may - August 2016

Health & Wealth – are you getting the balance right? Macquarie – Educating the next generation of leaders winning the day – ruth wandhöfer, citi inside guest contributors

3 Editorial

4 welcome

5 regions

6 seen & heard

10 women on boards

12 millennials Arlene Isaacs-Lowe jennifer Boussuge As the Head of Relationship Head of Global Transactions 14 csr spotlight Management, EMEA at Moody’s, Services, EMEA, at Bank of America Arlene Isaacs-Lowe has had an Merrill Lynch, Jennifer Boussuge, 16 inside story illustrious career. In this edition’s explores how mentorship and Distinguished Profile she talks us support of our female leaders is 18 industry expert through her inspiring journey. crucial to solving the most pressing issues of our time. 21 personal branding

22 events

26 19th annual awards

32 distinguished profile

34 global ambassadors

36 the power of change

38 business focus Heather white ellvena graham 40 wellbeing Personal branding expert, WIBF’s Women on Board for this Heather White, explains why edition, Ellvena Graham, is a 41 career bites those in your professional lifelong banker who has recently network may not be ‘getting you’ moved to a new phase in 42 60 seconds and how this is damaging your her career with a portfolio of personal brand. Non-Executive positions.

office Editorial Assistant Women in Banking and Finance (WIBF) 80-83 Long Lane, London EC1A 9ET Raimah Amevor, publish this magazine. Whilst care is taken www.wibf.org.uk [email protected] to ensure that the contents are accurate, WIBF cannot accept any liability for errors or omissions. Opinions expressed are those of editorial team Content Management Team the authors, not WIBF. Editor-in-Chief Kirsten Zverina Marian Costello Anqi Guo, RBS Correspondence should be sent to: Marian Costello, Magazine Editor by email [email protected] Sally Little, ING to [email protected] Editorial Jay Surti Janet Thomas, Debra Zuckerman Articles and illustrations remain the [email protected] © copyright of the originators: reproduction in any form is prohibited without their written Martha McKenzie-Minifie, Design permission. All other material is the copyright [email protected] Lydia Thornley Design of WIBF. All rights reserved internationally.

2 May - August 2016 editor’s note “In this issue read about the achievements of WIBF’s members; their articles are a spotlight on them and give you inspiration to develop, adopt a ‘can do’ attitude and achieve your ambitions.” Marian Costello, WIBF Executive Board Member and Editor in Chief

elcome to the Luncheon on Friday 10th June 2016. diverse offering of events for its members. fresh, vibrant Macquarie are this year’s Headline Make the most of WIBF programmes, and bold Sponsor of the WIBF Awards Luncheon; they can help you on your journey. Our redesign of they are also one of the WIBF Corporate programmes run in Edinburgh, Glasgow, our magazine, Sponsor Members. A yearly event now Bristol and London. The Women on with WIBF’s in its 19th year, the luncheon has always Boards programmes include events for new branding and in digital format. been a truly wonderful event; be there aspiring Board members. The Personal W and enjoy the lively banter and network, Excellence Programme events in London To get to this stage the magazine network, network. offer workshops on how we can ‘Stand Up team and I have been on a journey to to Stand Out’, ‘The Imposter Syndrome’ produce the magazine that you are In this issue read about the achievements and ‘Leading From the Inside Out’. now reading; we undertook a number of WIBF’s members; their articles are a of new activities: spotlight on them and give you inspiration Glasgow events include ‘Building to develop, adopt a ‘can do’ attitude and Resilience’, ‘Improving Your Social Media n Content – Reviewed the previous achieve your ambitions. Read about Presence’ and ‘Wine Tasting’. Edinburgh magazine content and agreed a Jenny Smith, Head of Operational events include ‘Your Future is now’, new and revised content with the Enablement (Banking Operations), ‘Diversity, Trust and Leadership’, ‘Laughter Executive Board giving a fresh look Tesco Bank. See how WIBF’s previous for Health & Happiness’ and additional to the content. Award Winners have succeeded events. In London, WIBF run two speakers’ as leaders and achieved recognition; clubs using the Toastmasters Programme n Designer selection – Compiled these include Ellvena Graham, 2013 to help you to become an inspirational a selection matrix to assist with Champion for Women Awards Winner, speaker in a short time; many of our interviewing new designers and and 2015 WIBF Award for Achievement members have achieved this including reviewing their portfolios Winner, Ruth Wandhöfer, Citi. They are Sylvana Caloni and Christine Lawrence – enabling us to shortlist designers. inspirational and give us food for thought. two of WIBF’s previous Presidents as well WIBF selected Lydia Thornley Reading about their approaches to as Jane Oliver, Executive Team member/ an experienced designer of their careers gives us insights in how IT EMEA Chief Operating Officer for magazines, both in digital and to update our career plans so that Credit Suisse, based in London and Rhian printed format. She interpreted we can challenge ourselves to be the Pamphilon, Global Telecoms Industry the new WIBF rebranding, best we can be. Their experience Marketing Lead, Accenture. Check out developed by Pretty, to redesign shows that we can all set challenging WIBF’s redesigned and rebranded website the magazine and create the tasks and continually improve our for more events, www.wibf.org.uk. digital version you are reading. knowledge, confidence and strength. Our redesign has a convenient new n Executive Board involvement – Rachel Engel, Head of Macquarie Group Events Planner, on pages 22-25. Worked closely with the Executive Foundation, EMEA tells us Why don’t you print it out just as Board to review designs, select the about how Macquarie give back a reminder so you don’t miss final design, produce a mock-up through their Corporate Responsibility booking any of WIBF’s events. of the magazine and get approval Programme; she talks us through for the finances to work with the Macquarie’s Mentoring Works, their Wishing you all a great summer! designer and produce this magazine. programme that educates the next generation on the skills they need to Marian Costello, This issue of the magazine includes survive in the world of employment. WIBF Editor in Chief/ an overview of WIBF’s Annual Awards WIBF has a wonderful, inexpensive and Executive Board Member

May - August 2016 3 Welcome to your new-look WIBF magazine

ur magazine now The value of the Women in Banking and reflects what you, our Finance Awards for Achievement is not members, have told us only in the winning of the prize. It is in the is important to you. You raised profile, the broader experience, the told us what you liked access to senior colleagues. Edit Laszlo about the magazine so (Customer Experience Product Director, we have made that work better. We have RBS), shortlisted for the 2014 Young Okept the thought-provoking discussion of Professional Award told us, “Winning is not the issues that are important to women everything – it’s more about the journey working in banking and finance today afterwards and what I leveraged from while making it available online in a user- the nomination experience. I received a friendly format. handwritten congratulations card from our Divisional CEO, who is the type of leader Together with our new-look website I would want to work for and become. It we can better share opportunities for boosted my confidence levels significantly, career development and networking, which encouraged me to take up other job while offering inspiration through up- opportunities, leading to a promotion.” to-the-minute expert comment and by recognising the female talent working in This all reiterates the message that banking and industry today. diversity matters throughout your only shine a spotlight on female talent organisation. It is not simply box- In the run-up to next month’s Awards within large organisations, but also to ticking, or quota management; it is Luncheon we have encouraged our develop and grow this female talent. I individuals, one by one, working for corporate members to really look at the think that women can, at times, struggle and with each other to add up to women who work for their organisations. to find the right mentor or sponsor within more than a token effort. It is individual For those of us who have long-standing their organisation. WIBF has definitely effort plus corporate effort that adds up involvement with WIBF it is a constant helped me to find the right support within to something meaningful industry-wide. inspiration to meet the women and men my organisation. In my view, formal and nominated for these awards and to hear informal mentoring and sponsorship This year we want to ensure that the their take on the industry. should be key objectives for every senior WIBF Awards for Achievement have a – both men and women – within an positive and effective impact for women, What I hear is how much progress still organisation in order to help grow the for diversity and for our industry beyond needs to be made and how women see female talent within the business.” the day of the Awards Luncheon. that progress is specifically needed in active mentorship, engaged sponsorship, I would love to hear your thoughts about and meaningful networking. “Diversity matters this. Contact me at [email protected]

That is why these awards do matter. throughout your I hope to see you on Friday 10th June at the This was made very clear to me at the organisation.” 19th annual WIBF Awards for Achievement launch of this year’s awards. Following Luncheon at the London Hilton on Park her introduction, Ruth Wandhöfer, Winner Janet Thomas, WIBF President Lane, our biggest and most impressive 2015 Award for Achievement (and Global ceremony yet. Head of Regulatory & Market Strategy, Citi), told us that she didn’t recognise Nominees and even winners have told If you can’t be at the Awards Luncheon the woman described as herself. It was us that they were unknown within their in person, join us online at our fabulous certainly a glowing introduction but it organisation until the WIBF awards new website where you’ll find all you was all true. It is WIBF’s role to help shone the light on them. Isn’t that need to know about the awards, the women recognise their strengths and to extraordinary? But isn’t that the value of nominees and where you can support use them in their workplace and in their the awards? Reaching out and shining our chosen charity, Rosa – the UK fund career progression. the spotlight on the gems. Highlighting for women and girls, by buying raffle the women without recognition and tickets for our gala raffle. Ruth said, “The importance of asking the industry, what are you doing organisations like WIBF cannot be to support this woman? Where is her Janet Thomas underestimated. WIBF is helping to not sponsor? Who is going to champion her? WIBF President

4 May - August 2016 regions

“You must be Before I sign off, it would be remiss of me to not mention our fabulous new-look the change you Magazine and I’d like to extend thanks wish to see in the and congratulations to our Editor, Marian and the rest of the team for world” Mahatma Gandhi making this possible! Elaine Meyrick bristol chair Health is more than the absence of Striking that disease. It is a state of perfect work/life complete physical, – balance the ‘holy mental and social Cristina Chimenti grail’ of the modern Glasgow Chair wellbeing professional

nnovation and Change orking hours Leadership are hot topics for have increased most companies out there and it dramatically in is great to see that WIBF has its recent years. finger on the pulse of business. In many We are excited about our brand professions it is new website with a completely fresh considered the “norm” to work in excess Sharon Forder Ilook and feel, vibrant and informative. Wof 60 hours per week. The advance of & Suzanne Reynolds This is in line with our continued efforts technology, email and more recently, Edinburgh Co-chairs to offer an attractive proposition to smartphones, have fundamentally changed our corporate members. Coupled with the way in which we communicate - a robust Social Media Strategy, the geographical barriers are no longer website gives WIBF the competitive barriers. The world is accessible 24/7 and ne of the priority areas edge when vying for corporate businesses benefit from immediate for a lot of employers attention and sponsorship. access to a global marketplace. However, in our sector and other this brings its own challenges – juggling sectors is on Health and Increased interest and attendance the demands of work and other areas of life Wellbeing of staff and at our events in Glasgow show we can be difficult. It is estimated that three in how this links to greater continue to get traction locally and ten UK workers, mainly women, will suffer engagement and productivity plus meets our packed 2016 Events programme a stress related illness each year caused Oemployer responsibilities. Within WIBF will keep the momentum with lots by work pressures. A recent Mental Health we have recognised that our calendar of of relevant, highly sought after Foundation study found that work related events also needs to incorporate a range of opportunities for women to come stress costs Britain 10.4 million working topics covering development, networking, together, exchange ideas and days per year – convert that into pounds mentoring and wellbeing. This means we connect. Our networking events and the results are staggering. A stressed are aligned to our corporate and individual are proving popular and we have workforce is not an efficient workforce! members’ needs so you will see more introduced event themes such as wellbeing topics. Building Resilience and looking to This summer, the Bristol team will host expand professionally with a Charity an event (in conjunction with EY) around For many the focus is on physical wellness Directorship. Watch out also for our managing stress in the workplace. through corporate challenges however Mentoring Programme, re-launched The event will provide some useful tips there is a greater recognition that again this year to support our aimed at encouraging a healthy work-life mental wellness and health need all of members realise their potential, grow balance – a necessary component to a our attention – for ourselves and for the and blossom in work and in life. stress-free workplace. colleagues we all work with.

May - August 2016 5 seen & heard

New initiative: Champion for Women programme

6 May - August 2016 Moody’s: the newest platinum corporate member of WIBF

We are delighted to welcome Moody’s Sally McFall, WIBF Edinburgh Board offering. During her Edinburgh trip, as the newest Platinum Corporate Member, was kindly invited in to the hosted by Colin Holmes, Managing Member of WIBF. London and Edinburgh office of Moody’s Director of Insurance Enterprise Risk to give a presentation on the benefits Solutions, we were fortunate that of being a Corporate Member and Mark Almeida, President of Moody’s discuss our individual membership Analytics was over from New York.

W ho was there: Hosts: financial sector. Panellists spoke frankly about why they are champions for n Melanie Seymour, MD at Blackrock WIBF at the University Women’s Club women and what this means for them, and Vice President of WIBF for their business and for the women n Heather Melville, Director for Strategic What members learnt: and men they work for, and with. The Partnerships, RBS structure of the discussion focussed n Chris Turpin, Managing Director, The programme aims to build a network on ‘What companies do/can do, What EMEA, First State Investments of high-level women and men, within individuals do/can do, and What WIBF n Vanessa Vallely, Founder, WIBF to share common experiences, do/can do’. The overarching call to action WeAreTheCity facilitate collaboration and relationship- was to ensure that the gender diversity n Erica Handling, General Counsel, building across companies and also needle moves in a positive direction at Blackrock to act as champions for women in the all these levels.

May - August 2016 7 seen & heard

Focusing on Your Future: The Power of Vision

W ho was there: Marian Costello, n Where does your attention go? WIBF Editor in Chief/Executive Board n How do you divide your attention in Member, Debra Zuckerman, WIBF your career and life now? Member and Content Management n How do you create your future? Team member n What legacy do you want to leave?

Hosts: Bank of America Merrill Lynch What members learnt: The workshop gave the attendees the An enjoyable and thought provoking opportunity to evaluate their current event. Marian Costello and Debra situation and the time to reflect where Zuckerman co-facilitated the workshop they wanted to be in the future resulting in challenging the attendees’ thought a credible future vision. At the end of the processes by setting a series of exercises evening, five of the attendees individually and questions. The questions included: stood up to show the audience what their vision of the future was by displaying their n What is your life like now? vision board and discussing the value of n What are your unique qualities? attending the workshop.

8 May - August 2016 Charity Directorship

W ho was there: David McGibbon, What members learnt: leadership opportunities within Cancer Support Trust, Dress for David McGibbon shared his vast their boards. Organisations such as Success Scotland and North Glasgow experience in board membership both iMultiply and the Glasgow Print Studio Integration Trust in the private and in the public sector. also offered information and shared And local charities talked about their leadership tips. Hosts: Blysthswood Square Hotel challenges and equally some exciting

Pre-Christmas networking event

W ho was there: WIBF Members

Hosts: Clinique, House of Fraser

What members learnt: The science of skincare! Clinique was on hand to give tips, tricks and free makeovers. The hugely discounted designer rail gave our members some much needed retail therapy in the lead up to the Christmas season.

May - August 2016 9 WIBF Women on Boards Event: Walking the Tightrope of Board Responsibility

for improvement. Helen emphasised the need to recruit people with L-plates “Diversity on boards onto boards.

is much broader than The importance of NEDs being completely gender diversity. independent was stressed. Helen commented that independence is a mind- It is about recruiting set. You can still be supportive and be directors who have independent. It is about asking questions carefully in the right tone, so people different skills don’t get defensive and you are able to and experiences extract the information you need. Helen emphasised the need to avoid “collusion” to the existing amongst board members at all costs. She said post the Financial Crisis the biggest board directors.” criticism made of boards was that there Helen Pitcher, was not enough challenge by Board Advanced Boardroom Excellence directors of the Executive teams.

Special thanks to Helen Pitcher and her team from Advanced Boardroom Excellence for this insightful and n 3rd February Helen explained that typically doing a informative evening. Thank you also to Helen Pitcher from serious NED role properly is a 30-60 days Credit Suisse for hosting this event. Advanced Boardroom a year commitment and if you work out Excellence, spoke to the remuneration on that basis, the job Miranda Abraham WIBF members about is not as well paid as people think (on WIBF Head of Corporate & Public Walking the Tightrope a per hour basis). Consequently Helen Board Appointments of Board Responsibility. Helen spoke explained that most NEDs do the role Oabout the increasing demands and because they are the type of people that pressures on Non-Executive Directors care about standards and culture and (NEDs) and about walking the tightrope want to give something back. of board responsibility. What roles and responsibilities do NEDs in financial Helen commented that one of the llvena Graham is a life-long services have and are we expecting too biggest challenges boards face is the lack banker who has recently much from them? of diversity in the leadership pipeline to moved to a new phase in be the next board directors. Helen said her career with a portfolio Helen discussed the fact that being there was even a danger of an “old girls’ of Non-Executive positions. a NED is a huge responsibility and network”, as there are so few women Her experience in senior that people often underestimated the with board experience that those who management in Financial Services has amount of work and time commitment have made it then get overwhelmed by Ehelped her develop the skills she’s needed involved. She also commented that head hunters who are looking to recruit as a Chairman, Board Director and typically the best NEDs are also more women onto boards. Helen also Advisory Board member. Ellvena worked Executive Directors in their day jobs, so stressed that diversity on boards is much in Ulster Bank (a subsidiary of RBS) for have conflicting demands on their time. broader than gender diversity. It is about over 30 years, most recently holding the Helen emphasised the need for NEDs recruiting directors who have different Executive positions of COO of Ulster to be in and around the business doing skills and experiences to the existing Bank Group, Managing Director of SME deep dives and asking questions. It’s not board directors. The average age of a Banking across the island of Ireland and just a case of reading the board pack board director used to be 65. While this Head of Ulster Bank in Northern Ireland. and turning up to the board meetings. has now reduced to 56, there is still room Although she now has a diverse portfolio

10 May - August 2016 of interests, in a number of industries, Executive and Non-Executive are really How can men support their female she retains strong links to Ulster Bank as two completely different roles. The colleagues? Non-Executive Director of the Bank. Executive is immersed in all the detail of I have always had a male Mentor and the business, constantly thinking about believe I’ve benefited from the different Ellvena is also Chairman of : issues and threats. The Non-Executive perspective. I’d encourage men to mentor should not try to know more about the women and vice versa. I also recommend n Electricity Supply Board (ESB), business than the full time manager. The that a male Executive takes up the mantle of Ireland’s largest energy Utility. ESB Board is there to support and challenge the Diversity Champion in any organisation operates across all aspects of the management, ask the big questions and – the need for diversity is, and needs to be electricity market, from generation, to bring an independent perspective. seen as, a business issue, not a woman’s transmission/distribution and supply; issue. The hard research is there. Diverse n the Belfast Waterfront & Ulster Halls, Balancing a diverse range of commitments organisations do better. They know their two entertainment venues, including can also be challenging. The Executive has customers better. They make better a new venture established to attract a principal focus on a single organisation, business decisions. international conferences to Belfast; but serving on a number of Boards means n the Economic Advisory Group (EAG), balancing competing demands from How should young women prepare a group of CEOs and Economists who different organisations and giving them themselves for Board positions? provide the Stormont Executive with all due attention. I’d recommend joining a charity or local independent expert guidance on key school Board, providing it is professionally areas that underpin the development How do you balance your time across run. That can give good insight into of the NI Economy. different organisations? committee structures, the roles of Outside of scheduled meetings, it’s a case Chairman and Company Secretary, etc. How did you transition to Non- of prioritising what is most important in a But in the end, it is about bringing your Executive Director? given week, although events often dictate own skills and life experience to bear on While the move to non-Executive roles which company needs more attention. whichever Board you join. Organisations was a natural progression for me, it I’ve learned the value of dedicating a face many similar issues and I never cease didn’t happen overnight. I worked on significant amount of time, up front, to to be amazed at just how transferable the transition for a number of years properly understand an organisation’s and relevant our skills are, e.g. commercial, prior to finishing full-time employment. management structures, culture and legal, HR, Finance, Compliance, etc. I gained valuable experience from my complexities in some detail. That pays interactions with the Ulster Bank Board huge dividends when issues emerge. Also be your own person. If you don’t agree, and sub-committees over a number don’t just fall into line. You are there to do of years. I also spent time on a large Have you met any challenges due to what you believe is right for the Company. Charity Board. Charities deal with a wide being a female Board member? Without stereotyping, I often see women as range of strategic and organisational I’ve been fortunate that both ESB and more supportive by nature, able to challenge issues, so this provided invaluable board Ulster Bank have strong gender diversity constructively and often more willing to ‘call experience. I joined ESB as a board at the Board table. Notwithstanding it as it is’. Gender diversity, like all diversity, member in 2010 and was honoured to that, I am proud to be the first woman prevents group think setting in. be appointed ESB Chairman in 2015. Chair of ESB, in its 89 year history. Both From the outset, given the scale and organisations have >30% women on Marian Costello reach of the company, it involved hard their Boards and I believe critical mass is WIBF Editor in Chief/ work and commitment. I often read important. Executive Board Member the Board packs on a Sunday night, to minimise the time taken out of my day job. I’m grateful that Ulster Bank as my employer supported my endeavours at that time and could see “Be your own person. the benefit of me gaining insights into a large, complex organisation in another If you don’t agree, industry. I’m a strong advocate of don’t just fall into line. encouraging senior managers to take on outside directorships. You are there to do what you believe What were some of the challenges in making that transition? is right for The most interesting challenge the Company.” has been the need to develop the skill of being able to make decisions Ellvena Graham, Chairman and based on often high level information Non-Executive Director as a Non-Executive, versus having been submerged in an organisation as an Executive.

May - August 2016 11 WIBF Independent Research Millennial Woman Initiative

he WIBF Millennial Woman awareness of the issues millennial travelling. Linda is always open to initiative was borne out women face and design events trying new things to take her out of her of the realisation that to support them. She is an alumna comfort zone and opens the door for our young female talent of City University London where new experiences. are leaving the finance she achieved her BSc Software Words that I live by: “Why not?” industry in worrying Engineering (Hons) in 2009. Outside numbers. A lack of support in navigating of work, Giselle is a travel junkie, Tthe culture of the finance industry amateur photographer, master chef coupled with millennial’s eagerness to and wine lover. break down traditional barriers and Words that I live by: “No one can be associated with firms that have make you feel inferior without your a greater social impact has resulted consent” – Eleanor Roosevelt in a host of millennial women feeling disengaged. WIBF has committed itself to gaining further understanding on the issues that are affecting millennial women and working together to find practical solutions.

MEET THE TEAM

Name: Nazia Tingay Company: Barclays, WIBF Nazia is an Agile Programme Manager for Barclays Digital. She has been in (STEM) Technology for over twenty years and has been lucky enough to work for many international Name: Donna Cadiente organisations. Outside of work, Nazia Company: Credit Suisse, WIBF is passionate about gender diversity, Donna has worked in Finance running, music and reading. industry for over 5 years, 4 years as a Words that I live by: “Life shrinks or Management Consultant in Accenture expands in proportion to one’s courage” and over a year as PM in Credit Suisse. – Anais Nin Outside work, she enjoys creative endeavours like painting, guitar Name: Giselle Frederick playing and volunteering. Company: Credit Suisse, WIBF Words that I live by: “A candle loses nothing by lighting another candle” – Giselle is leading the WIBF Millennial James Keller Women Initiative. She is Business Analyst / Project Manager in Global Markets Change for the Strategic Risk Programme at Credit Suisse. Giselle is Name: Linda Esilaba an avid champion of millennial women Company: Barclays, WIBF in the workplace. Her work as part of the Linda is a Business Analyst for Multicultural Network and European Strategic and Regulatory Change. Women’s Network (Paths To Success Outside of work, she is passionate subcommittee) at CS allows her to raise about kickboxing, good food and

12 May - August 2016 With the recent creation of Stewart Studies. Raimah is also the editorial Investors, Maria is focused on creating assistant for the WIBF magazine. a business-wide immersive induction Words that I live by: “What God program, in conjunction with HR. In her intended for you goes far beyond spare time, Maria plays Chopin (piano) anything you can imagine”– or visits her family in Sicily! Oprah Winfrey Words that I live by: “A dream is unrehearsed” – Yehudi Menuhin

Name: Raimah Amevor Company: International Institute of Strategic Studies, WIBF Raimah Amevor completed her MSc Name: Maria Falsone in Conflict Studies at the London Company: Stewart Investors, WIBF School of Economics in 2015. Whilst Graduate of Psychology from the studying, she worked with Deloitte’s University of Edinburgh, and of the global corporate social responsibility British Suzuki Institute in Suzuki piano team supporting their partnership teaching. After an introduction to the with The Social Progress Imperative. finance world in RBS, Maria started at Upon graduating she began working Stewart Investors as team assistant as a Research Analyst covering in Projects and Operations. But with a political, military and humanitarian For further information on the WIBF keen and real interest in psychology developments for Nigeria’s two Millennial Initiative or if you would and education, Maria has taken on conflicts; Boko Haram in the North- like to get involved please contact the responsibility of learning and east and the Niger Delta oil crises for us on [email protected] development for the wider business. The International Institute of Strategic

information for advertisers wibf magazine proofreader Sizes artwork requirements • Do you have an eye for detail? • Are you organised, self-sufficient Full page bleed Please supply artwork to size in and a good communicator? 216 x 303mm (A4 + 3mm bleed) one of the following formats: • Are you able to proofread three Full page type area magazines a year (4 hours per 182 x 265mm Press resolution PDF with all fonts week / 32 hours per magazine)? Half page horizontal bleed embedded and all images CMYK • Can you attend monthly two- 216 x 146.5mm hour meetings? Half page horizontal type area High resolution (300dpi) JPEG, CMYK • This voluntary role includes 182 x 129.5mm reading copy at draft, layout and Quarter page type area Supply of copy and images for layout proof stages. 87.5 x 129.5mm by us carries an additional cost. Contact us with a CV and For advertising and artwork rates, please contact Marian Costello at information on how you can help: [email protected] [email protected]

May - August 2016 13 mentoring works Rachel Engel, Head of the Macquarie Group Foundation, EMEA talks WIBF through Macquarie’s Mentoring Works, their programme that educates the next generation on the skills they need to survive in the world of employment.

14 May - August 2016 Corporate Social Responsibility Spotlight

iving back to the helped to increase their confidence, communities in which independence and ambition. And we live and work is at the whilst the students continue to heart of the Macquarie learn, so do our people – improving Group Foundation. leadership, communication and Since 1985 our people relationship-building skills. have raised £120 million and volunteered G33,500 hours to help 1,500 community Student feedback organisations around the world. “I learnt how to present myself in front of other people and working One initiative we have been involved with on my organisation skills. I also learnt for nine years in London is Mentoring how to project my voice. My favourite part Works, a formal business mentoring was that I got to experience what it is like programme for local students run by to work in a business environment.” the East London Business Alliance. As part of Macquarie’s supported volunteer Mentor feedback: programme we work directly with “I have enjoyed working with the younger schools and colleges in Islington through generation and have developed my skills our partnership with the BIG Alliance “Since launching the in patience, communication, empathy (Businesses for Islington Giving) enabling and leadership” Macquarie Mentor staff to mentor young people from Year 10 programme over 550 2014/15 and Year 12. students in Islington School feedback: Why is Mentoring Works important? and Hackney, many of “Students have to move out of whom are girls, have their comfort zone and develop Many of Islington’s young people are communication skills with adults and struggling to obtain suitable training been supported by be self-managers with maintaining the and work options. Some have limited over 350 Macquarie relationship with their mentor. A big access to adequate careers advice, thank you to ELBA, Mentoring Works employability skills training varies in volunteers.” and Macquarie for their ongoing quality and others suffer from a lack of support with this programme”. professional role models. Rachel Engel, Head of Paul McIntyre, Assistant Headteacher, Macquarie Group Elizabeth Garrett Anderson School Mentoring can tackle these problems Foundation, EMEA by connecting students with successful Where are they now? and responsible Macquarie volunteers. independently to our City office to The relationship helps young people meet their business mentors. For some Oyinkan Mohyley: Oyinkan was part to better explore training and work students, this was their first experience of a small mentoring group in 2007. She options; to have a positive role model, travelling to these parts of London. says she was inspired by her Macquarie to widen horizons, building skills Meeting every two or three weeks, the mentors and found the experience that employers value and better flexible and student-led mentoring gave her the “confidence to aspire understand the link between academic sessions covered a variety of topics and work towards [her] future career.” achievement and employment. from university choices and career Completing school, Oyinkan studied paths to personal budgeting, political biomedical sciences at university and How have we made a difference manifestos and whether a man really did upon graduating, joined a medical in 2015? land on the moon. laboratory company. She’s now working towards becoming an accredited Our ten month programme with Building practical skills such as CV biomedical scientist. Elizabeth Garrett Anderson Girls School, writing, interview techniques, exam which runs through the academic revision and time management, many Rachel Engel, Head of Macquarie Group year, sees Year 10 students travel students reported the sessions also Foundation, EMEA.

May - August 2016 15 winning the day Ruth Wandhöfer, citi

16 May - August 2016 inside story

“Being on the road, talking with regulators, industry peers, emerging FinTech companies, corporate clients and FI clients, whilst at the same time supporting the internal business and product strategy, sales and relationship managers and training can sometimes be a challenging task.” Ruth Wandhöfer, citi

generally do not require an some nice food out, although this rarely or on a chapter contribution to a alarm clock to wake me up in does happen. book. Equally, I may look at my current the morning as my two-year old PhD progress (I am researching the daughter has helpfully decided At 3:00pm, an industry meeting may implications of blockchain on payment to take over this duty. Breakfast have just finished and I could be on systems) and continue writing or is rapidly prepared with Italian my way back to the office. I might be devising questionnaires or exchanging coffee, cereals and fruit and off we are dialling in to a conference call or a feedback with industry peers and Ito the nursery and to the bank. bilateral update with a central bank or contacts in the FinTech space. regulator to discuss a topic of current This can all change however if there is importance. I also find this is a good 9:00pm Having re-checked emails and something urgent to attend in the Asia time to put in any calls I might need to prepared for the next day, the family region. If this is the case I could well end make to the US, whether this would is getting ready for bed. With a young up with my alarm clock waking me at be a trade body that I’m working with, daughter, sleep at night is not always 6.30am to dial in to a conference call. or a call with a business team from guaranteed and the earlier everyone is our New York office. More recently, in bed, the better. At 8.30am: My first activity is to go given the increasing focus over the through all the emails from the morning last year on the business application I got into my current role because I and review the plan of the day. The of revolutionary technologies such was very active at the industry level winning great thing is that no day is ever the as blockchain, I have found myself in my previous role as lobbyist at the same in my job, which is why I am participating in various workshops with European Banking Federation. By generally excited about what is to come. our colleagues from Citi Ventures and moving to Citi in 2007, I kept my old My days vary and can be made up of our Innovation Lab. The early afternoon ties and expanded my network, whilst an external meeting with a regulator in is also a time where client or internal taking on a more business focused role the UK, or an industry working group webinars take place. If it is the case that within the bank. This effectively allowed taking place in Brussels. I might find I happen to be running one of these, me to combine the best of both worlds, myself involved in internal business you would find me sitting in front of my leverage my regulator and industry the day reviews, or working on supporting a computer and telephone. connections and make them directly specific internal compliance project. relevant to our business model, product Ruth Wandhöfer, citi There could be time dedicated to cross- Or I might be in a client meeting. strategy and client management and bank business strategizing in light of Discussing the strategic impacts of thought leadership. The most difficult the different regulatory and market regulatory change and innovation part of my job is time management. transformative drivers. Or I could with corporate CEOs and treasurers is Being on the road, talking with find myself chairing a conference or exciting and positive client feedback regulators, industry peers, emerging attending back to back client meetings can give you a very rewarding energy FinTech companies, corporate clients (with a corporate or a bank for example). boost, especially in the afternoon. and FI clients, whilst at the same time supporting the internal business At 12:00pm if I get to it, I will try to grab At 6:00pm, anything that I have not yet and product strategy, sales and a sandwich and go back to my desk or managed to go through or prepare for relationship managers and training straight to my next meeting. It’s always are my main focus now. For example can sometimes be a challenging task. nice to find time to sit down and enjoy I could be working on a press article It helps to be German.

May - August 2016 17 why speaking up matters rebecca doodson, Chartered Institute for Securities and Investment

have been fortunate to write n Telling UK-based employees about in two previous issues of WIBF the FCA and PRA whistleblowing magazine about ‘Why Integrity services. Matters’. In those articles, I covered n Presenting a report on whistleblowing two fundamental aspects of to the board at least annually. integrity and ethical behaviour – the importance of trust, and individual The introduction of these rules is a Iaccountability. positive step towards supporting whistleblowers in financial services. But, In this issue I thought I would write about you might be wondering what all this has another aspect of business ethics; ‘why to do with you? Surely the responsibility speaking up matters’. Whistleblowing has for managing whistleblowing in the been a ‘hot topic’ in financial services for firm lies with HR or Compliance, and some time and in October last year the besides – you cannot envisage a Financial Conduct Authority (FCA) and situation in which you would become a Prudential Regulatory Authority (PRA) whistleblower. released new rules on whistleblowing for financial institutions. One of these rules This is not an uncommon view. Part needs to be complied with very soon – by of my work at the Chartered Institute 7 March 2016 affected firms are required for Securities and Investment (CISI) to have appointed a ‘whistleblowers’ includes delivering a ‘Speak Up’ champion’ who will be responsible for workshop, where we talk to our overseeing the firm’s whistleblowing members and financial institutions policies and procedures. The rest of the about best practice for raising concerns rules come into force in September this in the workplace. Generally, my first year and require affected firms to put in question to the audience is ‘has anyone place certain procedures, including (but here blown the whistle?’ and whilst a few not limited to): people may tentatively raise their hands, the vast majority of people shake their n Internal whistleblowing arrangements heads. However, when I ask if anyone able to handle all types of disclosure, has ever brought something to their from all types of person. manager’s attention about which they

18 May - August 2016 industry expert series

‘Albert Einstein said “The world is a dangerous place to live; not because of the people who are evil, but because of the people who don’t do anything about it”. Even if we leave ‘evil’ out of the equation, when bad things happen – for instance Volkswagen installing devices in cars to ‘cheat’ emissions tests, or traders in chat were concerned or worried, a lot more hands (including mine!) go up. Since rooms manipulating exchange rates – it affects even these kinds of disclosures can be everyone who works in that company, thought of as speaking up or blowing the whistle, it becomes clear that the and possibly even the whole industry.’ need for more support and protection for whistleblowers impacts us all. respondents from continental Europe traders in chat rooms manipulating The Institute of Business Ethics (IBE) said they had not raised their concerns). exchange rates – it affects everyone run a triennial ‘Ethics at Work’ survey, who works in that company, and which investigates what employees There are many reasons why people possibly even the whole industry. think about the ethical business may be unwilling or tentative to speak practices of their employer. The 2015 up. They may be concerned that they Speaking up takes moral courage. It survey asked the question ‘During the will lose their job, or be passed over for is important to recognise this and to past year at work, have you been aware promotion. There may be peer pressure help give employees the confidence of any conduct by your employer or to keep the status quo. They may think they need to be able to raise colleagues that you thought violated that saying something is none of their concerns. This has been recognised either the law or your organisation’s business, or that even if they did say by the FCA, and when the new FCA ethical standards?’ In Britain, only 1 in something, nothing would be done to and PRA whistleblowing rules were 5 respondents answered ‘yes’ whereas remedy the situation. It can be very published, Tracey McDermott, acting in continental Europe that number tempting to just ensure that we, as FCA Chief Executive, said “These was 1 in 3 respondents saying they individuals, are behaving ethically and rules are designed to… encourage a had witnessed misconduct. However, to leave others to their own devices. culture in which individuals working when those people who said they had However, that is a recipe for disaster. in the industry feel comfortable witnessed wrongdoing were asked a Albert Einstein said “The world is a raising concerns and challenging follow up question – ‘Did you raise any dangerous place to live; not because poor practice and behaviour.” “It of your concerns with management, of the people who are evil, but because is… important that individuals… another appropriate person, or through of the people who don’t do anything have the courage to approach their any other mechanism?’ – the results about it”. Even if we leave ‘evil’ out of the employers.” revealed that only about half of people equation, when bad things happen – for had reported what they have seen instance Volkswagen installing devices It is up to all of us to help to (45% of British respondents and 54% of in cars to ‘cheat’ emissions tests, or achieve this.

May - August 2016 19 quick, practical and dirty – how to assess your brand Networking and Personal branding expert Heather White tells you how to make the most of your personal brand

20 May - August 2016 personal branding

o many of us want Under each heading list of all the What to do next change in our reasons why people come to you. Think professional lives about what skills people come to you 1 For the things you wish people and for so many for, what experiences you have that would stop coming to you for, try to reasons. Often it is people talk to you about and what areas find someone who loves doing this because we are: of expertise people ask you to help stuff and develop a relationship with them with. them. Find out if they would like to nS Not getting recognised take on more of this stuff and gradually n Not getting promoted Review introduce this connection to others. n Not being invited to join A three way win. committees / projects When you have finished grab a coffee The list can go on and on. and sit back and look at your list. 2 Start sharing what you love doing Hmmm, let me see, hold it up higher, and what you have achieved with In part, the main reason why this is yep I can see it now. See how your list everyone you meet and build your happening to you is because your of soft skills is greater than your other reputation accordingly. Now obviously reputation (personal brand) isn’t working two lists? I can also see the way you there is a lot more to this than the for you. This is usually because: have described your expertise and above simple line so use your experiences is a little vague and you’ve emotional intelligence to determine n You haven’t shared enough of what used a lot of generic terms. how to do this. Ask your mentor, you do with others mates, friends, colleagues what they n Others don’t see the value in what How do I know this? Well, having trained do. Find a role model who does this you have done thousands of people on how to change well and see how you can replicate n You’ve not influenced the right people and develop their personal brand and their approach in your own way. Or ask n You are not connected / networked reputations, I know everyone follows a WIBF to invite me to write a follow-up with the right people set pattern when writing up their lists. article on this! n You are not using ‘their’ language in The belief is that your soft skills are ’their’ context more important (and can be easier to 3 Get out there! ‘…learn(ing) through n You haven’t the right experience/skills articulate) than your ‘hard skills. action will increase your outsight to carry this through – the valuable external perspective n You keep your head down and get on Yet when it comes to wanting to hire you gain from direct experiences and with the job someone the initial skills we seek is an experimentation’ Herminia Ibarra, expert and or knowledgeable ‘about…’ Cora Chaired Professor of Leadership What’s actually happening is that people who can solve my problem. & Learning at INSEAD author of Act aren’t ‘getting’ you. Like a Leader, Think Like a Leader. Go back So how do you change this? I can show In summary you exactly how to do this but I need to Have another look at your list and do know if you are prepared to take a risk three things for me. “A brand is what people say about you and get out of your comfort zone. Do when you are not in the room”, Jeff Bezos, you really want to change your situation 1 What’s missing? Re-read your list and CEO Amazon. Why people come to you or are you just venting? Are you ready write down, in a different colour, is your brand in action. The good news is to be disciplined? If the answer is yes to all the things that you wish people that you can change this. Remember, if these questions then read on. would come to you for that aren’t you aren’t clear of your value, why anyone on your initial list. Use the three else would be? If you are not shaping Let’s get clear headings to guide you. your reputation, then others will and the results of which you are experiencing. So that you can see for yourself 2 Review your list and highlight exactly why is happening to you, please everything that you wish people Remember: complete the following exercise. On would stop using you for. a piece of paper (I know I’m being old Share / tell about your expertise, fashioned) write down three headings: 3 Review all your expertise / experience and demonstrate your experiences and make sure that soft skills. n Soft skills you are much more specific in n Expertise (what are you the way you describe them Heather White knowledgeable about) e.g..... Prime Brokerage relationship Networking & Personal Brand Expert n Experiences (where have you gained manager specialising in FX, Boardroom Ready Intermediary your expertise from e.g. projects, Onboarding and Client Service @smarter_network industry etc.) project management [email protected]

May - August 2016 21 Learning the Art of Being a GREAT Speaker at WIBF Speakers’ Clubs using the Toastmasters International Programme

WIBF Speakers’ Clubs are part of WIBF’s club curriculum is based on regularly, take on any appropriate Toastmasters, an internationally Toastmasters International, the role and provide suitable notice if recognised organisation that aims renowned communications programme. they cannot attend. We encourage “to provide a mutually supportive prospective members to visit twice and positive learning environment Who can join? before joining. Please note that there is in which every member has a separate fee to belong to the speakers the opportunity to develop It is a pre-requisite of WIBF Speakers club, this is a worthwhile investment communication and leadership (WIBFS) that you are also a member in your career development. skills, which in turn fosters self- of Women in Banking and Finance. If you are interested please email: confidence and personal growth”. Members must commit to attend [email protected]

Weekly, 6.15pm for 6.30-8pm, WIBF Speakers’ WIBF Speakers’ See right for the dates of each club. City Club Meeting Canary Wharf Club Alternating between Royal Bank Royal Bank of Scotland Group, Barclays, 1 Churchill Place, of Scotland Group in the City and 135 Bishopsgate, London EC2M 3UR. London E14 5HP Barclays in Canary Wharf 6.15-8pm on the following dates: 6.15-8pm on the following dates: 4th May 11th May 18th May 25th May 1st June 8th June 15th June 22nd June 29th June 6th July 13th July 20th July 27th July 3rd August 10th August 17th August 24th August 31st August 7th September 14th September 21st September 28th September 5th October 12th October 19th October 26th October

T oastmasters 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.

22 May - August 2016 events may – november 2016

london

networking personal excellence personal excellence Executive Presence programme programme 9th May - 6pm to 8pm S tand Up to Leading From the BP Oil International Ltd, Stand Out Inside Out 20 Canada Square, Canary Wharf, 11th July - 6pm to 9pm 10th October - 6pm to 9pm London E14 5NJ KPMG, 15 Canada Square, Citi group Centre, 25 Canada Canary Wharf, London E14 5GL Square, Canary Wharf, E14 5LB

The pace of change and degree of This interactive workshop Every decision you make is based volatility and ambiguity that exist encourages ‘free thinking’ and on your core values (your personal across complex organisations creativity with some performance motivators) whether you are today, mean that leadership related fun. It is all about listening consciously aware of them or not. has never been so challenging. and the rule of ‘yes, and?’ rather This workshop will help you to This workshop will help you to than ‘yes, but…’Humour is as discover your values, establish your understand and practise some of valuable in business today as true motivators and understand the the most critical influencing skills it is in our personal lives. This power of your values priority order needed to enhance your ‘Executive workshop will help you to throw (and this is often not what you Presence’, as well as whet your away the corporate rulebook and would think). appetite to learn more. have fun. You will find ways to present yourself in a more relaxed, authentic style to suit today’s modern business environment.

networking personal excellence personal excellence 19th Annual awards programme programme for achievement The Imposter Game-Changer luncheon 2016 Syndrome Masterclass 10th June 2016 12th September - 6pm to 9pm 14th November - 6pm to 9pm 12:30pm to 3:30pm BAML, 5 Canada Square, EY, 25 Churchill Place, Canary The Ballroom, Hilton Park Lane, Canary Wharf, London E14 5QL Wharf, London E14 5EY 22 Park Lane, London W1K 1BE

Celebrating top talent in the Even though you’re successful, Do you have an upcoming event banking and finance industry, do you sometimes feel like an that could be a ‘game-changer’ in WIBF’s Awards for Achievement imposter? The Imposter Syndrome either your personal or professional is a vibrant occasion to is now recognised as a common life? For instance a key conversation, remember. With categories for experience amongst talented big presentation, appraisal, speech, young achievers, experienced people in business. During this interview or client pitch? Success professionals, champions for interactive session, you will starts with the right mindset, women and diverse teams, the investigate The Imposter Syndrome as Henry Ford famously said: awards have shone the spotlight – what it is, how it can impact on “Whether you think you can or on influential leaders for almost performance and how to shift the think you can’t, you’re right!” two decades. attitudes that underpin it. During this interactive masterclass See p26-31, for more on the awards, you will work independently, as on previous winners, on this year’s well as on partnered and small charity and how to book. group exercises, on a step-by-step ‘cheatsheet’ to help you prepare to pull off a game-changing event with confidence and ease.

May - August 2016 23 events may – november 2016

glasgow

networking networking networking Building Resilience Wine Tasting Evening WiBF Mentoring 26th May - 6pm to 8pm 12th July & 18th August - Programme BP Oil International Ltd, 6pm to 8pm 4th October - 6pm to 8pm 20 Canada Square, Canary Wharf, Inverarity, Glasgow Blythswood Square Hotel, London E14 5NJ Glasgow City Centre

This is a great workshop with Two evenings designed to tantalise Thinking about your next career Dr Sue Mitchell, Executive Coach your taste buds, lift your spirits move? Having a big decision to and Leadership Development and indulge your senses at one make? Working to improve a Consultant. What do you know of Scotland’s leading wine particular skillset or enhance a about the importance of mental merchants. Great chance to talent? Do you want to give back toughness and resilience in network in a relaxed and informal and help others with the benefit building and sustaining your environment too! of your experience? Are you career? Come along to experience interested and passionate about a life changing event with one of women’s development? Are you the thought leaders in this field. senior or expert in your field? Come along to this Mentor/Mentee workshop to find out what our Mentoring Programme can offer you.

networking networking personal excellence Improve Your Social Enhance Your programme Media Presence Personal Brand Commando Spirit 23rd June - 6pm to 8pm 14th September - 6pm to 8pm 19th October - 6pm to 8pm Blythswood Square Hotel, Blythswood Square Hotel, Blythswood Square Hotel, Glasgow City Centre Glasgow City Centre Glasgow City Centre

Social Media dominates our lives Managing your personal brand Part of our Personal Excellence and is the hottest topic people starts with looking after yourself. Programme (PEP) Event series for cannot stop talking about. Get Enjoy a Personal Branding and 2016, join us for an evening of self- Social Media Savvy with this Styling Workshop to help you discovery that will not disappoint! Social Media Workshop, a great put your best foot forward in opportunity to stand out from the any situation. crowd – the right way.

“WIBF has a wonderful, inexpensive and diverse offering of events for its members. Make the most of WIBF programmes, they can help you on your journey.” Marian Costello, WIBF Executive Board Member and Editor in Chief

24 May - August 2016 edinburgh

personal excellence networking networking programme Laughter for Health Body Evolution Your Future & Happiness 29th September - is now 28th June - 6pm to 8pm 5:30pm to 8pm 11th May - 6pm to 8pm Salisbury suite, MacDonald TBC - Please see website Tesco, 2 South Gyle Crescent, Holyrood Hotel, 81 Holyrood Edinburgh, EH12 9FQ Road, Edinburgh, EH8 8AU

For Graduates to Directors, This event will combine theory The workshop in September will be Sarah Corsar coaches women at explaining the benefits of laughter focusing on how hormones control all stages of their career to succeed along with practical exercises – our weight, shape and energy and dream big. using games, laughter yoga (simply levels, Nutrition coach Angie will laughing and breathing!) and share with you some ‘secrets’ on therapeutic laughter to encourage how this can work for you. us to lower our inhibitions, to have fun, to play, to be creative, to let go and to laugh loudly and heartily for the benefit of our health and our happiness.

networking personal excellence personal excellence Diversity, Trust and programme programme Leadership Tips for building Difficult 16th May - 5:30pm to 8pm your confidence conversations EY, 5th Floor, 10 George Street, at work 16th November - 5:30pm to 8pm Edinburgh, EH2 2DZ 14th September - TBC - Please see website 5:30pm to 8pm Tesco, 2 South Gyle Crescent, Edinburgh, EH12 9FQ

Enhanced diversity is the During this session you will look This session explains the cornerstone of very highest at what self-confidence is and perceptions around difficult performing teams/organisations in how you influence it, as well as try conversations, why we avoid the world. In these organisations, out some tools and techniques them, and why we often handle such as the Special Operations to enhance it – unleashing your them badly. It introduces a couple Executive/MI6, individuals learn potential for the workplace of tools and approaches which why ‘liking’, ‘leadership’ and ‘trust’ challenges ahead. make it safe to talk about almost underpin enhanced diversity. anything in the workplace and in your personal life.

how to book

n Go to WIBF’s website, www.wibf.org.uk n Select event and book yourself in. n Should you wish to cancel your booking, 24 hrs’ notice is required for a full refund. Please contact [email protected]

May - August 2016 25 SAVE THE DATE: the 19th Annual Awards for Achievement Luncheon 2016

HEADLINE SPONSOR

Together we can celebrate the remarkable work of the talented The Ballroom, women within the banking and finance Hilton Park Lane, 22 Park Lane, sector. Together we can celebrate the London, W1K 1BE organisations and the colleagues who Friday 10th June 2016 provide the support and structure for 12:30pm to 3:30pm that work to take place. Members : £180 Guests : £200 Tickets available at We want the celebration of achievement www.wibf.org.uk/events/ to continue throughout the year. Our details/19th-annual-awards-for- work is not done when the last speech achievement-luncheon-2016 of the day is made. This is why we ur 19th Annual Women must share the best practice we learn in Banking and Finance about, we must be the role models, we Awards for Achievement must step up as mentors, we must put will take place next month. ourselves forward to be sponsored. It makes me proud to be involved with these Our ambition is clear – to celebrate the awards and to know that year after year best work, the highest standards, the Owe reach more people and encourage innovative achievements and let these more involvement with our ambition of women shine throughout the year. greater diversity and greater opportunity within our industry. Celebration, inspiration, collaboration. Together we can do more. Each year we are bigger and better. This is not only a source of pride for us, it should Janet Thomas be a source of pride for the industry. WIBF President

26 May - August 2016 inspired by the achievements of our For me, one of the important highlights impressive shortlisted nominees of this year’s Luncheon is that WIBF has and winners. chosen to continue our relationship with the charity, Rosa, the UK fund for And we were right! We are delighted women and girls, who will receive the that so many members will be with us proceeds from the Luncheon’s gala raffle. at the Awards Luncheon this year. As we know, longer-term partnership is so valuable in increasing awareness, in The support of the Hilton in arranging this case of the hard work done by Rosa this year’s Luncheon has been in providing opportunity and support invaluable and I am sure you will agree for women – aims close to the heart of on the day that the Hilton Park Lane every member of Women in Banking and am looking forward to seeing you ballroom looks fabulous and makes a Finance. on Friday 10th June at the 2016 perfect backdrop for our celebrations. WIBF Awards for Achievement Congratulations to all of our shortlisted Luncheon at the Hilton, Park Lane, Our Luncheon sponsor Macquarie nominees for this year’s Awards for our biggest and most impressive has shown incredible enthusiasm Achievements. You should all be very ceremony yet. and commitment to the Luncheon proud of yourselves. We, at WIBF, are and to the Awards’ wider aim of certainly very proud of you. ILast year, tables for the Awards increasing diversity and opportunity Luncheon sold out months in advance in the banking sector. I am very Roll on, Friday 10th June. Let the leaving many members disappointed. grateful to them for working so celebrations begin. We knew that if we provided more places closely with us to make the 2016 at the Luncheon, more members would Awards for Achievement Luncheon Melanie Seymour join us to celebrate on the day and to be great success. WIBF Vice President

Celebrating top talent in the banking financial success and as an example to benefits in embedding the diversity agenda. and finance industry, WIBF’sA wards for others. She is also likely to be involved in Initiatives will be regarded as best practice Achievement is a vibrant occasion to charity or community work. and may have been noted externally with remember. The awards have shone the academic/professional bodies and groups spotlight on influential leaders for almost Champion for Women as case studies. two decades. There are four awards:- This award recognises a senior executive Each year, WIBF recognises the outstanding Achievement who through personal commitment, achievements of three truly remarkable application and dedication, continuously individuals who have demonstrated This award celebrates a woman who has promotes and inspires women in the leadership, professionalism or community achieved success within a senior role and workplace to reach their full potential. A service in the banking & finance industry. who displays the qualities of dynamism successful nominee is likely to have created Since 2014, we have celebrated a and daring. Nominees should have excelled or served on the steering committee of remarkable team as well in the Team in their professional life and also shown a women’s network. She or he will have Award for Diversity. that they have an ability to use their skills helped increase the profile and career outside of their own career by either opportunities for women, liaised with other The Achievement Awards stand for serving on boards of other organisations external networks, organised events and qualities that WIBF itself embodies. that affect public life or are involved in mentored young aspiring women leaders. A readiness to take risks in our industry; furthering the interests of women in the innovative thinking; a commitment to workplace. A successful nominee is likely Team Diversity diversity; talent retention; leadership to have set up a division or implemented excellence and a sense of responsibility new processes, created a new product or This award recognises team success in not only for us but also for others. increased the firm’s customer base and women’s career development. The team satisfaction. nominated may be a business-line team The WIBF Awards for Achievement that has driven and embedded the diversity Luncheon provides an ideal opportunity for Young Professional agenda into the business or a specialist financial institutions to raise the awareness function e.g. Human Resources or Diversity and profile of women in their organisation, This award celebrates a young woman, & Inclusion, which in partnership with who exemplify the qualities of a role model less than 35 years of age, who is making a the business has provided a vision and to others. It also provides a formal and significant impact. Her contribution, thus framework to support the diversity agenda. professional environment to reward high far, makes her “the one to watch” as she Successfully nominated teams will have achievers, entertain clients, and to network shapes her organisation, both in terms of demonstrated results and business with other like-minded professionals.

May - August 2016 27 the 19th Annual Awards for Achievement Luncheon 2016

PREVIOUS WINNERS – 2015 LUNCHEON

KEYNOTE SPEAKER 2016 EY Restructuring Team, winner of WIBF Team Diversity Award 2015

n October 2015, Noreen Doyle of Risk Management, and had “We feel extremely proud to be was appointed Chair of the British established its syndication business. recognised by the WIBF for the progress Bankers’ Association, the leading Before joining EBRD, Noreen had we have made on this critical issue. trade organisation for the banking a distinguished career at Bankers Particularly given the strength of the industry in the UK. Trust Company (now Deutsche Bank) other nominations and the stories specializing in oil & gas and mining, of other award winners. Hearing the Noreen also serves as the Vice Chair and leveraged finance. personal journeys and achievements of Iof the Board of Credit Suisse Group so many organisations and individuals in and Chair of the Board of Credit Noreen has a BA from the College of our industry is inspiring. For those who Suisse International and Credit Suisse Mount Saint Vincent, Riverdale, New are looking to increase the diversity of Securities (Europe) Limited, its UK York, and served on and chaired its their teams, I think firstly, it’s important regulated bank and broker dealer Board of Trustees. She has a keen to see that this a key business issue; subsidiaries. She is currently Vice interest in education and currently secondly, they make addressing this a Chair of the Board and Chair of the serves as Chair of the Board of conscious and visible challenge that is Audit Committee of Newmont Mining Governors of Marymount International focused on every day across all levels Corporation, one of the world’s largest School, a Catholic day and boarding of the organisation, with clear senior gold producers. school for girls in Kingston upon leadership and sponsorship; and thirdly, Thames. She has an MBA from Tuck they recognise that this does require Noreen served as First Vice President of School at Dartmouth College. a change in many people’s behaviours, the European Bank for Reconstruction which can take time. So don’t be and Development from 2001 to 2005. She has been proud to serve as the disheartened or give up, this is too Previously, she was firm wide head Patron of WIBF since 2012. important!” – Alan Hudson, Partner, Head of UKI Restructuring

28 May - August 2016 “As the road is still long, my view is that women need to have access to all possible means of support, mentorship and sponsorship in order to help achieve a better and more equal outcome within our organisations.” Ruth Wandhöfer, Citi

and meritocracy for all. Winning the award appreciate the level of achievements has enabled us to remind our male leaders that I have reached in my career. At the of this need and to emphasise that it’s an same time, the award has assisted me important part of being a leader. We’ve in gaining more visibility within my own seen a noticeable increase in the number organisation. of men attending our events and have launched a programme encouraging ‘champions for women’. Our male colleagues may, unwittingly, have been part of the problem but their role in being part of the solution needs to be more deliberate and focused.

The award has allowed us to maintain momentum within BP and brought a spotlight on the need to be working Alan Haywood, together to create necessary change. BP group treasurer, It has allowed me to re-energise my WIBF Champion for support for all the great work being Women undertaken in BP.

It’s always rather nice to be recognised but the reality of receiving an award last Ruth Wandhöfer, year is that it was acknowledgement for Citi global head of the hard work of many people within BP’s regulatory & market Canary Wharf office. For the past several strategy, winner of years, we have sought to promote the the WIBF Award for idea of everyone – female or male – Achievement realising her or his potential. With the support of BP as a whole, we have I was extremely honoured to have been been encouraged to challenge the presented with the Award of Achievement status quo and tackle the unconscious for Women in Banking and Finance in 2015. biases. Receiving the award was a Having the support from my organisation, confidence boost that we’re heading Citi, to enrol in the process, I simply put in the right direction. down what I thought to be some of my major achievements, I was extremely Winner Young Much was made of the fact that I was surprised and proud of the ultimate Professional Award, the first man to receive a WIBF award. I impact of these. sponsored by Macquarie, think this reflects two elements: firstly, Anett Galosfai, that more men are getting involved; and, Receiving the award, which I found to be Business Development secondly – and much more importantly a very emotional and moving moment, Manager, Quantitative – that we need men to be visible in has helped me in a number of ways. On Research Solutions, championing the objective of equality one hand, it has helped me recognise and Thomson Reuters

May - August 2016 29 our 2015 and 2016 awards charity: rosa

Rosa, the only UK-wide Women’s Fund was launched in 2008 to mobilise resources for women’s R osa: rights and equality. Rosa actively: the UK fund n Champions funding for women and girls for women n Raises funds and invests in change and girls n Acts as a connector and advocate Rosa Open Space event

Rosa does this by awarding grants through four key strands: osa is proud to once n Women are not only at much n Leadership, for an equal voice again be named WIBF’s greater risk of poverty than men, chosen charity of the but they’re also likely to experience n Safety, for freedom from fear year and we’d like to say more frequent and more prolonged and violence a big thanks to everyone spells in poverty. that voted for us! Just n Promoting Health and Wellbeing as WIBF Inspires, Celebrates and This is why Rosa continues to RRecognises, women’s achievements in strive for gender equality through n Achieving Economic Justice banking and finance, so Rosa Invests, connecting, championing and Champions and Connects women’s investing in women and girls across For more information visit projects at the grassroots level. the UK. www.rosauk.org.uk We have made great strides in the Since receiving our fantastic donation To donate go to past eight years; however there is still from WIBF last June, Rosa has been www.www.rosauk.org much work to do. Recent studies have involved in several inspiring projects. shown that: WIBF’s contribution last year helped Join Rosa’s newsletter by emailing us to launch a new website and [email protected] n In the UK today, women still earn shine a light on violence against almost 20% less than men (and the women in BME communities Twitter: disparity is increasing) through an innovative Open Space @RosaForWomen event and report. n 43% of women under 35 have been Facebook: sexually harassed at some point on We also gathered evidence that the streets of London shows 75% of grassroots groups RosaUK Company limited by guarantee 6598018 Rosa has made grants to are not Registered Charity 1124856 n 87% of young women today say supported by other funders, many of they’re judged more on their looks which are Black and Minority Ethnic than on their abilities (BME) women-led organisations. This

30 May - August 2016 Rosa Open Space event S tartUpNow (funded through the Rosa Centrica illustrates how vital our role is If you are interested in supporting )

grants programme Moore Tara photo: in reaching communities other Rosa we have a number of ways you funders cannot. can become involved. You can make a Living in a hostel for young donation, fundraise with your women’s homeless women, Alice* had low One of the most exciting new network or become a member of our self-esteem and had lost hope. developments which WIBF helped corporate development board or our She hadn’t been able to finish her support is the launch of our innovative 1,000 club. For more information go to education and lacked qualifications. new grants programme Voices From www.rosauk.org, or feel free to contact When she received an offer to the Frontline. Funding charitable us via email on [email protected]. interview for a job, her lack of self- advocacy work, Voices from the confidence meant that she was Frontline will increase the skills, On behalf of the Rosa team, trustees terrified to put herself forward for capacity and credibility of women who and the women we support across the role. But with Startup’s interview wish to challenge gender inequality the UK we would like to say a big skill one-on-one coaching, Alice’s and promote awareness and change, thank you to everyone at WIBF for new confidence helped her return moving us closer to social justice and your fantastic support! to work. equality for women in the UK. *Name has been changed.

We can make change happen faster, but to do that women’s organisations need more resources to advocate at local and national levels. They need the skills, confidence and connections “Some women and girls can find support for to influence the change they want the ideas they have to help them change their to see, and which all of us can benefit from. Voices From the Frontline will own lives; many cannot. That’s why Rosa provide this, so look out for exists, and it’s why I support them.” the announcement of our new grantees in the spring! Dame Marjorie Scardino, Rosa Ambassador

May - August 2016 31 distinguished profile Arlene Isaacs-Lowe Managing Director - Head of Relationship Management EMEA at Moody’s Investors Service

What influenced your decision to Estate franchise and needed industry get into banking and finance? expertise. It was an ideal platform for me to My career in finance did not come about learn about the capital markets and credit deliberately. When I attended Howard analysis – a perfect match, at least for 2-3 University, I initially thought I would years, I thought. However, I soon realized pursue a career in law. However, my that the culture of the company suited career counselor, after reviewing my me well. At that time, it was a relatively high school transcript and noting that small company with a large footprint I excelled in mathematics, suggested and well-recognized brand. Having an that I consider getting an undergraduate opinion and the ability to articulate your degree in engineering or business and that rationale was celebrated. I could always go on to law school after graduation. After taking a few courses in How has failure played a role in both areas, accounting seemed to come your career? easily and, voilà, my career in finance You can tell a lot about a person by how was born. I never looked back. Early in “I value the they respond to failure. I have learned my accounting career, I realized that much from my own failures as well as the while accounting came easy to me, I was relationships that failures of others. I have learned that the actually more intrigued with being a part I have with women fear of failure can stifle creativity and cause of the strategic planning process and you to never realize your full potential. The making decisions. That prompted me to who have broken ability to recover from failure demonstrates get a Masters of Business Administration down barriers” fortitude, adaptability and resilience. I in Finance and pursue a career in the have learned to forgive myself, focus on capital markets – first in real estate the lesson learned to ensure that it is not finance and later in credit analysis. Getting repeated, and to move forward. As I look an MBA in Finance and transitioning from back over my career, it is clear that on accounting to investment management enough to redirect my team to change those occasions that seemed like failure was a turning point early in my career. course if warranted. As important, though, were actually opportunities for me to learn is that I have high degree of emotional important lessons, not repeat the same What are the greatest challenges in the intelligence and cultural sensitivity. mistakes, and to reset my direction. day-to-day activities of your profession? Being able to quickly read a room, assess The greatest challenges are also, what personality types and be sensitive to How can we engage men in gender provide the greatest motivation and cultural nuances are essential skillsets diversity initiatives? satisfaction. No day is the same. I lead a for my role. At Moody’s, we found that training on large and diverse team across Europe, the unconscious bias can be very effective Middle East and Africa. I not only have What have been your career ‘turning at enhancing awareness and minimizing to be prepared to respond to a range of points’? defensiveness. It also helps to deter management and business challenges, While my educational accomplishments assumptions that are made about but also to flex to changing geopolitical have been instrumental in facilitating my women around their willingness to take risks, evolving regulatory frameworks career advancement, I have tried to focus on assignments that may challenge their and complex and sometimes volatile on the things that I enjoy. My decision traditional family roles, such as relocation. market trends. to pursue opportunities in institutional Men have to practice asking questions real estate investments was a catalyst that will help them to understand an What key personal attributes enable you for my career path. I was intrigued with individual woman’s circumstances and to deal with such challenges? commercial real estate because it was not make assumptions based on their One of my most significant strengths a tangible institutional asset class and own personal situation. is the ability to think strategically and mostly a private market and therefore to provide solutions. I am also adept at negotiation skills were key to adding Several years ago, I participated in a project embracing change and being nimble value. Moody’s was building its Real conducted by The Executive Leadership

32 May - August 2016 Three ‘secrets to success’

Council to identify barriers to black your employer. It enables you to be your Highlight three secrets you have women ascending to the C-suite. What authentic self. We spend a lot of time relied on in your career was unique about the project was the at work. Organizations that celebrate participation by several Fortune 500 individual differences allows you to be 1 Prioritize your personal life and CEOs (primarily white men) and the comfortable and feel accepted for the relationships with family members candor of their responses. Some of person you are. Not having to wear a My greatest accomplishments are my the key findings were applicable to all facade in order to fit in allows you to children. I believe that you can recover women and are still relevant. Getting men focus on your performance and to bring from missteps in your career, but failure comfortable with providing constructive your best self to work. at parenting and relationships with and transparent feedback is key to family members have long-lasting and career development, particularly for potentially generational consequences. senior-level women. It has also been Mini CV I am extremely proud of the productive my experience that at some point the and accomplished adults that my son assumption is you have all the necessary Bachelors of Business and daughter have become. They are technical skills to succeed and the key Administration in Accounting morally grounded, socially conscious, determinant for further opportunities Howard University, well-educated and have embarked on are the quality of the relationships you Master in Business Administration promising careers and I know that I had a have within your reporting lines and - Fordham University, graduated role in that. When young women ask me across the organization. Men have to Summa Cum Laude. about work-life balance, my response is get comfortable in sponsoring and Certified PublicA ccountant that as a professional woman I believe advocating for women. The “elephant Chartered Financial Analyst. that you can have it all. However, you in the room” is whether that relationship cannot always have it all at the same time. and support might be perceived as My distinction from Fordham University is other than professional. Both men and Employment: Please tell us about notable because while attending graduate women need to work on eliminating your first role in the banking and school I had my first child and worked full those perceptions. finance industry and the subsequent time. There have been several occasions roles/companies that led you to your when I had to make difficult choices and How have women helped you in role now. my children validate that I made the right your career? life choices. I would not be where I am without My first substantive role was at the advice, guidance and advocacy of MetLife Insurance, one of the largest 2 Be deliberate and strategic about other women. My grandmothers and global financial institutions. I started your external networks my mother were strong role models in the Comptroller’s department External networks can be very effective with incredible work ethic. I value the and was responsible for compiling in providing objective feedback, relationships that I have with women who internal management reports for professional development guidance and have broken down barriers, not only for MetLife’s non-insurance subsidiaries. opportunities. They can also provide a their wisdom and career guidance but I later transitioned to the Real Estate pathway to keep a pulse on industry also because they are examples of what is Investments Department as the trends and opportunities that are important possible. I also have a great appreciation controller for one of the largest in making strategic contributions for trusted relationships with women who territories. After receiving my MBA, I within your current organization. can tell me the truth. That truth can help was promoted to portfolio manager External networks can provide important to level-set perceptions but it can also and managed institutional real estate considerations as you continually encourage you to be receptive to difficult assets for several pension funds. MetLife assess your own market value. but constructive feedback. Lastly, an provided a great opportunity for me to important leadership development transition from accounting to finance 3 Commit to giving back opportunity is the gift of mentorship that and investment management. I left As I look back over my life, I know that I you can provide to less experienced but MetLife to pursue an entrepreneurial have been very fortunate and that many talented women. The celebration of the opportunity that taught me much about of my accomplishments would not have advancement and accomplishments of being strategic, creative and flexible in been possible without the support and young women I have mentored have been order to get things done with limited guidance of others. Having benefitted very rewarding. resources. It also taught me about from the generosity of others I feel strongly the benefits of having a large that giving back is not a choice but a What life advice would you give your infrastructure and being part of a responsibility. There will be points in your younger self? reputable brand. Those were all career when things may not go as well as Take more risks earlier in your career by important experiences that enabled you had hoped. Knowing that you have exploring a range of career opportunities a successful career at Moody’s. been instrumental in assisting someone and be confident in your choices. I now who is less fortunate can make you feel also understand the importance of Raimah Amevor, WIBF Magazine good about the legacy that you will leave cultural and philosophical alignment with Editorial Assistant. behind, irrespective of career challenges.

May - August 2016 33 Mentorship and Support of Women Leaders Crucial to Solving Most Pressing Issues of Our Time

“The Global Ambassadors Program enables women leaders from around the world gain specific experience and knowledge as they work to make an impact in their respective communities. ” J ennifer Boussuge, Head of Global Transaction Services, EMEA, BAML

ithout the The ways in which parity could be achieved vital social formed a crucial element of a public and economic forum on Women, Progress and the Global contributions Economy held in conjunction with the of women in Global Ambassadors Program. Stakeholders business, real and thought leaders came together to share change, growth and stability in our global their experiences and discuss these and Wcommunity will not be possible. According other pressing issues. Speakers including to McKinsey Global Institute, equal CNN’s Chief International Correspondent participation in the economy by women Christiane Amanpour highlighted the and men would add up to $28 trillion, or 26 importance of investing in the development percent, to 2025’s global GDP, resulting in Japan and London, strengthening women of women, pointing out that, “without more robust economies around the world. leaders from more than 40 countries. women’s equality, there can be no progress.” However, for many women, their path to leadership is blocked by a lack of support In February this year, I was delighted This mentoring initiative is raising and limited access to the resources that to serve as a mentor in the Global awareness of the issues and also having would help them achieve their goals. Ambassadors Program held in London, a tangible impact. Vital Voices CEO which convened 11 women leaders from 10 Alyse Nelson reaffirmed the importance To address this challenge, Bank of America countries in the Middle East & North Africa of mentorship noting that it is more than and Vital Voices Global Partnership (MENA) and Eastern Europe. Through their just a “soft skill” but rather a “business created the Global Ambassadors Program, businesses, social enterprises and NGOs, strategy” with “77 percent of Global which advances women’s leadership these inspiring women are contributing Ambassadors Program mentees seeing through the power of mentoring. Women to economic growth and social change in an increase in their revenues.” leaders in business, social enterprise their communities, all the while navigating or NGOs who are at a pivotal point in the challenges that are characteristic of Panellists including Her Excellency their professional lives are paired with regions in transition, such as humanitarian Atifete Jahjaga, President of the Republic established female executives who can crises, fractured economies and unstable of Kosovo, Baroness Mary Goudie, member provide the perspective, expertise and governments. For many of these women, of the House of Lords and Shani Aloni, access to broad networks that will help cultural conditions, religious laws and Executive Director of the Haifa Rape the mentees achieve their goals. government practices also form barriers to Crisis Centre in Israel, also brought development. Without the right support, their own personal and professional The Global Ambassadors Program enables overcoming these challenges can be experiences to the table. women leaders from around the world tremendously hard even for the most gain specific experience and knowledge determined of leaders. It is clear that the path to parity is one as they work to make an impact in that faces many obstacles, but we must their respective communities. Over the The benefits of providing mentoring address these issues head on if we are to course of each week-long programme, support are far-reaching. MENA in make a difference. The Global Ambassadors mentors and their mentees take part particular, is one of the regions with the Program is an important step in bringing in one-on-one mentoring and strategic most to gain from equalising its female women leaders together, enabling them to planning sessions which focus on core and male labour market activity, with the share their expertise and experience, and skills such as building organisational potential of increasing its annual GDP unifying them to boost economies and management, developing financial by 47 percent. In Eastern Europe, women stabilise communities around the world. acumen and improving leadership skills. are closer to gender parity, however they Since the launch of this initiative in 2012, are often held back by limitations on legal Jennifer Boussuge, Head of Global 12 mentoring programmes have been held protection and political voice. Equalising Transaction Services, EMEA at Bank of in Poland, Northern Ireland, Mexico, Qatar, labour market activity in this region could America Merrill Lynch, and a mentor in a Singapore, Brazil, India, South Africa, Haiti, increase annual GDP by 23 percent. recent Global Ambassadors Program

34 May - August 2016 Global Ambassadors Program Interview with Yvonne Ike, Managing Director, Head of Sub Saharan Africa, Bank of America Merrill Lynch

Please tell us about your background Many people think mentoring is a goals. While access to funding is critical, I have been a banker for over two decades, one-way street. Did you find that you having the right skills is fundamental to and am currently Head of Sub Saharan benefitted from the programme? the success of their organisations. Africa (excl. South Africa) at Bank of The benefits of mentoring are symbiotic. What we are doing is taking the America Merrill Lynch. I am passionate By its very nature, you are engaging conversation away from finance being about projects that promote women’s with people who work in a different the primary issue that inhibits women development and contribution to society, environment, and approach challenges from achieving their goals, to one and am involved in several charities in a different way. This diversity where we’re looking at solutions around including Dangote Foundation, the of thought and experience is very developing a holistic foundation for African Gifted Foundation and Women rewarding, and teaches new ways to their business or project, and creating for Women International. address issues. The list of benefits only a platform that better enables them gets longer when you consider to succeed. At that stage, finance Why did you choose the Global the relationships you build, and the becomes a useful tool. Ambassadors Program? Have you been global perspective the programme a mentor or benefitted from mentorship gives you. Any advice to others who are previously? developing as leaders? I am passionate about promoting women’s What do you think your mentee gained Identifying what we want to do to live a social and economic engagement. from developing a relationship with you meaningful life is a critical step to being At the moment there is a gap between and the other mentors? a successful leader. This helps us move women’s potential and their actual Many of the women who take part beyond day-to-day challenges, allowing societal contribution, especially in MENA in the Global Ambassadors Program us to lead with conviction and achieve countries. I believe – as do Vital Voices and come into it thinking they are fighting our goals. For me, leadership is about Bank of America – that every person and on their own and that their battle is developing others and having a clear institution has a responsibility to address unique. This can be a mental barrier for and convincing strategy. this disparity. Mentoring has been an many women, and can hold us back. important element in my own professional The programme, through our mentor/ How did the Global Ambassadors development. On my first day at the bank, mentee relationship, showed Mary that Program contribute to your own sense a colleague gave me advice that has women can address such challenges of purpose & wellbeing? What lessons been immensely helpful. Her continued together. Our interactions also helped did you learn by participating as a support has shown me the power of to refine her business plans, and mentor? positive mentoring; something you cannot develop techniques to build on her The biggest lesson for me was the over-estimate. organisation’s success. recognition that furthering women’s social and economic engagement Tell us about your mentee. How do you believe the programme is a responsibility for all of us, and Mary is an inspiring woman working in addressed specific needs and goals something I’m extremely proud to the Calabar province of southern Nigeria. of the mentees? be part of. The Global Ambassadors She is a territorial manager for Society Most of the women who come to Program made me realise how much for Family Health, an NGO providing the Global Ambassadors Program as greater the cause is, and how the community health interventions, and is mentees are at a pivotal point in their advancement of women’s issues is a responsible for operational leadership and careers and may lack the strategies or truly global issue. Initiatives such as strategic direction in the region. Despite networks to take their organisations this can be incredibly powerful for all limited resources, Mary has been central to the next level. By partnering with involved, helping women leaders in creating responses to malaria and HIV/ established women executives, the fulfil their potential, whilst further AIDS that have improved maternal and programme provides the insights and advancing the cause of gender equality child health outcomes. networks to help them achieve their across the globe.

May - August 2016 35 A New You the Power of Change! Get the future you deserve! Vanessa Collingridge shows you how…

– you’ve worked hard, you’re great at Syour job, and peopleo seem to like you. Why is it, then, that you feel stuck in a rut? Why aren’t you winning that dream contract or doing the job that you really want to do? How come you’re not yet making an impact?

Too many of us think that being good at our jobs is good enough to get us noticed. Sadly, that’s simply not the case: research published last year from the UK Commission for Employment and Skills reveals that inequalities run deep: men are still earning more than women at all levels of employment – and are more likely be to “spotted” and specially trained as future leaders than their female counterparts.

We all know that women can be fabulous leaders. Be honest, though: how often have you been asked to give a presentation and your first reaction is utter dread and panic? Too many of us shy away from leading from the front, from being the ‘expert’ voice of your sector, from being….visible. But if you want to have influence then you’ve got to stand up – and stand out!

Make 2016 the year you step out of the shadows and become a spokesperson for yourself, your company or your industry. Now, I know that’s easier said than done: I’ve coached women (and men) who have been so nervous they’ve been physically sick before speaking in public. However, I’ve been an impact coach for over twenty years without a single failure: anyone can give a great talk, speech or presentation; anyone

36 May - August 2016 “Know your audience: don’t fear the unknown, just do your research. Showing your audience that you understand their needs builds confidence and puts you back in control.” V anessa Collingridge, Monster Media Productions

can learn the skills of walking into a posture feeds back into your mood, room and making the audience sit up so stand tall with your head up V anessa Collingridge, and take notice. And that includes YOU! straight and high, smile and look the Monster Media Productions world in the eye! Vanessa is a journalist, writer, So, here are my Seven Secret of Impact broadcaster and academic with over Success for boosting your impact and 5 Keep your body language strong twenty years’ experience in the media regaining control of your career, and and ‘open’: it’s absolutely vital to both in the UK and across the world. your life: ‘command the floor’. Women often She has hosted current affairs series minimise their impact by tilting and has been a regular face on all 1 First of all, stop and think: what do their heads (Princess Diana style!), major UK TV channels (BBC1, BBC2, I want to get out of this meeting/ crossing their arms, legs or even ITV, Channel 4 and Channel 5) as well talk/presentation? Do I want to frowning. Instead, occupy space! as global channels such as Discovery, influence, inform or just entertain my Stand up straight giving fabulous, ABC, TVNZ and many others. A former audience? Know your goals and then expansive and welcoming gestures columnist for the Daily Telegraph, The strategically plan the best way to or with your forearms resting on your Scotsman and also BBC History and achieve them. hips, holding your index finger. Hold Who Do You Think You Are? magazines, your elbows slightly out from your her feature credits include the Daily 2 Know your audience: don’t fear body (think: Wonder Woman!). And Mail, Scotsman, Sunday Herald and the the unknown, just do your research. most of all, make sure you establish South China Morning Post. Her books Showing your audience that you eye contact 100% of the time to every include Captain Cook (2002), Boudica understand their needs builds person in the room, or each ‘block’ of (2005) and The Story of Australia confidence and puts you back a larger audience. (2008), edited volumes for Thames & in control. Hudson’s Seventy Greatest Journeys in 6 Be an impact athlete! You MUST History and The Greatest Explorers in 3 Get in touch with your inner cave project energy – present with History (2010) and forewords for Land woman! When you’re dressing for a enthusiasm and pizzazz. Warm up of Mountain and Flood (2007) and The meeting or speech, don’t wear the your face and voice with tongue Ancient Pinewoods of Scotland (2013). outfit that makes you look thinnest/ twisters and facial exercises. She is a Fellow of the RGS and RSGS youngest/coolest; instead think Change your pitch, tone and volume and co-founder & host of Hong Kong ‘tribe’: does your appearance ‘fit’ the to really bring your voice alive – and also Glasgow’s Café Scientifique to audience’s tribe, and does it reflect be inspiring! stimulate debate between the scientific your role? In general, dark colours community and the general public. She with simple silhouettes will give 7 Finally, remember all the 3Ps: Plan, is a regular speaker at Book Festivals in you the most authority, but a pop of Prepare and Practise! Spend a third Edinburgh, Cheltenham, Hong Kong and colour near your face can add visual of your time on each of these and Christchurch (NZ). She is a specialist interest and excitement. Whatever practise it out loud: performance in impact training with clients ranging you do, avoid distractions such as accounts for around 93% of an from global trading, shipping and utilities jangling jewellery, busy patterns and audience’s overall impression of you, companies to government departments, brightly coloured shoes. Remember, with just 7% dependent on what you the NHS and the university sector. the audience should be looking at actually say so use your time wisely: She lives in Scotland with her young YOU, not at your clothes. get you voice and body language family. Vanessa has been working right and you’ll be leaping over that recently with the WIBF Glasgow 4 Think yourself into the room: before finish line…! management team, providing you open the door/walk up on stage, impact training and useful insights in take a moment to be that amazing Good luck – and go and get the future preparation for the year ahead. leader. Research shows that great you deserve!

May - August 2016 37 Banking on cultural change J ayne Vaughan, Partner, People Powered Performance, KPMG 38 May - August 2016 business focus

“Creating truly sustainable, ethical cultures is a journey which will continue for some time yet, but the data and the technology does exist to help make this journey both shorter and more rewarding for banking institutions and their workforces.” J ayne Vaughan, Partner, People Powered Performance, KPMG

he culture of an evolution, and while many of the experience is a more effective organisation, while changes implemented to date have measure of culture than a defined set intangible, can be one of been challenging, the more difficult of metrics, saying, “We don’t rely on its greatest assets – it can task of embedding the culture in reporting, we believe it’s important be the magic ingredient all parts of the organisation will to walk the patch, meet customers, which sets it apart from require the resolution of some talk to people and talk about the other businesses and captivates both tough dilemmas that will likely bank’s culture”. Tcustomers and employees. We can all require changes to the business think of businesses like this and, similarly, and operating model. However, many banks are starting to businesses which have paid the price look at the richness of the people data of allowing a harmful culture to become There is a need to establish that they hold to measure progress established. Culture was one of many robust metrics to help track on cultural attributes. I share the issues quickly cited as defining what 3and measure cultural reform views of my colleague, Tim Howarth, was wrong with the banking sector at – effective measurement of culture KPMG in the UK Banking Partner who the time of the financial crisis. Seven remains a challenge commented, “HR predictive analytics years later, it remains on the agenda Banking leaders recognise the has a big role to play and real-time big for both banks themselves and the likes need to establish measures that data can provide powerful insights of the media, the public, shareholders provide a rich picture of how in areas such as trader surveillance and regulators. culture is developing over time. – I think this is a really exciting area Quantitative and qualitative where banks can achieve institution- To help gain a deeper understanding of metrics that adequately capture wide benefits.” the progress that’s been made in recent the nature of a bank’s culture are years, and the amount of work still to hard to find, but are necessary to Through our conversations with do, KPMG has undertaken qualitative demonstrate progress. a diverse range of UK banking research involving in-depth interviews executives, we’ve learned that with 21 senior banking executives from Building a sustainable culture much of the cultural change that right across the sector. for the future is a long game can easily be achieved, has already 4The key challenge for banking been achieved. Creating truly The research highlighted four leaders is to get the balance right sustainable, ethical cultures is a key themes: between the needs of all groups, journey which will continue for including customers, clients, some time yet, but the data and the Culture remains high on the staff, shareholders, regulators and technology does exist to help make agenda across banks of all shapes society overall. this journey both shorter and more 1and sizes, but not always for the rewarding for banking institutions and same reasons The third theme, relating to their workforces. By force or otherwise, culture has risen effectively measuring cultural to the top of the agenda. It is now change over time particularly With increasing and continuing frequently discussed at executive level interested me. The views of the fines, mis-selling and market abuse and for many of the respondents it has banking executives in this piece issues, culture and behaviour become an explicit strategic priority. of research varied significantly. A remains a critical part of the PRA comprehensive flagging system and The FCA agenda. The emphasis Banks have made considerable integrated into the organisation’s is further enhanced by the inclusion progress on their respective HR, compliance, training and of culture as a mandated prescribed 2cultural journeys communications system was cited. responsibility for the Chairman and All of the banks interviewed are at In contrast, another executive the CEO adds a sharpened focus and different stages of their cultural took the position that first-hand increased regulatory scrutiny.

May - August 2016 39 Wellbeing 2016 Good Day At Work Conversation

Take care of your trusting atmosphere with an emphasis motivational, for further info, see http:// employees, and they on security and safety. And that the projectawesomelondon.com/news/. will take care of workplace was now about making your business. people feel loved and inspiring people After lunch the following parallel to be the best they can be. sessions were run: This lively and inspirational annual event was attended by key leaders in This was followed by a number of n Technology, innovation and the companies, including wellbeing and HR parallel sessions with the following employee experience – Insights professionals. They heard influential topics: from Google speakers, joined workshops, exchanged n Co-creating change through dialogue ideas and discussed ways to improve n What do leaders who are ready for – The Power of Conversation working life for their employees and/ wellbeing look like? n Professionalising health and or clients. Health and wellbeing are of n How to introduce health-related wellbeing – Setting new standards strategic importance to companies so behaviour change that sticks? for wellbeing practitioners it is important to support an individual’s n Technology: friend, foe or distractor n The Power of Positivity: Harnessing physical, mental and social wellbeing. in the battle for wellbeing? strengths to create a Good Day n Health and wellbeing as a right: at Work. The event was hosted by Robertson work,home, society. Cooper who assist businesses to I attended the Technology, innovation implement wellbeing strategies The attendees shared their current and the employee experience – Insights throughout an organisation. Professor positive and negative experiences. from Google session with Kim Wylie. Sir Cary Cooper was one of the These provided insights into how She discussed how technology helps speakers. He was recently voted, for wellbeing could be introduced to you to collaborate and work together the second year running, HR’s Most company workplaces and monitored quickly. And how employees need Influential Thinker. He has authored in a confidential way without the access to technology and the right 120+ books and is globally renowned as individuals being identified. environment to thrive in. Google wellbeing’s leading expert. Robertson believed that hiring employees who Cooper were supported by Movember Whilst the delegates relaxed and were a cultural fit to the company Foundation, a global charity supporting enjoyed lunch, they listened to assisted them. Employees needed to men to live long, healthy happy lives, discussions on the role resilience be open and transparent. And every and Bank Workers Charity, who work can play in supporting our future manager had to be a great manager with banks to complement their existing generations from Maggie Alphonsi with the right skill set. Google believe wellbeing strategies. MBE, England Rugby World Cup that the environment has to be right so Winner, Professor Sir Cary Cooper, HR’s employees can thrive. The keynote speaker in the morning Most Influential Thinker, Catherine was Kevin Roberts, Executive Chairman Roche, Chief Executive, Place2Be and Then Nigel Barton, founder of Wyrd, Saatchi & Saatchi Worldwide and Damian Hughes, Sports Psychology presented a video directed and author of Lovemarks: the Future Beyond Consultant. They talked about how produced by young people, on building Brands. Originally from Lancaster, UK wellbeing and health were part of their personal resilience showing how his and Professor of Creative Leadership lives. They discussed how ‘when you work was effective and inspiring. at Lancaster University, he has lived are confident and know yourself all around the world including North you have more resilience’. And how The final session was the keynote by America and New Zealand. Keith using Mentors assisted individuals in John McCarthy CBE. He, described, provided an interesting, informative their lives. “What was probably the worst day at and amusing start to the event. Kevin work ever” – the day he was kidnapped Roberts discussed how the world has After lunch, Project Awesome’s in Beirut. It was five and a half years changed. He said advertising was no Danny Bent ran an energiser session before he was released. The story he longer about branding and story-telling, that had us all up moving around told was one of personal strength and it was about being part of a family and and ensuring that there was not a resilience that he found he had. John story-sharing; belonging to something post-lunch slump in workshops. He had the audience listening intensely to special, being in a creative, positive and was enthusiastic, entertaining and his experiences as a hostage and how

40 May - August 2016 Career Bites Bite Sized Info Big Impact

he turned the experience into making a stronger, more resilient person. People think I am confident because I can He said “If I ever get nervous, about address a room full of people. The reality is delivering a talk. I always remember that I spend most of my time thinking that that I can run off that stage and out I’m not good enough. If I give a speech, I the door and no one can stop me. spend the next few days thinking about all I’m free.” the mistakes I made. he Bank Workers Charity A productive and informative day began in 1883 with a mission In order to maintain and build healthy self meeting interesting people with great to help current and former esteem, remember these top tips opportunities to discuss different bank workers and their wellbeing approaches and how families. Through continued n Do activities that you enjoy. they benefit both the employee and Tresearch into workplace wellbeing, new n Spend time with positive, employer. Fred Payne, Chief Executive partnerships and programmes we aim supportive people. Bank Workers Charity (BWC), to offer increasingly relevant services n Be helpful and considerate to others. discussed in one of the workshops to the communities we support. Our n Try not to compare yourself to how BWC are promoting wellbeing overall vision is to become the leading other people. strategies for bank employees. charity providing high impact solutions n Try to do regular exercise, eat Technology companies like Google that genuinely meet the needs of the healthily and get enough sleep. promote wellbeing exceptionally well banking community. n Be assertive – don’t let people treat in how they run their business. To you with a lack of respect. investigate the sponsors of this event, In this quarter’s Career Bites, the Bank n Use self-help books and websites please use the links below. Workers Charity gives you 10 tips in to develop helpful skills, like building self esteem. assertiveness or mindfulness. Marian Costello, n Learn to challenge your negative beliefs. WIBF Editor in Chief/ Everyone holds opinions about the type n Acknowledge your positive qualities Executive Board Member of person that they are. These opinions and things you are good at. sit at the heart of each individual’s self- n Get into the habit of thinking and esteem and can affect how someone saying positive things about yourself. Resources available to assist you. feels about themself. Self-esteem is Bank Workers Charity has a blog, not fixed; an individual’s beliefs can To find out about the services that the Wellbeing Pulse, to help you, change throughout their life as a result BWC offer and for more helpful tips and www.bwcharity.org.uk/news/our-new- of circumstance and experience. When further resources on mental health,money wellbeing-blog. experiencing low self-esteem these matters, family issues and wellbeing head beliefs will often be negative. over to www.bwcharity.org.uk/ If you want to improve your resilence, Robertson Cooper offer the opportunity for you and your employees to complete a free “People think I am confident becauseI can resilience report, www.robertsoncooper.com/improve- address a room full of people. The reality is that I your-resilience/i-resilience-free- spend most of my time thinking that I’m not good report-preview. enough. If I give a speech, I spend the next few Movember is a global community days thinking about all the mistakes I made. which supports changing men’s health for the better. Their In order to maintain and build healthy self esteem, website can be found at remember these top tips.” https://uk.movember.com/mens- health/general.

May - August 2016 41 60 seconds with jenny smith 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? What is the most recent book Loyal, genuine and fun you read? Joe Wicks #LeanIn15 – he is everywhere What is your life philosophy? at the moment and as his recipes are To be brave and adventurous, and easy and quick, it really appealed – also to be as kind to myself as I am cooking is not a passion! to others What is your favourite book and why? What does leadership mean to you? ‘Wild’ by Cheryl Strayed. It’s a real life Having a great connection with others account of a young woman overcoming – motivating and bringing confidence an extreme physical challenge to help to help everyone achieve find herself again after a personal tragedy. It got me hooked from the Jenny Smith, What is your greatest personal start as I admired Cheryl’s bravery Head of Operational achievement? and willpower, and constant mental Enablement (Banking Passing my Chartered Accountancy struggle to win out in the challenge Operations), Tesco Bank exams first time while facing difficult she had set herself personal circumstances Do you have any hobbies? J enny is also Chair of the bank’s What career would you like to try for Not really – I enjoy keeping fit, travelling Women in Business network which a day? or a mix of the two! provides opportunities to explore I love Formula 1 and I’ve travelled to personal development and share Brazil to watch it, so I’d love to be What is the one thing you couldn’t experiences with other colleagues. Lewis Hamilton for the day. Or a MI5 live without? agent, I’ve always fancied being a spy! Long bubble baths – the perfect end to a day What are you passionate about? Spending quality time with my family How do you relax? and friends – I value their support, Each year I go to a bootcamp in Ibiza guidance and love. And having new which you may think isn’t a way to relax experiences in life – picking new but after a long hike in the Ibizan hills, countries to travel to, going to big it’s the best night’s sleep you can sporting and music events. I enjoy hope for variety and excitement Tesco Bank has been around since 1997 Where is the best place you have and today we help more than 6 million travelled to and why? customers every day with everything Angkor Wat in Cambodia – an from insuring their pets, to buying their incredible temple which, at sunset, first home. Our 4,000 colleagues serve is just magical. The spirit of the our customers seven days a week from people in Cambodia is unbelievably our four main centres in Edinburgh, positive despite everything that they Glasgow and Newcastle, and we are have faced. Their sense of optimise also available through online and mobile was inspiring banking 24/7.

42 May - August 2016 WIBF PLATINUM CORPORATE MEMBERS

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May - August 2016 43 Empowered to succeed

Our workplace inspires collaboration, driving innovation for As a result, we uncover opportunities that add value to our agile minds. clients, stakeholders and the communities in which we work. Our people own their futures as they contribute to ours. Our people are instinctively entrepreneurial and disciplined in their approach. To find out more, visit macquarie.com/careers

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