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EVP Task Force

About

Gender DEI remains a main core part of the Alliance support for members, as it is so critical for the success of external Women’s Markets programs. The EVP Task Force (formerly DEI Task Force) is part of this support and follows the publication of the “How To Guide On Becoming The Employer Of Choice For Women”, which codified the practices of 15 members written in partnership with Mercer; and several webinars and working groups on different components of this practice area.

 

The EVP Task Force’s goal is to create the right environment and opportunity to openly discuss the challenges, share experiences, and think through key actions to be taken to further develop and grow the EVP strategy and enhance FIs’ positioning as the Employer of Choice for women. This is a win-win for financial services providers (FSPs): As they undertake efforts to enhance their gender D&I, they attract and retain top female talent. This enables fresh perspectives, creativity, innovation, and a greater capacity to tap into the female economy—all of which leads to strong business results.

 

Compared to sector averages, the Alliance network has higher percentages of women at the Board level (36%) with women’s representation reaching parity at the staff level (47%). Yet significant gaps remain in certain functions such as IT, and increasing the pipeline of women senior managers is still a challenge.

This Task Force supports institutions to deepen their EVP strategies with a particular focus on increasing women in senior leadership.

Upcoming Sessions

The EVP Task Force is for Financial Alliance for Women members only, for further information and to join the Task Force, please contact: peerlearning@financialallianceforwomen.org

Previous Sessions

Back to Basics: The Foundations of a High-Impact DEI Strategy

May 20, 2026

This session explored the foundations of building a high-impact Diversity, Equity, and Inclusion (DEI) strategy, examining how organizations can move beyond standalone initiatives toward more sustainable, measurable, and business-integrated approaches. Against a backdrop of evolving workforce expectations and increasing focus on workplace inclusion, the discussion highlighted the critical role of leadership accountability, data-driven decision-making, and embedding DEI across the employee lifecycle—from recruitment and advancement to culture and retention. Featuring perspectives from Ficohsa Group and Ecobank Group, the session provided practical insights into how financial institutions are strengthening their Employee Value Proposition (EVP) by advancing gender equity, fostering inclusive workplace cultures, and creating clearer pathways for women’s growth and leadership. Participants also explored common implementation challenges, governance models, and strategies for translating DEI commitments into long-term organizational change.

Smart Workplaces: Leveraging HR Tech & AI to Strengthen Your EVP

March 26, 2026

This session explored how financial institutions can harness HR technology and artificial intelligence to build more responsive, personalized, and equitable Employee Value Propositions. Panelists shared how they are integrating AI-powered tools into recruitment, performance management, employee satisfaction surveys, compensation benchmarking, and more. On gender equity, speakers highlighted how AI-powered tools can help institutions match women to the right roles earlier, provide clearer insights into career progression, and identify the support needed to move them into leadership. At the same time, they stressed that the human component of talent management is as important as ever: AI helps HR professionals understand data and identify patterns, but it is an input into their decision-making and delivery of training/support programs–not a replacement.

Managing Multi-Generations at the Workplace

February 12, 2026

This session explored how financial institutions can design Employee Value Propositions that effectively engage up to five generations in today’s workforce. Panelists examined generational differences in motivation, flexibility, learning, and purpose—while cautioning against stereotypes and overgeneralization. The discussion highlighted how multigenerational dynamics intersect with gender, particularly in retaining and advancing women at different life and career stages. Participants gained practical strategies to modernize their EVP in ways that foster inclusion, performance, and long-term talent retention across age groups.

Building the Talent Pipeline: Advancing Women to the Top

September 25, 2025

This session focused on building a strong pipeline to advance women into senior leadership as a strategic business imperative. Panelists shared concrete best practices on addressing cultural barriers, unconscious bias, and critical career pivot points that impact women’s progression. The discussion highlighted the role of mentorship, sponsorship, inclusive leadership development, and data-driven accountability in retaining and promoting women. Participants gained practical strategies to embed gender equity into their EVP and create environments where women can thrive at the top.

From Pipeline to Boardroom: Strategies for Increasing Women’s Representation

May 8, 2025

This session examined the persistent underrepresentation of women in leadership and board roles within financial institutions, and the structural barriers that slow their advancement. Panelists explored systemic challenges—including bias, cultural expectations, and succession planning gaps—and identified critical career pivot points where intervention matters most. The discussion highlighted practical strategies such as sponsorship, leadership development, and gender-inclusive succession planning to strengthen the pipeline to the boardroom. Participants gained clear, actionable guidance to accelerate women’s representation as a strategic business priority, not just a diversity goal.

DEI In the New Era: Adapting or Staying the Course?

March 12, 2025

This session explored how financial institutions are navigating DEI in a new era marked by backlash, fatigue, and shifting workforce expectations. Drawing on RMB’s experience, it examined how organizations can reframe—not retreat from—DEI by embedding it as a core pillar of their Employee Value Proposition. The discussion addressed persistent leadership inequalities, evolving employee expectations, and strategies to sustain commitment while adapting messaging and initiatives. Participants gained practical insights on aligning DEI with business performance, talent attraction, and long-term cultural resilience.

Measuring Results

December 11, 2024

This session focused on measuring DEI results as a critical lever for building an inclusive culture and becoming an Employer of Choice for women. Drawing on Bank al Etihad’s experience, it explored how to set meaningful KPIs, establish scorecards, and embed accountability across the organization. The discussion addressed system, operational, human, and financial challenges in implementing robust DEI measurement frameworks. Participants gained practical guidance on linking measurable DEI outcomes to stronger Women’s Markets performance and overall business impact.

Achieving an Inclusive Culture

October 2, 2024

This session focused on visible leverage points—policies, processes, Employee Resource Groups, and role models—as critical drivers of inclusive culture within financial institutions. Panelists shared concrete initiatives from their institutions to embed inclusive practices and overcome resistance. The discussion highlighted the strategic role of ERGs and leadership modeling in advancing gender inclusion. Participants gained practical, actionable steps to accelerate cultural change and strengthen their positioning as Employers of Choice for women.

 
 

Addressing Power Dynamics

July 9, 2024

This session examined the semi-visible power dynamics—bias, harassment, bullying, and systemic barriers—that shape workplace culture in financial institutions. Drawing on AXA’s experience, it highlighted concrete policies, reporting mechanisms, and leadership actions to address these challenges. The discussion underscored accountability, KPIs, and safe speak-up systems as critical enablers of change. Participants gained practical guidance to strengthen DEI strategies and build cultures where women thrive.

Reinforcing Cultural Change: Overcoming Organizational Resistance

March 27, 2024

This session integrated the deep experience of Alliance members’ DEI experts who openly shared the key challenges and invisible levers to overcome when driving and embedding cultural change in their organizations. They also discussed the ebbs and flows of overcoming organizational resistance and actions taken to overcome obstacles faced to build an inclusive culture in which women thrive.

Encouraging Employees’ Mental and Financial Health and Wellbeing

December 7, 2023

Programs that support female employees’ overall health and well-being will enhance morale, help retain valued female employees, and contribute to creating a positive and inclusive workplace culture. Studies show that women typically save less for retirement than men—and that they feel more stress about retiring and less confident about retiring well. And yet, only 15 percent of financial services companies look at the financial wellbeing of their employees by gender.  These studies highlight an opportunity to bring added value to female employees by helping them become financially resilient and better prepared for the future.

We welcomed in this Session, Sharon Midwinter, Benefits & Wellbeing Lead at NatWest Group in the United Kingdom to share with us key steps that orgnisation can put in place to guarantee the employees wellbeing that are particularly relevant to female employees.

Sharon discussed four main pillars of wellbeing within a wider ecosystem of support and behaviours at Natwest Group: Mind (Mental Wellbeing); Body (Physical Wellbeing); Life (Social Wellbeing), and Money (Financial Wellbeing)

Building A Gender Intelligent Employee Value Proposition

September 13, 2023

The session looked at how to create an inclusive employee value proposition particularly focusing on improving policies and processes to enable the right environment for women to work and grow. Daniel Sharaiha, Chief Human Resources and Customer Experience shares the policies and practices implemented at Bank al Etihad in Jordan – despite the challenging environment – to promote equality as well as those prioritized as part of an employee value proposition that is inclusive and supportive towards women.

Daniel openly shared Bank al Etihad’s procedure to implement the EVP and their strategy to Become the Employer of Choice in Jordan in addition to some results and key goals achieved.

 

Gender pay equity

August 3, 2023

Following the Case Study: HBL Pakistan – The Path to Inclusion from the Inside Out, we focused on this session on the best practice example from HBL Bank in Pakistan and their strategy in a challenging environment on different fronts to achieve gender pay equity. Zinia Kothari, Head of Human Resources and rewards at HBL Pakistan, shared HBL’s tools to diagnose pay equity, the tactics used to try to reach gender pay equity, the key obstacles they have encountered, and actions taken to overcome these obstacles.

Preparing the pipeline and getting women to the top

June 28, 2023

This session focused on “Preparing the pipeline and getting women to the top” integrating the deep experience of Westpac with guest speaker Christine Parker, Group Executive, Human Resources, Westpac Group, Australia. Christine shared the challenges that Westpac has faced getting women into Senior Leadership, the key levers that have made the most difference and their strategy to build a strong pipeline of women aspiring to more senior roles.