Deutsche Bank Private Bank’s Post

"If we don’t include people from different socio-economic backgrounds, we lose out on talent and differing perspectives. We miss out on diversity of thought. And by not reflecting the societies and communities our customers and colleagues live in, we’re unable to give them the best outcomes." As we reflect on yesterday's Social Mobility Day, Biral Joshi, Head of Delivery Inclusion at at HSBC, shares how the company is playing its part in improving socio-economic diversity. Biral also shares her advice to financial services firms on how they can ensure their workforce reflects their customer base and how they can ensure that employees can thrive regardless of where they started out in life. We're proud to have HSBC as a Progress Together member and to be a part of their journey towards greater socio-economic diversity at senior levels. Read Biral's six top tips here: https://lnkd.in/eC3RJSHM If you're in financial services and would like to connect with our 50 member organisations to access peer-to-peer support on socio-economic diversity, you can find out how your organisation can become a member here: https://lnkd.in/eiqehtHS #SocialMobilityDay #ShareMoments #ProgressTogether

“I like to say women arrived on merit. The doors are open, but the test is, do we stay long enough at the top to create impact? Only merit and high performance can sustain us.” This sentiment rings true for Asia’s top female bankers, who are driving industry-wide progress in a field traditionally dominated by men. From digital innovations to sustainability, find out how leaders like Ye-Chin Chiou, chairperson of First Bank and First Financial Holding, Yvonne Chia, independent non-executive director and chairman of Standard Chartered Malaysia, Ana Maria Aboitiz-Delgado, executive vice president of UnionBank of the Philippines, and Vivien K., CEO and managing director of Private Wealth Management Association (PWMA) and co-founder of W3W, champion initiatives that contribute to equality, diversity and the improvement of society. #Finance #Banking #Inclusion #Diversity #Leadership #Innovation

Bringing Awareness about digital inclusion from our collaboration with Barclays 💫 Unveiling three strategies to navigate the evolving landscape of digital inclusion. Check out the full report at https://lnkd.in/dcKYK_7J for a deep dive into our findings. In an era where #FinancialServices accessibility is a growing challenge, our research led by Sarah Christie for Barclays UK sheds light on the pressing need for sector-wide engagement and beyond. This work took us on a journey towards greater inclusion as well. We adapted our ethnographic methods continuously, learning how to better engage as we went along, changing methods and means of communication to suit individuals' needs. It emphasised once again that making a difference involves us reconsidering the way we do things, and the flexibility of our approaches, to allow greater representation. Curious about Empowering Digital Choice? Want to dive into Truth's approach to Digital Inclusion? Connect with us at ✉ hello@truth.com.  #DigitalInclusion #BarclaysCollab #EmpowerChange #DigitalInclusion #Insights #ChangeMakers cc Instinctif Partners

Today is International Women's Day, and this year's theme is "Inspire Inclusion"! We caught up with our colleague Paulien Hop, to hear how she champions inclusion within NIBC Commercial Real Estate, especially in the male-dominated world of 'Real Estate' 🏗 For over 2.5 years, Paulien has been leading the Real Estate & Infrastructure business alongside Jan Willem van Roggen at NIBC Bank. She began her career as an intern in the Energy Finance team at NIBC and after a stint at ABN Amro, she returned to NIBC five years ago, stepping into her first leadership role. Paulien reflects, "During my early years at NIBC, I had the privilege to work on numerous transactions, where I quickly assumed significant responsibilities. Throughout most of my career, I had a female manager, along with other role models, who instilled in me the confidence to aspire to leadership roles myself. Actively promoting diversity and inclusion within our teams through workshops and discussions on improvement areas is our approach to fostering an inclusive work environment. We've made our job postings more inclusive and ensured that the team conducting interviews reflects diversity. Additionally, we're dedicated to strengthening the connection between our Dutch teams and international colleagues through joint team events, temporary exchanges, and cross-country deal and project teams. To aspiring female students and young professionals, Paulien advises, "Consider a career in real estate finance; it's a dynamic sector that addresses significant societal challenges such as housing shortages and sustainability. While the sector is predominantly male dominated, there's no reason to perpetuate that. It would be fantastic if HR departments and other managers within organizations actively encouraged female talent in their career advancement. It's widely known that women tend to be more cautious in pursuing new ambitions and may not always step forward for a promotion or job opportunity if they're unsure about meeting all the required competencies. Proactively offer positions to women, approach them, and engage in timely discussions about their aspirations for the next step. Provide them with confidence and occasionally that extra push to realize their ambitions!"💪 #InternationalWomensDay #iwd2024 #InspireInclusion #DiversityandInclusion #WomenLeadership #RealEstateFinance #EmpowerWomen

📈 We’re excited to share the findings from Progress Together's 2024 report, which reveals progress in tackling the financial services 'class ceiling,' but there’s more work ahead. From socio-economic background to educational privilege, multiple barriers persist, but there are signs of change. Key takeaways: - 58% of employees are now sharing their socio-economic background, up from 49% last year. - Socio-economic diversity decreases at senior levels, with 58% coming from higher socio-economic backgrounds, compared to 45% at junior levels. - 21% of senior leaders attended independent schools, three times the national percentage of 6.5%. - White men from higher socio-economic backgrounds are 33 times more likely to be in senior roles than ethnic minority women from lower socio-economic backgrounds. - Those from higher socio-economic backgrounds are promoted six months faster on average than their lower socio-economic peers. At The Talent Foundry, we’re committed to breaking the ‘class ceiling’ by partnering with the financial services industry, including Barclays LifeSkills, M&G plc and Maven Securities. Together we help young people develop key employability skills and introduce them to career paths they may not have previously considered, ensuring that talent, not background, determines success. We’re focused on helping individuals from lower socio-economic backgrounds access opportunities and develop the skills they need to thrive in the world of work and beyond. Read the full report: https://lnkd.in/ecKxT9Fb #FinancialServices #Equality #TheTalentFoundry #BarclaysLifeSkills #ShapingTheSector #ProgressTogether #SocialMobility

Goldman Sachs shares its rising gender pay gap. ☹️🫥 Sad to see this. But, it’s good to see them being #transparent and acknowledging they need to work harder at #DEI for the betterment of their business, associates, shareholders, work culture and communities. Identifying gaps in #DEI is about being bold and courageous - and embracing scrutiny, compliance, and the significant change that it brings. Let’s now see ALL banks 🏦 do the same . 😇. Diversity Economics Institute (DEI) Financial Conduct Authority Security Exchange Commission #DEI #Compliance https://lnkd.in/eFsdw2M8

[Blog] Diversity, Equity & Inclusion in Financial Institutions 🔺Why is it beneficial to invest in it? 🔻How does it influence decision-making? 🔺And why does a sector approach make sense? 🤔 DE&I has gained more awareness throughout the years, and for good reason. Business Unit Financial Institutions gathered, discussed, and learned more about exactly these questions. 🙏Special thanks to Claire Godding from Febelfin for joining and sharing her valuable insights with us, and to Andre Greca for continuing tirelessly to raise awareness on the topic. #DEI #diversity #equity #inclusion #DecisionMaking #FinancialInstitutions

Super and relevant read on this #iwd2024

Great morning spent at The Knowledge Exchange (TKE) at Leeds Beckett University as part of #WECAN Driving Change, attracting & retaining talent. According to a study done by Lloyds Banking Group women business owners across Yorkshire & the Humber, North West & North East reported - 25% said they were unhappy with their work life balance. 28% consider society's attitudes to women entrepreneurs a barrier. 24% say they have a lack of role models in wider society. 27% report not being taken seriously by others. Women entrepreneurs make up 32% of the market. Only 2% of venture capital goes to women owned start ups. Vs The 83% which goes to male owned start ups. Why does this matter? Well because it doesn’t just affect women, the ripple effect means that this is a problem for all of us. So insightful to hear Professor Lebene Soga, Professor Anastasia Konstantopoulou, Eleanor Baker & Mark Stow talk through these statistics & the need for change. #wecan #leedsbeckett #womenentrepreneurs

It was a great pleasure to connect with members of The Chartered Institute for Securities & Investment (The CISI) and to be on the panel with Fiona Hathorn, CEO of Women on Boards UK , Florence Nduba Head of Investor Services at KCB Bank Group and Michael Cole-Fontayn, Chairman of the CISI this morning when we discussed how to overcome barriers and shatter the glass ceiling in 2024. I have seen so much progress within our own organisation and also in the wider Finance world over the years. We now have much more focus on gender and ethnicity pay gaps, better representation of women and minorities in the industry, and more focus on how we can remove biases in the hiring and promotion processes. Whilst our experiences might vary from one organisation to another or from one team to another, individually, we can all make incremental improvements to get to our desired outcomes. Here are some of the strategies that have really worked for me, especially during a time of career change:   • Upskill yourself • Network • Seek mentorship and sponsorship • Increase visibility through advocacy • Challenge the wrongdoings and negotiate for fairness As we are navigating this rapidly evolving world, let us support each other and break the glass ceiling together with resilience, perseverance and determination. #womeninfinance #careersuccess #empowerment #worklifebalance #policychange #negotiateforfairness #diversityequityandinclusion