Tag Archives: D&I

WG – Future of Work: Creating an inclusive EVP

This session of the working group on Gender D&I Strategies for the Future of Work focused on building a sustainable employee value proposition (EVP) for women. Inclusion and employee resource group leads at NatWest presented on the bank’s holistic, purpose-driven approach to attracting and retaining women employees.

WG on The Future of Work: Fostering an inclusive culture

A truly sustainable culture of inclusion requires a high-quality working environment in which women are valued, supported, and championed. In this Working Group we look at what makes a company culture inclusive or not, address combatting workplace harassment and bullying and hear the practitioner’s perspective from BRAC Bank Bangladesh.

 

Case Study: HBL Pakistan – The Path to Inclusion from the Inside Out

In a country where fewer than 1 in 4 working-age women participate in the labor force and less than 15 of women are banked, Habib Bank Limited’s bold D&I strategy changed the company culture, multiplied the number of women in its ranks, and drove measurable business results–driving change from the inside out.

Future of Work – Working Group Session 3

Catch our 3rd session of the Future of Work Working Group which took place on March 17.
Hear from our special guests:
– Avivah Wittenberg-Cox: renowned author, executive coach and consultant
– Carlene Clifford: Senior Lead, AXA Group Culture, Inclusion and Diversity

WG – Future of Work – Session 1 Recording

WG – Future of Work – Session 1 Video Recording

The Working Group kicked off with a dynamic session jam-packed with insights on the future of work and its impact on women. Featuring perspectives from Mekala Krishnan, Partner at McKinsey Global Institute, and Julie Baker, Head Enterprise and Climate Engagement at NatWest. Moderated by Working Group advisor Robert Baker

 

How-to Guide: Becoming the Employer of Choice for Women – Overview

How-to Guide: Becoming the Employer of Choice for Women – Overview

This brochure offers a selection of insights from the Financial Alliance for Women’s How-to Guide, “Becoming the Employer of Choice for Women” which lays out the process for improving gender diversity and inclusion (D&I) in financial services firms. The information provided is based on the findings from Alliance member working groups, which explored ways to increase women’s representation in the leadership of financial services firms. It incorporates Mercer’s leading-edge research and the real-world experiences of Alliance members. Throughout the guide, emphasis is on developing a holistic women-centered strategy, blending enhanced internal gender D&I with a strong female customer value proposition so that financial institutions are better equipped to tap into the female economy, the world’s fastest growing market. The full guide is available exclusively to members.

How to Guide Becoming the Employer of Choice for Women

How-to Guide: Becoming the Employer of Choice for Women

The How-to Guide for Becoming the Employer of Choice for Women lays out the process for improving gender diversity and inclusion (D&I) in financial services firms. The information provided is based on the findings from Alliance member working groups, which explored ways to increase women’s representation in the leadership of financial services firms. It incorporates Mercer’s leading-edge research and the real-world experiences of Alliance members. Throughout the guide, emphasis is on developing a holistic women-centered strategy, blending enhanced internal gender D&I with a strong female customer value proposition so that financial institutions are better equipped to tap into the female economy, the world’s fastest growing market.

Section I, Plan and Prepare, provides guidance, tools, and resources to prepare the institution for making the changes needed to become the employer of choice for women. The step-by-step groundwork undertaken in this section is essential to the overall success of the gender D&I effort.

Section II, Take Action, provides guidance, tools, and resources to implement key actions that will move forward the gender D&I strategy, putting the institution on a strong path to becoming an employer of choice for women. The actions are ordered as standalone chapters; however, they are all interconnected and work together to create an environment in which gender D&I thrives.

Section III, Monitor, Measure and Refine, provides guidance, tools, and resources to monitor implementation progress, measure results, evaluate impact, and make adjustments as needed.

Employee Value Proposition Pyramid Brainstorming and Mapping

Identifying elements of a value proposition that will have the most impact for women employees involves a bit of brainstorming. It also involves mapping potential policy additions with the resources needed and potential results they would yield. Some policy changes might be simple to do, creating some quick wins, while others might require more effort, but offer the promise of broader and deeper impact. Here is a template to help with this process.

Gender Inclusive Meetings Checklist

Meetings are where decisions are discussed. Meetings are also filled with behaviors that can make participants feel included or excluded. HR can develop resources that will encourage managers and other leaders to use inclusive behaviors. This checklist is an example of a manager resource and offers guidance on how to ensure that meetings are inclusive of diverse participants and that input is received from all.