Finance rewards 'mediocre' men: Rpt

My perspective as a working parent is that both initiatives the European Central Bank proposes are good....however if you really want to help #DEIB - give women and men equal parental leave and make it okay for men to take it. Added to that provide incentives for both parents to support home-life 'equally' like Sweden's shared parental leave bonus and Iceland's and Norway's 'daddy quota'. In?Sweden, parents are entitled to share 480 days paid?parental leave?per child. Each?parent?can transfer part of their?leave?to the other?parent?if they wish. Ninety days are, however, reserved for each?parent?and cannot be transferred to the other?parent. When both parents take equal leave, they receive a financial bonus. #futureworkforce #futureworkplace #parentalleave #resourcefulhumans https://lnkd.in/d6vYVmg

"Careers for some women in finance are being held back by “mediocre” male middle managers adept at playing internal politics. Research by Women In Banking and Finance and the London School of Economics — which has been supported by groups such as Goldman Sachs, Barclays and Citi, as well as the Financial Conduct Authority — also found a tendency among such managers to fake empathy when managing women, recognising that the trait was now seen as valuable." Goodness me. I don't even know where to start with the findings here. If this is what it's like for women...

Of course #notallmen but sadly these findings do resonate with me. Within the financial advice profession women make up less than 20% of profession but even when I qualified as chartered in 2013 women were almost half of those achieving chartered status. Women feel that they need to do more to compete with men - be more qualified, work harder and deliver more just to be considered equal.

Clearly as an industry #financialservices still has a very long way to go on the equality and diversity front, not only to better support women but also other diversity groups too. The importance of #allyship in the workplace cannot be more overstated, accepting that imbalances do exist, and using whatever voice or platform you have to work toward changing this is hugely important. Sometimes it's just as simple as knowing someone has your back or pushing you to achieve your full potential... Personally I've been very lucky to have some great male allies while progressing through my career to date - Karl Davies Nico Sarolli David Bonner Darren Kimble just to name a few, but I'm very conscious not everyone has this experience. We need to do better! #diversityandinclusion #womeninfinance #culture #inclusion #allyship #genderequality #culturematters

And there it is…. I once had a ‘male senior manger say if I’m not being promoted, why should you’! I promptly left the organisation for a better culture, better role and better package! A managers own insecurities should not be reflected in supporting the progression of employees. The paper also reflects that some male managers see reflecting empathy as valuable so fake it! This is not only a male behaviour, it’s also not only a gender issue but a D&I BAME and LBGT leadership issue. Leaders should be there to sponsor with the team members shining the light on issues and taking recognition. Using the D&I tittles/ concept for recognition without delivering any tangible value and outcomes to the target groups devalues us all. All members of society need genuine and sincere Leaders that can and wants to support staff to progress for the wider organisations success. How do you measure D&I outcomes in performance of your leaders and managers? #leadership #culture #diversity #inclusion Yes I did just hashtag all the themes!

"Careers for some women in finance are being held back by “mediocre” male middle managers adept at playing internal politics. Research by Women In Banking and Finance and the London School of Economics — which has been supported by groups such as Goldman Sachs, Barclays and Citi, as well as the Financial Conduct Authority — also found a tendency among such managers to fake empathy when managing women, recognising that the trait was now seen as valuable." Goodness me. I don't even know where to start with the findings here. If this is what it's like for women...

""Mediocre" male managers are blocking women's development in the finance world because they are better at office politics, new research suggests. Women also said many managers "faked empathy" on diversity, and more direct bosses were easier to work with." Sadly this is unlikely to be a surprise to anyone and I highly doubt it happens just in the finance world. In all honesty, as a male that manages a team that is predominantly female, I constantly worry if I am getting in the way and preventing development. So, in line with the mantra of you can't fix what you don't know, women of LI, what have been your experiences of empowering managers? (i.e. what worked well?) Or, if this is a useful space to share the negatives, what are your watch outs and things to avoid? Every day's a learning day and everyone can be better. (Bit of self justification there to get over the fear of posting this!) #leadership #socialissues #work #team #diversity #societyandculture

I completely and without a single shred of doubt owe my career to women managers I have been reporting to for many years and who have trusted me. They taught me true people and team management as well as business skills focusing on delivery rather than on the absurd competitivity that we often see amongst men. It has been a real privilege for me as I owe them so much, and I can only hope that I will carry on their legacy in my professional life. #women #leadership

""Mediocre" male managers are blocking women's development in the finance world because they are better at office politics, new research suggests. Women also said many managers "faked empathy" on diversity, and more direct bosses were easier to work with." Sadly this is unlikely to be a surprise to anyone and I highly doubt it happens just in the finance world. In all honesty, as a male that manages a team that is predominantly female, I constantly worry if I am getting in the way and preventing development. So, in line with the mantra of you can't fix what you don't know, women of LI, what have been your experiences of empowering managers? (i.e. what worked well?) Or, if this is a useful space to share the negatives, what are your watch outs and things to avoid? Every day's a learning day and everyone can be better. (Bit of self justification there to get over the fear of posting this!) #leadership #socialissues #work #team #diversity #societyandculture