She put so much effort into my growth and helped me become a stronger woman. In college, Deirdre Hammer was my mentor for adapting to a new country, school and social environment. They created the values and foundation for who I am today and were strong believers in gender equality. My mother, Mukerrem Balık her friends and my sister, Arzu Şenkal, were all mentors to me. Mentors can provide guidance, support and advice on career advancement, helping you navigate the industry’s complexities.įor me, mentorship started in childhood. Positive employee perceptions, and involvement in similar initiatives in other countries, were among the other reasons that prompted sign-ups.Mentorship is a powerful tool for career development, and you can benefit greatly from seeking out mentors. In interviews, signatories highlighted the importance of senior management ownership of equality objectives, and provided examples of effective initiatives including mentoring programmes and wider information gathering and employee consultation.įirms reported they were motivated to sign the Charter because of the benefits of public accountability and being part of a wider movement for promoting change. Low turnover in senior management was identified among the main barriers by 56%. Almost two-thirds (63%) identified this as among the main barriers. The most commonly identified barrier to improving gender balance was firms having a low number of female applicants. “Examining gender balance in succession planning” was chosen by 49%, while 46% chose “identifying female leaders”. “Improved flexible working options” was the most commonly identified, chosen by 52% of respondents. Respondents were asked to choose the three actions they had found most effective for increasing gender balance. Greater gender equality in management roles is important from a business and social justice perspective in an industry where almost half of employees are female.” We want to continue to increase the number of signatories to the charter, and would encourage firms who have not yet signed up to do so.”ĭr Helen Russell, research professor at the ESRI and one of the report’s authors, said: “International research shows that setting transparent targets for change and monitoring progress is an effective strategy for increasing equality within organisations. It will provide a more diverse set of perspectives, ensure firms are more reflective of the society in which they operate, and expand the talent pool by encouraging more female entrants into a sector which traditionally has been male-dominated. “Increasing female representation makes good business sense. We have been heartened by the level of support the Charter has received from financial services firms operating in Ireland. Patricia Callan, Director of Financial Services Ireland and Chair of the Women in Finance Charter steering group, said: “ The launch of this Annual Report is an important milestone for the Women in Finance charter and highlights the significant progress that has been made since it was established. On executive committees, the figure increased to 35%, up from 32% the prior year. Among the signatories, female representation on boards increased to 37%, up from 32% the prior year. The annual report outlines the progress that signatories have made towards increased gender balance in 2022. 56 companies that span a wide range of financial services, and employ almost 45,000 people (representing 2 in every 5 employees in the sector), signed up in 2022. Signatories to the Charter commit to setting targets for increased female representation. The Charter is an initiative that seeks to improve female representation in financial services firms operating in Ireland. The findings are contained in the first annual report on the Women in Finance charter, which has been compiled by the ESRI. The proportion of women in senior roles at financial services firms increased in 2022, according to a new report.
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