk of accumulated knowledge relating to what has evolved while you were out. This is something you cannot worry about or it will paralyse you – get stuck in and the knowledge comes. Also remember that the environment will continue to change and that you are now part of that and you will be as up to date as everybody else.

Did you go on any courses to gain extra qualifications or training during your break?

Personally, the most useful courses were not just those that got my IT skills up to speed, but also those that focussed on helping me get the best out of my skill set and personality traits. Don’t underestimate the value of a bit of self-analysis.

What areas do you think returners need more support in?

I’ve mentioned IT skills a lot and this is key but also there is a huge amount of value in participating in networks and forums where business leaders are sharing their perspectives with you and other Returners. This helps you find your place in the organisation and gives you a great roadmap of the firm’s culture.

What do you think the role of employers/recruitment agencies should be in this?

What I think made Credit Suisse’s Real Returns programme so successful was that they took

great pains to listen to the Real Returners’ aspirations and concerns, identified transferable skill sets and found assignments that genuinely matched them.

What advice would you give others to stay focused on the job hunt?

Aim high and take every opportunity to get in front of potential programme sponsors – CVs are a great tool but only go so far in conveying who you really are.

Raimah Amevor, Editorial Assistant

CV in brief Bernadette Ballard is a Director of Credit Suisse in the Compliance division based in London. She has responsibility for managing the operations of the UK and European investment banking Compliance team which involves a wide range of tasks to include managing the human capital strategy and acting as liaison for budgetary control, planning and forecasting.

Bernadette joined Credit Suisse in April 2015 when joining the Real Returns programme after taking time out of the workplace to raise her two children.

Previous to this she was an investment manager at Baring Asset Management where she was responsible for investing US Pension funds into European equities and then a European Equity specialist salesperson (Director) advising large UK Corporate institutions at UBS and Warburgs for a total of 11 years.

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How do you work your life?

Mark Q. McLane Managing Director Diversity and Inclusion, Barclays PLC

A

t Barclays we believe that when colleagues are free to be their whole selves they can be more, and achieve more. This is the ethos behind our Dynamic Working Campaign (DWC). It was designed in recognition that we all have many roles in our lives in addition to what we do within Barclays, and different stages in our lives bring with them new responsibilities and opportunities.

Being part of the decision on when, where and how we work can help us fulfil all our roles more easily.

We have five generations working together at Barclays and the one thread of continuity that run across all these colleagues in various life stages is flexibility – our lives are dynamic so 30

September - December 2016

why not our working patterns? DWC is supporting a cultural transformation beyond flexibility towards true agility.

Feedback from the Employee Opinion Survey and employee Listening forums, identified that there were pockets of best practice around flexible working within the organisation but that these were not being consistently applied across the firm. The survey also gave us key statistics – a higher engagement, of more than 20 points, amongst employees who had control over where, how and when they worked.

Given this feedback we launched the Global Dynamic Working Campaign.

Dynamic working gives all Barclays colleagues the opportunity to define how they work their life. Dynamic working can support colleagues

in being a charity volunteer, sports enthusiast, parent, traveller, student, carer, commuter, community worker – or whatever else they commit time to outside of their professional life. By empowering colleagues to integrate your professional and personal lives in a way that works for them, it assists them in achieving their ambitions. We believe working dynamically enhances well-being and help one work more effectively, thereby creating more value for our clients and customers.

How did we make it work?

The DWC project team includes representatives from business areas, HR, and Diversity and Inclusion, as well as 15 volunteers keen to take an active role in the cultural change programme. Project plans for helping the organisation to work dynamically were agreed by the Executive Diversity Council, with sponsorship from the Group HR Director and dedicated budget.

The focus was on supporting colleagues regardless of their level to be able to flex their work around what matters to them. These could be small yet significant changes or more formal contractual arrangements, such as occasional leave, time to fulfil trustee obligations, daily elder-care requirements, or simply later/earlier start-times to accommodate a shortterm need. This flexibility enables individuals to integrate personal and professional needs more effectively.

For implementation, the project team honed in on components critical for cultural shift, including: n Line manager clinics: 3,000 attendees were able to build advocacy skills, offset concerns around flexible working and discuss mitigating barriers.

diversity and inclusion “At Barclays we believe that when colleagues are free to be their whole selves they can be more, and achieve more.“ Mark Q. McLane, Barclays PLC

n Real role-model champions: 350 individuals donated 10 minutes to talk over concerns or practical questions with colleagues. n A widespread communications campaign: videos, case studies, posters, intranet articles, and blogs communicated the approach and profiled realistic role models. n Leader led discussions: held at team meetings, town-halls and lunch-and-learn sessions to explain ‘why this matters’ and their own experiences.

Impact The impact of DWC has been immense, bringing inclusive benefits for all. From an organisation lens, it has helped enhance productivity, bringing greater value to our customers. Through the campaign, we have seen better retention of talent and better experience for our colleagues and increase in employee engagement. From a colleague lens, the anecdotal feedback informs us that having greater control over their working lives, colleagues have felt that they can manage their own career

better and have more fulfilling experience.

Some anecdotal colleague feedback includes: “Working flexibly for 11 years, as single parent and elder-carer, while progressing from AVP-MD, means I’m a huge advocate of DWC.” “I’m a proud father, who thankfully got a career break to support my daughter at the pivotal GSCE exam time. The business immediately understood my need and fully supported me straight away.”

CV in brief organizational strengths, remain nimble in the every-changing global business climate and enable Barclays to maintain their competitive advantage by driving innovation to its customers.

Mark McLane is the Head of Global Diversity and Inclusion for Barclays PLC, a major global financial services provider with extensive presence in Europe, the Americas, Africa and Asia. Mr. McLane is responsible for architecting a global diversity and inclusion strategy that will leverage

Prior to Barclays, Mr. McLane was the Director of Diversity and Inclusion for Booz Allen Hamilton, a professional services firm in Washington D.C. While there Mr. McLane developed and implemented a firm wide diversity strategy including initiatives that leveraged the inherent differences within Booz Allen’s current and future workforce. Under Mr. McLane’s leadership these initiatives aligned with the organization’s vision of assuring continued growth in an increasingly competitive and global market.

Mr. McLane also held the position of Chief Diversity Officer for Whirlpool Corporation, a Fortune 500 global consumer product company in Benton Harbor Michigan. Under Mr. McLane’s leadership Whirlpool Corporation successfully implemented a global

Diversity and Inclusion embedment strategy positioning the Company as a recognized leader in the industry.

In addition to his role as a human resources leader, Mr. McLane has an extensive background in innovation, strategy development, marketing and sales across U.S. and international markets.

Mr. McLane is a member of the Board of Directors for Business Disability International and additionally holds leadership roles on the Radius advisory board, Women in Recruitment executive committee, OutLeadership leadership committee and GayStar Business advisory board. In 2014 and 2015 Mr. McLane was recognized by The Guardian’s global LGBT power list, the Financial Times 100 LGBT business leaders in London and named to the top 50 global Diversity Executives by The Economist.

Mr. McLane holds a B.S in Business Management from the University of Scranton.

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business focus

Digital interaction:

from geeks to criminals WIBF member Yenni Leighton, Fund Services Consultant

Yenni Leighton is a Fund Services Consultant with a background in product management. She specialises in strategy, full life-cycle, governance and marketing. She founded and owns Aperitif Ventures, a business that supports financial services with research and strategy to evaluate and introduce products to market. She also writes industry related articles for senior leaders. Yenni holds a master in finance & investments from CASS Business School.

T

rust and accountability are watchwords in financial services; information security and information governance play a major part in the digital landscape. In effect, they are intrinsically linked.

The last five years have seen an upsurge in digital attacks of some form on individuals, businesses, corporations, governments and organisations. Global security breaches grew by an astonishing 48% in 2014 according to PricewaterhouseCoopers (PWC).

What is this telling us? Is it really true, as the evidence suggests, that digital security is failing wholesale, that methods of attacks are becoming more sophisticated and that our defences are simply inadequate? We knew the culprits, or at least we were pretty sure

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September - December 2016

we knew the culprits in the past – they featured in Hollywood blockbusters!

“When the new cybercriminals find a way into your network, they are not chasing fame, they are after information they can use either for financial or possibly some other, more lethal, gain. �

Yenni Leighton, fund services consultant

Broadly speaking, they were antiestablishment, anarchistic, tech-savvy geeks. They nurtured a reassuringly high profile in certain areas of the national psyche; based on showing us they could infiltrate databases. Any database. The evidence today is that a different group has joined the game: serious, secret and malevolent. When the new cybercriminals find a way into your network, they are not chasing fame, they are after information they can use either for financial or possibly some other, more lethal, gain. If this is the case and what we are seeing is the emergence of a new systemic disease, then what is the actual damage to our organisation, our investors and stakeholders? In this article, I want to try and get a fix on the nature of the threats and the real impact for the infrastructure of data networks.

The threat is real Millions of us are using mobile devices to communicate and to receive and share information. Sensing the potential in this new world order, organisations have built systems to interact with the new digitally-connected market place.

But if the rewards are high, the cost of maintaining state of the art systems is high too. So high, that organisations are clearly struggling to protect their data. PWC estimated that organisations

haemorrhaged a massive $20 billion in 2014. That is an increase of 92% on the previous year. The scale of the loss suggests that high profile, private and public organisations, with so-called sophisticated infrastructure, are being routinely compromised.

These are examples chosen at random: n 2011 the US and the UK stock exchanges were victims of a cyber plot to spread panic in global markets. n 99 million PlayStation Network accounts had their personal data stolen over 2-year period. n 2012, Red October randomly transmitted diplomatic secrets and personal data from mobile device. n 2012, Parastoo leaked email data of experts working with the International Atomic Energy Agency after breaking into one of the agency’s servers. n In 2013, news outlets hit with cyber warfare in response to new regulations on internet censoring. n 2013, 200 million Twitter accounts and 2 million Vodafone accounts were accessed. n 2014, data held for 25,000 employees of US Department of Homeland Security compromised. n 2014 cyber criminals secured credit cards details and financial data from JP Morgan; 76 million households and 7 million businesses affected. n 2015 three US healthcare payer organisations attacked, 91 million people affected. n 2015, TalkTalk, the most recent, high profile corporate espionage so far.

Cyber criminals infiltrate databases.

Any database.

Follow this link to see the level of indiscriminate targeting of databases, where no one is exempt: www.informationisbeautiful.net/ visualizations/worlds-biggest-databreaches-hacks. Governments know that cyber criminals will go to any length to steal data and they are now making concerted efforts to find solutions.

For example, the Anti-Phishing Working Group, the global industry, law enforcement and government coalition focused on unifying the global response

to cybercrime, tracks more than 9,000 phishing domains and almost 50,000 phishing URLS monthly. That is just to try and keep some control. The question has to be, is that sustainable?

Relationship with intellectual assets So how did we get here? Well, the investment management community has to comply with stringent data rules and follow rigorous risk management policies emerging from AIFMD, FATCA, EMIR, UCITS, PRIIPs regulations. Operating expense has spiralled, physical storage means cost. A paperless environment seems to offer a way to cut cost. Another option is an increase in granular data, offering a way to cater for the needs of clients and investors now and into the future. Today’s organisation demands exponential growth in the quality of information requested, processed and transmitted, digitally. Granular data can give you the advantage depending on how you use it. Criminals know this and if they can they will infiltrate your systems, record patterns and copy data.

They scan: n Strategic investment decisions. n User profiles, passwords and privileges. n Account entries, know your customer (KYC) data. n Portfolio positions and trading history. n Assets held and valuations. n P&L as well as the cash-flow. n Fees and expenses.

200m

2013, 200 million Twitter accounts and 2 million Vodafone accounts were accessed

99m

PlayStation Network accounts had their personal data stolen over 2-year period

A systemic problem The year 2014 saw more vulnerabilities, faster attacks, more files held ransom and more malicious coding than ever before. Perpetrators now want anything you have, that they can use. An organisation’s data spans the value chain. Without it there is no business. We use data to determine new products, assess new markets, qualify leads, review risk profile, determine pricing structure and formulate investment strategies – and more. In the wrong hands data will hide the criminal while they steal your data.

Gartner estimated that cyber security spending will hit $76.9bn in 2015. Dr. Sally Livesey, former UK Home Office scientific adviser is on record saying “…hackers pose more of a threat to world security than nuclear weapons...”. So if we accept that this is at least partially true isn’t it time for some radical thinking? Should we, for example, introduce performance metrics to tell our clients and investors there are controls in place and they measure up? Because it is not enough to have processes that monitor suspicious activity. Vigilance has to be intelligence-led and equipped with robust risk systems that can detect, report and monitor. Organisations have to know which assets the hackers want and how they are going to hit their defences.

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business focus

Mind the gap Digital attackers operate by exploiting weaknesses quicker than companies can defend them. Attackers are organised, sophisticated, plus they have time. They will spend months in the shadows, tracking, monitoring, and recording information flow.

In 2014, Symantec reported that software companies take an average of 59 days to create and roll-out patches for zero-days. That’s up from four days in 12 months. We need to find the threat. We need employees who are wise to the newest tactics immediately the threat hits the radar.

3 Focus on surveillance and detection triggers; seek out any suspicious or unauthorised activity.

4 Ensure prevention and risk governance that enables you to respond fast.

5 Digital threat equals business risk: make it part of investment strategy.

6 Invest in the best: technology that repels persistent threats and protects data assets.

7 Train staff: don’t trust finding security breaches to luck.

8 Use independent auditors: audit, test and scrutinise policies systematically.

Digital threat = business risk Here is my list of eight essential steps:

For smaller firms, a private equity, an asset owner, a fund, this can all cost a lot of money and take time.

They have to be aware of credential management, email and internet use, access protocol, documentation and storage and more. Using forensic cyber security analysts is an option. It’s unsustainable without infrastructure and investment. Outsourcing to a firm with scope, embedded processes, a data centre and agile infrastructure with rapid mobile safeguards deployment capability, is a way to assure ‘business as usual’ during an outage. Advocating a particular provider is a company’s choice, it’s not the issue here.

1 Build intelligence-based cyber defence system that can find what is targeted and why.

2 Understand the nature of the threat, across the value chain, to find the weakest link; look outward at third party suppliers and inward at your own systems.

91m

2015 three US healthcare payer organisations attacked, 91 million people affected

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September - December 2016

An integrated approach Regulators and government bodies have redoubled efforts in response to multiple attacks and the threat to investors. Businesses have traditionally seen this as chief information officer or the chief data officer territory. I have attended conferences where cyber security, information governance and data protection were on the agenda. I

76m

2014 cyber criminals secured credit cards details and financial data from JP Morgan; 76 million households and 7 million businesses affected have been astonished that business executives, client teams and marketers and product managers simply walk away from these events. The message seems to be ‘we deal with customers, this is techie stuff’. Perhaps, traditionally, these sessions were not a hunting ground for clients. But having awareness of how you prevent your target client’s data becoming a hostage in a front-page cyber kidnap? That really is part of today’s marketer skills set and a fiduciary responsibility on the organisation. But why wait till you make headlines?

It is worth stressing that in this digital age the roles and responsibilities at C-level are converging. C-level leaders need a joint digital strategy to run an agile profitable business and survive. It is a collaborative effort. Surely, you must recognise that without data and forensic scientists, information and data gatekeepers to protect data, your business may not flourish. Make cyber security a business strategy priority, close revenue leakages and invest in protecting your investors, shareholders, clients and staff interest, it is good business practice.

Where do you stand?

Yenni Leighton, Fund Services Consultant

Learning the Art of Being a GREAT Speaker at WIBF Speakers’ Clubs using the Toastmasters International Programme WIBF Speakers’ Clubs are 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 selfconfidence and personal growth”.

WIBF’s club curriculum is based

Weekly, 6.15pm for 6.30-8pm, See right for the dates of each club.

Alternating between Royal Bank of Scotland Group in the City and Barclays in Canary Wharf

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.

Members must commit to attend regularly, take on any appropriate role

WIBF Speakers’ City Club Meeting

Royal Bank of Scotland Group, 135 Bishopsgate, London EC2M 3UR* 6.15-8pm on the following dates: 7th September 21st September 5th October 19th October 2nd November 16th November 30th November 14th December 28th December 11th January 25th January

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: jackie.chatfield@wibf.org.uk

WIBF Speakers’ Canary Wharf Club Barclays, 1 Churchill Place, London E14 5HP

6.15-8pm on the following dates: 14th September 28th September 12th October 26th October 9th November 23rd November 7th December 21st December 4th January 18th January

* Please check with operations@wibf.org.uk for location from mid-October onwards.

Toastmasters International (TMI) has approximately 270,000 members in more than 13,000 clubs in 106 countries. Since 1924, toastmasters international has helped individuals to become more confident in varied situations – from delivering presentations, to handling interviews and small talk, or giving public speeches.

September - December 2016

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events September 2016 – January 2017 london personal excellence programme

The Imposter Syndrome

12th September - 6pm to 9pm BAML, FC Auditorium, 2 King Edward Street, London EC1A 1HQ Even though you’re successful, do you sometimes feel like an imposter? The Imposter Syndrome is now recognised as a common experience amongst talented people in business. They attribute their success to luck, discount their capabilities and fear being exposed as a fraud. They constantly strive for better results and are generally the high achievers as a result.

personal excellence programme

Leading From the Inside Out

10th October - 6pm to 9pm Citi group Centre, 25 Canada Square, Canary Wharf, E14 5LB Every decision you make is based on your core values (your personal motivators) whether you are consciously aware of them or not.

This workshop will help you to discover your values, establish your true motivators and understand the power of your values priority order (and this is often not what you would think). Workshop facilitator, Jo Simpson, will share with you how living and leading from your core values is the key to happiness and success in all areas of your life.

edinburgh women on boards

How to Move to Board Level

2nd November - 6pm to 9pm Venue To be confirmed

What is stopping woman getting on Boards across the UK? Effective leadership starts with you; learn what you need to do to make that move to c-suite. There are more woman than ever on boards currently, with 26.1% of woman directors in FTSE 100s and 19.6% on boards within FTSE 250s. However, the UK Ranks 6th in Europe behind Norway, Sweden, France, Finland and Belgium – in Norway, 35% of Boards are made up of woman.

This workshop will concentrate on addressing the issues around lack of confidence, lack of experience and mind-set. What can we do to address these issues and move into the boardroom.

personal excellence programme

Game-Changer Masterclass

14th November - 6pm to 9pm EY, 25 Churchill Place, Canary Wharf, London E14 5EY Do you have an upcoming event that could be a ‘game-changer’ in either your personal or professional life?

For instance a key conversation, big presentation, appraisal, speech, interview or client pitch? Success starts with the right mindset, as Henry Ford famously said: “Whether you think you can or think you can’t, you’re right!”

Women on Boards

Women on Boards Panel Event

6th October - 5:30pm to 8pm Stewart Investors, 23 St Andrew’s Square, Edinburgh EH2 1BB

Marcia Campbell and Margaret McPhail have a wide range of NED experience. There will also be other panel members advising on board readiness and a representative from the Institute of Directors. There will be an opportunity to chat with the panelists and raise any questions about raising the participation of women on boards.

personal excellence programme

Difficult conversations

16th November - 5:30pm to 8pm Stewart Investors, 23 St Andrew’s Square, Edinburgh EH2 1BB This session explains the perceptions around difficult conversations, why we avoid them, and why we often handle them badly. It introduces tools and approaches which make it safe to talk about almost anything in the workplace and in your personal life.

networking

Drop in Drinks

8th December - 5:30pm to 8pm Venue TBC

personal excellence programme

Leader as Coach

17th January - 5:30pm to 8pm Venue TBC

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September - December 2016

glasgow personal excellence programme

Enhance Your Personal Brand

14th September - 6pm to 8pm Blythswood Square Hotel, 11 Blythswood Square, Glasgow G2 4AD Managing your personal brand starts with looking after yourself. Enjoy a Personal Branding and Styling Workshop to help you put your best foot forward in any situation.

mentoring

WiBF Mentoring Programme

TBC October - 6pm to 8pm Blythswood Square Hotel, Glasgow City Centre

Thinking about your next career move? Having a big decision to make? Working to improve a particular skillset or enhance a talent? Do you want to give back and help others with the benefit of your experience? Are you interested and passionate about women’s development? Are you senior or expert in your field? Come along to this Mentor/Mentee workshop to find out what our Mentoring Programme can offer you.

bristol personal excellence programme

ENTREPRENEURIAL SPIRIT - FROM MAKE-UP TO MARINES 24th October - 6pm to 8pm Blythswood Square Hotel, 11 Blythswood Square, Glasgow G2 4AD

“If today were the last day of your life would you want to do what you are about to do today?” Steve Jobs

networking

networking event

24th November - 6pm to 8pm HoF, Glasgow City Centre

A great networking opportunity for members and guests alike!

personal excellence programme

How to project manage your life

18th January - 6pm to 8pm TBC, Glasgow City Centre

Join us for an unusual take on the challenges of everyday life!

networking

PADDLE-BOARDING 14th September 5:15pm to 8:30pm The Cottage Landing, Baltic Wharf, Cumberland Rd, Bristol, Avon, BS1 6XG

We invite you to spend an evening with us at Bristol Harbour learning how to paddle-board!

personal excellence programme

‘People Management Skills’ workshop TBC October 2016 5:30pm to 8pm Venue TBC

networking

Christmas Wine Tasting November 2016 TBC Venue TBC

networking

New Year, New Connections TBC January 2017 5:30pm to 8pm Venue TBC

how to book n n n

Go to WIBF’s website, www.wibf.org.uk Select event and book yourself in.

Should you wish to cancel your booking, 24 hrs’ notice is required for a full refund. Please contact operations@wibf.org.uk

September - December 2016

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60 seconds with sophie baldry WIBF gets straight to the point with some quick fire questions, informing our readers of the personality behind the professional

What three traits define you?

1 Organised 2 Ambitious 3 Hard-working What is your life philosophy?

Try everything once.

sophie baldry, Project Manager, Digital Inclusion, Group Digital, Lloyds Banking Group “I am incredibly proud to have won the Young Professional award at this year’s Women in Banking and Finance awards. The women shortlisted in my category had achieved some outstanding things and I was hugely impressed when I met them on the day.I am lucky to work for a supportive organisation that recognises and supports women to excel in their careers and also allows time for personal and professional development. I’m proud that I can be a role model for women in my organisation and winning the WIBF award has made me even more driven to achieve my ambitions.”

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September - December 2016

What does leadership mean to you?

Inspiring others to understand a vision and building relationships so that others want to support you and achieve shared goals.

What is your greatest personal achievement?

Completing the Edinburgh marathon in May 2016.

What career would you like to try for a day?

I’d love to organise a big awards ceremony, Oscars or Baftas, I could put my organisation skills to the test and also mingle with the celebrities and get my hands on a coveted gift bag!

What are you passionate about?

I’m passionate about supporting young people from similar backgrounds to my own to realise their ambitions and access opportunities they may view as out of reach.

Where is the best place you have travelled to and why?

The West of America – I fell in love with the beaches and outdoor lifestyle of the Californian Coast. I

love being active so a week hiking in Yosemite was amazing and the views spectacular – I went star gazing one evening and had never seen the sky look so beautiful.

What is the most recent book you read?

26.2 by Julie Welch – it’s a book following different people running the London Marathon in the year 2000 and highlights the amazing journeys people go on to train for the event.

Do you have any hobbies?

Running is my main hobby, I was a complete novice 7 years ago not even being able to run 20 metres. I trained myself to do 5km first, then 10km and a few half marathons. Training for the Edinburgh Marathon took up most of my time outside of work from Dec 2015 until May this year so now I need to find a new hobby or my next running challenge. I also love to bake and do this whenever I have time – it’s a good job I run so far!

What is the one thing you couldn’t live without?

My mobile phone – working in Digital, for me it’s a must. I can always find answers to my questions and it’s the only place my calendar is up to date.

It’s also my camera too and I love to take pictures of everything I do!

How do you relax?

I spend time with my friends and family and also indulge in my two hobbies, baking and running.

WIBF PLATINUM CORPORATE MEMBERS

WIBF gold CORPORATE MEMBERS

September - December 2016

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Empowered to succeed

Our workplace inspires collaboration, driving innovation for agile minds.

Our people are instinctively entrepreneurial and disciplined in their approach.

As a result, we uncover opportunities that add value to our clients, stakeholders and the communities in which we work.

Our people own their futures as they contribute to ours.

To find out more, visit macquarie.com/careers

Through our graduate, intern and returner programmes we introduce candidates to an environment in which they are empowered to succeed.

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