24 th january 2013 david micallefjyoti chopra country head luxembourgglobal head of diversity and...
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24th January 2013
David Micallef Jyoti ChopraCountry Head Luxembourg Global Head of
Diversity and Inclusion
Gender Balance in the Workforce
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Gender Statistics and Senior Women in BNYM
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Board Membership
20% women (1 of 5)
Board Membership
20% women (1 of 5)
Executive Ctte
60% women (3 of 5)
Executive Ctte
60% women (3 of 5)
Senior Management
47% women (8 of 17)
Senior Management
47% women (8 of 17)
Total Staff
40% women (110 of 273)
Total Staff
40% women (110 of 273)
Diversity and Inclusion | Local Facts, 2012
Diversity and Inclusion | Global Facts, 2012
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EC = Executive Committee; OC = Operating Committee; ROC = Regional Operating Committee
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Women act as the business head’s of the following functions with responsibility over 80% of our staff base:
Audit
Compliance
Alternative Asset Servicing Operations
Corporate Trust Services
Fund Accounting and Tax
Transfer Agency
Legal
Human Resources
Custody Oversight
Staff Delegation
Senior Positions held by Women in Luxembourg
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Karen Peetz – President of BNY Mellon Corporation
Jane Sherburne – SEVP, member of Executive Ctte and General Counsel of BNY Mellon Corporation
Lisa Peters – SEVP, member of Executive Ctte and Chief Human Resources Officer
Helena Morrisey CBE – CEO of Newton Asset Management and founder and Chair of 30 Percent Club in UK.
Nadine Chakar – Former Head of Global Investor Services and now spearheading the Bank’s Derivatives 360 product
Brenda Trenowden – Head of UK & Ireland Global Client
Management President of City Women’s Network
Rosemary Kreisel – CEO of BNYM Hong Kong and President of WIN Asia
Sheena Wilson – Global Head of Talent Strategy
Examples of Senior Positions held by Women Globally
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Specific Women’s Based Initiatives
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During the course of the year we normally carry out the following initiatives:
International Women’s Day Celebration – breakfast with a Rose sale. Proceeds of which usually go to a women based theme charity such as Femmes en Détresse.
Coffee experience - sessions with senior female leadersfrom the other parts of the global organisation.
International cultural events.
Pink and Blue day with proceeds for wearing pink or blue clothing going to charity.
Progressive Maternity and leave policies
Promotion of work/ life balance initiatives
Specific local initiatives aimed at promoting women’s equal contribution to the workplace
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Recruitment and talent/ leadership development
Succession planning
Sponsorship and mentoring
Global Women’s Network (WIN) and Bowstring
Career Expos
Affinity Networks
Health and Wellness initiatives
Women’s Forums, led by Senior Exec Ctte level role
models
Global initiatives aimed at promoting women’s equal contribution to the workplace
Affinity Networks and Returning Military Business Resource Group | Snapshot
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Growth in our Affinity Networks has been exponential over the past four years
39 Chapters in 6 countries in 2009, to 118 chapters in 20 Countries in 2012.
Note: Metrics as of December 2012; the concept of ‘membership’ does not exist outside the U.S. so actual participation rates are much higher
Diversity Awards and Recognition in 2012 | Examples
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Perfect 100% score (achieved the past six years)
Top 50 Employers for Women in the UK
Corporate Executives of the Year
Pro Bono Institute
Laurie D. Zelon Pro Bono Award
Group Moraru Sarl
Top Company for Gender Equity in Luxembourg
Harlem YMCA
Black Achievers in Industry Award
Top 25 Women of Power Impacting Diversity
Excellence in Practice Champion Award
Helena Morrissey, Newton CEO
The 25 Most Powerful Women in BankingKaren Peetz, President
Corporate Equality Index
The Business Case for Diversity at BNY Mellon . . .
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1 BNY Mellon conducts business and delivers services across multi-functional, geographic and jurisdictional borders. People across the company must be able to work effectively in cross-cultural teams and move seamlessly across borders to service client needs.
2 Clients are demanding innovative solutions and outstanding performance, and are increasingly seeking diverse engagement teams. Diverse groups of people generate more ideas and deliver more robust solutions, leading to greater success.
3 Top talent gravitates towards leading world class organizations where they believe they can achieve their greatest potential. To become the preeminent employer of choice for the most desired talent, BNY Mellon requires a diverse and inclusive environment at every level and across all businesses and geographies.
Global Diversity
and Inclusion
. . . and potential impact to the bottom line
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Drives stakeholder and employee engagement and satisfaction
Drives stakeholder and employee engagement and satisfaction
Fuels creativity, inspiration and innovation through diversity of thought, ideas,
perspectives, backgrounds, and experiences
Fuels creativity, inspiration and innovation through diversity of thought, ideas,
perspectives, backgrounds, and experiences
Stimulates workforce
mobility, agility, and
leads to talent retention
Stimulates workforce
mobility, agility, and
leads to talent retention
Fosters organizational interdependence, connectivity and synergy
Fosters organizational interdependence, connectivity and synergy
Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent
Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent
Increases global market share
and client loyalty
Increases global market share
and client loyalty
Enhances brand and reputation
in the marketplace
Enhances brand and reputation
in the marketplace
Facilitates cross-border teamwork and delivery of services through diverse client service teams
Facilitates cross-border teamwork and delivery of services through diverse client service teams
To promote an inclusive and respectful environment that leverages diversity and differences, and recognizes and advances top talent through a culture of meritocracy.
Our enduring vision and aspiration for Global Diversity and Inclusion:
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Is your company doing enough to:
Take the time to understand the issue and develop specific actions to support women in the workplace
Educate all employees on the challenges and barriers that women face in some environments
Ensure that gender balance is recognised as a significant factor to improving company performance
Consider the following:
Put equality at the top of your company’s agenda
Develop a clear business case
Invest in development programmes for high potential leaders/ future leaders
Appoint a Women’s Ambassador within your organisation
Establish Women’s forums
Include male champions to lead and spearhead initiatives
Our challenge to you