David Liao’s Post

Empowering women isn't just a catchphrase; it's a reality reshaping the world of finance. At HSBC Wealth, we're proud that our six wealth hubs are led by four incredibly talented women. Even more exciting? Yours truly has been entrusted with the privilege of leading this dynamic team. From driving strategic initiatives to fostering a culture of inclusivity, each leader brings a unique perspective and skill set to the table. Together, we're not just breaking glass ceilings; we're shattering them, paving the way for more women to thrive in traditionally male-dominated industries. This isn't just about representation; it's about harnessing the full potential of diverse talent to drive innovation and success. As we continue to champion women empowerment at HSBC Wealth, we invite you to join us in creating a future where every woman has the opportunity to excel and lead. #WomenEmpowerment #HSBCWealth #LeadingByExample"

🤍 Today marks Zero Discrimination Day, a day to celebrate everybody's right to live a full and productive life. Deutsche Bank is proud to be a diverse organization with employees from 157 different nationalities and a presence in 58 countries. We've created a roadmap to promote cultural change and make sure that all employees feel welcome, respected, heard, treated fairly, and have opportunities to grow.   👥 Beyond bank-wide initiatives, we are proud to have a number of Employee Resource Groups. Voluntary and employee-led, these networks bring together colleagues from diverse backgrounds, experiences, and business areas to promote inclusivity in our daily interactions. ERGs include groups for women, members of the LGBTQI community, multicultural and people of color, physical and mental wellbeing, parents, generations, and veterans.   While there is more work to be done to accelerate the pace of change, we continue to focus intensively on diversity and inclusion as one of our key strategic priorities. Because discrimination starts in our heads. 💭 #DeutscheBank #Inclusion #ZeroDiscriminationDay #Diversity #Change

I recently shared my thoughts on Gender Inclusion in the workplace, with Collective for Equality. In this article, I highlight the need for targeted actions, avoiding broad-brush approach, promoting fairness & equal opportunities and the crucial role of male allies in this journey. Sustainable Inclusion practices ensure that exclusion isn't left behind as a byproduct. Let's continue the conversation and more importantly actions.. #Genderinclusion #Inclusiveworkplace #Leadership #maleallies #HSBC

“Your heart can be in the right place, but if you don’t really think about the execution stuff, you’re gonna fail.” What Jamie Dimon said at Davos is exactly how companies are staying the course on #DEI If #diversity #equity #inclusion is part of the overall business strategy of companies, it stands a better chance of succeeding at creating a more equitable workplace for everyone. #deib #racialequity #genderequity #business #corporateamerica #strategy #strategyexecution

What does true inclusivity in the workplace look like? At Deutsche Bank, it's about fostering an environment where everyone feels valued, respected, and empowered to reach their full potential.   #Diversity, #Equity and #Inclusion (DEI) is part of our DNA and determines how we engage with our people, clients, and society. That's why we're taking concrete steps to bring our commitment to life.   Here’s what we’re doing: ☑️ Establishing a DEI Council: composed of passionate employees from Deutsche Bank in Belgium, the council will implement recommendations from an external DEI assessment and drive initiatives that impact the entire employee lifecycle. ☑️ Setting ambitious goals: we’re committed to achieving a 35% female representation in our top ranks by 2025. But our commitment goes even further. We strive for an inclusive representation across all dimensions of diversity, including gender, generations, ethnic, LGBTQIA+, people with disabilities, neurodiversity, … ☑️ Championing an inclusive culture: we offer numerous programs and initiatives to foster an environment where everyone feels heard and supported. This includes unconscious bias training, mentoring programs and employee resource groups.   Want to see how we're putting our words into action? Explore our careers page and discover stories of our diverse workforce ➡️ https://lnkd.in/dcMW8nb5   #DEI #DeutscheBank

In today's rapidly evolving world, the power of diverse ideas and inclusive collaboration is undeniable. At Deutsche Bank we believe that every voice matters. 💡 𝐇𝐚𝐯𝐢𝐧𝐠 𝐜𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐜𝐞 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐢𝐝𝐞𝐚𝐬: Your ideas are the seeds of change. When you bring your unique perspective to the table, you contribute to a richer, more vibrant tapestry of solutions. Never underestimate the value of your voice. 🤝 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐧𝐞𝐭𝐰𝐨𝐫𝐤𝐬: A strong, diverse network is one of your greatest assets. By connecting with individuals from different backgrounds and experiences, you open doors to new insights and opportunities. 🌍 𝐄𝐦𝐛𝐫𝐚𝐜𝐢𝐧𝐠 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲: Our differences are our strengths. We celebrate the variety of experiences, cultures, and viewpoints that each team member brings. We are committed to fostering a culture where diversity and inclusion are not just values, but actions. Let’s continue to uplift each other, champion diverse voices, and build a brighter, more inclusive future together. Learn more here ➡️ http://deu.ba/60464fMqA #DeutscheBank #Diversity #Inclusion

#Storm7Consulting #UK #FCA #financialservices #culture #equality #nonfinancialmisconduct #femalerepresentation Sheree Howard, Executive Director of Risk and Compliance Oversight at the Financial Conduct Authority (FCA), has said that firms' culture must change in order to attract female talent in the United Kingdom (UK). KEY POINTS ◾ Ms Howard was appointed FCA Executive Director in September 2019. Prior to joining the FCA, she spent more than 25 years in financial services, covering both banking and insurance sectors. ◾ Ms Howard spoke at the Personal Investment Management & Financial Advice Association (PIMFA) Women's Symposium on 16 April 2024. ◾ She stressed that the wealth management and financial advice industries in the UK needed a different and better mix of advisers and advice, to ensure that women actually received the help that they needed. ◾ Much more was needed by the industry in order to attract more women into financial services roles, which could also help to tackle the gender wealth gap that exists in the UK. ◾ It was emphasised that what was required, was an improvement in the culture of financial services firms to attract female talent into senior, higher pay positions, and to address underrepresentation, as regards employee retention and serving a broad client base. ◾ Factors that deterred women from financial services included high profile non-financial misconduct (NFM) such as sexual harassment (e.g., CBI sexual misconduct scandal, Crispin Odey sexual misconduct allegations), and negative or toxic cultures (e.g., misogynistic mindsets, sexism, toxic group think). ◾ Ms Howard said that there had been a decline in the proportion of females in financial services, a decline in the appointment of female directors, and a decline in the appointment of women to boards. Consequently, there was a real danger that female representation in UK financial services was going backwards. ◾ Ms Howard told delegates at the event "Many of you have, like me, worked in an environment where you did not feel safe to speak up." Therefore, cultural changes still needed to become fully embedded throughout financial services firms, in order to attract larger numbers of female recruits and investors in the future. LINKS 🔹 FT Adviser: https://lnkd.in/ebvuE64T. 🔹 IFA Magazine: https://lnkd.in/eNzYHssj. 🔹 Investment Week: https://lnkd.in/eTaSgXVw. 🔹 Professional Adviser: https://lnkd.in/e4HKAWRV. If you find our posts interesting or useful please feel free to follow #Storm7Consulting on LinkedIn: https://lnkd.in/e7wEZwBn. Thanks.

🎉 𝐄𝐱𝐜𝐢𝐭𝐢𝐧𝐠 𝐍𝐞𝐰𝐬: 𝐓𝐚𝐧 𝐒𝐮 𝐒𝐡𝐚𝐧 𝐓𝐚𝐤𝐞𝐬 𝐭𝐡𝐞 𝐇𝐞𝐥𝐦 𝐚𝐬 𝐃𝐁𝐒’ 𝐅𝐢𝐫𝐬𝐭 𝐅𝐞𝐦𝐚𝐥𝐞 𝐂𝐄𝐎! I'm absolutely thrilled to learn this groundbreaking news: Ms. Tan Su Shan, currently leading DBS’ institutional banking group, is poised to make history as Singapore’s largest bank’s first female chief executive officer. Her appointment follows an extensive decade-long succession process, where she emerged as the standout candidate among both internal and external contenders. 🌟 𝓟𝓲𝓸𝓷𝓮𝓮𝓻𝓲𝓷𝓰 𝓖𝓮𝓷𝓭𝓮𝓻 𝓔𝓺𝓾𝓪𝓵𝓲𝓽𝔂: As a founding member of FWA Singapore - Financial Women's Association, Ms. Tan has been a passionate advocate empowering young women in Singapore's financial industry. Even though I missed the chance to meet her in person during my FIG days, her remarkable passion continues to inspire me. 📊  𝓣𝓻𝓪𝓷𝓼𝓹𝓪𝓻𝓮𝓷𝓬𝔂 𝓜𝓪𝓽𝓽𝓮𝓻𝓼: I recalled during the 2023 International Women’s Day event organized by SCCCI Career Women’s Group, Ms. Tan emphasized workplace transparency as a catalyst for gender equality. Metrics like pay gap analysis, senior leadership representation, and gender parity in promotions are vital for fostering accountability and driving positive change. Her commitment to transparency aligns perfectly with DBS’ vision of creating an inclusive and equitable workplace. 🏔 𝓐 𝓣𝓻𝓪𝓲𝓵𝓫𝓵𝓪𝔃𝓮𝓻 𝓯𝓸𝓻 𝓖𝓮𝓷𝓭𝓮𝓻 𝓔𝓺𝓾𝓪𝓵𝓲𝓽𝔂: Ms. Tan’s ascent to the top leadership role at DBS is a momentous occasion. Not only will she be the first woman to lead the bank, but she’ll also join the ranks of Ms. Helen Wong (OCBC’s chief executive since 2021) as one of Singapore’s few female bank leaders. Let's applaud more potential women rising to the occasion! 👠𝓓𝓲𝓯𝓯𝓮𝓻𝓮𝓷𝓽 𝓢𝓱𝓸𝓮𝓼, 𝓢𝓪𝓶𝓮 𝓥𝓲𝓼𝓲𝓸𝓷: Unique Perspectives In a recent interview, Ms. Tan gracefully acknowledged the shoes she’s stepping into as Mr. Piyush Gupta’s successor (he led DBS for 15 years). With a touch of humor, she quipped, “Our shoes are different. We wear different kinds of shoes.” Her fresh approach promises exciting times ahead for DBS. 🌐 Read the Full Story For more details, check out the article on Channel NewsAsia: https://lnkd.in/ghqeHyX6 Let’s celebrate this historic moment and wish Ms. Tan Su Shan all the best as she leads DBS into an exciting new chapter! 🎊👏 #DBS #Leadership #GenderEquality #Banking #WomenInFinance

Overcoming Gender Bias in Investment Banking: A Personal Journey 1. Embrace Proactivity: Instead of waiting for opportunities to come my way, I took the initiative to engage with potential clients and showcase my expertise. By actively seeking out conversations and demonstrating my value, I proved my worth to the team. 2. Showcase Expertise and Insights: I made a conscious effort to share my knowledge and insights during team discussions and meetings. By consistently contributing valuable ideas, I gained the respect and recognition of my colleagues and managers. 3. Volunteer for Challenging Projects: I actively sought out challenging projects within the team, demonstrating my willingness to take on responsibilities and prove my capabilities. This not only showcased my skills but also helped me gain the trust of my team members. 4. Build a Supportive Network: Recognizing the importance of a strong support system, I reached out to other women in the industry. By forming a network of like-minded individuals, I found encouragement, advice, and guidance, which helped me navigate the challenges of a male-dominated environment. 5. Earn Respect and Trust: Through my proactive approach, expertise, and collaborative mindset, I gradually earned the respect and trust of my team members and managers. This led to increased inclusion in important activities and recognition of my contributions. 6. Overcoming Gender Bias: I learned that gender bias can be overcome by being proactive, confident, and collaborative. By taking charge of my own career and proving my value, I was able to break through the barriers and create opportunities for myself. By implementing these strategies, I successfully overcame gender bias in my investment banking team and paved the way for a more inclusive and diverse work environment. #genderbias #investmentbanking #inclusion #diversity #dei #diversityandinclusion

🎉 Happy International Women's Day! Last night, I meet some incredible female banking professionals; while listening to insightful outputs from a report commissioned by Women in Banking and Finance - UK through their Accelerating Change Together (ACT) programme hosted at the London Mastercard office, with an opening keynote from #wibf president & CEO . "The Inclusive Individual," a report presented by Dr Grace Lordan from The London School of Economics and Political Science (LSE) who moderated a lively discussion panel. Inclusive Individual - Key behaviours & traits: 1) they help disperse cliques & in-groups 2) they create & maintains their own diverse workplace network 3) they ensure they give a voice to others 4) they are welcoming to all Fortunately, Millennials & Gen Z are proving to show a strong authentic voice in the workplace to step up to challenge the existing status quo & shift bias & inequity. ⭐ How do you inspire inclusion? ⭐ #IWD #WIBF #inspiringinclusion #elevate #believeinbetter #partnerships #embeddedfinance Download 'The Inclusive Individual' report below 👇