News from everywoman and our partners, coupled with the latest thinking from the world of leadership and diversity

10

WHAT'S NEW AT MINDFULNESS IS ON OUR FOCUS ON LEADERSHIP TRENDS: IS IT THE END FOR THE TAKE A LOOK AT OUR EVERYWOMAN? MEMBERS’ MINDS EVERYWOMANCLUB: SIZES UP THE OPEN-PLAN OFFICE? EVENTS, AWARDS, HOW ROLE MODELS ARE 2016 WORKPLACE ACADEMIES AND MORE MAKING A DIFFERENCE

February 2016 Welcome toWelcome UPDATE! to UPDATE, where you'll privileged to meet such inspirational find the latest findings in employee women. Each of them had a unique story engagement and discover what to tell and we’re sure their journeys will be of continued success. You can discover we've been up to at everywoman. more about our winners at You'll find news from our partners, www.everywoman.com. and the freshest thinking from the So, what will 2016 bring? We’re looking world of leadership and diversity. forward to reaching out to tens of thousands of women worldwide, online Since the last edition we’ve had the and offline through our Awards, Forums pleasure of hosting some exciting events, and the everywomanNetwork. Plus we’re introducing hundreds of women to role looking forward to kick-starting the year models and celebrating extraordinary with the everywoman Forum: Advancing entrepreneurs. Women in Technology and the 2016 FDM everywoman in Technology Awards on At the everywoman Academy: Advancing Tuesday 23 February. It’ll be a joy, once Women in Banking and Financial Services, again, to witness the rare sight of 600 we heard from Charlotte Hogg, the women in technology under one roof. of England's first female COO in its 321- year history, who’s smashed glass ceilings In this edition of UPDATE we’re exploring: to lead teams at the most prestigious financial institutions including , • Mindfulness on our members’ minds Morgan Stanley and Santander. While over • Leadership trends 2016: what does half of the workforce in financial services the future hold? is female, just 11% of senior staff are • The science of the open-plan office women. Charlotte told us how diversity is at the core of the Bank of England's Finally, we’d like to give a warm welcome ethos and what they’re doing to drive to our latest corporate members an inclusive workforce. You can read Experian, Sainsbury’s and National Grid. more about the event at www.everywoman.com/clubblog We hope you enjoy this edition of UPDATE,

The year ended on a high with the 2015 NatWest everywoman Awards where we unveiled 10 winners at a tremendous ceremony at The Dorchester. All of the winners displayed courage and Maxine Benson MBE Karen Gill MBE determination, and once again we were Founder everywoman Founder everywoman Page 1 Mindfulness is on our members’ minds

In every edition of taken an interest too. In reduced anxiety, higher quality improved by 20%, If you are a member of UPDATE we give our most popular webinar levels of concentration there were an additional the everywomanNetwork, you an insight to date, An Introduction and better conflict 62 minutes of productivity you can log in and access 2 into what our to Mindfulness in the management , all of which a week and stress levels recorded versions of Workplace, hundreds of our 4 the webinar on everywomanNetwork can help interns through to decreased by 33% . Once members came to discover CEOs lead better working these findings were www.everywoman.com. members are thinking. how it can improve our lives. discovered, it has since If you’re not yet a In January, we polled wellbeing and productivity rolled out the programme member and would like them on mindfulness; during our working hours. The results of mindfulness nationwide. more information about the conscious, non- are tangible, as proved by becoming a corporate judgemental focus of Of those polled, 65% have the healthcare company, As more organisations see partner, please contact your attention on the tried mindfulness, with 7% Aetna, who currently the benefits of mindfulness [email protected]. emotions, thoughts practising regularly. But deliver The Mindfulness on their bottom-line, and sensations why has it got everyone’s at Work™ programme. and most importantly, occurring in the attention? Chances are, “We have seen first-hand their people, it seems 1 http://www.wisebrain.org/ when companies like how these mind-body it’s definitely here for papers/MindfulnessPsyTx.pdf present moment.1 Google, Intel and Facebook programs have helped the long-haul. From 2 http://www.apa.org/ are gifting mindfulness our employees deal with management consultants monitor/2012/07-08/ce-corner. Mindfulness has moved aspx classes to colleagues, stress more effectively firms to and tech up the agenda: more 3 https://www1.aetna.com/ others will start to take and help them achieve start-ups, the corporate press-time than ever news/newsReleases/2012/0223- stock and listen. But 3 world is embracing it, Aetna-Mind-Body.html before is being devoted better overall health,” recently, a steady flow of offering lunch-time yoga 4 https://news.aetna. to the ancient Buddhist said Elease Wright, head of research has given merit Human Resources at Aetna. sessions, gifting online com/2014/09/journey-personal- practice, and it seems the organizational-wellness/ to anecdotal reports of its courses, and even creating everywomanNetwork has During its pilot programme benefits, which include in 2011, participants’ sleep mindfulness 'zones'. Page 2 SPOTLIGHT ON

in CLUB How role models are making a difference Hillary Clinton once said that “women are the largest untapped reservoir of talent in the world”, and while the socioeconomic consequences of gender inequality are often- cited, the commercial forfeits MELISSA HARRIS HEATHER MELVILLE CHERYL CHAN are equally bleak.

Research states that UK business could potentially benefit by £5bn a year if companies unblocked the female talent pipeline for their 500,000 female middle managers, so the question that’s JOANNA CHIN MELISSA ADJEI-MENSAH SARAH SPAIN equally concerning employees and their female middle managers is, how? TAKE A LOOK AT THE THE EVERYWOMANNETWORK VIDEO ON THE HOME PAGE AT WWW.EVERYWOMAN.COM Page 3 “Women are the largest untapped reservoir of talent in the world” HILLARY CLINTON

“When we were developing the be alleviated. The results point to joined RBS 14 years ago I couldn’t to share my concerns with them everywomanNetwork we really key findings: in order for employers see the senior women or role and I’ve been very receptive in wanted to understand what the to unblock the talent pipeline models, I knew they were there taking their advice. I’d say to my blocks were that were stopping they need to encourage female but I couldn’t see them.” She took younger self ‘don’t worry, just find so many women progressing middle managers to take more the initiative to create her own a trusted confidant.’” beyond middle management,” said responsibility for their own careers; women’s network, RBS Focused Maxine Benson MBE, co-founder align HR leaders’ perceptions with Women, which is quite the success; The RBS Focus Women Group is of everywoman. “Many female the ambitions of female middle 12,000-strong members, presence pertaining to the needs that Heather managers think that progression is managers; extend flexible working in over 30 countries and run entirely had while climbing the career ladder going to happen for them. They’ve options; and engage could-be by volunteers. and the same trepidations of millions got the ability, they’ve got the leaders by connecting them with of women worldwide. By giving ambition and they think that’s role models within the organisation. “We focus on personal women access to role models it can enough.” development, how we can help help them to forge better careers, When it comes to enabling bring change in the organisation simply by raising their aspirations The Focus on the Pipeline report connections between women in and we’re very integrated into and sharing stories. commissioned by everywoman, business our everywomanClub the business. If I were starting out involving 400 female middle member, Heather Melville, is an again I would probably tell myself Heather Melville stars in our video managers and 200 senior HR expert. The Director of Strategic not worry as much because I had a showcasing the benefits of the leaders, aimed to uncover the Partnerships & Head of Inclusion network of friends and professionals everywomanNetwork. To watch it, challenges that female middle initiatives, Commercial & Private who have helped me and that I visit www.everywoman.com/networkvideo managers face and how they can Banking for RBS said: “When I completely trust in. I’ve been able

Page 4 LEADERSHIP TRENDS Barclays sizes up the 2016 workplace Throughout 2015, we shared how our partners were tackling some of the biggest workplace talking points – from digital overload to LGBT diversity, employee wellbeing to cross-generational management. As a new year gets underway, we explore what’s on Barclays’ agenda for the coming 12 months.

Page 5 Welcome more male champions of gender diversity

The Women’s Business Council of Global Diversity and Inclusion at alongside that we’ve come up with “In 2014 and 2015 we’ve met our has called for “an army of senior Barclays. some very specific and tangible asks goals of a 1% annual increase in male leaders to become agents of of internal colleagues who sign up the numbers of women in senior change”, something that Barclays to the campaign.” leadership positions across has wholeheartedly embraced WE ALSO RECOGNISE the bank. through its partnership with THAT REAL This includes making commitments the United Nation’s high profile TRANSFORMATION around mentoring, sponsorship But we don’t just look at managing HeForShe campaign, fronted by TAKES TIME AND and even working with community director levels; we look at director actress Emma Watson. CONSISTENCY OF organisations focussed on levels too because that’s your MESSAGE empowering women. On pipeline in. We have goals at “Gender equality in the workplace International Women’s Day (8th board level, at senior leadership isn’t about men or women; it’s March 2016), Barclays will re-launch level and even with regards to about leadership. At Barclays we “But we also recognise that real its campaign both publically and our graduate population. If 50% recognise that that’s very much transformation takes time and internally, during which CEO Jes of the graduating classes today about a joint partnership, so this consistency of message; you can’t Staley will reiterate his position are women, why would we not natural evolution of the gender just launch a campaign and hope as a gender diversity impact be challenging ourselves to get equality movement to having a for incremental change. We see champion, and senior male leaders as close as possible to 50% of our broader conversation involving both our partnership with the UN as the will invite colleagues to join them incoming graduates being women?” sexes, is something we see as hugely vehicle for communicating with in advocating for gender equality asks McLane. positive,” says Mark McLane, Head boys and men around the world, and across the organisation.

Page 6 Flexibility for every employee

Experts predict a significant feel empowered to be able to take my 50s and caring part-time for a advice from other managers who’ve reduction in 2016 in the stigma advantage of that as an asset for parent, or I’m a first time parent, a been asked the same questions. attached to flexible working, your career and personal life at single parent, I’m adopting children, Obviously we can’t say yes to every particularly for returning mothers, Barclays? or I want to take a career break request, but what this approach as more and more employees look to travel the world or volunteer does is ensure there’s a framework for organisations offering a range of in the community. This campaign in place for exploring every option.” flexible working styles and benefits empowers the individual to look for suited to their personal needs. LIFE STAGES ways to work dynamically around Keen to ensure this campaign is those needs,” says McLane. as evolving as HeForShe, Barclays Barclays contribution to this trend IMPACT visualises the number of Dynamic is its ‘Dynamic Working: How Do WORKPLACE “I can go on the Dynamic Working Working hours taken by employees You Live Your Life?’ campaign. It website and chances are I’ll find a – from time off for volunteering to isn’t an HR policy or a flexible NEEDS story there from someone with a career breaks – with giant clocks working charter; the campaign similar experience who I can call displayed in its London, New invites employees to take part up and ask how they navigated that York, Johannesburg and Singapore in a wider conversation about “Life stages impact workplace situation. This peer-to-peer rather buildings. “This sends a clear how life stages impact workplace needs: whether I’m a man who than organisation-to-employee message to employees that the needs across the board. It asks the wants to leave at 3pm on Thursdays approach also helps managers hold campaign is on-going; that the question of each employee: do you because I coach my daughter’s these conversations; in our virtual conversations are continually being know what’s available, and do you football team, or I find myself in line manager clinics, you can get had,” says McLane.

Page 7 Training & networking gets a digital makeover

Lower turnover rates, better annual Global Women Leadership performing employees who Forum taking place in London, advance quicker, and higher New York, Hong Kong and engagement scores are the Johannesburg in May this year. rewards for employers who invest in developing their staff. As with the 2014 event, over In the digital era, technology is 400 Barclays colleagues will be drastically changing the way we in attendance across the four learn, with e-training, virtual centres, but a soon-to-launch app “There’s still great value in face- classrooms and smartphone- will ensure this year’s forum can to-face learning and networking, enabled gamification systems be attended virtually by anyone THERE’S STILL but to be able to scale it takes becoming the norm. within the organisation, along with GREAT VALUE IN a technology component. This is an everywoman-hosted virtual FACE-TO-FACE about taking the forum to new For Barclays, new technologies learning platform, live blogs LEARNING AND populations. Our employees will be are also an enabling factor for and a Twitter wall to encourage able to see a keynote speaker from including its wider colleague conversation for all those present, NETWORKING their desks and participate in the networks in events like the bi- whether in person or virtually. discussion.”

Page 8 Is it the end for the open-plan office?

Page 9 IN 'QUIET', SUSAN CAIN SHOWS HOW THE BRAIN CHEMISTRY OF INTROVERTS AND EXTROVERTS DIFFERS, AND HOW SOCIETY MISUNDERSTANDS AND UNDERVALUES INTROVERTS. Steelcase Quiet Spaces

It was supposed to inspire speech effect’. And the given new life by the “What kind of sadist teams - can flourish. teamwork and greater workplace which takes steps Quiet Revolution, led by concocted the open-plan efficiency, but study after to eliminate this disruptive self-proclaimed introvert office layout?” She’s also “Open plans might work study shows that the open- background noise – using Susan Cain. Her seminal partnered with office well for extroverts who plan office – popularised so-called ‘sound masking’ work Quiet: The Power Of designers Steelcase to thrive on social interaction by German workspaces of through ‘pink noise’, Introverts In A World That produce Susan Cain Quiet to get things done, but the 1950s – can in fact spell broadcast through speakers Won’t Stop Talking sold two Spaces by Steelcase, a for introverts, who can disaster for employees’ to make human speech million copies worldwide range of office pods. be easily overwhelmed by concentration spans, less discernible - will be in its first two years. Her They aim, through special stimuli and who need alone productivity, creativity, rewarded with employees TED talk on the subject acoustics, gaze-averse time to recharge and stay engagement and even who are 27% less stressed, has been viewed over 13 windows and customisable focused, this kind of setup general wellbeing. The 38% more productive and million times. And now she’s mood lighting, to enable an can have the opposite near constant distraction of 174% happier all round. focusing her attention on environment in which the effect,” says one of Cain’s others’ conversations even the workplace, her Quiet introvert - thought to make Quiet Revolutionaries, Elan has a name in scientific The anti open-plan Leadership Institute’s up 50% of the workforce, Morgan. circles – ‘the irrelevant movement has been website recently asking: but only 4% of leadership

Page 10 "Designing for engagement is designing to make those positive moods more likely"

“It was difficult to scattered began to take “Via a chain of psychological found that when given the offices, the argument is concentrate and stay on its toll. When I finally had chain reactions, mood opportunity to arrange exactly the opposite - it's task in the office with all to seek out prescription influences worker and decorate their own deathly quiet,” says Alexi the surrounding noise and medication to deal with engagement; more positive workspace, employees Marmot, an architect and movement, and I was often the stress, I knew that moods link to higher levels were 32% more productive professor at UCL University pulled away to consult something had to give,” of engagement. Designing than the control group College London. “A lot of on other projects outside says Morgan. for engagement is designing allowed no input into their open-plan offices are just my main work. Rather to make those positive surroundings. Another rows of people only working than engaging more with Satisfying both the moods more likely,” writes found that curvy interiors at their computers. And my co-workers, I had to need for teams to work Sally Augustin, Founder of and rounded meeting spaces people don't want to be withdraw as an act of self- collaboratively and the Design With Science. triggered more satisfaction there.” preservation. introvert to perform than rectilinear layouts. optimally, poses a challenge A number of psychology Too little noise is thought to In other studies, exposure “Spending eight to ten hours for environmental studies are feeding this have just as detrimental an to blues and greens has a day in an environment psychologists. thinking. One, involving 47 effect on colleagues as too been shown to aid idea that left me exhausted and office workers in London, much: “In many open-plan generation, red to attention

Page 11 BLUES AND GREENS HAVE BEEN SHOWN TO AID IDEA GENERATION

to detail, dimmer light to Clearly then there’s a huge leadership but all levels a kind of sanity check on everyone from graduates creativity, bright lighting upside to getting the office of the organisation, into what we were proposing,” to the CEO works in analytical and evaluative workspace right, and one a temporary site ahead of says Paul Smits, Director of the same collaborative thinking, higher ceilings that everywoman partner the move into a permanent Human Resources, Property layout. There’s even a more conducive to is heavily invested space in another part of and Security for Vodafone space – called Club 11 – in abstract thinking, and the in. As the mobile giant town. Starting with a blank NL. “Even more important, which employees can eat presence of plants to stress moved its Netherlands piece of paper was seen as once we determined and socialise against a reduction. Furthermore, outfit to a new Amsterdam a necessary move “to break our design strategy and backdrop of upbeat music workplaces with exposure to location, it took the out from traditional offices transition plans, it helped and outdoor terraces. But daylight significantly impact opportunity to beta test a to something fresh, new, build buy-in throughout there are also plenty of employees’ quality of life: a revolutionary new office even heretical,” says CEO of the company for major breakout zones for informal 2013 study found that those setup. Vodafone Netherlands, Jens changes.” conversations, as well as who receive natural light Schulte Bockum. ‘library’ spaces where sleep for an additional 46 Step one was to canvass The upshot is a workspace talking and phone usage are minutes per night. opinion and incorporate “Involving staff throughout in which there are no forbidden. the thinking, not just of the organisation gave us assigned workspaces –

Page 12 Starting with a blank piece of paper was seen as a necessary move

“What really surprised more easily and people have physical models of their & Consulting team at eight square metres me was that working here the feeling that they’re ideal workplace. Steelcase, who managed per employee. was easy from the start. It on the inside rather than the project. felt good, almost natural, struggling to keep up with The finished work Its founder has turned its much more quickly than what’s going on.” environment is very much Taking inspiration from back on open-plan - the I would have thought,” a product of their feedback Vodafone Netherlands, average German employee says Bockum. “People are Such learnings fed into and ideas: whether it’s the open-plan main today has 30 square metres closer to one another, so it’s Vodafone’s new UK-based the style and layout of workspace allows for quick of personal space at work; easier to have a quick chat call centre, the office space the desks, the chill room reconfiguration. There are their right to elbow room built about issues. People are for 900 employees. as a sanctuary from work, also solo offices and training into legislation. But with this communicating informally or the coloured portals rooms with ergonomic much office space in London’s more than in previous “We held a number that employees now walk seating that can be adjusted West End costing upwards of environments and I think of workshops with our through every day as they to every user, privacy £60,000 per year, it remains that adds to productivity. customer advisors at Stoke enter the building,” says screens for workspaces, to be seen whether cross- Mission-critical information asking them to talk about, Zoe Humphries, from controlled acoustics, and an organisational hot-desking is passed between people draw, and even build the Applied Research average density of just over complete with pink noise becomes the norm. Page 13 LEADERSHIP AND 26 May 2016 EVENTS DEVELOPMENT 2016 FTA London Hilton, Park Lane Leading-edge companies EVERYWOMAN The 2016 FTA everywoman in Transport & Logistics Awards know that gender- IN TRANSPORT & celebrate successful women in the transport and logistics balanced groups LOGISTICS AWARDS industry. Join us at the sparkling ceremony – book your ticket today! perform at a higher level. Studies reveal New title partner: Worldpay that organisations with The Worldpay everywoman in Retail Ambassadors FORUM inclusive leaders are Programme will be held on 13 September at the Langham, 2016 EVERYWOMAN ‘70% more likely to London. Nominations open on 14 March. report capturing new To find out more about how your organisation FORUM: markets and increasing can get involved in sponsoring our awards ADVANCING market share.’* WOMEN IN programmes, contact Seema on 020 7981 2579 or [email protected] TECHNOLOGY Despite this, many 23 February 2016 organisations struggle to London Hilton, London engage key stakeholders and influencers in their Our everywomanClub members and their guests are 600+ women in tech came drive for greater diversity invited to two very exciting events this year: together for a one-day event and to make headway in providing future leaders with their quest for change. 18 May An everywomanClub event with Linda Miller, tools and techniques, and real- Crossrail life insight and advice from everywoman’s ‘3 focus’ 21 September An everywomanClub event hosted by SKC Emer Timmons, President of BT strategy drives this change Global Services UK; Jacqueline at all levels. It supports Contact [email protected] to find out more de Rojas, Vice President and companies to communicate General Manager at Citrix the benefits of diversity Systems UK and techUK’s President and many more across the business and inspirational leaders in the drive higher performance industry. though inclusivity. TO VIEW ALL OF OUR

We recommend organisations To find out more contact EVENTS GO TO... book early to avoid Kate Farrow at www.everywoman.com/events disappointment, as this event [email protected], was fully sold out last year. or 020 7981 2574.

To catch up on all the day's *Maximising women’s contribution to future economic growth: events, visit Two years on (Women’s Business www.everywoman.com/techforum2016 Council: 2015) Page 14 Join our growing list of everywomanNetwork corporate partners, including:

Contact everywoman: 020 7981 2574 | Visit: www.everywoman.com 3 Brad Street, London, SE1 8TN.