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Absa Group has launched a remarkable employee stock ownership plan, earning praise from employees across the continent. 🌍This major B-BBEE initiative extends benefits to Absa staff and Corporate Social Investment (CSI) Trust beneficiaries, impacting thousands of lives. While prioritising black employees in South Africa, Absa Group contributions from its entire workforce. ABSA Group CEO Arrie Rautenbach champions this move as a step towards building a more diverse and inclusive organisation. South African employees receive free shares, vesting over five years, with an additional 20% allocation for black employees. Employees in other Group countries can participate in a cash-equivalent program. This significant transaction involves 7% of Absa Group's total shareholding, valued at approximately R11.2 billion. A CSI Trust will manage funds to benefit black communities in #SouthAfrica. Absa Group's leadership team is thrilled to empower their employees through this transformative initiative. How do you envision the impact of such initiatives on the future of HR and workplace diversity? Share your thoughts below! 💬🚀 #FutureOfHR #FutureOfHR23 #FOHR #FOHR23 #HRNews #HRPractices #Africa #EmployeeOwnership #DiversityandInclusion #ABSA #CSI

Back with another inspirational ad... 💥👊🏻 When I asked my friends to share their favourite inspirational ads, Alice sent me the NatWest Back Her Business initiative. Alice’s career interests are within the finance sector, which traditionally has been an environment where women aren’t always given the same financial opportunities as men. Sadly, for female entrepreneurs, that is even more prevalent. 1 in 3 female entrepreneurs experience sexism, are less likely to be taken seriously and are often perceived as less competent than their male counterparts. And it’s no surprise that men are disproportionately represented in finance-related ads, in comparison to females. NatWest’s ‘Back her Business’ which showcases female-led businesses is a fantastic example of inspiring and encouraging greater - and more diverse -  female representation in finance industries and in financial advertising. Alice’s thoughts: 👏🏻 "The bank has found a lack of financial structures that support women and is committed to research the psychological limitations female entrepreneurs face - mainly Imposter Syndrome. This initiative supports female entrepreneurs by offering bespoke training and coaching opportunities, reducing the gender pay gap by providing donation and reward-based crowdfunding opportunities. This is aimed to inspire the next generation on their journey to becoming a business owner by increasing the greater representation of female role model entrepreneurs, particularly in these typically male dominated spheres of work." #InternationalDayofTheGirl #RepresentationMatters NatWest - Back Her Business ad: https://lnkd.in/eQiBePAy

DEI is now DEIB. Here's why we have added a new aspect — belonging — to our DEI efforts. Why is belonging important to us? -The need to belong is innate. -Belonging ties diversity, equity and inclusion together. -Business partners who feel like they belong love it here. That's what we want! -When our business partners are feeling good, they do good work. It's no secret that productivity is important to our success. Diversity makes us stronger. Equity makes us better. Inclusion makes us whole. Belonging makes us successful.   Learn more about FHLBank Topeka's commitments to DEIB on our website. ⬇️ https://lnkd.in/g2m-T7Pz #DEIB #belonging

In the wake of the tragic demise of Mr. Herbert Wigwe, the Group Managing Director of Access Holdings Plc, the company has announced the appointment of Bolaji Agbede as the Acting Group Chief Executive Officer. Agbede steps into this pivotal role to continue the remarkable achievements spearheaded by Wigwe in recent years, aiming to maintain the company’s trajectory of growth and success. Tap the link in our bio to read more. #AccessHoldings #BolajiAgbede #LeadershipChange #CEOAppointment #AccessBank #LeadershipTransition #FinancialNews #ExecutiveAppointment #CorporateLeadership #BusinessNews #BankingIndustry #FinancialLeadership #ActingCEO #CorporateGovernance #bankingsector

Today marks the National Day for Truth and Reconciliation, we’re committed to continuing to look at ways we can further reconciliation and stand together with Indigenous peoples – our employees and our customers – and their communities. We recognize that we’re early in our reconciliation journey. Here are some steps we’re taking: Creation of an Indigenous Relations team, to support the work in our Reconciliation Framework. Introduced 5 new cultural days for indigenous employees to take part in cultural activities. The Indigenous Peoples Employee Resource Group is a place of dialogue for Indigenous employees and allies. It also provides internal training on land acknowledgements through an Indigenous lens. Its goal is to show Indigenous employees and customers that their identities and cultures are valued, respected and supported at ICBC. We are partnered with ACCESS to support recruitment from First Nations communities, and Métis Nation BC to support recruitment from Métis communities. We worked with Indigenous employees to make a video to help Indigenous community members who face increased barriers to getting a driver's licence. We’ve partnered with Two Worlds Consulting to help us build a framework to reconciliation. We recognize there is a lot of work still to do and we are committed to listening, learning and creating a relationship with our Indigenous communities in meeting their needs.

Without the arts, life would be boring. Without the arts, events would be unbearable. Without the arts, we will not fully understand our impact nor the meaning of life. At our Green Economy Indaba that occurred on the 30th November 2023, we made a conscious decision to utilise our Arts & Culture Trust (ACT) as part of the event, as entertainment as well as to convey our message in an artistic form. And boy did they deliver 😳 We had talented young people - one pianist and singer, one dancer and a poet. Wow wow wow. We have talent in the country. At some point it felt like we were at church (people humming and saying Amen and Halelujah when the poor guy was singing an Afro pop song) especially when Tshepang (the pianist and singer) was doing his thing. What angelic voice. Even with the dancer and poet, people were getting emotional listening and watching these young people. With the poet, we just gave her information about our Green Economy strategy and the impact we have made and she connected the dots and produced an incredible piece which made me even proud of not only her but the incredible work the Nedbank CSI team has achieved. Instead of playing music of a system, please get warm bodies to come and entertain you and you will realise they are more than just entertainment, they are a different channel in which to deliver the message and evoke emotions. I had to take a picture with them as to not only capture the moment but as a start of a great partnership with the arts community, especially the youth in that space. #arts #collaboration #partnerships #events #wearenedbank #greeneconomy

I was thrilled to learn the exciting news of Dr. Adaora Umeoji's appointment as the Group Managing Director of Zenith Bank Plc. This remarkable achievement marks a significant milestone not only for Dr. Umeoji but also for the entire banking sector, particularly regarding gender diversity and leadership. When I left the banking sector, particularly Zenith Bank Plc, in 2014, the landscape looked quite different. At that time, there were no female CEOs leading any tier one banks. However, with this groundbreaking announcement, we now witness two tier one banks ( Zenith Bank & Guaranty Trust) being skillfully guided by women, making a total of, ten Nigerian banks that are currently being led by exceptional women. This impressive shift in the industry's leadership is a testament to the deliberate efforts made by organizations to prioritize inclusion and diversity, as well as the unwavering commitment and competence displayed by women in the field. As we celebrate Women's History Month, this achievement is truly one for the books. It serves as a reminder that progress is possible when organizations embrace diversity, dismantle gender biases, and provide equal opportunities for everyone. It is heartening to witness the banking industry evolve into a more inclusive space, where women can thrive and ascend to the highest echelons of leadership. We must acknowledge the relentless work that women have put into shaping the industry and breaking down barriers. Their resilience, dedication, and exceptional skills have paved the way for this transformative moment. As we celebrate Dr. Umeoji's appointment, let us also recognize the countless women who have blazed trails, shattered glass ceilings, and continue to inspire future generations. #WomenInLeadership #DiversityAndInclusion #BreakingBarriers #WomenMakingHistory

Today the Banking Women Committee of the Polish Bank Association #ZBP met in #SEB’s Norblin office to elaborate on Diversity and Inclusion. During the meeting, the Polish banking sector report on D&I was presented, which opened a wide discussion on inequalities yet to be targeted and battled in the identified areas 💪🏻. The main goals of the Comittee are: ✅to support diversity and equal rights. ✅to promote women in the financial sector based on their competence and business experience. ✅to work for an increase of women’s representation in management boards, supervisory boards and on top management positions. More than 20 Polish banks and financial institutions have their representatives on the Banking Women Committee 🤝🏻. #SEB #ZBP #diversity #inclusion #women

It was a great pleasure to connect with members of The Chartered Institute for Securities & Investment (The CISI) and to be on the panel with Fiona Hathorn, CEO of Women on Boards UK , Florence Nduba Head of Investor Services at KCB Bank Group and Michael Cole-Fontayn, Chairman of the CISI this morning when we discussed how to overcome barriers and shatter the glass ceiling in 2024. I have seen so much progress within our own organisation and also in the wider Finance world over the years. We now have much more focus on gender and ethnicity pay gaps, better representation of women and minorities in the industry, and more focus on how we can remove biases in the hiring and promotion processes. Whilst our experiences might vary from one organisation to another or from one team to another, individually, we can all make incremental improvements to get to our desired outcomes. Here are some of the strategies that have really worked for me, especially during a time of career change:   • Upskill yourself • Network • Seek mentorship and sponsorship • Increase visibility through advocacy • Challenge the wrongdoings and negotiate for fairness As we are navigating this rapidly evolving world, let us support each other and break the glass ceiling together with resilience, perseverance and determination. #womeninfinance #careersuccess #empowerment #worklifebalance #policychange #negotiateforfairness #diversityequityandinclusion

NatWest and Coutts - Has Diversity, Equity and Inclusion Gone Astray? In the UK, in the space of one week we have seen the Chief Executive Officers of NatWest and its subsidiary Coutts, two of the leading financial institutions in the UK, lose their jobs. The circumstances leading to these job losses are serious enough in their own right, and the continued fall out and reputational damage to both these firms and others are still to be determined. Nevertheless, the implicit trust of the public in their institutions is paramount and serious damage has been done, not only to the financial institutions concerned, but potentially to the fabric of a democratic society to which the public in the UK believe they are associated. This article looks at what regulators, Chief Executives, Chief Operating Officers, Human Resources and Compliance and Risk Management professionals should be considering in Asia. The issues involving NatWest and Coutts are not isolated and likely prevalent within many financial institutions and corporations in the UK and elsewhere. It is incumbent on leaders in all industries to examine their approach to Diversity, Equity and Inclusion in light of the NatWest and Coutts fiasco. Perhaps everything is fine, or perhaps it has indeed gone astray – nevertheless, the question must be asked… and answered. And Mark Smallwood TEP, Engagement & Consultant Partner at Hubbis, has raised the query. Read the full article here: https://lnkd.in/eyjNxzgB