Women in Investment Festival 2020
Working together to build the future
Tuesday 3 March 2020 | The Brewery, London
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.
In partnership with
The Women in Investment Festival has been accredited with 3.5 hours' worth of endorsed CPD:
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.
Delegates register, network and breakfast in exhibition area
Welcome from your host for the festival Julia Streets
Ayesha Hazarika, comedian, broadcaster journalist and political commentator
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.
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.
Bev Shah, Founder & CEO, City Hive – Women in Asset and Investment Management
Marisa Hall, Director, Thinking Ahead Institute, Willis Towers Watson
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.
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.
This event is called Women in Investment, so why you may ask are we running a session looking at what men can do? In reality men are still pulling most of the strings in the investment industry and therefore their buy-in is extremely important. This session will address what male managers could be doing to further their female colleagues careers, how men can support D&I initiatives and how they can champion inclusivity in their industry.
Rob Baker, Leader of Diversity & Inclusion Consulting for the International Region, Mercer
Warts and all stories from women at the top of their industries, including highlights – and lowlights, lessons learned and advice they wish they’d had.
Emma Douglas, Head of DC, Legal and General Investment Management
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?
This session will give practical advice and tips on becoming a more confident speaker, including:
· Getting rid of hindering habits
· Sharpening your message
· Achieving results
· Developing your own voice and style
Lea Sellers and Ros Alder, The Confidence People
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.
• 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?
• 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?
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.
State of European Tech report found that of the $23 billion invested in firms in 2018 all-male founding teams received 93% of funding and accounted for 85% of all deals over the year. Meanwhile, nearly half of all women polled said they had experienced discrimination, leading to the only conclusion that the investment industry needs to undertake a widespread review of its funding procedures in order to redress this balance. This session will shine the spotlight on what the industry can do to affect change in the wider business market, the investment community still remains male-dominated, and as such, investors are not necessarily attuned to the products that may be geared to a female market.
The number of women in the UK without any pension arrangements has almost doubled from 7% in 2017 to just over 13% in 2019, according to research from Aegon. The gender pension gap in the UK is twice the gender pay gap so therefore closing the gender pay gap is not sufficient for solving the gender pension gap. The problem in the workplace pension, which is built on the general assumption that all individuals will work full-time without career breaks, is that majority of part-time workers are women, and women, more often than men, take career breaks caring for young children and aging relatives.
This session will address what people should look for in a mentor, how to become a mentor and how to become a mentee. Hosted by CityHive, Mandy Kirby will kick off this interactive session by explaining the mind set and preparation needed to become a successful mentee and how many people might already be doing light mentoring without realising it. This session will then break out into roundtable discussions hosted by our guest mentors covering:
- Career specific – big picture
- How to deal with a bad manager
- Feeling undervalued in the workplace • Not being listened to in meetings
- I need feedback – but how do I get objective feedback
- I don’t know how to progress
Hosted by: Mandy Kirby, Chief Strategist, CityHive
Alex Noble, Director, Noble & Associates Limited
Liz Field, Chief Executive, PIMFA
• 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.
Henrietta Jowitt, Deputy Director-General, Commercial - Executive Committee, CBI
Introducing our Fringe Events
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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