WIBF magazine January - April 2015

January - April 2015 Edition 1 ÂŁ4.50 / â‚Ź5.00

The Essential Network

Collaboration and networking Non exec expert reveals how to network your way to the board room WIBF patron Noreen Doyle: "Don't underestimate your competencies"

Corporate Members Platinum BAML Barclays

BP

Credit Suisse

EY

Hogan Lovells

KPMG

Macquarie Royal Bank of Scotland Tesco Bank Gold Citi

Royal Bank of Canada Standard Bank State Street Thomson Reuters

Contents

***SAVE

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E DATE* 18th Ann ** ual Awar ds for Achievem ent Lunc heon Page 29

Features 12 Distinguished profile: Meet Noreen Doyle, WIBF Patron 13 City profile: Meet Marion Leslie, MD Thomson Reuters 14 Industry Expert Series What do the new banking standards mean for you?

Joanne Theodoulou, WIBF Head of Governance 19 “You must be crazy, or very brave” Sylvana Caloni, WIBF Advisory Board 20 Debating culture change: How can banks create a future where conduct,behaviour and performance thrives?

Simon R. A. Prato-Scarlett 21 ASB National Business Awards Dinner 2014 26 Social Media 29 18th Annual Awards Luncheon Preview

Women on Boards 8

We’ve stopped making baby steps, we are now into a full sprint, Miranda Abraham, WIBF Head of Women on Boards/Senior Appointment programme

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Profile: Meet Maureen J. Perry

10 Networking your way into the board room, Heather White

Business Focus 16 Harnessing Talent: Power of Diversity Programme 2014 17 Power of Difference 18 The Transformation, Sylvana Caloni, WIBF Advisory Board

Career Management 22 Resilient, Smarter Networking, Jay Surti & Debra Zuckerman 24 Business Education - my journey to CFA charterholder, Kirsten Zverina

WIBF Reviews 25 Book Reviews 28 Female Entrepreneurs: Meet Michaela Jedinak, Co-founder of Michaela Jedinak and Joy of Clothes

Events 31 – 33 Regional Previews and Reviews 34 – 35 Forthcoming Regional Diaries

Women in Banking and Finance Magazine

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Editor

A warm welcome readers, Marian Costello Editor-in-Chief

Here we are in 2015. So what plans have you made for this year and how do you think you will achieve your goals?. We wish you every success with whatever your goals are, but have you considered how WIBF could help you achieve your goals?

The WIBF Magazine team have provided you with book reviews on The Moment of Clarity, The Virgin Way and The Start Up Of You. There is a news section about activities in the Financial Services industry as well as information about the events in different locations.

In our last edition WIBF encouraged you to take up Marisa Drew’s challenge to commit to helping two women along in their careers. How is this going? Regardless of whether this has been a fulfilling experience or a real challenge, we would love to hear from you, and share your experiences with fellow readers in a future article. If you are interested please contact me at marian.costello@wibf.org.uk.

So enjoy reading.

This magazine has numerous articles for you to enjoy. There is a section on Women on Boards with an introduction by Miranda Abraham. This includes a Woman on Boards Profile of Maureen Perry, a member of WIBF for 20 years and an article from Heather White on Networking your way into the board room. Sylvana Caloni, past WIBF President, has provided us with a number of articles for our business focus section, which make an interesting read.

Read the City Profile on Marion Leslie, MD. Pricing and Reference Services, Thomson Reuters winner of the 2014 WIBF Award for Achievement. There is a review of the first of WIBF’s Industry Expert Series, for these events WIBF have speakers who are experts in their field imparting their expertise.

Michaela Jedinak has provided us with an article on being a female entrepreneur.

Sylvana Caloni provides us with an article about her abseil down the Lloyd’s Building to raise money for the Lord Mayor’s 2014 Appeal.

Martha McKenzie-Minifie provides a write-up on Social Media. There is an event review regarding WIBF Patron Noreen Doyle, when she spoke at Barclays.

Under Career Management section read about Kirsten Zverina’s CFA Charterholder journey. Jay Surti and Debra Zuckerman have written an interesting article on Resilient, Smarter Networking.

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Women in Banking and Finance Magazine

I welcome onto the magazine production team and committee Anqi Guo, RBS, Sally Little, ING and Dawn Williams who have joined the team in the last quarter of 2014. They have joined the current magazine production team and committee volunteers - Kirsten Zverina, Jay Surti, Debra Zuckerman and Marian Costello to assist in the production of The Essential Network magazine three times a year for WIBF. The WIBF Board support the magazine by providing content too. A real team effort!

As a leader who collaborates and networks as I sign off I would like to ask you to think about your peers and colleagues around you who may be experiencing deep anxiety about themselves, their loved ones, a close colleague or friend who is suffering in some way. People do not always tell you what is going on in their lives. Also if you or someone you love is experiencing some pain or changes to their body that is unusual, however young or old they are, please urge them to visit their GP to ensure all is okay. Sometimes it is too easy to say “I am too busy at work”, etc., but it is much better to take the time to make that visit, it could save their life.

Wishing you all a happy, healthy and successful 2015.

All the best

Magazine Editor-in-Chief Email: marian.costello@wibf.org.uk

President

“Pigeonholes are only comfortable for Pigeons” Jessye Norman, Opera Singer

Janet Thomas WIBF President

Looking ahead, 2015 For over 30 years, WIBF has provided the stepping stones to career success for emerging leaders. A strong network, representing more than 900 members across the financial services industry in the UK and Ireland, we have worked hard to advance in the sector and beyond. In the six months since the 2014 WIBF Achievement Awards Luncheon, the WIBF Executive Board has been focussed on enhancing our programmes and working to engage our members with the most pertinent themes and topics. One such initiative is the launch of our Industry Expert Series, designed to engage cutting edge leaders in honest discussions on topics in our field.

Additionally, Miranda Abraham, Head of WIBF’s Women on Boards, has launched the new Women on Boards programme. Our first ‘7 Ways to Be a Board Director’ attracted a diverse mix of attendees, from recent recruits to senior executives and male colleagues too. Leading the presentation was Fiona Hathorn of Women on Boards UK, who was clear that women needed to be engaged in conversation about joining boards from a young age. As an organisation, we are providing information and services that are accessible to the entire supply chain of women throughout the sector, and strengthening our networks to provide an increased connection between our regional, and international, chapters and partners. Gender diversity must remain high on the political and business agenda and we must continue to harness the strength of Networking and Collaboration.

Women of Valour and Value Our work casts light on the inspirational women who lead transformational change in our industry and the wider world. This summer, President Obama welcomed African leaders for the first ever US-Africa Leaders Summit and I was honoured to be invited. Whilst there, I had the opportunity to attend a number of First Ladies' Luncheons and met with influential women within the US' financial services and political arena. I have continued forging relationships with key influencers and look forward to inviting them to our WIBF events in 2015. September saw me speak at Women of Colour and Action Network (WCAN) hosted by Citigroup, where I shared my experiences of

using successful collaboration to navigate through challenges in my career. Established by undergraduate women, WCAN is an organisation that gives supports to students with aspirations to work in the City, connecting them to a network of professional women in finance. In October, Ruth Martin, the Managing Director of the Chartered Institute of Securities and Investment (CISI) was our inaugural speaker. She spoke eloquently on the importance of trust and integrity in the banking sector, with a strong belief that a cultural change will restore credibility in the industry.

Most recently, WIBF member Sharifa Sardal organised the London leg of the ‘Bloomberg's Power of Difference Summit’ of which I was invited to speak. The event broadcasted across London, Washington and New York offices was a brilliant example of our women plugging into their networks to create bigger platforms for other women.

Building on our achievements I am pleased to announce that we have now filled all vacancies on the Executive Board, you can read more about these fabulous women in the next pages of the magazine. Our Platinum Corporate membership has increased with individual numbers continuing to rise. Tickets for our 2014 WIBF Awards Luncheon sold out almost immediately and our LinkedIn platform now stands at over 4,000 subscribers. Our 2015 strategy is a continuation of the positive momentum generated by our successes; strategic priorities are building on our achievements and seizing new opportunities for additional growth to reaffirm our commitment in the financial services industry in the UK, Ireland and worldwide. I would particularly like to thank the individual members who have organised our fantastic events, the excellent contributors to our magazine, our amazing PEP deliverers and the enthusiastic corporate members who have opened their doors to us at WIBF. In 2015, set your aspirations high and believe you can do it well.

Wishing you a very Happy New Year!

Janet Thomas WIBF President

Women in Banking and Finance Magazine

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Out on the Road

Keynote speaker at WCAN event hosted by Citigroup

Networking at the Women on Board s event

mmit r of Difference Su at Bloomberg Powe on ssi cu dis l ne Pa

Keynote speaker at Bloomberg Power of Difference Summit

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Women in Banking and Finance Magazine

Discussing the value of the inaugural Industry Expert series

Movers & Shakers

Congratulations to WIBF Vice President Melanie Seymour on her promotion to Managing Director, UK DC Operations at Blackrock effective 1st January 2015.

Janet Thomas, WIBF President who was named among the 100 most influential black people in the UK for the second consecutive year, as part of the 2015 Powerlist.

Sylvana Caloni (WIBF Advisory Board Member, WIBF Past President & Director SC Executive Coaching), who took up the challenge by the Lord Mayor of the City of London Fiona Woolf CBE, to demonstrate that women in the City can do anything we put our minds to. Sylvana participated in the Lloyds Building Abseil on 19th September. The funds raised will be going to the Lord Mayor’s Appeal 2014. To donate to this worthwhile cause and see the four charities supported please go to: http://www.doitforcharity.com/Sylvana. You can read about Sylvana’s experience in this magazine.

Maureen Perry who has been promoted to Manager, Head of Credit Administration at National Bank of Kuwait (International) PLC. In addition, Maureen has been appointed as Trustee of the pension fund making her the first female Trustee.

Suzanne Reynolds and Sharon Forder are taking over as co-Chairs for the WIBF Edinburgh Board from Samantha Scobie and Kim Richmond McLaren. They are looking forward to taking WIBF Edinburgh to the next level. We would like to say a big thank you to both Samantha Scobie and Kim Richmond McLaren for their hard work during their time on the Executive Board and we wish them well for the future.

Massive congratulations to Rhonda Calder, our former Head of the Women on Boards Programme on her new appointment as Vice President of Campus Diversity Recruitment at JP Morgan Chase & Co in New York. We wish her every success in her latest endeavour.

Edinburgh WIBF also welcomes the following individuals to the Board: Alison Scott, Sally McFall, Carmen Chan, Erin White, Fiona Kerr, Laura Fleming, Louise Johnston and Monika Lang.

Helen Blenkinsopp, on the launch of her new thriller, 'After the Interview'.

Laura Clerici (WIBF Memberships and Toastmasters), on her move back to Italy. We wish Laura well in her new career in fashion.

Simona Fionda spoke at the 2014 Retail Banking Forum in Budapest on the 22nd of November on the subject of Culture in Banking. Simona has previously spoken on Regulatory Developments in Banking at the 2013 Retail Banking Forum in Vienna.

WIBF want to be able to demonstrate the wealth of female talent that exists in the financial services industry so keep us informed of your achievements, awards, promotions, board role, governors role, change of role, new role at new employer by emailing operations@wibf.org.uk.

Women in Banking and Finance Magazine

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Regional News / 1

Edinburgh

Sharon Forder Co-Chair, WIBF Edinburgh

“Collaboration, it turns out, is not a gift from the gods but a skill that requires effort and practice.”

Douglas B. Reeves, Transforming Professional Development Into Student Results

Suzanne Reynolds Co-Chair, WIBF Edinburgh

This quote could just as easily be applied to networking. Collaboration and Networking both come with challenges but this, for us, is one of the many benefits of WIBF membership as it helps provide support to build and work on both skills.

As we take over the mantle of leadership of the WIBF Edinburgh Board from Samantha Scobie and Kim Richmond-McLaren we are aware of the challenge we have in order to replace Samatha and Kim’s expertise in these roles. In addition we have also welcomed a number of new members to our board that we look forward to building up a Collaborative working relationship with.

Networking is the number one tip we hear from successful leaders and something we hope that we will be able to encourage WIBF Edinburgh members to do more of as we move into 2015. As we work in an ever more global workplace more and more companies are coming to understand the importance of individuals having specialist areas where they can share knowledge and skills.

WIBF Edinburgh Board are delighted to welcome the following new Board members - Carmen Chan, Erin White, Monika Lang, Alison Scott, Louise Johnston, Sally McFall, Fiona Kerr, Laura Fleming, Ruth Sadler. They will join our existing Board members – Sharon Forder, Suzanne Reynolds, Moira Crichton, Lesley Niezynski and Iona Pullar in taking the WIBF Edinburgh Board to the next level in 2015.

We also want to say a massive thank you to Samantha Scobie, Kim Richmond McLaren, Claire Miller, Sonia Johnston, Jennifer Senior and Kerra McKinnie who stepped down from the Board in 2014. Their hard work and commitment to WIBF has been much appreciated.

Glasgow In the last issue I was very much looking forward to working with the new WIBF President, following our initial meeting at the Annual Awards Luncheon. It has been an exciting few months since then. The leadership style feels much more strategic and collaborative, encouraging and inspiring us to further develop our network. I have every confidence that the coming year will certainly bring some new challenges, innovative events and networking opportunities to our organisation as well as our Glasgow Members. As a team we have already started to develop a more collaborative approach with the more established neighbours in Edinburgh. By sharing ideas and contacts we are already gaining inspiration that will help us further grow and develop our network.

These changes in the WIBF team corresponded with some new additions to the Glasgow management team.

Following a keen response, I am delighted to announce an influx of experience as detailed in our new Glasgow Management Team summary. Our new additions will complement the skills and experience that we already have and help us achieve our strategic goals. I am very excited about this and the progress that I know we will make as a team.

Cristina Chimenti Chair, WIBF Glasgow

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I know that these changes will bring new challenges for me too. I am looking forward to being challenged in my own leadership style to ensure that I drive this renewed enthusiasm in the right direction.

Women in Banking and Finance Magazine

Regional News / 2

Dublin

Margaret Kavanagh Chair, WIBF Ireland

Effective leaders usually display a combination of strong collaboration and networking skills. Leaders who are skilled networkers are able to contact the appropriate people, access relevant information, and obtain other resources to deal with problems and to develop business opportunities, which arise on an on-going basis. Such networking skills are essential for effective leadership in organisations today.

However, leaders require the collaboration of many people to achieve successful outcomes in business and accordingly effective leaders also have strong collaboration skills. Collaboration is working together to achieve a desired outcome.

It is a process where two or more people or organisations intentionally work together to realise goals, with all participants displaying a collective determination to achieve the agreed objective by sharing knowledge, learning from the process, and building consensus. The need for constructive collaboration should be engrained in the culture of an organisation.

When it comes to WIBF, we have networking opportunities at our events and of course need the collaboration of hosts, speakers, committee members and members themselves to ensure that the events run smoothly. Speaking of events running smoothly, I would like to thank Emer Kirk of Harvest Financial Services for recently hosting WIBFI and speaking on the topic of the importance of pension planning for women.

Bristol

Are you interesting in expanding your professional network? Do you enjoy hosting and organising events? If this sounds like you then the Bristol team would love to hear from you. We are currently looking for like-minded females to join our committee and help to grow WIBF in Bristol and the wider South West. Please contact Elaine on emeyrick@thrings.com for further information.

Elaine Meyrick Chair, WIBF Bristol

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Women on Boards / 1

We’ve stopped making baby steps, we are now into a full sprint

Over the Summer I was appointed to the Executive Board of Women in Banking & Finance (“WIBF”). My role is Head of Women on Boards/ Senior Appointments Programme and I take over from Rhonda Calder, who has done a fantastic job managing the initial launch and running the programme over the last couple of years. I am passionate about the advancement of women in the workplace and particularly about promoting the need for more gender equality on boards.

The key objectives of the WIBF Women on Boards Programme are: 1.

2.

3.

4.

The last year has been an exciting time to be a woman! In June 2014 we saw Glencore, the last FTSE 100 Company that was without female representation on its board appoint a female director – Patrice Merrin as a non-executive. In the UK the percentage of women on boards increased to 17.9% in 2013 up from 10.1% in 2010 (source: Credit Suisse Gender 3000 report). While the UK continues to resist full blown quotas there has been considerable focus on the need for clear policies and strategies to ensure that women are better represented on boards.

There has also been an increasing awareness of the need to augment the number of women in senior roles in order to ensure a strong pipeline of female talent that will be “board ready” over the coming years.

In February 2014 much excitement was created when António Horta-Osório, CEO of Lloyds Banking Group set a target of 40% of the top 5,000 roles at Lloyds to be held by women by 2020 (against the current percentage 28%). Lloyds’ bold statement paved the way for other banks to publicly announce their targets and aspirations for gender equality.

While considerable room for improvement remains it does feel like we are moving closer to an era of greater transparency and accountability for gender equality.

Excitingly in July 2014 Barclays launched the new Women in Leadership Total Return Index, designed to provide investors with exposure to companies with gender-diverse executive leadership and governance. To be included in the index, a company must have a female CEO and/or at least 25% female members on the board of directors, as well as meet market capitalisation and trading volume thresholds. The index is the perfect opportunity for those investors who believe that a diverse board equals greater value for shareholders to prove the theory.

Other investors may use the index to ensure a more ethical and gender equal approach to their investment strategy.

The above are all very positive developments and they have happened in a relatively short timeframe. I have been involved in the gender equality space for the last seven years and I can honestly say the last year feels like a step change. We’ve stopped taking baby steps, we are now into a full sprint, and I am confident that the WIBF Women on Boards/Senior Appointments Programme is going to take us right past the finish line!

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To provide the necessary encouragement and support for members to move into board roles.

To increase the number of women on Boards in the UK. To support members in their career development and longer term career planning from Associate to Executive.

To raise awareness of the need for gender equality on boards and to continue to act as a thought leader on the topic.

Following on from the successful WIBF Women on Boards Event held at Barclays offices on 21st October 2014, our members have the opportunity to sign up for a “Getting Started Workshop” that has been specifically tailored for our members and offered at a heavily discounted rate. Other events scheduled for 2015 include a panel event with female board members, an event focused on not-for-profit board roles and a board member speed networking event, so watch this space!

I am a firm believer that it is never too early to start planning your long term career aspirations. So in addition to running a number of events targeted at the WIBF “board ready” member population, there will also be events specifically for members still a few years away from their first board role but generally keen to broaden their horizons and acquire some new skills and perspective. Women tend to think less strategically about their careers than men, and often don’t realise the strong set of transferable skills that they already possess. Many women are more “board ready” than they think they are! The WIBF Women on Boards Programme will support members through their journey into their first board role and onwards thereafter!

If you would like further information about any of the above, would like to contribute or have ideas for what you want out of the WIBF Women on Boards/Senior Appointment programme, please contact me at the address below.

Miranda Abraham WIBF Executive Board Member and Head of Women on Boards/Senior Appointment programme miranda.abraham@wibf.org.uk

Women on Boards / 2

Women on Boards Profile

Maureen J. Perry Manager, Head of Credit Administration National Bank of Kuwait (International) PLC, London

I have worked for the National Bank of Kuwait (International) PLC in London for over 30 years now. During that time I have had at least eleven different roles within the organisation which included positions in Economics, Institutional Banking, Corporate Banking, Investment Management and Human Resources. I am currently a Manager and Head of Credit Administration as well as a newly appointed Trustee of the Pension Fund (and the first female Trustee).

I find WIBF particularly useful for networking and keeping up with new approaches to personal development. I have been a member for over twenty years and would definitely recommend the group to anyone in the financial sector at whatever point in their career. I have attended many events including part of the Women on Boards programme and Toastmasters. I admit Toastmasters was only one visit but it gave me sufficient confidence to make several in-house speeches since.

Probably one of the biggest challenges I have experienced during my career was in the early 1990s when Iraq invaded Kuwait. It was a very difficult time at the bank because as a branch our assets were frozen and we were unable to operate for some time. Once we were allowed to operate the reputational damage was apparent when some banks were reluctant to work with us. This obviously all changed when we realised our headquarters in Kuwait were still intact and everything eventually returned to normal. We became a UK based subsidiary rather than a branch some time later to ensure we would be able to continue to operate independently if Kuwait had problems again. It was a good lesson in disaster recovery too!

I do feel sad that we are still struggling to increase the number of women on boards in this day and age but I am not convinced that a quota is the answer. There is no doubt that there are still barriers to women at senior level for various reasons but it is gradually improving. Women need to raise their profile and work hard. Every meeting, every new contact, every seminar, always provides information, food for thought, new ideas, etc. I attended an IFS lecture recently about the Financial Ombudsman – it sounded a bit dry but I decided it would be good to be aware of how they worked. The speaker was a great presenter with good humour and it proved a useful as well as enjoyable evening

I strongly believe that my lifelong learning approach has helped me in the course of my career. I actually gained my A-Levels, BA and MBA whilst working full time and did, in fact, have my son while I was still working on my MBA. It was tough but not impossible as I am sure many of you are aware. A good support network (including an understanding husband) and strong organisational skills as well as a determination to succeed contributed to my achievements.

Last year I took over the running of another department temporarily due to various issues and had to work with good temporary staff who stepped in – we learnt together but kept everything running. I believe the abilities I displayed at this time directly contributed to my career progression and (apart from gaining my MBA) I recognise this as a defining moment.

Our Senior International Economist, who I reported to in the Economics Department, strongly encouraged me to continue my studies and take the MBA once I graduated. She was a great mentor and is now a senior economist with the IMF in Washington. We still keep in touch.

I think it is important to give something back to your community and would always encourage people to get involved. I applied to be a Trustee of the Pension Fund some years ago and was turned down as they considered I did not have the right experience but when I applied this time I argued that they needed someone representing the ordinary members to put forward their views and not necessarily an expert in the field.

Several years ago I was told by an executive manager that I would never be promoted to management level because I was “too nice”. I am delighted that I proved him wrong and I would advise everyone (young and not so young) to never give up, keep working hard and stay involved.

Marian Costello WIBF Executive Board Member, WIBF Editor-in-Chief The Essential Network Magazine, Change Management Consultant and Professional Development Coach MCA Consultants

Women in Banking and Finance Magazine

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Women on Boards / 3

Networking your way into the board room

The argument has been well made that women need to access more opportunities on Boards as Executives, NonExecutive Directors and Trustees – to bring balance and new thinking. It is also well accepted that having a broader experience by being on a Board externally, will help women change the perception of their colleagues internally as it clearly demonstrates leadership and collaboration.

The first part of this article is to consider how to go about finding these opportunities. There are three ways in which you can find out about Non-Executive Director and Trustee opportunities and each has its pros & cons.

1.

2.

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Depending on your level of seniority within your organisation, if you are looking for a Non-Executive Director role you could sign up with an Executive Recruitment Agency. Taking this route, you have approximately 10%-20% chance of being put forward on a long list, but this very much depends on your current status.

You could sign up to the countless Specialist Job Boards available and try your luck that way. We've heard that between 200-300 people are applying for roles through this route so you’re facing some long odds this way too.

Many job boards are open publicly to everyone to access the information once they’ve registered, whilst others you might have to pay for a membership before you can gain access to the Job Board (e.g. FT Non-Executive Directors Club). Of course, one has to ask – as a busy Executive in your own right – do you have the time to scroll through all the jobs in order to filter out the few that appeal to you? And even if you did that, would you want to be up against 200-300 competitors?

Women in Banking and Finance Magazine

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Your third route comes through networking. The NonExec Hub’s recent Insight Report tells us that you have an 80% chance of finding out about opportunities from your own network of contacts, colleagues, events and information portals. Exciting news! Although there is one fairly important caveat, and that is that – if you don't have the right networks then you have 0% chance of hearing or finding out about the right opportunities. It is as black and white as that.

So, the smart money is on effective networking being your primary gateway, and most reliable source, to finding out about the Non-Executive Director and Trustee positions most relevant for you. Our recent Networking Effectiveness Report highlighted this with 90% of the Business Owners & Executives we interviewed saying that networking is important but, worryingly, only 37% thought that they achieve their networking aims.

One thing you can do right away, without too much filtering on your part, is to let everybody you meet know you're seeking a Non-Executive Director or Trustee role. This is really important because it shows your ambition and desire to learn more.

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Most people won't see you as a potential Non-Executive Director or Trustee – they see you in your existing role and most people don't think outside the box. So you need to inform, ask, and share.

would like to bring back into my own organisation that has benefit for everyone. What conversation could be used to demonstrate the growth in my understanding about leadership and business?

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You don’t know who knows who in your network, who lives next to whom and what conversations are taking place. By sharing your vision you never know what connections could be made.

Finding a NED/Trustee job is an outcome, but never overlook the journey and what that can bring you.

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Something else you can do right away is to start attending some specialist networks for people who are looking to develop their Non-Executive Director & Trustee careers. You can find a list of all the best networks from The Non Exec Hub web site.

Good luck and enjoy the journey Heather White

The second part of this article is how to leverage networking opportunities and collaboration in your role as a leader. Your success at finding a NED/Trustee role isn’t just about finding a role, rather the journey to finding it and then your experience as being a NED/Trustee.

The Non Exec Hub helps talented individuals to become connected to the Board within organisations they may not otherwise meet and enable them to build very useful networks. Networks that will lead to opportunities, broader industry/sector knowledge, collaborations and career development. All with the benefit of bringing this knowledge and insight back into your organisations.

Take the journey to finding opportunities. This is going to ask you to step out of your comfort zone, it should put you in contact with many very experienced people from potentially a wide range of industries and background. From there the conversations you could have could be extraordinary and very exciting. I’ve always believed that by simply putting out your hand and saying hello is the start of something special.

Personally I would always keep in mind what knowledge I

Heather White is an international networking expert, author, speaker and coach with over 15 years of experience in teaching networking skills for career and business development. She is the CEO of The Non Exec Hub and works with senior executives enabling them to find the right connections and sustain key relationships. Our team of experts helps people build their personal brand and online profile both of which are vital for career success.

Women in Banking and Finance Magazine

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Distinguished Profile

Meet Noreen Doyle, Vice Chair of the Board of Credit Suisse Group and Chair of Credit Suisse International and Credit Suisse Securities (Europe) Limited and WIBF Patron

On 6th October 2014 Barclays WiN EMEA (Womens Initiatives Network: Americas, Asia Pacific, EMEA) hosted a spotlight event in London with Noreen Doyle from Credit Suisse. The event was opened

by Esra Turk, Managing Director, Head of Client Strategy and Marketing, Barclays Non Core, and closed by Miranda Abraham, Head of Emerging Markets Loan Syndicate, Barclays.

Ms Doyle serves as the Vice Chair of the Board of Credit Suisse Group and Chair of the Board of Credit Suisse International and Credit Suisse Securities (Europe) Limited, its UK regulated bank and broker dealer subsidiaries. She is also on the Board and Chair of the Audit Committee of Newmont Mining Corporation, and on the Board and Chair of the Remuneration Committee of QinetiQ plc. Ms Doyle is a member of the Advisory Panels for two Macquarie Infrastructure Funds (Europe and Russia/CIS), Chair of the Board of Governors of Marymount International School London, and serves on the Advisory Board of Sapphire Partners.

Ms Doyle is a member of the Council on Foreign Relations, and currently serves as Patron of Women in Banking and Finance.

Ms Doyle’s career started off in Manhattan with Bankers Trust Company, taking her to Texas, back to New York and then on to London, then moving to the European Bank for Reconstruction and Development and then the board of Credit Suisse, all of which gave her very different experiences and development opportunities. Ms Doyle looked back over her career drawing on her experiences to illustrate what she sees as key to career success, in particular her advice was: l l l

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Don’t underestimate your competencies Take calculated risks Failure is something that is much less obvious to others than it is to you, learn to move on from failures Networking is particularly important in large organisations, it is important to work on being more broadly knowledgeable outside your immediate sphere of influence Networking is not what you do when your work is done; networking is work Networking is the best way to provide yourself with the best opportunities within your organisation and meet people who do your job elsewhere.

Women in Banking and Finance Magazine

Ms Doyle also talked about how important she feels it is to support women and to work to ensure there is more diversity across senior roles.

She mentioned that she was very supportive of targets, as opposed to quotas, provided that they are respected and robustly adhered to. She referred to an interesting report by Credit Suisse into gender diversity and corporate performance, The CS Gender 3000 Women in Senior Management. The Q&A session afterwards went on to probe this further.

She went on to talk about her work with Women in Banking and Finance which has a broad base in the industry, with excellent training programmes and information. Women in Banking and Finance is a networking and support group originally established in 1980 to encourage and provide support and career development opportunities for women working in banking and finance. Barclays is a Platinum Sponsor for WIBF. She also talked about the Worshipful Company of International Bankers, one of the newer guilds in the city, which has fraternal and charitable aims.

Miranda Abraham WIBF Executive Board Member and Head of Women on Boards/Senior Appointment programme miranda.abraham@wibf.org.uk.

City Profile

Meet Marion Leslie, Award for Achievement Winner 2014 MD Pricing and Reference Services, Thomson Reuters

Tell us about your career to date I joined Thomson Reuters as a bond analyst, covering the Swiss, Austrian and German bond markets. This coincided with Thomson Reuters building up its reference data which led me to take on a variety of roles, eventually leading our Europe, Middle East and African data teams – approximately 350 staff across the region.

In 2004, I moved to India with my young family to set up a new centre for Thomson Reuters. It was a big decision at the time, with my husband giving up his job, but these opportunities don’t come around often, if ever, and sometimes you just have to close your eyes and jump. The original plan was a centre of 200 roles in Bangalore covering data operations.

When I left in 2007 it employed over 2000 people – everything from data management to customer administration and an editorial bureau.

Returning to the UK I ran all of our realtime and historical pricing and reference data operations globally – a team of about 2000 in data management and technology. Since 2013 I have been Managing Director of Pricing and Reference Services – a $300m growing business powering the data management infrastructures of the world’s largest financial institutions and providing data solutions to regulatory demands.

What has contributed to your success so far? How important are mentors?

Simply put, working hard, enjoying it, getting involved, building networks and finding developmental opportunities. Support at home is critical – my domestic stakeholders are very important! Networks, mentors and sponsors do make a difference. Mentors further your development and extend your network. Sponsorship can really help when you are seeking different opportunities.

As for role models, I admire Camila Batmanghelidjh’s leadership of Kids Company – her passion, authenticity, commitment and her amazingly simple and compelling point of view, proven through scientific research: Children need love and with it they thrive and overcome the most challenging circumstances.

up of some of our women’s networks in our largest Thomson Reuters centres, I am on the board of the London Women’s Forum, a network for senior women in financial services, helping women get to the next level.

What has been your most defining career moment? What advice would you give a young woman starting her career?

Setting up our Bangalore site from scratch was the turning point for me – I took some risks, it was incredibly challenging both personally and professionally, but I loved it. I got to do all sorts of things I had never done before, and learned a lot in the process – about myself, culture and about leadership.

You should have a plan – how you will develop to get the next role - but stay alert to opportunities that may come from left field. There are many paths so think broadly about how to progress; consciously find new experiences, and don’t get defined by your current role. Look outside work, contribute to the not-for-profit sector, and consider a Trustee or Non Executive role. As well as donating your expertise, you will also build networks and start to realise just how wide and transferable your skill set is.

Top Tips 1. Build networks, find a mentor and a sponsor. Be a mentor or a sponsor for someone else 2. Don’t discount yourself – “lean in”, “step up”, whatever you choose to call it 3. Be honest with yourself, make a choice and get on with it. Work out the best compromise you can - that’s what work/life balance is.

You can “have it all” but remember then you have to “do it all” too!

4. Take notice of your gut reactions – if something seems exciting, go for it. Acknowledge you won’t have all the answers before you start – take a risk 5. Be authentic, be you, but recognise that sometimes you will need to act a lot braver than you actually are….

6. Avoid the energy suckers – be with people who motivate and inspire you to be your best 7. Have the day off on your birthday 8. Make sure you are having fun

What are your views on increasing the number of women on boards?

Do we need quotas?

Targets championed by Lord Davies, the 30% Club and Women on Boards drive awareness and progress. The business case is proven but it takes continued concerted effort to change an embedded cultural practice. We have a long way to go, particularly with executive directors.

The female talent pipeline comes from within and much needs to be done to develop executive directors for the future. As well as sponsoring the set

Marian Costello WIBF Executive Board Member, WIBF Editor-in-Chief The Essential Network Magazine, Change Management Consultant and Professional Development Coach MCA Consultants

Women in Banking and Finance Magazine

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Industry Expert Series / 1

What do the new banking standards mean for you?

“Trust arrives by foot and leaves by Ferrari” Mark Carney, Governor Bank of England, February 2013

You knew as soon as Ruth Martin began to speak that this was not going to be a dull talk about regulation, rules and policies. Rather, it was an inspiring and thought provoking session given by a woman who really has found her vocation in life.

To be happy in one’s career, as she stressed early into her presentation, it is essential to find something that we believe passionately matters to us.

For Ruth, that is professional standards and ethics. As a result she has devoted the last 12 years of her life to her work at the CISI. This is a professional body perhaps best-known for the qualifications which it issues in the field of securities and investments, but which operates behind-the-scenes as a respected third party working with regulators to develop high competence and ethical standards for practitioners and to promote such standards in the UK and overseas.

Driven by her passion for raising professional standards and championing good practice in our industry, Ruth spoke of the importance of integrity.

Her belief that trust and integrity are absolutely vital in the banking system struck a chord not only with those of us in the room, but reflects a wider concern in society that there is a need to raise standards of behaviour in the sector generally.

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Women in Banking and Finance Magazine

To this end, Richard Lambert, former chairman of the CBI (Confederation of British Industry) and previous Financial Times editor, was asked to develop plans for an overarching body to promote high standards in banking. He set forth his recommendations in the Banking Standards Review, published in May this year, and better known as the Lambert Report. His conclusion that there is a strong case for a collective effort to raise standards of behaviour and competence in the banking sector has resulted in the establishment of a new and independent body to drive the process forward. That body is the new Banking Standards Review Council (BRSC) and Ruth was delighted to tell us that a woman has just been appointed as its chair, the former telecoms and financial regulator Dame Colette Bowe.

Glancing out of the window of the Citigroup building in the heart of London’s Docklands at the towers of other financial powerhouses surrounding us in Canary Wharf, Ruth pointed out that the sheer size of the banking system in the UK, and the importance to the national economy of London’s role as an international capital market, means that the impact when things go wrong is of major significance. “Intolerance for poor behaviour and poor standards has risen dramatically since 2008” she observed, citing the recent mis-selling claims, LIBOR rigging and the gold price fixing scandal which have left public trust in the banking system at a low.

Industry Expert Series / 2

As a member of CISI’s executive team, Ruth plays a major role in determining how best to restore trust in the financial system and she spoke animatedly about good governance. She admitted how hard it can be to really probe and question, but insisted that this is essential in identifying and monitoring conflicts of interest. For her, and the CISI, there is a strong belief that changes in culture and in behaviour at the level of the individual are what will restore respect and credibility, and that failures in this area fundamentally damage the reputation and brand of an organisation.

When asked for her tips for succeeding in what has for her been a very male-dominated environment, Ruth smiled and said other than being comfortable in her own skin, her sense of humour was crucial. That, and believing absolutely in what she is doing has kept her passion alive. And on that note, she told us that she would soon be leaving the CISI and the corporate world, and taking a full time role as a Diocesan Secretary for the Church of England, where she is already a lay minister. We wish her the best of luck!

We thank Citi for hosting our first Industry Expert Event, and Susan Dean for introducing our speaker, Ruth Martin.

Joanne Theodoulou WIBF Head of Governance

Women in Banking and Finance Magazine

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Business Focus / 1

Harnessing Talent: Power of Diversity Programme 2014

As the 686th Lord Mayor of the City of London, Fiona Woolf, CBE set out her “686 Plan”. A key objective of the plan was to “highlight and discuss the critical steps that the City, at all management levels, must take to maximise the energy and innovation that diversity can bring to business” 1.

Sylvana Caloni, Advisory Board Member and Past President represented WIBF on the Diversity Advisory Panel to the Lord Mayor and below she brings us up to date on the achievements of the programme.

“Diversity is everybody’s responsibility I have captured just some of the salient points to give a flavour of the issues and responses to the challenges raised at the various events.

A common complaint about such events is that they are simply “talk fests” and “preach to the converted.” However, with the able assistance of Charlotte Sweeney, a Past WIBF Award Winner, the programme was designed to be practical, to create meaningful connections, to challenge existing thinking and behaviours and to share best practice.

Further, the momentum and wealth of information will not be lost post Fiona’s Mayoralty. She will remain an Ambassador for these initiatives and the Town Clerk of the Corporation of the City of London has committed to personally leading the initiatives after the inauguration of the next Lord Mayor in November 2014.

AudaCity Talent Rising The BBC broadcaster Evan Davis moderated the day’s proceedings starting with a Fishbowl Debate. He put a series of questions to the distinguished panelists: •

Is there a problem?

•

Why?

•

Does it matter?

Members of the audience were also invited to ask questions and share comments. These ranged from institutional practices to personal approaches and included: •

Obstacles to change are seen at the middle management level not at the bottom or top levels

•

Do we create our own barriers?

Evan Davis, BBC broadcaster moderating the Fishbowl discussion at Guildhall with Ken Olisa, Baroness Patricia Scotland and others.

•

Cost-cutting has led some firms to focus on LinkedIn to recruit which reinforces conforming to a type

Opening the conference to a full house of varied participants, Fiona declared that “Diversity is everybody’s responsibility …whilst a lot of employees are busy doing their job, diversity cannot be considered an “optional extra. It is a business necessity”. Further, she encouraged us to recognise that “behind every challenge is an opportunity”

•

Participants wanted to hear more shared stories focusing on diversity of learning styles and experiences

•

Is it better to leave or change to conform if you are in the minority?

Using high speed, high impact Hackathon techniques, (‘intense collaboration techniques initially used in the IT industry’), we had the opportunity to provide meaningful input in crafting a manifesto. It will be presented to Fiona’s successor and will be a symbol of the City’s commitment to diversity, equality and affinity. It will also inform the City’s Talent agenda in the future.

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Women in Banking and Finance Magazine

Rachel Short, a thought leader on Diversity at YSC, who work with clients across their entire people agenda, explained that diversity is a psychological problem. She argued that to feel safe we want to be with people like ourselves.

Business Focus / 2

Power of Difference In order to shift this thought process, management needs to be more dynamic and thoughtful about the practices it uses. It must identify and alter those practices that maintain the status quo and engage practices that seek and value diversity of thought and experience. Also she spoke on inclusion, which can be overshadowed by the focus on diversity.

Research shows that if someone is made to feel like an outsider then his or her performance declines. The reverse occurs when he or she feels like an insider. Rachel stated that at a macro level the business case is established. However, a reliance on data is not enough. Personal connections need to be made and people need to be shown how they can be part of the winning group. She also challenged the myth of attrition. The issue is a lack of promotion of minorities not retention.

Former Attorney General, Baroness Scotland QC, lamented that the pecking order has not changed and there remains a lot more to do. She warned that businesses that do not embrace diversity and inclusion “reject talent at their own risk”. Keeping with the theme of audacity she shared her own experience of starting up chambers with two other barristers with whom she had done her pupillage. They had each been rejected. They subsequently became an Attorney General, a Lord Justice and a Silk Employment Barrister. She advised that the starting point to make the necessary changes is that firms need to audit, set a baseline, do a gap analysis and report on it.

Hedge fund manager and broadcaster Alpesh Patel also spoke on the persistence required after withstanding rejection. As an outsider he quipped you look for “where one door shuts a window opens (not a door).”

Ken Olisa, Founder of Restoration Partners commented that middle management only sees a threat to its position not the inherent opportunities that can be gained from diversity and inclusion. Part of the role of the talented people who want to contribute and achieve is to help middle managers see that it is not a zero sum game.

We then worked in smaller groups to come up with the key ways to address Measurement, Talent, Communications and Recruitment issues that reinforce the dominant culture. We brainstormed freely then divided the ideas into those that are outside the scope of business, those that are practical and achievable and those that are “nice to have” but not mission critical. At time of writing the manifesto is being finalised.

The intention of this panel discussion was to demonstrate the positive impact diversity and inclusion have had on a number of companies and their recipes for success. Penny Haslam, TV presenter and business journalist, chaired the event. It was clear that Dominic Casserley, CEO Willis Group and Richard Holmes, CEO Europe, Standard Chartered Bank “get it” and set the tone from the top.

According to Dominic, it is very simple: talent is the lifeblood of an organisation and without diversity you don’t get the best talent at the top.

It is essential to integrate talent, diversity and profitability. If an organisation treats diversity as an “extra” or different thing then it as difficult as “pushing a rock up a hill.” In the last few years Willis has changed the way it does its performance reviews to include the health of the unit over at least a 3-year period. When the focus is longer term then “talent becomes part of the conversation”. He urges companies to examine their processes if they are losing women in the 30-45 year bracket. It may be that all their processes are built around the needs of men.

Richard challenged the usual advice about treating others as you want to be treated. Instead he pointed out that to honour diversity we should look to treat others as they want to be treated. Consequently if your company has a diverse client base it must also attract a diverse pool of talent. He acknowledged the concern that many have about how to talk to middle level management on these issues. Values must not be treated as something on a poster. How the values are lived should form part of the employee’s annual assessment. He referenced Jack Welch’s approach to assessment based on how much money employees generated by doing it in the right way. Where the employees made money but transgressed values they should be dismissed. If the employees lived the company values and were not making much money they could be given another chance. He raised a concern that diversity may become a casualty as banking regulation moves more toward focusing on competency.

Carol Rosati, Director Harvey Nash, urged companies to have robust conversations with recruiters who do not address the whole talent pool and to insist that they change their shortlists. Also she argued that women engage differently in interviews; they are less likely to promote themselves by talking about their successes. Carol coaches candidates to communicate differently.

Women in Banking and Finance Magazine

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Business Focus / 3

The panellists shown are Trevor Phillips, Chair and Left to right: Sally Dewar, J.P.Morgan, 7Sue Asprey Price, CBRE Corporate Services and Cheryl Sunderland, State Street

The Transformation This was the last event of the Diversity programme. The speakers focused on what practices they had put in place to attract and retain a talented workforce. Recurring issues that had been raised throughout the year were a lack of: • • • •

consistent measurements change management disciplines action initiatives middle management commitment

Trevor Phillips, Deputy Chair of the Board of National Equality Standard, chaired the discussion. He set the context by highlighting the “Rooney Rule” in US football. He described it as the best example of diversity practice.

Frequently low representation of minorities is put down to “supply side” problems and the need to “fix the outsiders”. However, Don Rooney insisted that all shortlists for coaches and management roles must include African Americans. About 40% of the players were African American yet in the 80 years prior to the establishment of the rule only 7 had been promoted to leadership positions. In the 10 years post the adoption of the rule the numbers had tripled to 21. The greater presence of African Americans changed the nature of the game. It is now more athletic. It was not just the “look” of the senior roles. What was critical is that this change led to change in performance and the game. He concluded that a small change was required for a structural lever.

Sally Dewar, Head of the EMEA Regulatory Policy & Strategy Group, J.P. Morgan shared several practices that had been effective.

•

• • •

The global CFO had achieved a shift from focusing on headcount to cost; this enabled them to offer flexible working for all employees.

The Diversity Agenda is now part of the responsibility of Senior Management.

Women are sponsored and supported to apply for C-Suite roles.

Employees are encouraged to take board roles in Government bodies, Not for Profit and Sporting Organisations. It is recognised that this experience, training and external perspective brings something back to the company.

Sarah Gregory, Diversity and Inclusion Partner at Baker Mackenzie stated that they have : • •

Involved senior leadership in setting strategy for Diversity Partners coach all lawyers in their career and therefore understand their concerns and the challenges their people face.

Cheryl Sunderland, SVP and International Treasurer State Street Bank focused on Visibility, Community and Personal Energy to move the dial.

This is done through: •

Metrics and qualitative feedback being provided in the annual report.

• 20 global chapters of their women’s network • A workplace environment where people are inspired through oneto-one interaction with management • Individual and group mentoring.

To make lasting changes internal procedures must also be supplemented with measures that are market based. Barclays has responded to this challenge by launching the Barclays Women in Leadership Exchange

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Women in Banking and Finance Magazine

Traded Notes (“ETNs”) which track the Barclays Women in Leadership Total Return Index 2. It gives investors an opportunity to vote with their wallets in US companies with gender-diverse executive leadership and governance.

The Legacy The Power of Diversity Programme utilised a multi-level approach to tackling the issues of identifying, implementing and sustaining meaningful Diversity and Inclusion practices. To ensure what Fiona describes as the “new normal” becomes embedded, several initiatives will be ongoing.

These include • •

• •

•

The City Leaders/Future Leaders Forum The Recruitment and Employment Confederation (REC), which is working on the principles of how companies create a diverse pipeline of talent, and The Meritocracy Survey3, which will be conducted on a regular basis to measure and review progress.

City HR and The Chartered Institute of Personnel and Development (CIPD) are working on the right measures to identify the impact of creating more inclusive cultures and measure the progress made.

A website has been created to pool together case studies, best practices and support.

I highly encourage you to share your company’s stories of success and best practices. Make your contribution to the “new normal” and acknowledge the legacy of Fiona Woolf CBE, the Rt Hon Lord Mayor of the City of London 2013/14.

If you would like to be added to the Power of Diversity mailing list contact info@charlottesweeney.com. You can also join the LinkedIn Group ‘Power of Diversity’ and follow on Twitter @powerofdiversity. Check the website www.thepowerofdiversity.com regularly for new material.

Notes: 1. For a full description of the Lord Mayor’s 686 Plan and the Power of Diversity Programme see the relevant pages at www.fionawoolf.com 2. To learn more about the Women in Leadership Index and the Exchange Traded Notes see http://www.newsroom.barclays.com/ Press-releases/Barclays-launches-Women-in-Leadership-Index-andETNs-b91.aspx 3. WIBF members participated in the survey in 2013. See the report of the results in the WIBF Magazine May-August 2014 edition.

Sylvana Caloni is a member of the WIBF Advisory Board. After 15 years working in global financial services as a bond dealer, equity analyst and fund manager she founded the Leadership Consultancy SC Executive Coaching. She offers a range of services including one-to-one and team coaching, executive team alignment and the facilitation of workshops such as “Bullying in the Workplace” and “Sales without Selling = Leadership+ Communication + Relationship”. sylvana@sylvanacaloni.com www.sylvanacaloni.com @sylvanacaloni 07952 068133

Making it Happen

“You must be crazy and so brave”

This was the refrain that I heard frequently as I asked friends, associates and WIBF Members to sponsor me on the 19th September to abseil the Lloyd’s Building. In contrast, I neither felt crazy nor particularly brave. I was excited by the prospect.

As a leadership consultant and executive coach I partner with my clients to explore who they are as “observers” of their world. The concept of an observer is not confined to what we see. It encompasses much more broadly how we engage with our work and life circumstances. For example it includes what are our values, what we think is appropriate, what are our accepted norms, what motivates us, what we are afraid of, what we practise and what our goals are. So I was curious about who I am as an observer and what influenced my very different attitude to the prospect of scaling the iconic 289ft (88m) London landmark.

Having participated in the first-ever float representing women in the City, Liveries and Banking in the November 2013 Lord Mayor’s parade, I was keen to demonstrate my continued support of the Rt Hon Lord Mayor of the City of London, Fiona Woolf, CBE. The abseil was one of the many events organised to raise funds for the Lord Mayor’s Appeal 2014. Fiona had selected four community-based charities that all exhibit “the Energy to Transform Lives’" a key theme of her Mayoralty. She told me that together with Inga Beale, the Lloyd’s CEO, she would do the abseil. Fiona was keen for women in the City to show that we are capable of doing anything we set our minds to, even physically challenging events. As a member of her Diversity Advisory Panel and Immediate Past President of WIBF, Fiona asked me to champion the event amongst our members. How could I have refused the request of such a tremendous leader and role model who was also a great endorser of WIBF? Further, I wanted to stretch beyond my comfort zone. As I share with my clients, practice makes behaviours that we would otherwise avoid, more acceptable. Indeed, even though I don’t regard myself as an accomplished sportswoman I have done a few notable events such as white water rafting in the Franklin-Gordon Wild Rivers National Park in Tasmania, tightrope walking with my fellow Executive Vice President colleagues on a team building day, a high ropes course and zip wire adventure with friends in York. These earlier events taught me to trust the instructors and equipment and to let go of my fears. As we know, judicious risk-taking is also essential in our business lives.

Another, perhaps subliminal factor, influencing me is that my father had been a pilot in the Second World War. Any feats I undertake related to heights somehow connect me to my dad’s memory and his bravery.

So if I examine who I was being as an observer I was motivated by following the example of a great leader, being inspired by the work of four worthy charities, a sense of loyalty to my dad, a desire to stretch myself and make a difference, the confidence I had gained from previous experiences and the trust I had in the organisers.

The morning of the abseil I reflected on the enduring connections and international reach of WIBF as Justine Cooper, Past Head of Operations phoned me to offer good wishes and encouragement as she crossed the Sydney Harbour Bridge.

As I set off for the Lloyd’s Building thunder clapped, lightning struck and there was a downpour. Fortunately, by the time I reached the roof the sun shone brilliantly. The view was breathtaking and I was keen to take the first step off. The instructor informed me that the ledge was flexible. This was not what I wanted to hear at that great height. I wanted stability! So as my first foot wobbled I coaxed myself to bring my second foot down. I could hear a group of my friends at the base cheering me on. I jumped off controlling my speed by manoeuvring the rope. I smiled at the office workers who looked out and waived from their windows as we descended. It truly was exhilarating. When I safely reached terra firma I felt invincible and ready for a glass of bubbles to celebrate with my friends.

I’m delighted that so many women also took up Fiona’s request. Of the 100 abseilers 57 were women and 43 men. At the time of writing, I raised £2275 including donations from members of WIBF and its Executive and Advisory Boards. The two highest fundraisers - both women - deserve particular mention. One was 20-year-old Jane Clouting and the other Sue O’Brien who each raised in excess of £6000. Well done to all who participated in or donated to this remarkable event.

Sylvana Caloni, WIBF Advisory Board sylvana@sylvanacaloni.com www.sylvanacaloni.com @sylvanacaloni 07952 068133

Women in Banking and Finance Magazine

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Bank On Your People Forum

Debating Culture Change: How can banks create a future where conduct, behaviour and performance thrive?

It’s a question that has seen much media debate but on the 16th September 2014 it was key decision makers from the sector who came together at City Hall, London, to debate a sustainable, healthy future.

Led by The Bank on your People Partnership, newly formed by Robertson Cooper and Bank Workers Charity (BWC) to support the sector, a panel of senior industry figures from Barclays, Handelsbanken and the Chartered Bankers Institute looked to form consensus on what well-being means in banking and how it can fit with a high performance culture.

In his opening speech, Sir Roger Gifford, head of SEB, former Lord Mayor of London and President of BWC, emphasised the need for impetus around well-being in the financial sector, and how it can act as an agent of change. Well-being is “vital for enlightened self-interest, not just because it is the morally right thing to do, but also because people are the principal asset of any retail or investment bank”. Sir Gifford likened the required awareness of employee well-being to the need for first aid and fire training, an area which should be considered as standard by all individuals and organisations and which can change lives in creating an environment to thrive in.

It was great to see so many like-minded thinkers and practitioners on the panel, with Professor Sir Cary Cooper, founder of Robertson Cooper, stimulating conversation on the need for cultural change in the financial sector, in the context of the recession and in light of the tough measures which banks have had to take. He mentioned a variety of key issues that come up time and time again in his conversations with senior execs, namely: “regrettable turnover”, “flexible working” and “talent attraction” as key drivers for the need behind well-being. Sir Cary spoke about a sustainable culture being founded on well-being which can be a greater motivator, long-term, than staff bonuses.

Simon Thompson, Chief Executive of the Chartered Bankers Institute, delved deeper into the nature of this drive for culture change, reflecting that the financial sector, which underpins the economy, ultimately underpins the dreams of the nation, hence bankers are custodians for the people. He spoke about the aftermath of the recession and the demonization of ‘bankers’, making restoring pride in the profession a key priority and one which will come from demonstrable commitment to the communities which they serve including a commitment to staff.

Sabrina Clarke, Head of Diversity and Inclusion, Barclaycard, and Personal and Corporate Banking, Multicultural Agenda, Barclays PLC, picked up on this idea of virtuous behaviour and explained that the definition of financial stewardship also includes the need to provide stewardship for fellow colleagues. Here, Clarke introduced social support as a necessary factor of engagement levels, saying that mental wellbeing is essential for individuals to be able to realise their ambitions. Not only that, this support needs to be authentic to gain trust within a workforce and encourage personal growth.

An interesting perspective was provided from Handelsbanken, the community-focused Swedish bank, represented by Head of UK Personnel, Bernard Charles. Rather than focusing on individual initiatives or strategies, Bernard instead talked about well-being as an inherent part of the organisation, permeating every area of policy and behaviour. It’s how

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Women in Banking and Finance Magazine

they do business. Culturally, Handelsbanken have a number of interesting characteristics which have been making waves recently in the UK. Charles explained that decision-making processes was devolved down to branch managers, as they are the people in the best place to decide what type of service their community needs at local level. Bonuses are a low motivator – in keeping with the bank’s values – and are only granted to workers who have been with the bank for 30 years or more!

This model fosters a sustainable, long-term focussed culture where employees and customers alike are with Handelsbanken for life.

Following this, the conversation moved towards leadership standards, and the challenges of implementing a multi-cultural agenda, which is so important for banks looking to expand on a global scale. Sabrina Clarke revealed that Barclays implement “vulnerable leadership”, which is based on putting leadership values out in the open for everybody in the business to see. She also argued that the first step towards multi-cultural harmony is education, particularly for expats. It’s important to flag up cultural differences before they can develop into a problem, which goes as far down as ensuring employees are aware of local customs and terminology.

Simon Thompson developed this idea by saying that the core values of a bank cannot be compromised at any level, but they should be tailored to benefit local cultures. The social purpose of banking translates across the whole world, as do the notions of respect and ambition.

Sir Cooper then discussed the fear of vulnerable leadership in the banking sector based on job insecurity, and that the problem lies in its cultural DNA. Change is possible, but it will be slow if we do not build the resources to facilitate it. If the Handelsbanken model is nigh-on impossible to translate into a British equivalent for the ‘big five’, then the question remains how many what is the appropriate template for sustainability? It certainly involves wellbeing at its heart, but as Robertson Cooper Managing Director Ben Moss reflected, there are so many different starting points to develop that culture from.

We hope that this event has inspired a continued discussion about those starting points and more generally around wellbeing in the financial sector, particularly as we move towards a sustainable culture that will encourage growth in UK banks for years to come.

Simon R. A. Prato-Scarlett Business Development Executive Banking and Financial Services Sector Robertson Cooper, in partnership with Bank Workers Charity

Association of Scottish Businesswomen

ASB National Business Awards Dinner 2014

Scobie urgh), Samantha er) -chair WIBF Edinb ntyne (WIBF Memb lla Ba Sharon Forder (co lly Sa h), WIBF Edinburg (retiring co-chair

The Association of Scottish Businesswomen (ASB) was founded in 1995 as the umbrella organisation for a number of business and professional women's clubs throughout Scotland. Using the strong foundations developed over the last three decades, the new strategy aims to embrace the ASB’s unique national position to become the voice of all women in business across Scotland and inspire, link and support those women to increase and strengthen their opportunities.

ASB work in partnership with Women’s Enterprise Scotland (WES) to develop research, influence policy and lobby government and its agencies to highlight the contribution women’s enterprise makes to the Scottish economy and to further the interests of women in business and industry, the professions and the voluntary sector. The ASB also offers access to networking, knowledge and mentoring opportunities across Scotland.

Members come from every sector, age group, and level of experience and responsibility.

Kerra McKinnie (Sc ottish Building So ciety, former WIBF member), Sally Ba Edinburgh Board llantyne (WIBF me mber), Lesley- An Glasgow Board me ne Mitchell (WIBF mber), Janet Thom as (WIBF Presiden t)

WIBF Edinburgh were delighted to be able to attend the ASB’s Women awards dinner on the 3rd of October. We were particularly delighted to have Janet Thomas, WIBF President, join us as well as some of our individual and corporate members. The evening was very relaxed and enjoyable, and it was truly inspiring to hear the stories of the award nominees and winners. After dinner we all had the opportunity to end the night in style on the dance floor, a great celebration of Scottish Business Women!

WIBF Scotland are affiliated members of ASB which means that if you are a WIBF Scotland member you can join ASB as an affiliated member for free and attend their events, which we look forward to in 2015 and beyond!

If you are a WIBF Scotland member and would like more information on how you can join ASB as part of your WIBF membership please contact sharon.forder@wibf.org.uk

Janet Thomas (WIBF President), Moira Crichton (Tescobank, WIBF Edinburgh Board), Suzanne Doyle-Morris (InclusIQ, WIBF member), Paul Kelly (HSBC) Women in Banking and Finance Magazine

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Career Management / 1

Resilient, Smarter Networking

Debra Zuckerman

Networks and networking are increasingly central to work. Business is more complex, global and mobile. Companies need people with potential for curiosity and engagement, along with insight and determination. Work culture is more collaborative. We need to be more strategic in how we form and maintain relationships and exchange knowledge. What’s different? What matters for the future? l

Diversity rather than exclusivity Networking empowers a wider range of people at work. Employers value the diversity of networks you create and choose.

Who you know is as important as What you know and do. Sometimes it’s more important. When approached with the right preparation and mindset, networking events are opportunities to cultivate professional relationships that empower and enable our work.

Here are just a few reasons to network. Intelligent network building may help you to stack the odds in your favour. l l l

l

Creating lasting relationships and building allies Gather / Process industry intelligence Let others know about your expertise Open doors / Facilitate introductions Give / Get support and advice Connect you to a mentor / mentee Career progress

Face-to-Face & Online co-exist Research reveals professionals of all ages value face-to-face, especially Generation Y and Z. “We need to connect more face-face than less” says Julia Hobsbawm in her EY white-paper “Fully Connected”.

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Give & Take More collaborative work cultures value intelligent generosity and reciprocity.

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All can develop networking skills It can be taught. When you see an individual who is a good networker, check out what makes them good. How do the interact with others? How do the follow up with people the meet? By looking at other good networkers you can learn to model their behaviours to help you succeed in your networking.

Some people question the value of networking. We may have experienced events at which a fast talker works the room, collecting business cards without spending time to get to know people. Effective networking is different. It’s about genuine interaction and engagement.

“Behaviours and competencies of the past are going to have to change... we are looking for people who have curiosity and a global outlook — people whose networks are wide, who understand that networking is the acquisition of knowledge and ideas, and whose knowledge is not just specialist but spans many disciplines. Our top people need to understand complexity and dilemma, and this requires many perspectives... this requires an appetite for change, and a wide open mind... tenacity and emotional literacy, adaptability which I sum up in one word: resilience.”

Gemma Lines, Head of Resources, EMEA, Citigroup, in interview by Julia Hobsbawm February 2014 for EY white-paper ‘Fully Connected: A look ahead to working and networking in 2020.

Why network?

Career progression is very different now. People change jobs and even careers throughout their working lives. Whether we work for large multi-nationals or small companies, we need to continually adapt to a complex work culture. Relationships and networks matter even more.

People need to know what we can do – irrespective of where we are in our careers.

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Preparation, Preparation!

Networking challenges people in different ways. For an introvert, the thought of entering a room full of strangers is daunting. Even many confident people do not manage networking effectively. Preparation will address these issues. Before choosing and attending events, it helps to develop an overall strategy to fit career plans. Where are you heading?

What’s your next step? Who could help you get there? What are your objectives? Is this network or event the right fit? Research who else will attend – via the guest list, hosts, social media or even Google!

Understanding the types of attendees may suggest relevant topics for discussion and identify specific people to meet.

Mind-set is very important. If you think networking is a chore, that is what you will probably experience. Instead, create a positive state before entering the room – it will transform your interactions. ‘The Cocktail State’ is effective for many people…Dorothy Sarnoff’s copyrighted short sequence: “I’m glad I’m here. I’m glad you’re here. I know what I know.”

(She counselled Fortune 500 CEOs, Presidents, etc.). Used properly, it helps project, in sequence, “the vibes of joy, concern, and authority”.

Visualisation is another simple, powerful technique, regularly used in business and sports coaching. A sprinter will visualise winning a race multiple times before getting to the start line. A golfer will visualise the shot and flight path before actually swinging the club. Project the image of the network event going well with good conversations and interesting people. Put yourself into the scene, looking through your own eyes – make the images vivid with as much detail as possible. What do you hear and feel? Now turn up the intensity of all five senses.

Career Management / 2

Jay Surti

Plan how you will introduce yourself. Rather than stating your job title, you might reframe to introduce who you help or what types of projects you get involved in.

During the event l Meet new people. A good place to start is small groups or people standing on their own. Of course it is also important to connect with existing contacts – and maintain those relationships. Find the right balance. l

Build rapport, using non-verbal body language – making eye contact, smiling and nodding if appropriate. We are never not communicating.

Even without saying a word, body language speaks volumes. If the group you approach is in mid conversation then wait to be invited in.

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Meaningful conversations. Networking is about both big and small talk. Introduce yourself. Then listen and respond effectively. Keeping the focus on the other person, shows you are interested. From your preparation, you will have questions or topics ready to keep conversation flowing. Let others know more about your expertise, if relevant.

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Move around. You need a good exit strategy once you’ve spent some time with a group or person. You could ask if there is anyone you can introduce your new contact to and offer to take them over to another group. Or ask them to suggest who you should speak to next and then excuse yourself. Remain open to unexpected encounters too.

It may be useful to exchange business cards. You might write a reminder of the conversation to help you remember the person and / or if you offered to help, by sending a link or article. Either jot it down on the card or in a smartphone app. It shows you have paid attention. “…the challenge now is to see Stiletto Network enter the Old Boy Network — and vice versa. The age of collaboration should not be gender specific, any more than it should include or exclude any specific groups over and above another: inclusion and collaboration go hand in hand.“ Julia Hobsbawm, EY white-paper ‘Fully Connected: A look ahead to working and networking in 2020.

After the event Connect with new contacts promptly. This is the step that many people fail to do effectively. If you offered help or links, aim to send them the next day or soon afterward.

Whether connecting via social media or by email, send a personal message referring to your conversation. This is essential on LinkedIn invites and Twitter. On LinkedIn rather than clicking the default “please accept my invitation” button, edit the text to add a brief message – it is more personal, helps you stand out, and creates genuine connection. On Twitter, send a direct message when following a new contact. If they initiate either first, send a personal message when you accept the connection or follow them.

Momentum is key.

Create a follow up strategy. Maintain a manageable network size. Some diarise actions planned. Others use apps to list and prioritise business contacts and track ongoing actions.

Tailor actions to contacts. Would it be appropriate to set up a coffee meeting soon? Could you be a connector and introduce your new contact to someone else in your network? They may return the favour. Could you invite them to join you at a relevant professional event? Continues the focus on give and take.

Social media is useful for business and networking. Every time you comment on a post or publish one, people will see it. This helps you stay at the top of your contacts minds.

Networking is more than turning up to an event. It starts long before the event and continues long after – through email, social media and face-toface contacts. Networking in increasingly a skill we can learn and enjoy.

We tuned into BBC programmes and white-paper for EY, by Julia Hobsbawm, a visiting Professor in Networking at the London Cass Business School and founder of Editorial Intelligence, for quotes and broader context. We recommend both to you.

Fully Connected: A look ahead to working and networking in 2020, EY http://ukexperiencedcareers.ey.com/beingconnected/ Networking Nation, BBC http://www.bbc.co.uk/programmes/b04lwsqm/episodes/guide Jay Surti is a Speaker, Author of Authentic Business Presenter and an NLP Trainer who works with Business Leaders helping them improve their presentation and speaking skills. Connect with Jay: @authenticspeak Debra Zuckerman is a Professional Development Coach and NLP MasterPractioner. Connect with Debra on LinkedIn and: @DebraZuckerman

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Career Management / 3

Business Education - my journey to CFA charterholder

Perhaps you’re reading this latest edition of WIBF ‘the Essential Network’ and wondering what steps or examples referred to in this magazine could be used to transform your own business skills and develop your career? Well, I’m hoping my story and experiences might help you to do just that. So I’d like to share with you some insights to my journey on becoming a Certified Financial Analyst (CFA) charter-holder.

Firstly - What is a CFA charterholder? They : 1 are a member of the Certified Financial Analyst (CFA) Institute and their local CFA chapter, 2 have pledged to adhere to the CFA Institute Code of Ethics and Standard of Professional Conduct, 3 have completed the CFA Program (which, on average, takes 4 years to complete whilst working), and 4 have four years of qualified investment work experience.

That’s quite a lot of time investment so I’d like to start out by noting we’re all individuals. What works for one person’s career, might not work so well for another: everyone has unique goals and ambitions which have to merge with their unique employment history and personal circumstances. So don’t misread my high praise of this qualification into thinking it is compulsory for everyone! This is a serious time commitment, so make sure you've thought about your long-term career goals and how such a qualification may help you before you lock yourself into the many years of hard work required.

As such I should probably explain why I personally choose this qualification. Fundamentally, it was to broaden my investment knowledge. I originally studied IT and the crossover between computing, biotech and molecular genetics.

I had some large gaps in my investment knowledge. At the same time, my long-term dream was to strengthen my investment and finance skills and move into executive roles, so this was the right course for me - it gave me a chance to broaden my understanding of investments and better comprehend how the industry worked as a whole. Plus it would give me the opportunity to get more depth on subjects that were new to me then like Corporate Finance. To see if the material might suit your own needs and knowledge gaps I’d recommend starting out by checking the learning outcome statements and course material summaries, at: http://www.cfainstitute.org/programs/cfaprogram/courseofstudy/Pages/ind ex.aspx. Here you can see some of the topics covered in the CFA Program’s ‘Candidate Body of Knowledge’. As mentioned there’s a very wide range of subjects, such as Ethics & Professional Standards, Quantitative Methods, Economics, Financial Reporting & Analysis, Corporate Finance, Equity Investments, Fixed Income, Derivatives, Alternative Investments to Portfolio Management and Wealth Planning.

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Additionally, it is worth mentioning how the CFA Program is structured.

It is a series of ‘levels’ which you read each year, with an exam at the end: Level I, Level II and Level III. The materials for each level build up in breadth and depth over the years. Another reason this worked well for me is that the materials are provided by the CFA Institute in both printed and electronic form so that I could study around work, reading them at my own pace. Sadly though, as the exam is run only one day per year across the globe, there’s a lot of pressure to make sure you’ve covered the material properly. As such, it’s also a crash course in time management with the average student studying around 300 hours per level before they pass . So if you are considering all three levels that’s around 900 hours of study, which is something to keep in mind when reviewing if you’re ready to take on the full qualification.

Looking back now as a CFA Charter-holder myself, I feel that a huge part of the reason I found it such a valuable learning experience and pivotal in my own career development came from the support of my local CFA organisation, CFA UK. They organised: 1 Great pre-exam educational events to explain the more difficult concepts, 2 Study groups, so people on the same Level could network and support each other, and 3 Career guidance events to help us refine and realise our career ambitions whilst studying.

In summary, especially if this is the first time you’ve heard of this qualification, I hope these insights have helped you in evaluating whether or not the CFA charter is the right next step in your own development, business education and long-term career plans. If so, I wish you the very best of luck in all your upcoming studies and I hope you enjoy the journey as much as I have!

Kirsten Zverina, WIBF Editorial Team

Book Reviews The Moment of Clarity by Christian Madsbjerg and Mikkel Rasmussen To all our WIBF members involved in shaping or driving corporate strategy, I offer this must-read book recommendation: “The Moment of Clarity - Using the Human Sciences to Solve Your Toughest Business Problems” written by Christian Madsbjerg and Mikkel Rasmussen, and published by Harvard Business Review Press, in February 2014.

This book shows how to use the insights of ‘human sciences’ (like anthropology and philosophy) to discover more about how and why consumers make decisions. The authors Madsbjerg and Rasmussen, through their consultancy ReD associates, have themselves used these insights over the past 20 years to help many global firms go beyond their current ‘default thinking’ and quantitative approaches and start factoring in the more qualitative consumer experiences: ‘…we aim to help you think critically about the assumptions at play in your current business strategy and to give you a radically new way to approach your toughest business problems”. They go on to explain some of the weaknesses in the quantitative traditional approaches, the: “…greatest weakness of the quantitative approach is that it decontextualizes human behaviour, removing an event from its real-world setting and ignoring the effects of variables not included in the model.”

Such methods tend to oversimplify consumers and in so doing, reduce the effectiveness of corporate strategies.

In comparison, the more complex and disruptive ‘human sciences’ approach is almost so ‘magical’ that it is really best understood in action, via case studies. Fortunately the book includes many of these high profile case studies, e.g.

Intel, Adidas etc. The one I enjoyed the most was the strategic turnaround at Lego - one of the world’s largest toy companies. Post engagement with the authors, the firm finally began to reconnect with it’s core consumers and through this experience, redesigned its corporate strategy and even rewrote the company motto to: ‘Inspiring the builders of tomorrow’. As the authors say, it is the filtering and focus of strategy that is key: “letting profitable opportunities go for the sake of others - is the essence of all value propositions. We can’t solve all the problems for all the consumers all the time…what we can do is risk responding to what calls us.”

Lastly, as someone who initially started out in philosophy myself, I’m thrilled to see these more qualitative skills being described so well and made accessible to readers, without people having to spend years studying such qualifications.

Especially given the work still needed, to rebuild trust in banking and finance as an industry, I think this is a key book in helping us all find better ways to lead our firms to their own moments of strategic clarity!

Kirsten Zverina, WIBF Editorial Team

The Virgin Way by Sir Richard Branson The Virgin Way written by Sir Richard Branson sets out his thoughts on leadership. He does so by focusing on the 4L’S which are listening, learning, laughing and leading. This is how he exercises his leadership style and it has obviously worked as his company has grown and become very successful. Let us be honest, who has not heard of Sir Richard Branson and Virgin?

Sir Richard, who is one of Britain’s most well-known and charismatic entrepreneurs, does not disappoint with this book. It is an easy, enjoyable read, full of examples of what has worked and not worked for him. It is pervaded by his sense of fun, which reflects his leadership style. To him if you don’t enjoy what you are doing you should not be doing it!

Leadership the Virgin Way for Richard Branson has been evolving ever since he started as an entrepreneur and developing the Virgin group of companies. It is down to his use of the 4 keys (the 4L’s). They are (the dying art of) listening to each other, learning from each other and also learning from the marketplace. The remaining 2 keys that influence his leadership style are having fun (the laughing key) and leading the Virgin Way. The book is an interesting, inspirational read, which I will dip into constantly for ideas. It is one that I would thoroughly recommend reading and it will not disappoint.

You feel he is talking to you directly right through the book!

Dawn Williams, WIBF Editorial Team

The Start Up Of You by Reid Hoffman and Ben Casnocha Adapt to the future, invest in yourself and transform your career.

This book provides some refreshing insights into taking control of your career by thinking of it as a business. In an ever-changing world these strategies will get you thinking outside the box and challenge you to take steps that will give you the edge in a crowded market. One of the key concepts of the book is the importance of your network why and how to cultivate it. Building a career is much more than polishing your CV and learning technical skills!

As the tagline suggests, by investing in ourselves we can transform our careers and businesses.

Reid Hoffman is the co-founder of LinkedIn and together with Ben Casnocha, they bring a wealth of experience to this concept of applying the strategies of entrepreneurship to your career. LinkedIn is such a powerful platform for anyone in business today - when I saw Reid Hoffman had co-authored this book I had to read it!

The content is thought provoking as well as practical, and the examples of high profile business leaders such as Sheryl Sandberg puts these insights into context for us. Each chapter is filled with gems on how to put ideas into practice consolidated in handy little checklists at the end of each section.

You cannot progress on your own - you need a strong network. Definitely well worth a read.

Jay Surti, WIBF Editorial Team Jay Surti is a Speaker, Author of Authentic Business Presenter and an NLP Trainer who works with Business Leaders helping them improve their presentation and speaking skills. Connect with Jay @authenticspeak

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Social Media / 1

Twitter WIBF has a new Twitter handle, @WIBFtweets. The executive board agreed to adopt the new name from 1 November 2014 to better reflect what the account is used for. Playful. Memorable. Effective. We are enjoying our new name and hope WIBF members on Twitter who have connected with us like it too. If you have the old Twitter handle in any social media profiles or elsewhere, please update it. When coming up with the new Twitter handle (the @ username used on the online social network Twitter) several factors came into play. Here are four reasons why we chose @WIBFtweets that might inspire your Twitter handle too. @WIBFtweets is unique and instantly recognisable. We wanted to be instantly recognisable as WIBF. The most obvious option was simply @WIBF, however, that handle was already in use – we are not the only organisation with this acronym – and only one user can use each handle.

Adding “tweets” to the end, makes it unique to us. @WIBFtweets reflects what we are doing. We discussed using @WomeninBanking as an alternative that reflects what we do. But the focus was a bit too narrow and misses our connection with wider finance and related industries, so we did not ultimately choose to use it. A name that reflects what you do can be a good tactic for naming personal Twitter accounts - @_thestrategist @The_Trader @MissBeancounter are all active accounts on Twitter.

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@WIBFtweets is short. Our handle is only 10 characters in length, important because Tweets are limited to 140 characters. When we are Retweeted (and we appreciate this very much) the RT@WIBFtweets is counted in that 140 character limit. Long handles can be problematic and discourage social media sharing. Twitter rules state that handles (usernames) can contain up to 15 characters. @WIBFtweets is memorable. When people log-in to Twitter and want to see our activity, we don’t want it to be a struggle to remember where to find us. I am pleased we kept the start of our new Twitter handle as WIBF, the same as our old one. This way users not aware of the name change are less likely to run into problems finding us on Twitter.

How did you come up with your Twitter handle? Have you seen a particularly memorable one? Share your experience and views at www.twitter.com/WIBFtweets or contact me personally at www.twitter.com/Threee_M.

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LinkedIn The uptake of social media among women exceeds that of men on all platforms but one – LinkedIn. This is a finding from the Social Media Update from the renowned Pew Research Center in the United States, released in December 2013. The research team looked at Facebook, Twitter, Pinterest, Instagram and LinkedIn – and found that in all but the last, a greater share of women than men used the platforms. This topic seems particularly relevant to this edition of the WIBF magazine given the theme of “Leadership collaboration and networking”.

LinkedIn’s gender gap The 2013 Pew Research figures showed 24% of men online in the US used LinkedIn compared with 19% of women. Of all online adults surveyed, LinkedIn was most used among those who earned more, with a marked increase at each step of the income brackets in the report. Agewise, use of LinkedIn peaked in the 30-49 age group.

“The #1 career tool women are missing out on” The figures suggest that, in general, women have a love of social media.

But some commentators have questioned whether it might pay to explore using it in a different way. In a blogpost titled “The #1 career tool women are missing out on” on Chicago Now, author and consultant Michal Clements urged more women to use LinkedIn as part of their toolkit to build professional relationships, citing its importance to many recruiters.

It is not the only tool that matters, she argues, but it can be a helpful part of the mix.

Have you added video to your profile?

Likewise, Viveka von Rosen, known as the “LinkedIn expert”, has written about her belief that women can get more out of their LinkedIn profiles.

She suggests part of the difficulty is the tendency of women to be more circumspect about self-promotion (which she acknowledges is a generalisation) but gives the solution as “You know what? Brag away!”.

Among her suggestions are adding video using LinkedIn’s “add media” button and to not be afraid to speak your mind in status updates and group discussions. She points out however the likelihood that not everyone will agree with you all of the time referencing an observation that the “more successful you become, the more people are likely to attack” – so it may pay to keep in mind how you want to react and where you might get support should that happen.

There is little use in building a perfect profile if no one sees it. Adding connections is part of the equation too. I personally have found that adding contacts on the way back from an event works well. In the taxi or bus, I aim to log-in to my LinkedIn app and add people of interest I have met that night. It uses downtime and in my mind it is as if I have made an appointment to build connections – meaning I am less likely to put it off.

Following up quickly also allays my fear that the recipient of my invitation to connect won’t remember me. Finally, the adrenaline of being at an event reception can give me the courage to invite a senior colleague who I might otherwise have found too intimidating to connect on LinkedIn. I use it before the confidence fades.

Huffington says “start conversations and make connections” Perhaps one of the best known woman leaders to use the power of networking is Huffington Post editor-in-chief Arianna Huffington. She has almost 3 million followers as an influencer on LinkedIn, 1.6 million followers on Twitter and sits at number 52 in the Forbes 100 Most Powerful Women list 2014. The Huffington Post has been ranked the most powerful blog in the world by The Observer.

One reason for the Huffington Post’s rise to such prominence that sits at the heart of the theme of “Leadership – collaboration and networking” is the high profile politicians and celebrities that blog on it (including Stephen Fry and Joanna Lumley). Many of the contributors are from Arianna Huffington’s own network.

Collaboration and networking is one of the key threads in the success of the Huffington Post. In a Fast Company interview, she tells how “social media can be a valuable tool for sharing your values and your causes” and be a powerful force for both marketing and activism. She shares her view that social media are not like a megaphone to amplify messages because they are a two-way dialogue: “the essence of social media is their potential to start conversations and make connections”.

With the theme "Leadership - collaboration and networking" in mind, I have followed Arianna Huffington’s influencer profile on LinkedIn and stepped outside my comfort zone to add a video to my LinkedIn profile.

Will you take steps to close the LinkedIn gender gap?

Martha McKenzie-Minifie WIBF Head of Marketing and Communications

Adding connections

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Female Entrepreneurs

Meet Michaela Jedinak Co-founder of Michaela Jedinak and Joy of Clothes

Tell us about your background and your career to date.

What inspired you to start your company?

I am a fashion designer and entrepreneur. I created my fashion label Michaela Jedinak, www.michaelajedinak.com and co-founded Joy of Clothes, a leading online style website www.joyofclothes.com. I have a unique range of experiences from the fashion, media and design industries in London, New York, Milan and Prague. I was the Managing Director of Cosmopolitan in Prague. I developed a love for Italian women's dressing style while working for a design agency in Milan. I recognised the potential for online media to empower women and dramatically improve the clothes shopping experience while working for Grey Interactive. I am passionate about finding the perfect fit and style for a women's shape and against following every single fashion trend.

I believe that all women are differently built – even if we share the same dress size. We all have a unique STYLE DNA and need a different dressing code. I want to empower and inspire women to dress towards their body strengths and to create their own signature look rather than being a bad copy of someone else. I am passionate about creating dresses which make women look and feel their best from desk to dinner.

Given your outstanding career in women’s fashion – an industry dominated by male designers – how have you set yourself apart from your counterparts?

Also see my blogposts on Huffington Post, http://www.huffingtonpost.co.uk/.

You can find more information on my brand story, philosophy, dress features and details here; Website: www.michaelajedinak.com www.joyofclothes.com

I am designing dresses with women's body shape in mind and challenging traditional retailers with my design concept. While many designers create dresses for one idealised body shape, I appreciate the diversity in body shapes. I am targeting business women who have a busy life style and need a dress that fits it. Dresses that women can rely on 100% throughout the day, that allow them to move with ease and which make them feel confident, comfortable and reinforce their performance.

For women looking to branch out on their own, what are some of the unexpected obstacles that can limit us from flourishing and how did you tackle yours?

When you start out – especially with a new idea and concept – failures, rejection, sacrifices and loneliness are part of the package. A life lesson learned was that all your relationships change for better or for worse, because not everyone loves what you do, they do not share your ideas and excitements. So I was ruthless by eliminating any negativity out of my life. You have to learn fast how to keep the noise out and only to listen to what matters. Creating something new simply needs time and hard work to come together – it is the nature of doing things differently.

At the beginning of your career, how did you access support from your industry network, and how different does that look today?

The main difference is the web. It is so much easier to research people and companies. Before I went to libraries or the chamber of commerce to find contacts.

Rebecca Bridger, European Product Manager, State Street Global Advisors in Canary Wharf was the winner of the little red dress raffle prize and WIBF 17th Awards for Achievement Luncheon June 2014

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18th Annual Awards for Achievement Luncheon / 1

Leadership, Collaboration and networking As I contemplated what my contribution to this subject should be I decided the subject was actually the fundamental drivers for the WIBF Annual Awards Luncheon.

Each year we bring together an ever increasing number of past, current and future leaders to recognise the achievements of individuals and the industry as a whole in promoting and nurturing the role women play in driving the industry forward. This recognition is a key objective of our organisation and ensures we are building a culture of different role models and examples of how women can achieve their goals without sacrificing everything. We strive to help our members do more to raise their profiles and to become role models, ensuring that a pipeline of women emerges from younger generations to reach the top levels of banking and finance.

Like never before our industry is in a period of transition with an increased focus on risk and reward. The role models that are emerging, both men and women, are those who have a real focus on teams and collaboration and how to get a better alignment with strategic vision.

Every year I am humbled by the talented women that we bring together and learn about their achievements and often bumpy journeys to success. The networking opportunities that those three hours bring are beyond anything that we could achieve individually.

The leadership, collaboration and networking actually really starts 12 months before the event when the team begin planning the next year. I was lucky enough to be a part of this for 2013 and saw all the skills we promote being demonstrated on a daily basis. The collaboration and networking that is fundamental to making the event the success it always is makes you very proud to be part of WIBF and a women in our industry.

As we start the new year and the excitement for the event begins please take the time to look inside your organisations for those women and men that are not just talking about Diversity but actively promoting inclusion. My favourite quote on this is - ‘diversity is being invited to the party, inclusion is being asked to dance’. So, download the nomination forms and submit the application that truly does justice to the achievements of those around you. Give them the ticket to the party and a guaranteed line of dance partners.

Melanie Seymour Vice President, Women in Banking & Finance melanie.seymour@wibf.org.uk

*** SAVE THE DATE *** Event:

18th Annual WIBF Awards for Achievement Luncheon

Date & Time: Friday 12th June 2015, 12.30-3.30pm Venue:

The Ballroom, The Dorchester Hotel, Park Lane, London W1K 1QA

Each year, WIBF recognises and rewards the outstanding achievements of three truly remarkable individuals who have demonstrated leadership, professionalism or community service in the banking & finance industry as well as the Team Award for Diversity which was first awarded in 2014.

The Achievement Awards stand for qualities WIBF embodies that is a readiness to take risks in our industry; innovative thinking; a commitment to diversity, talent retention, leadership excellence and a sense of responsibility not only for us but also for others.

AWARDS FOR ACHIEVEMENT LUNCHEON The WIBF Awards for Achievement Luncheon is an established and reputable annual event that recognises talented women in the financial services industry. It is held in the elegant Dorchester Ballroom and is attended by more than 300 members and distinguished guests to celebrate the achievements of women in the industry.

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18th Annual Awards for Achievement Luncheon / 2

The WIBF Awards for Achievement Luncheon provides an ideal opportunity for financial institutions to raise the awareness and profile of women in their organisation, who exemplify the qualities of a role model to others. It also provides a formal and professional environment to reward high achievers, entertain clients, and to network with other likeminded professionals.

The nomination process will formally be launched at the end of January with tickets available to purchase soon after.

Full details of the Awards Luncheon, including the sponsors, will be available on the website soon.

2014 Winners

hievement WIBF Award for Ac e, Marion Lesli Thomson Reuters

ssional WIBF Young Profe Helen Cooper KPMG

for Women WIBF Champion Safiye Ozuygun, Citi

dit rclays Internal Au for Diversity - Ba WIBF Team Award

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The Categories WIBF Award for Achievement This award celebrates a woman who has achieved success within a senior role and who displays qualities of dynamism and daring.

Candidates should have excelled in their professional life but have also shown an ability to use their skills outside of their own career by either serving on boards of other organisation that affect public life or are involved in furthering the interests of women in the workplace.

WIBF Young Professional Award This award celebrates a young woman who is making a significant impact in an organisation. The panel are looking for women whose contribution thus far makes her 'the one to watch' because of what she is doing to shape her organisation, not just in terms of financial success but as an example to others.

WIBF Champion for Women Award This award recognises a senior individual, male or female, who through personal commitment, application and dedication, continuously promotes and inspires women in the workplace to reach their full potential.

WIBF Team Award for Diversity This award, introduced in 2014, congratulates team success in women's career development. The team nominated may be a business-line team, who have driven and embedded the diversity agenda into their business.

The team may also be a central or specalist function e.g. Human Resources or Diversity & Inclusion, which in partnership with the business has provided a vision and framework to support the diversity agenda. The panel is looking for the nominated teams to demonstrate how the diversity agenda has been embedded in their part of the business and where appropriate, more widely across their organisation. Successful nominated teams will have demonstrated results and business benefits in embedding the diversity agenda and innovation & insight to implement activities which support women's development. Initiatives will be regarded as best practice and may have been noted externally with academic/professional bodies and groups as case studies.

London Eye / 1 London Eye Event Previews Learning the Art of Being a GREAT Speaker at WIBF Speakers’ Clubs using the Toastmasters International Programme

Event: Date & Time:

See forthcoming diary for dates

Date & Time:

Weekly, 6.15pm for 6.30-8pm

Venue:

check www.wibf.org.uk

Venues:

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

Event:

See London Diary of Events for dates versus venues

WIBF NetWorks Monthly Drop in Drinks

Women in Banking and Finance continues its series of successful networking events for 2015. WIBF NetWorks evenings will be held on monthly, alternating between venues in Canary Wharf and the City. See www.wibf.org.uk for details.

WIBF Speakers Club is part of Toastmasters, an internationally recognised organisation that aims “to provide a mutually supportive and positive learning environment in which every member has the opportunity to develop communication and leadership skills, which in turn fosters selfconfidence and personal growth”. Our club curriculum is based on Toastmasters International, the renowned communications programme.

Every NetWorks event will begin with a designated speaker briefly present on a topic related to banking, finance or personal development, in order to break the ice. From past experience this makes walking into a room full of strangers in the name of ‘networking’ a little less daunting. We welcome members who want to grow their network within WIBF, as well as guests who'd like to find out about us.

Who can join?

Please let us know if you are intending to come along by emailing jackie.chatfield@wibf.org.uk. We’ll see you there!

It is a pre-requisite of WIBF Speakers (WIBFS) that you are also a member of Women in Banking and Finance www.wibf.org.uk. Members must commit to attend regularly, take on any appropriate role and provide suitable notice if they cannot attend. We encourage prospective members to visit twice before joining. Please note that there is a separate fee to belong to the speakers club, this is a worthwhile investment in your career development. If you are interested please email: jackie.chatfield@wibf.org.uk.

London Event Reviews Reviews (Comments are made by the individuals and do not represent the views or endorsement by their employers)

WIBF event at Heidi Klein On 24th July, WIBF held an event at Heidi Klein in Chelsea. The event was for both members and non-members to find out more about what WIBF has to offer. Heidi Klein had on display a wonderful selection of holiday clothing and swimwear for WIBF members and guests to view and purchase.

Members of the WIBF Executive Board were at the event and spoke to guests and new members about WIBF and its offerings. Heidi Klein provided a lovely champagne reception within its Chelsea boutique.

Amongst the shopping and networking, guests were also invited to have a makeover performed by Charlotte Tilbury.

The event finished with all guests receiving a lovely gift - a Heidi Klein beach bag with a Charlotte Tilbury lipstick as a thank you!

Women in Banking and Finance Magazine

31

London Eye / 2 WIBF Networks event at ING WIBF Networks event held on Tuesday 30th September at ING, Justine Lutterodt presenting at the NetWorks event on 'finding your balance'. An interactive session where she helped attendees to explore what balance meant to them, and how we should work to our own ideals and not feel judged by other expectations of what balance should be. Whether that is work/ife balance, or balancing our need and desire for excercise, family, relaxing, fun, friends, work and others.

Women on Boards Evening On Tuesday 21st October Women in Banking & Finance held the flagship event for the Women on Boards Programme. Over 100 attendees joined to hear Fiona Hawthorn from Women on Boards talk about the 7 Reasons to be a Board Director. Fiona spoke about how taking on a NonExecutive Director or Trustee role will give you early exposure to the boardroom and equip you with invaluable skills and insights into different people, sectors and disciplines. The 7 reasons to be a Board Director are: 1) 2) 3) 4) 5) 6) 7)

You are engaged in your community at a leadership level Directorships give you a point of difference on your CV Helps you build market and industry knowledge Allows you to develop your career and leadership skills Continuity of your CV if you take a career break Enables you to have career resilience Gives you the chance to explore the idea of a NED portfolio career

A key take away was that it is never too early to start thinking about taking on a Non-Executive Director position. Fiona really emphasised the benefits that such a role can have in “bridging” your CV in the event of a career break, which can be particularly relevant to women taking maternity leave or a longer career break.

The event was hosted by Barclays and opened by Miranda Abraham, Head of Corporate & Public Board Appointments, WIBF who talked about the need for greater representation of women on boards and the opportunity that the current gap in gender diverse boards creates for WIBF members with board aspirations. The central theme of the event was the importance women investing in their own personal development and of planning longer term career aspirations early on. The crucial part that networking plays in finding board roles was also highlighted and therefore the importance of building a wide reaching network throughout your career.

WIBF members have the opportunity to sign up for the follow on “Getting Started: Realising your Board Potential” master class at a specially discounted rate at the below website: www.womenonboards.co.uk/my/events/874

Miranda Abraham WIBF Executive Board Member and Head of Women on Boards/Senior Appointment programme miranda.abraham@wibf.org.uk

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Women in Banking and Finance Magazine

Focus on Scotland & Bristol Edinburgh Event Previews Event:

Edinburgh - PEP - Developing confidence in yourself as a leader (members only event)

Date & Time: 11th Feb - 5.30pm to 8pm Venue:

(tbc - Edinburgh City Centre)

For the first of our PEP events in 2015 we are delighted to have Sue Mitchell as our host for a session on Developing confidence in yourself as a leader: Reframing past events that are holding you back.

This session is about changing your perspective on how you think and feel about those events and changing failure into a learning event. This is a highly interactive and participatory event.

Dr Sue Mitchell is the Director of Aeona (www.aeona.co.uk , a coaching and leadership development consultancy which is a recognised ILM Provider).

Event:

Edinburgh - Networking Drinks

Date & Time: 26th Feb 5.30pm to 8pm Venue:

Balmoral Bar, Balmoral Hotel, 1 Princes St, Edinburgh EH2 2EQ 17:30 to 20:00

Join us for the first of our informal networking events aimed at existing members and those who would like to find out more about the benefits of WIBF membership.

Time to Think Event - August 2014 'The quality of everything we do depends on the quality of the thinking we do first’ We were fortunate to have Anne Gibb as a guest speaker for our event on the 27th of August on the subject of Time To Think. The event was held at Franklin Templeton Investments, Edinburgh.

The event was for a limited number of attendees and it gave us all the opportunity to thoroughly engage with the subject matter and each other.

It gave us all a fascinating introduction into Time to Think and left us with lots to think about and with lots of ideas of how we could use it going forward. It was a really great evening with plenty of engagement and thought provoking discussion.

More information about Time to Think and the work Anne does is available via http://www.timetothink.com/

‘Inside Out Leadership’ PEP Event September 2014 We were delighted to welcome Rebecca Bonnington as guest speaker on the 3rd of September, for our third PEP event of 2014.The event took place in the offices of Eden Scott, St Andrews Square, Edinburgh

Reviews (Comments are made by the individuals and do not represent the views or endorsement by their employers)

Rebecca introduced us to Inside out Leadership and how it could help us move from good leaders to leaders people love to work for. It was a very interactive session with lots of participation from attendees. We had practical demonstrations of how important it is to be fully engaged and listening when others are talking and the impact on the other person if you are disengaged! The session gave us all some great tips to take away to put into practice.

Style in the Workplace Event - July 2014

It was a very inspiring and rewarding event, which generated lots of energy and enthusiasm from all attendees.

Edinburgh Event Reviews

Gail Niven, founder of JustGBoutique provided the venue and expert advice for our Style in the Workplace event on the 30th July, held at JustGBoutique, 44 West Port, Edinburgh. Gail guided us through how to identify your body shape, showed us examples of outfits suited to each body shape and opened up discussion on the importance of style in the workplace. A fun and relaxed networking event that gave us all some individual tips to take away in addition to the outfits many of us bought on the evening!

‘Cracking the Code’ Spotlight Supper September 2014

Gail's goal is to bring purse-friendly, uncommon fashion to Edinburgh women, enabling access to an amazing work and weekend wardrobe.

You can find out more at www.justgboutique.co.uk

Joanna Bleau from YSC joined us at the Caledonian Waldorf Astoria to share the recent findings of research undertaken by the 30% club, KPMG and YSC. She explained the myths and the reality of women reaching their career goals, together with ideas on how we can each individually challenge ourselves to achieve our ambitions. An inspiring, thoughtprovoking event, with a lot of contribution around the supper table from the attendees led to a great night!

Bristol Event Previews

Bristol Event Reviews

Event:

“Behind the Scenes at Bristol Balloon Fiesta”

Date & Time: February 2015, date and time TBC Venue: TBC - please continue to check the website for information, www.wibf.org.uk.

The Fiesta’s management team invites you to take a look “behind the scenes” at this iconic festival.

Sherry Tasting at Harvey’s Cellars 22 October 2014 The team hosted a wonderful (and somewhat festive for October!) evening of Tapas and Sherry at Harvey's Cellars. Starting with Harvey’s signature and world renowned “Bristol Cream" and ending (a tipple or two later) with the “Pedro Ximenez Vors”, Harvey’s provided a very relaxed, networking atmosphere. The evening was enjoyed by all who attended.

Private shopping evening 4 November 2014 Following the success of years gone by, the team hosted another private shopping event at LK Bennett, Cabot Circus. With a chance to review the new collection and make those all important Christmas party purchases, the evening was a great success. Special thanks to LK Bennett and the Bristol store staff who made the evening possible.

Women in Banking and Finance Magazine

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London Diary of Events 2015 WIBF Speakers’ Clubs operate bi-weekly throughout the year at Royal Bank of Scotland Group in the City and Barclays in Canary Wharf. See below for dates: WIBF Speakers’ Canary Wharf Club, Barclays, 1 Churchill Place, London E14 5HP.

WIBF Speakers’ City Club, Royal Bank of Scotland Group, 135 Bishopsgate, London EC2M 3UR.

6.15-8pm

6.15-8pm

WIBF Speakers’ Canary Wharf Club Meeting Dates

WIBF Speakers’ City Club Meeting Dates 14th Jan 2015 28th Jan 2015 11th Feb 2015 25th Feb 2015 11th Mar 2015 25th Mar 2015 8th Apr 2015 22nd Apr 2015 6th May 2015 20th May 2015

7th Jan 2015 21st Jan 2015 4th Feb 2015 18th Feb 2015 4th Mar 2015 18th Mar 2015 1st Apr 2015 15th Apr 2015 29th Apr 2015 13th May 2015 27th May 2015 Date

Event

Venue & Time

19th January

Are Leaders Born or Made? Facilitated by Sylvana Caloni Part One of Leadership Series

Citi TBC, 6-9pm, Check www.wibf.org.uk

21st January

7 Traits of Highly Successful Women on Boards

Barclays, 1 Churchill Place, Canary Wharf, London E14 4BB, 6-9pm

27th January

WIBF NetWorks - Monthly Drop in Drinks – Topic ‘Reviewing your Finances’

TBC, 6-8pm, Check www.wibf.org.uk

9th February

Lean In facilitated by Esther & Liz Rivers

State Street, 20 Churchill Place, London, E14 5HJ, 6-9pm

3rd March

WIBF NetWorks - Chinese New Year party – Speaker Sharon Smith

TBC, 6-9.30pm, Check www.wibf.org.uk

16th March

Mindfulness/Work Life Balance facilitated by Rachel Arkle

Credit Suisse One Cabot Square, Canary wharf, E14 4QJ, 6-9pm

31st March

WIBF NetWorks - Monthly Drop in Drinks – Topic ‘Breaks with purpose’

TBC, 6-8pm, Check www.wibf.org.uk

13th April

Mentors & Sponsors facilitated by Gaby Marcon

EY, 1 More London Place, London, SE1 2AF, 6-9pm

28th April

WIBF NetWorks - Monthly Drop in Drinks

TBC, 6-8pm, Check www.wibf.org.uk

11th May

Leadership Development: 6 Steps to Unleashing Your Potential facilitated by Susanne Madsen

Macquarie, Ropemaker Place, 28 Ropemaker Street, London EC2Y 9HD, 6-9pm

12th June

18th WIBF Awards for Achievement Luncheon

The Ballroom, The Dorchester Hotel, Park Lane, London W1K 1QA, 12.30-3.30pm

6th July

Career vs Job - Career Mapping facilitated by Rina Goldberg

TBC, 6-9pm, Check www.wibf.org.uk

20th July

Leadership Presence Part Two of Leadership Series facilitated by Sylvana Caloni & Janet Thomas

TBC, 6-9pm, Check www.wibf.org.uk

14th September

Managing Your High Potentials Through a Lumina Lens facilitated by Shauna & Ilana

TBC, 6-9pm, Check www.wibf.org.uk

12th October

Getting the Most Out of Your Team facilitated by Corjanne van Drimmelen

TBC, 6-9pm, Check www.wibf.org.uk

16th November

What is Your Vision for Your Future Using a Vision Board facilitated by Marian Costello

TBC, 6-9pm, Check www.wibf.org.uk

TO BOOK EVENTS Login in using your new Portal Username and Password on http://www.wibf.org.uk for each relevant event. If you are not a WIBF member you will be able to login as a Guest User. You will then be directed to our secure payment page via WorldPay to pay the required fee where applicable. Please email Jackie.Chatfield@wibf.org.uk for any other information relating to events. Guest members can attend a session before committing to join WIBF. 34

Women in Banking and Finance Magazine

Edinburgh Diary of Events 2015 Date

Event

Venue & Time

January

Spotlight Supper

Amarone, 13 St Andrews Square, Edinburgh, EH2 2BH 5.30-8pm

January

Mentoring Programme (members only event)

TBC, 5.30-8pm, Check www.wibf.org.uk

11th Feb

PEP - Developing confidence in yourself as a leader (members only event)

RBS, 113 Dundas Street Edinburgh, EH3 5EB, 5.30-8pm

26th Feb

Networking Drinks

Balmoral Bar, Balmoral Hotel, 1 Princes St, Edinburgh EH2 2EQ,, 5.30-8pm

25th March

Networking Coffee/Tea & Cake - Discussion Topic ) (WIBF membership benefits/feedback)

Eteaket, 41 Frederick St, Edinburgh, EH2 1EP, 5.30-8pm

15th April

Mind & Body

RBS, 36 St Andrew Square, Edinburgh EH2 2YB, 5.30-8pm

13th May

PEP - How to Avoid Being a Busy fool (members only event)

TBC, 5.30-8pm, Check www.wibf.org.uk

May

CIOBS/WIBF joint event

TBC, 5.30-8pm, Check www.wibf.org.uk

June

Spotlight Supper

TBC, 5.30 -8pm, Check www.wibf.org.uk

July

Networking - Discussion Topic (tbc)

TBC, 5.30-8pm, Check www.wibf.org.uk

Aug

Colours/Style

TBC, 5.30-8pm, Check www.wibf.org.uk

Sept

PEP (members only event)

TBC, 5.30-8pm, Check www.wibf.org.uk

Sept

Breakfast event (8am to 9.30am)

TBC, 8am-9.30am, Check www.wibf.org.uk

Oct

Panel event (CV's/Interview skills)

TBC, 5.30-8pm, Check www.wibf.org.uk

Nov

PEP (members only event)

TBC, 5.30-8pm, Check www.wibf.org.uk

Dec

Networking Drinks

Balmoral Bar, Balmoral Hotel, 1 Princes St, Edinburgh EH2 2EQ, 5.30-8pm

Glasgow Diary of Events 2015 Date

Event

Venue & Time

8th January

Drop in drinks

Blythswood Square Hotel (Salon), 11 Blythswood Square, Glasgow G2 4AD, 6.30-8pm

5th February

Drop in drinks

Blythswood Square Hotel (Salon) 11 Blythswood Square, Glasgow G2 4AD, 6.30-8pm

5th March

Learning & Development Event

TBC, 5.30 – 8pm, Check www.wibf.org.uk

9th April

Drop in drinks

Blythswood Square Hotel (Salon) 11 Blythswood Square, Glasgow G2 4AD, 6.30-8pm

7th May

Drop in drinks

Blythswood Square Hotel (Salon) 11 Blythswood Square, Glasgow G2 4AD, 6.30-8pm

Bristol Diary of Events 2015 Date

Event

Venue & Time

February TBC

“Behind the Scenes at Bristol Balloon Fiesta”

TBC - please continue to check the website for information, www.wibf.org.uk.

ADVERTISING INFORMATION FOR WIBF MAGAZINE

DIMENSIONS

A4 Full page - for the inside back cover, allow 3mm bleed top and bottom and on the right-hand edge.

Trimmed size A4 210mm Wide x 297mm High.

Half page with margins 185mm W x 133mm H

For the back cover, allow 3mm bleed top and bottom and on the left-hand edge.

Full page bled 213mm W x 303mm H

Quarter page bled N/A

Full page with margins 185mm W x 272mm H

Quarter page with margins 90mm W x 133mm H

MEDIA Final artwork should be supplied to size, either as a JPEG or PDF. Images should be CMYK and should be a minimum of 300dpi resolution.

Images should be no smaller than 50mmx 75mm.

If artwork has to be constructed there will be an additional cost.

Half page bled 213mm W x 151mm H

For prices, please contact Marian Costello at marian.costello@wibf.org.uk Women in Banking and Finance Magazine

35

Membership benefits/programmes Depending upon the stage you are at with your career progression, you can choose to develop an area catered to your specific needs and interests. Examples of the programmes we offer include: Associate

Management

Executive

Personal Excellence Programme Monthly diverse range of personal and professional development workshops.

Personal Excellence Programme Monthly diverse range of personal and professional development workshops.

Mentoring Being a mentee supported by colleagues within the industry.

Distinguished Speaker Programme Access to inspirational leaders

Women on Boards For aspiring leaders seeking non-executive posts on boards and senior appointments and to join executive committees.

Public Speaking - in London Affiliated to the international Toastmasters Programme, where you can hone your speaking skills in a fun and supportive environment with like-minded people.

Networking Drop in Drinks An opportunity to build relationships Young Professionals Award/Team Diversity Award Recognising women within the industry

Panel Discussions An opportunity to hear key professionals discussing relevant topics Mentoring Being a mentor/mentee supporting/supported by colleagues within the industry.

Public Speaking - in London Affiliated to the international Toastmasters Programme, where you can hone your speaking skills in a fun and supportive environment with like-minded people.

Distinguished Speaker Programme Access to inspirational leaders Panel Discussions An opportunity to hear key professionals discussing relevant topics Mentoring Being a mentor supporting colleagues within the industry Award for Achievement /Champion for Women Award/ Team Diversity Award Recognising women within the industry Networking with peers

Young Professionals Award/ Award for Achievement/ Team Diversity Award Recognising women within the industry Networking with peers For all members in all locations Social Media

Linked In, Twitter, WIBF website. Stay in touch, ask/answer questions and raise your industry profile

Magazine subscription

Three times a year covering business focus, career management and much more for the WIBF community and providing visibility for WIBF

Monthly e-newsletter

Building WIBF community support and visibility featuring movers and shakers and events.

Networking opportunities

Through professional and social events

Developing your personal brand image Personal Profile

Highlighting Platinum Corporate Members’ employees in magazine profiles

WIBF Annual Awards Luncheon

The Awards Luncheon is an opportunity to host your clients

WIBF Industry Expert Series

Speakers who are experts in their field emparting their expertise to WIBF

Regional Programmes

Headquartered in London, WIBF also has chapters in Edinburgh, Glasgow, Bristol and Dublin. The chapters provide events catered to the needs of their local communities such as Business over Breakfast briefings, Spotlight Suppers and gallery tours.

Personal Excellence Programme

Learn tips on how to become a well-rounded professional who can reach the next step in her career with ease. The workshops cover a range of topics from effective networking, achieving work-life balance, how to work with different personalities effectively, how to give and receive feedback professionally, how to get internal sponsors and mentors in your firm to help you up the career ladder, etc.

Distinguished Speaker Programme

Leaders in the finance industry speak about the challenges they overcame and steps they took to become successful. This is an opportunity for members to learn from our leaders and build their network.

Panel Discussions

WIBF partners with external foundations, groups, organisations and industry speakers to discuss industry issues and trends.

Mentoring

A mentoring programme launched in London where we match those wanting to be mentors with those seeking mentees. Mentors and mentees meet fortnightly and work through the mentee’s progression plan.

Public Speaking

WIBF is affiliated with Toastmasters International. There are currently two speakers clubs which meet fortnightly in the City of London and Canary Wharf. Members develop confidence, become better communicators and effective leaders in a supportive environment.

Women on Boards

For aspiring leaders seeking non-executive posts on boards and senior appointments and to join executive committees. The programme is designed to build a pipeline of potential candidates for future roles.

Networking

Meet and build connections with fellow professionals and increase your visibility in the industry through targeted networking events.

Developing Leadership and Management Skills

Join one of the WIBF committees to develop your skills and network.

36

Women in Banking and Finance Magazine

Women in Banking and Finance Group Executive Board President

Janet Thomas, Infinity Capital Partners

Vice President

Melanie Seymour, BlackRock

Head of Operations

Amanda Lawman

Assistant to Head of Operations

Jackie Chatfield

Head of Marketing & Communications

Martha McKenzieMinifie, ING

Magazine

Marian Costello, MCA Consultants

Mentoring

Jane Oliver, Credit Suisse

Membership

TBC

Women on Boards

Miranda Abraham, Barclays

Personal Excellence Programme

Dr. Jan Halper Simona Fionda, Barclays

Governance

Joanne Theodoulou

Treasurer

Marianne Hampson, RBC

Executive Board Member

Jenny (Yuting) Wang

Edinburgh Management Team Edinburgh Co-Chair/ Sharon Forder, Group Executive Board RBS Edinburgh Co-Chair/ Suzanne Reynolds, Group Executive Board RBS

Glasgow Management Team

Advisory Board

Glasgow Chair/ Cristina Chimenti, Group Executive Board BSkyB Ltd

Susan Allen, MD UK Banking, Santander

Corporate Partnerships Kirstie McDonald, & Events (Legal) & Brodies Committee Communications

Sylvana Caloni, Executive Coach, SC Executive Coaching

Relationships & PR

Diane O’Neil, Pertemps

Communication

Lesley-Anne Mitchell, Moonfoot Ventures

Communication

Diane O’Neil, Pertemps

Corporate Partnership Lesley-Anne Mitchell, & Events (Accountancy Moonfoot Ventures & practice) Newsletter/ Magazine Jo Grant, Change & Blog Recruitment Group Corporate Partnership Emma Prophet, & Events (Banking) Morgan Stanley & Marketing Corporate Partnership Alana Roche, AIG & Events (Insurance) & Event Host Corporate Partnership Lorraine Dillett, AON & Events (Insurance) Communication Strategy & Event Host

Debi Haren, Property Searches Scotland

Communication

Amanda Lawman, Head of Operations amanda.lawman@wibf.org.uk Kirsten Zverina, Editorial Team kirsten.zverina@wibf.org.uk

Vicki Swan, RBS

Dawn Williams

Editorial Team

Co Secretarait & Treasurer

Debbie Reid, NAG

Melanie Seymour, Editorial Team melanie.seymour@wibf.org.uk

Co Secretarait &

Yvonne McKnight, Affinity Brokers

Jay Surti, Editorial Team jay.surti@wibf.org.uk

Programmes

Fiona Kerr, Tesco Bank

Programmes

Erin White, RBS

Programmes Programmes

Events Liaison

Claire Tomlin, Paragon Costs

Monika Lang, Lloyds

Events & Media

Sally McFall, Stanton House

Nicola Parker, Triodos Bank

Events Liaison

Pollyanna Russell Stower, Ashfords

Committee Member

Jean Norton, Ashfords

Committee Member

Alison Vico, Saffery Champness

Secretary

Emily Dunford, TLT Solicitors

Corporate Membership Louise Johnston, /Strategic Partnerships Tesco Bank

Individual Membership Ruth Sadler, Exception UK

Janet Thomas, Editorial Director janet.thomas@wibf.org.uk

Communication

Bristol Chair/ Elaine Meyrick, Group Executive Board Thrings Solicitors

Corporate Membership Laura Fleming, Red /Strategic Partnerships Kite CV Consultancy

Marian Costello, Editor-in-Chief marian.costello@wibf.org.uk

Editorial Team

Lesley Niezynski, RBS

Corporate Membership Alison Scott, Regulatory /Strategic Partnerships Finance Solutions

Women in Banking and Finance Magazine Team

Sally Little, ING

Secretariat

Carmen Chan, RBS

Lisa Rabbe, MD, Head of Public Policy for Europe, the Middle East & Africa, Credit Suisse Securities Ltd

Laura Thom, RBS

Bristol Management Team

Marketing & Communication

Angela Knight, Chief Executive, Energy UK Mei Sim Lai, OBE, Founder and Principal of LaiPeters & Co

Editorial Team

Moira Crichton, Tesco Bank

Iona Pullar, RBS

Simon Hayes, Head of Financial Services Practice, Odgers Berndtson

Anqi Guo, RBS

Treasurer

Marketing & Communication

Susan Dean, Chair Audit Committee and NED for Citi’s UK legal vehicles

WIBF offers a range of events and to develop careers as well as providing opportunities to build relationships and widen networks within the industry.

WIBF Patron Noreen Doyle

Debra Zuckerman, Editorial Team debra.zuckerman@wibf.org.uk Angela Barry, Magazine Art & Design angelabarry@blueyonder.co.uk Tim Clancy, Magazine Production tim.clancy@impressprint.net Women in Banking and Finance (WIBF) publish this magazine. Whilst care is taken to ensure that the contents are accurate, WIBF cannot accept any liability for errors or omissions. Opinions expressed are those of the authors, not WIBF. Correspondence should be sent to:

Marian Costello, Magazine Editor by email to magazine@wibf.org.uk Articles and illustrations remain the © copyright of the originators: reproduction in any form is prohibited without their written permission. All other material is the copyright of WIBF. All rights reserved internationally.

WIBF Office 141 Clockhouse Lane, Collier Row, Essex, RM5 2TH Women in Banking and Finance Magazine

37

When everyone is welcome, anything is possible

At Barclays we’ve no hidden agenda when it comes to gender. Our Diversity & Inclusion strategy allows us to welcome and serve customers and colleagues from all societies, cultures and communities. We rely on harnessing the power of diversity to drive innovations, improve the performance of our business and deliver a sustainable and successful future. Helping us become the Go-To bank for everyone.

barclays.com/diversity barc clays.com/diversity

Barclays is a trading name of Barclays Bank PLC and its subsidiaries. Barclays Bank PLC is authorised by the Prudential Regulation Authorit y and regulated by the Financial Conduct Authorit y and the Prudential Regulation Authorit y (Financial Ser vices Register No. 122702). Registered in England. Registered number is 1026167 with registered of fice at 1 Churchill Place, London E14 5HP.