Welcome to the Women in Investment Festival

in partnership with HSBC Global Asset Management

Tuesday 3 March | The Brewery, London


The successful investment firm of the future will be differentiated by its culture and its ability to attract the best talent. Women of all races, ages and backgrounds bring a variety of input, opinion and challenge that brings huge value to every part of an organisation and drives innovation.

However, how many times have you been into the boardroom, a conference, or a meeting room and been one of the few women in the room. With many companies still struggling to promote women into senior roles, we need to have candid, open, and courageous discussions about diversity and inclusion.

This festival will seek to serve as a beacon for the benefits of a truly diverse industry for all, whatever gender, colour or creed. Although it will naturally talk to and celebrate the achievements of women, we also believe we should showcase the role men play in the equation, and highlight examples of best practice where their support is helping to drive change for true gender equality.

Investment Week, Professional Adviser, Professional Pensions, Retirement Planner and Investment Europe have collaborated to launch the Women in Investment Festival. We’ll be celebrating successful women in the investment industry, sharing personal experiences of their journeys and the challenges along the way. This one-day, three streamed festival, taking place just ahead of International Women's Day 2020, will ask the hard questions: What is working and what isn’t when it comes to recruiting, promoting, and retaining top talent? What does an “inclusive” work culture look like? How do we move from D&I as not just a business case but a strategic imperative.

Our Mission Statement


Investment Week, Professional Adviser, Professional Pensions, Retirement Planner and Investment Europe are looking beyond the male dominated workforces, managerial boards, and industry events to find the women that are driving change.

Our mission is to celebrate women who are already at the top of their game within the investment industry, retain women in the profession, influence the culture from within and create demand for diversity as an industry imperative. We’re creating a network to enable women to share their experiences, advice, and raise awareness of challenges we are yet to overcome. To enable investment firms who are already challenging the status quo to share their successes and help forge real change in the industry and ensure lasting longevity.

Whether you’ve just left university, a manager, a director, a woman, or a man – you have a part to play in helping us tackle the gender diversity deficit. Our goal is that one day soon, this campaign will no longer be necessary.


Time until the event

WHO SHOULD ATTEND?

The festival is open to all those working in the investment, adviser and pension industry.

  • Accountants
  • Actuaries
  • Asset Managers
  • CEOs
  • CFOs
  • Chair of Trustees
  • Chairs of Investment Sub-Committees
  • Chief Investment Officers
  • Compliance Financial Directors
  • Fund Managers
  • Human Resources
  • Independent Financial Advisers
  • Independent Trustees
  • Investment Analysts
  • Investment Consultants
  • Investment Managers
  • Marketing
  • Pension Consultants
  • Sales Solicitors / Legal advisers
  • Treasurers Trustees
  • Wealth Managers

Line-up

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Registration and breakfast

Delegates register, network and breakfast in exhibition area

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Welcome
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Opening keynote
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Breaking the glass ceiling: an economic case for gender diversity

Women are underrepresented at all levels of the global financial system, but nowhere is that more stark than at board level, where figures show that women account for less than 2 percent of financial institutions’ chief executive officers and less than 20 percent of executive board members. The predominance of men in senior positions in financial services companies is a symptom of broader problems. Overly narrow criteria for advancement, outdated leadership models, inflexible working practices and bias in talent management all contribute to a lack of diversity, highlighting a recognised need for improved values and behaviors. Tackling these issues is not just “the right thing to do”; it also benefits the organisation, its employees, its customers and investors.

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Plenary Panel: Ethnic Women in Investment

Women are still a significant minority in the UK’s financial sector. But if you’re from an ethnic minority AND female, you’re probably among only a handful in your organisation. What is the impact of this on the human being, the person and the woman? How do you deal with the potential isolation and cultural gap in your daily work life? And what is changing in the workplace – among both employers and workers – to bring about change for a more inclusive workforce.

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Refreshments and Networking Break in Exhibition Hub
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Extended lunch with ‘building your network’ session

During this lunch session delegates will be invited to join a speed-networking session, consisting of 5 minute networking intervals – we recommend talking to a variety of industries and seniority levels. The session is designed to address some of the following areas:

• How to navigate the challenges of traditional networking.

• The importance of surrounding yourself with supportive connections.

• Building a network inside and outside your organisation.

Next Generation

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Lifting the Lid on Imposter Syndrome

Imposter syndrome has been the subject of research for over 40 years, but the persistent inability to believe that one's success is deserved or has been legitimately achieved can be debilitating, causing stress, anxiety, low self-confidence, even shame and depression. This session will lift the lid on imposter syndrome, give tips on how to combat it, and consider if it has underpinned failure in some diversity inclusion projects.

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Think Productive!

Everyone faces pressures in their working life, but women are often the driving force in their private as well as their corporate lives, even more so when they have families. This session will give practical suggestions for maximising productivity to reduce the pressure of competing priorities.

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Mentoring

During this session mentors and mentees pair together to discuss the challenges both are facing. We hope to provide an opportunity for ‘next generation’ to seek guidance on their careers, and for ‘leading ladies’ to seek guidance on how best to support their teams. We recommend pairing with someone at a different level to you. A short introduction will focus on: • What are the different mentoring schemes being offered within companies? • How to find a mentor or mentee. • How could a mentoring programme benefit you?

Inspirational Leaders

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Tales from the top

A warts and all story of one woman’s career journey from the bottom to the top of her industry, including highlights – and low lights – along the way, and the lessons she’s learned.

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A winning mindset

Achieving equality in the workplace is a journey, and it’s not realistic to think every firm will arrive there overnight. So how should and could women react to instances of inequality, often the unthinking result of generational or cultural differences? What language can they use to positively and proactively push back, without alienating otherwise well-meaning colleagues, or – better still - get them on side?

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Mentoring

During this session mentors and mentees pair together to discuss the challenges both are facing. We hope to provide an opportunity for ‘next generation’ to seek guidance on their careers, and for ‘leading ladies’ to seek guidance on how best to support their teams. We recommend pairing with someone at a different level to you. A short introduction will focus on: • What are the different mentoring schemes being offered within companies? • How to find a mentor or mentee. • How could a mentoring programme benefit you?

Industry Innovation

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TBC
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Panel: Gender Perspectives

Gender equality should matter as much for men as for women, yet inevitably both sexes come at it from very different perspectives. A shared responsibility is critical to achieving equality, but understanding each other’s perspective is a vital step to reaching this point. This session will consider the challenges that women face, how men perceive those challenges and what can be done to address them. We will also explore the gender stereotypes men face, and how that further embeds stereotypes for women and consider practical joint steps every workplace can take to create a gender equal culture.

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Mentoring

During this session mentors and mentees pair together to discuss the challenges both are facing. We hope to provide an opportunity for ‘next generation’ to seek guidance on their careers, and for ‘leading ladies’ to seek guidance on how best to support their teams. We recommend pairing with someone at a different level to you. A short introduction will focus on:

• What are the different mentoring schemes being offered within companies?

• How to find a mentor or mentee.

• How could a mentoring programme benefit you?

-
Extended lunch with ‘building your network’ session

During this lunch session delegates will be invited to join a speed-networking session, consisting of 5 minute networking intervals – we recommend talking to a variety of industries and seniority levels. The session is designed to address some of the following areas:

  • How to navigate the challenges of traditional networking.
  • The importance of surrounding yourself with supportive connections.
  • Building a network inside and outside your organisation.


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Flying the flag for shared parental leave

Shared Parental Leave was introduced in 2015, allowing parents the right to split up to 52 weeks of shared parental leave between them following the birth of a child, as well as up to 39 weeks of statutory shared parental pay. It was a dramatic shift in the law, intended to enable fathers to play a bigger role in childcare and enable mothers to go back to their careers earlier if they so wished. Around 285,000 couples are eligible every year for shared parental leave, but the government says take up is as low as 2% - meaning the lion’s share of childcare responsibilities continues to be carried out by mothers. This session will consider the benefits for businesses and families, the reasons for poor take up, what companies can do to change the status quo, and the vital role of male senior executives in leading by example.

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Roundtables

Gender bias – the human element

  • How can the language used in job applications be less tailored towards men?
  • What benefits should you be advertising to be more gender neutral?
  • What barriers need to be changed to help encourage women to progress in their careers?
  • Does your interview technique need a rehaul?

Fostering team diversity

  • How can men and women collaborate to improve diversity in the industry?
  • What successful programmes have companies been implementing?
  • Where are the key failings of diversity in the industry, and how can it be over-come?

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Refreshments and networking break
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Entering the industry

• Emboldening young women to identify their transferable skills to find an entry point into financial service businesses

• How can education regarding roles within the industry be improved?

• How to encourage women into a broader spectrum of technology roles

• What qualifications should you be aiming for, and how much of an impact will they have?

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Closing Keynote: A look to the future

• What still needs to be changed within the industry?

• How can the industry continue to drive change?

• The future of financial services development and the opportunities this presents.

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Closing remarks
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Drinks reception and networking

Introducing our Fringe Events

Super Early Bird Ticket

Super early bird ticket - £100 + VAT
(book by 8th November)

Early bird ticket- £160 + VAT (book by 31st January)


Standard rate ticket - £220 + VAT (book after 1st February)

£ 100.00 +VAT (20%)
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Venue - The Brewery, London

This event is working towards the International Standard ISO 20121 and follows guidance set out by the Sustainable Event Alliance (SEA)
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Contacts

For ticket queries:
Rebecca Hancock
Head of Marketing
+44 (0)20 3727 9924
For programme queries:
Paige Reeves
Conference Manager
+44 (0)20 7484 9810
For logistics queries:
Victoria Newell
Senior Event Manager
+44 (0)20 7484 9981