Agenda

Times have changed. Should it be Diversity and Inclusion (D&I) or Inclusion and Diversity? While an increasing number of studies point to diversity having a positive impact on business performance, it needs to be coupled with inclusion if financial services companies want to see cultural and societal change. And in a world where our customers have changed dramatically over the last few decades, are we doing enough to understand them? Do we know what they think and feel about our brand, our products? Are we looking outside-in? By finding meaningful insights, and developing our empathy and ability to listen, we start to build an inclusive future where everyone can thrive.

In this session we will be moving the conversation on from the business case for gender diversity to practical solutions leading to change. Tracy will focus on tackling this issue like any other business problem; led by the business, using data to understand the current state, agree targets and measure the success of actions. With an emphasis on implementing process changes to mitigate for potential bias and ensure a sustainable solution, this should help you create your action plan.

We know that diversity and inclusion drives better business outcomes and is an important topic for organisations across the city. We also know that senior leadership and engagement on the topic is crucial – but what about the rest of an organisation? How can organisations make sure that everyone regardless of level, tenure or role contributes to building an inclusive environment and diverse workforce, and how can we drive accountability for action? This session will explore accountability strategies for all levels.

Simply being exposed to diversity can change the way we think. Study after study has proven that diversity is needed to create teams capable of genuine innovation and modernisation, as it amplifies creativity and encourages imagination and new ideas. Diversity means much more than equal opportunities, going much further than gender, ethnicity or social equality. Leaders need to encourage diversity of thinking and be willing to have entrenched viewpoints challenged. And diversity can only be of benefit if the workforce is empowered to express its diversity; otherwise, companies may end up with teams who look different from each other, but think the same. So diversity is necessary but not sufficient; being truly inclusive and empowering will ensure the real benefits of diversity are realised.

In an ever-changing world, where gender equality is of the utmost importance both from a male and female perspective, the importance of tackling key challenges through a shared perspective of responsibility is critical to achieving equality. In this session, Asif Sadiq will first prove that we need to understand the challenges that women face and what men can do to address these. He will explore barriers that men face in the world today, such as gender stereotypes that not only result in men being at a disadvantage but further embed stereotypes for women. He will then show that to address both gender challenges, a joint up approach needs to be adapted, that helps support gender equality for women while addressing the male stereotypes.

Diverse thinking and an inclusive environment generate better ideas and foster stronger team commitment, collaboration and engagement. And these, in turn, power the performance excellence that delivers value to your customers and shareholders. The business case is clear. But how do you do it?

Within the workplace, there is a perception that women are more risk-averse than their male counterparts.  How can we support females in seizing more opportunities by taking a balanced approach to risk?  Whether in identifying and applying for stretch assignments and roles, or in being more assertive around personal development, taking calculated risks can build careers and lead to greater organisational productivity.  Here, MJ Deverdun reflects on a diverse career, with Lawrence Shaw, Chief Administrative Office of the Corporate Investment Bank. Together they will explore the challenges and pivotal events over MJ’s career, that have seen her move from Consulting at PricewaterhouseCoopers to Deutsche Bank, where she has held a number of rules including Global Head of Credit Risk Operations, Portfolio Risk Manager for CB&S and now Global Fixed Income and Currency COO. They will discuss candidly how an appetite for taking controlled risks can drive a successful career.

Understanding the causality of discrimination and why it takes place matters as much to the financial services industry as the reporting of its rate of incidence, progression status and unintended consequentiality. From a behavioural science perspective, Nuala will suggest the root causes and triggers of gender discrimination and inequality, sharing several less-popularised explanations as well as a selection of behaviourally-informed intervention solutions which could potentially be adopted within the industry.

It is well known that mentors and sponsors often play critical roles in the development of the careers of successful business people. How can you identify, cultivate and leverage these relationships successfully throughout your career? This session will run through practical advice in relation to how to identify and build relationships with potential mentors and sponsors, at all levels. Valeria will cover the key differences between mentors and sponsors, and how relationships with each can and should be cultivated over time. What is the difference between a mentor, sponsor and a manager? Which of these three is really the most relevant to a successful career?

When organisations start digging into the differences that exist among generations, they tend to overlook the fact that we are all humans. The generational differences are certainly real, but underneath those differences, we share very deeply rooted characteristics, and one of those is a basic yearning to be successful. How do you align your culture with deep, human motivations — across generations — to help make your people more successful? What are the benefits of a multi-generational workforce? And what will the impact be on employee engagement?

The City is experiencing considerable positive change and is finally seeking to tackle issues such as gender equality; there are pioneering men and women creating new ways of working and thinking.

Melanie Richards, Deputy Chair of KPMG UK, will give an honest and frank perspective on advancing diversity in the workplace and how we all need to challenge ourselves to do something different.

Can we take equality from an ideal into a reality across our workplaces and society? Melanie will provide both big-picture perspectives and practical tips on what we can all do to be more inclusive in the way in which we work and lead. This isn’t just a question of the difference between male and female leaders anymore. There is a need for different styles of leadership more broadly. A shift away from the notion of the heroic leader to something more collaborative, more inclusive and more thoughtful which will also make us better equipped to deal with the global challenges we face.

Some of the most successful brands of today are those that put the customer at the centre of all their decisions. We know from recent research that building an inclusive and diverse business can ultimately have as positive an impact on your customers as it does your employees in how they engage with, and experience, your brand. In this session, we will be closing the day out by reflecting on the impact that fostering an inclusive environment can have for everyone who contributes to your business success and we uncover how self-esteem can play an important role for brands looking to reach a wider audience. Our research has found that financial institutions in the UK alone have a £133 billion opportunity in re-thinking how they engage their female customers. However, while the business case is clear, how to realise this opportunity can be challenging for financial services brands. We will touch on how the answer calls for a more nuanced approach that resonates with everyone, not just females, and reflects the reality of our society to engage with gender in a way that is both progressive and authentic - for your employees and for your customers.  

Diverse research finds average ability of boys and girls in STEM subject is roughly equal, yet vastly fewer women work in technology roles in finance. Social norms often mean women spend more time on interrupt-driven work and family tasks, leaving little-to-no blocks of the immersive 'geek' time required when coding, gaming or exploring a new technology. What can women and companies do to work within this reality yet increase diversity of technology employees and technology consumers?

It appears that automation is increasingly in the headlines for replacing jobs. The World Economic Forum says more than 7 million jobs are at risk from advances in technology in the world’s largest economies over the next five years. So is it all downhill from here for the workers? The answer is a lot more subtle than yes or no. Technology can enhance and replace in equal measures. Anticipating the shifts, figuring out the impacts and defining an aspirational future vision are critical to ensuring that we make aligned decisions, small and large, which lead to a human flourishing and sustainable future by 2050.

Diversity is critical to allow companies to adapt to change and innovate in the current world. Banks are more reliant than ever on technology and innovations to deliver great customer experiences. In this session, we will talk about my journey into tech & innovation, founding NatWest’s Girls Can Code network and the industry wide Tech She Can charter, critical to changing the ratio for the next generation.

Paper forms, and cash, will soon be a thing of the past – everything will be digital, recorded on blockchain. With blockchain, individuals can be back in control - of our finances, credit scores, and energy buying and no longer rely on companies who control these industries. Blockchain will also offer new opportunities for us – from renting cars via smart contract to granting remote access to safe Places from a distance. Blockchain is a very powerful tool – it can be used for good or bad – it’s what we make of it.

What happens when organisations use their expertise and technology for social impact? Hear how you can not only solve real-world problems, deliver against the sustainable development goals 2030, but also create major business opportunities. In this session, we will be sharing insights into how to put digital social innovation into action, and how to raise money and awareness along the way.

When I say to the Fintech leaders I work with, ‘why is your board so lacking in diversity?’, the same response I often get is that women are simply not applying! And it’s true that women only represent 29% of staff in the sector and white men dominate the boardroom. This talk explores the complexities of diversity in fintech, what is to be done to create equality and finally the vast benefits it brings.

Since women make up 50% of the population, the “Women first” strategy might seem to make sense for senior leaders who prioritise D&I initiatives based on pure numbers of people impacted. But the numbers-driven approach to D&I is just one part of the equation. While many great D&I initiatives do start with small steps, asking people with multiple identities of marginalisation to “wait their turn,” contributes to further inequality. So, all of our efforts must be intersectional, and deliberately focus on those on the fringes. What is intersectionality? Why should D&I initiatives go further?

"I'm just not sure what I can do about it..."

"Listen, I'm not the one [insert discriminating behaviour or state]! So what am I supposed to do?

It's hard to be part of a system that unconsciously yet actively holds people down. When you're part of the problem and don't want to be... Men often feel like the enemy. It's frustrating being faced with a problem you know you are party to, yet powerless to change on your own.

That's where the concept of allyship comes in. Allyship is a way for men who feel powerless and/or part of the problem to step up and help women challenge discrimination at work. Allyship allows them to speak up and call out gender biased interactions when they witness them, and support the women who are already trying to challenge a broken system. 

Individuals are multi-layered complex beings with unique challenges and strengths. D&I strategies and themes often try and shoehorn individuals into boxes. This approach doesn’t always allow for an understanding of the layers and the whole need of the individual. This session will provide an insight into intersectional thinking to break free of the box and personalise an inclusive approach to enable belonging.

Who would you walk over coals for? You may find them in the Forces, in the home, or as Environmentalists, but where are these leaders in the corporate world? How do we engage emotions to help deliver the change that is needed to raise the bar on integrity, trust & inclusion. Dr Kamel Hothi will explore the impact of empathy and why leadership is all about the human touch.

Flexible working - its benefits are clear. For businesses, it helps to attract and retain talented working parents. As a society, it gets us closer to gender equality by counteracting the tangible motherhood penalty. Yet, while mothers are the group that would most benefit from flexible working arrangements right now, it would be a mistake to see this as only a mother’s matter. Indeed, doing so would miss the point – and the full business benefits – of flexibility. How can we reap the benefits of an engaged, productive workforce? What policies need to be put in place?

Women have been under-represented in private equity and venture capital but there are encouraging signs that things are changing. Although the numbers have a long way to go, there are some tremendously successful, ambitious and innovative women taking the private equity and venture capital industry by storm. Will this help contribute towards raising awareness of the lack of diversity in the industry? Surely it will offer young women a growing band of female role models to aspire toward, and assist firms and investors who want to do something more about it. Awareness and action are the stepping stones to bringing about change. Is change on the horizon?

As a country, we understand the reasons for the inclusion of women and minorities in the electorate, in our educational system, and in our firms and government agencies. However, the reasons that these same trends would be important to investors aren’t immediately clear. Why are private equity funds not realising the opportunities that come from diversity? How do LPs define diversity? How are LPs pushing GPs for inclusiveness? Let's take a look and understand why diversity is a strength in investing.

Private Equity investments happen across different geographies and cultures. Women are proven to read cultural nuances much better and build a strong rapport with different groups more quickly than men so we make a great addition to every PE team or the Board we join. But do we really play to our advantage at all times? How could we make a better “pitch” of our skills?

Life is a series of relationships – and that’s as true in the office as it is outside of work. Everyone needs supportive people in their work and personal lives, and these positive partners can come in many forms. Have you ever thought about the benefits of mentoring? Identify what makes a good mentor and discover why it could be the key to your career progression.

Women are the single most under-utilised asset in our societies and economies. This needs to change. In this session, Anamica will explore why it is uniquely important to foster female role models from an economic as well as personal perspective. She will explore the need for female leadership and address what has to happen for more women to get to the top.

For many, effective networking has become essential both within their own organisation (to get things done, for career advancement) and with external organisations and individuals (for business development, client relationship management and stakeholder engagement). This can be a daunting prospect. For many of us, the idea of building relationships at a networking event can be stressful. This seminar is designed to give you the practical skills to develop effective personal and business relationships by networking with confidence and integrity.

An interactive session to identify the key role models that will accelerate your career which, as research has shown, is critical in supporting the retention and progression of women. WDI Consulting will take you through their women’s leadership coaching approach to identify your role models and introduce techniques for how to leverage them to achieve your life and career goals.

In a study of successful people by psychologist Gail Matthews, an astounding 70% reported experiencing imposter feelings at some point in their life: that fear that once someone gets to know you they'll realise you're a complete fraud. This session will help you to overcome those feelings. We need to own our talents!

In the highly competitive world of finance, most of us are unaware that we are judged within seven seconds on how trustworthy and competent we are; and that our body language can have four times more impact on the first impression we make than any other factor. Just as a picture can say more than 1000 words, we can derive more from non-verbal communication than what is said. But how aware are we of our own ‘business body language’? What is our impact on others and how can we read the body language of others? It is not just about the conversations you conduct, but about the way you conduct them.

In a world which is accelerating increasingly fast, how do you get the pace right? Discover when to slow down to speed up, the skill of doing less to achieve more and what great leaders do to cope with 'overwhelm' with skill and flair. This is an interactive session packed with 'takeaways' and tips.

Financial organisations are challenged managing expectations and demands of all their stakeholders in a constantly changing environment. A permanent haste is taking over. Work life is out of balance, absenteeism grows. Women in finance feel exactly what is going on in their company and in their life. They have all the capabilities to make a change. Why is making a transformative change for ourselves or within our organisation so difficult? And how can we break this negative spiral, and turn it into a positive one? First slow down, then accelerate.

The Future of work is uncertain. To get ahead, leaders must harness diverse talent and fresh perspectives. In this workshop session aimed at both business leaders and aspiring business leaders, Dominie Moss, founder of The Return Hub explores some of the key strategies organisations are employing to hire, retain and support diverse leaders and explores ways to approach a career relaunch or transition in this environment.