leadership in banking sector ppt

Publicize Policies. "description": "Facts about Women in Banking. 11. Quote: It is ridiculously, rare corporation that takes advantage of the women opportunity. The financial sector seems to be the natural market employer for them, where they represent 33% of the workforce. ", "contentUrl": "https://slideplayer.com/slide/12507136/74/images/2/Index+BACKGROUND+WOMEN+AT+BANKS+%28Overview%29+POPULATIONS+IN+BAHRAIN.jpg", Recruitment is equal (more favorable to women at the clerical level.) "width": "1024" Age should not determine eligibility for promotion and advancement. "contentUrl": "https://slideplayer.com/slide/12507136/74/images/13/BARRIERS+TO+ADVANCEMENT+Need+More+Education+and+Experience.jpg", 8BIM' It inspires self confidence and encouragement to participate in the social and economic aspects of the society. Representation/Recruitment of women can be less favorable in other institutions i.e. "contentUrl": "https://slideplayer.com/slide/12507136/74/images/4/WOMEN+AT+BANKS+%28Overview%29.jpg", The age of women and men at similar levels whether managerial or supervisory/clerical are on average similar in proportion to their percentage of total work force. Has the ability to connect and seek to breakdown barriers and solve problems without losing focus. /jBpWAER2eoe "name": "BARRIER TO ADVANCEMENT Too young or too old to compete", Focus on customers preference \u2013 she respects the new authority of the customers with an obsession to understand their needs. The road was not smooth. ", "description": "Are women less educated and experienced than men On performance level, are they weaker performers The ratio of outstanding, excellent and competent performance is comparable if NOT better for female staff. * Clerical recruits. The next generation of leaders will be those who can build a vision based on awareness of economic transformation., then help their partners and staff fulfil that vision. "@context": "http://schema.org", POPULATIONS IN BAHRAIN (Statistical Facts-April 2001)Population 650, % Bahraini, 37.6% Non Bahraini Active labor force 308,341 between age local labor force (41.5%) Expatriates labor force (58.5%) Women comprise 24% of local workforce (April 2001) vs 17.1% in 1985 Women in Banks-1,207 (33% of local workforce in banks) Local workforce employed by Banks 3,659 (as of 2000 representing 77.7% of total workforce in Banks) In a population where Bahraini workforce is 41.5% of the total labor force, womens contribution has increased from 17.1% in 1985 as per April 2001 statistics. however, position is different as far as promotions is concerned. My career was supported by the excellent exposure and training I had at institutions like Morgan Stanley, New York and through attending Executive Management and Leadership programs at world class Universities in the U.S I am a mother with 3 children. "@context": "http://schema.org", Need More Education and Experience. ", "@context": "http://schema.org", 57.4% 71% Ratio of Male & Female. Advancement is still limited. First-access to opportunities, often information needed to achieve full potential are limited, in addition to lack of encouragement. CORPORATE STRUCTURE Situation Analysis at BanksMALE % FEMALE % Total no. more specialized institution like Investment banks, Islamic Banks which have certain characteristics that will exclude women presence in senior positives i.e. At Executive and senior management levels, female represent no more than 1%. In June 2002, I assumed the role of Acting Chief Executive of AUB and Board Member. Willing to adapt to change, strike a delicate balance, a team player put the customers first and is a role model and can be very innovative. I will clarify a few misperceptions on women, using statistics from the few organizations. No representation at Senior Management and decision making positions. "width": "1024" Recognizing this women have to take the initiative to enhance their position faster, through adopting some of the following steps: Planning her career with focus on education, building up competencies and first class work ethics. "@type": "ImageObject", Decisiveness \u2013 Destiny is not a matter of chance, it is a matter of choice. Although definitions vary, diversity simply refers to human characteristics that make people different from one. BARRIER TO ADVANCEMENT. Regardless of gender, todays CEO can no longer tap his or her companys full potential using the command-and-control style long associated with the masculine mind set. }, 12 Missions and goals become a reality only by choice, a daily choice. vzGMuz[h$xUX=2Zorx8 ? Ygs\{\ci?B`n 1h`ji?EU8p -u,ko"]YZMnCZ$Ik9C- D(~r+F)/u Fv|cr "@context": "http://schema.org", I was offered the position of Executive Trainee with an 8 months enrollment in Credit & Operations Training Program. Human Resources: THE AGE OLD GLASS CEILING QUESTIONS How and why do men and womens career paths differ? Turn challenges into opportunities. It is worth mentioning the Bahraini government is taking a leading role in providing equal opportunities to women on basic and higher education complemented by equal social and political rights I .e. The increasing no. }, 13 lh]30)6c > > 5 6 7 8 = FF p-JC\N+ JFIF H H Age should not determine eligibility for promotion and advancement. Awards for women. In October 2001 a was also appointed as Board Member of the Supreme Council for Women which was established through an Amiri Decree and was heading Committee. Need for change. % of award winners during the past 4 years. Has the ability to connect and seek to breakdown barriers and solve problems without losing focus. Access to services for men in Scotland. The ratio of outstanding, excellent and competent performance is comparable if NOT better for female staff. "@type": "ImageObject", If you wish to download it, please recommend it to your friends in any social system. }, 17 Need more education and experience. Has the ability to connect and seek to breakdown barriers and solve problems without losing focus.

Are keenly aware of customer preferences. This was achieved later. The level of education and experienced required for women needs to be higher in order to compete for the same position or promotion.

placements and corporate clients visits in the region. The road was not smooth. Thank you! Commitment to work. "width": "1024" "width": "1024" Advancement is still limited. "@context": "http://schema.org", Support employees multiple commitment initiate policies supporting men and women to balance multiple responsibilities to work, family, education and community i.e. { What stands in her way to career advancement? Set Standards they need to be committed to spending the extra time in developing and living out their mission. Women can compete successfully for more senior positions. Ratio of male to female approx., 67% to 33%. CHALLENGES FOR WOMEN CONCLUSION. "@context": "http://schema.org", I am representative of the Gulf women who had adequate education, qualifications, experience, training and most importantly the support from my male clients, bosses, peers, and subordinates. "@context": "http://schema.org", more specialized institution like Investment banks, Islamic Banks which have certain characteristics that will exclude women presence in senior positives i.e. j;d#TT+!pw\quiw@6&k pfE#"6} PK ! of promotions 65 * Training during 2001 In summary, Women hold 48% of the noon-management jobs and only 1% of the Executive ones. ", however, position is different as far as promotions is concerned. Traits for Women. 65. ", { But today when I see where I am, I feel it was worth it. Publicize policies \u2013 hold managers accountable for ongoing change towards equality in all jobs and at all levels. ", A female staff is normally excluded from business related social gatherings (luncheon, dinner, diwania) 5 Reinventing - share her conviction, rather than following a standard job description forging a link to customers and forging trusting relationship quickly with her colleagues. "width": "1024" In June 2002, I assumed the role of Acting Chief Executive of AUB and Board Member. 5.3% 4.6% Section Head. ", In terms of education qualifications, are women less educated than men? { "contentUrl": "https://slideplayer.com/slide/12507136/74/images/17/TRAITS+FOR+WOMEN+15+Are+able+to+sell+the+vision.jpg", "@type": "ImageObject", I will clarify a few misperceptions on women, using statistics from the few organizations. CEO Jane Fraser shares an update on Citis commitment to net zero emissions by 2050 and how were helping to drive the transition to a net zero economy. 9. I will also present some of the unique qualities that women possess which could help leaders to provide equal opportunities to them in their organizations. For men however, the sky is the limit and if they aspire to be the SVP more power to them, if a woman aspires to be the SVP, every one wonders who she thinks she is. major Banks (Comm+Invst) Male (18%) Female (82%) 8 ", BARRIERS TO ADAVNCEMENT Need More Education and ExperienceTotal Bahraini Population by Highest Education level by sex in 2001 Male Female Combined Secondary School 5550 6199 11749 B.S.C or B.A 8049 8620 16669 High Diploma 2891 2362 5251 Masters Degree 1582 575 2157 Doctorate Degree 490 190 680 18,562 17,947 36,509 50.8% 49.2% In terms of education qualifications, are women less educated than men? $NO!%s="+ IJI[d9*nZRmruU$P5`r|R}h }V3h,UFRK\I%2'.,[ 5 r:iILAy5gJY)I%3d3]LYedy"V`h9'\e44o?Vmn[v$BYt m Yfs}w3$T0R:wP'eSd| 3P>i)JnP6h$d\>#O5`. In the same book, Tom Peters concludes that women are on average smarter than men in certain aspects. "description": "Conclusion. "contentUrl": "https://slideplayer.com/slide/12507136/74/images/16/BARRIERS+TO+ADVANCEMENT+Commitment+to+work.jpg", }, 3 Women\u2019s contribution to the workforce is increasing in 5 years with an accelerated pace at Financial Institutions-let\u2019s see how women feel at their workplace, what are the myths that affect their work and to a great extent career advancement 4. "@type": "ImageObject", Secondary School B.S.C or B.A High Diploma Master\u2019s Degree Doctorate Degree , , , % 49.2% In terms of education qualifications, are women less educated than men The reality as we can see from the slide is that they are equality educated as men. Barriers for Advancement. CHALLENGES FOR WOMEN Its a womans worldPlanning Setting Standards Decisiveness Network Business Leader Tom Peters in his book The Circle of Innovation said Quote: It is ridiculously, rare corporation that takes advantage of the women opportunity. MYTHS ABOUT WOMEN AT WORK CORPORATE STRUCTUREDistribution of Women and Men Access to Opportunities Stereotype-Inaccurate assumptions Commitment outside the workplace Networking Workplace is dominated by male staff. 9.3% - Managers. _[whQMu:xwV+K0}s r(7a-u9sCnzqi0kjmk56,7Op=+Y]{A9TfKh=je: kx$V}AVyZ`FXtv0%P(,OFkI If this perception is measured by the number of years in service (taking 5 years as a base) we find out that the number of female over 5 years of service is comparable to the number of males in retrospect to their representation in the organizations. After all look how far you have come in the Bank from a teller\u2019s position to that of your present job . Commitment outside the workplace. Statistics of Bahrain Institute of Banking and Finance, Less drop outs ( Male 71.50% vs. With buzzwords like integration, consensus, collaboration and teamwork being tossed around, the model for great leadership is undergoing a major overhaul. "description": "Get the facts out. Age difference does not explain the under-representation of women in senior jobs eligibility for promotion and advancement.

What stands in her way to career advancement? "@type": "ImageObject", CORPORATE STRUCTURE BIBF Attendance Statistics (1998-2001) Training (Professional Qualification)%of attendance from % of drop outs ( only) % of award winners during the past 4 years Male 62% 71.5% 18% Female 38% 28.5% 82% Question arises how women performance when Institutions provide women with equal opportunities and encourage women to seek higher qualification to support their career advancement. Education and training provides tool for competencies. For men however, the sky is the limit and if they aspire to be the SVP more power to them, if a woman aspires to be the SVP, every one wonders who she thinks she is . ", My career was supported by the excellent exposure and training I had at institutions like Morgan Stanley, New York and through attending Executive Management and Leadership programs at world class Universities in the U.S. The road was not smooth. Recognizing this women have to take the initiative to enhance their position faster, through adopting some of the following steps: Planning her career with focus on education, building up competencies and first class work ethics. age of managerial employees 35 30 Recruitments/Promotions/Training * Clerical recruits 50 * Managerial recruits 75 25 * No. { It inspires self confidence and encouragement to participate in the social and economic aspects of the society. He has worked. Help Employees get ahead. 11 Female. { }, 7 Situation Analysis at Banks. From experience the earner of outstanding performance rated by their male bosses were women. Setting Standards. In October 2001 a was also appointed as Board Member of the Supreme Council for Women which was established through an Amiri Decree and was heading Committee. "description": "13. Canadian Female Senior Management 18 In addition to my demanding job, I am an active Board member of Societies/High School. "width": "1024" NEED FOR CHANGE Management ChallengeGet the facts out Help Employees get ahead Support employees multiple commitment Publicize Policies Regardless of gender, todays CEO can no longer tap his or her companys full potential using the command-and-control style long associated with the masculine mind set. BARRIERS TO ADVANCEMENT Commitment to workWrong myth Are women less committed to their careers because they have babies and might leave their jobs while their children are young. The Citi GPS team looks at six macroeconomic factors that have disrupted global supply chains and the complicated road back to "normal.". EDUCATIONAL LEVEL.

}, 16

"@type": "ImageObject", At Executive and senior management levels, female represent no more than 1%. 26 February 2004 Implementation of Accelerated Development Programmes for Women. "name": "EDUCATIONAL LEVEL", "@type": "ImageObject",

3. "name": "MYTHS ABOUT WOMEN AT WORK CORPORATE STRUCTURE", In addition to my demanding job, I am an active Board member of Societies\/High School.

major Banks (Comm+Invst), Dont posses the right qualification to compete. "width": "1024" "description": "MALE % FEMALE % Total no. PK ! 2 A brief look at: Some of the statistics and data that are available What do these tell us about how men perceive. With buzzwords like integration, consensus, collaboration and teamwork being tossed around, the model for great leadership is undergoing a major overhaul. "description": "Corporate Structure. "contentUrl": "https://slideplayer.com/slide/12507136/74/images/18/NEED+FOR+CHANGE+Management+Challenge.jpg", The increasing no. Before I moved to the presentation, I would like to brief you on my career background and how I managed as a Bahraini woman to move from Executive trainee job at Citibank to CEO (Acting) Position. skeptical leaves. "name": "EDUCATIONAL LEVEL This chart confirms that the women occupy high rank in education (Bachelors and Master Degree)", A female staff is normally excluded from business related social gatherings (luncheon, dinner, diwania) 5. I am representative of the Gulf women who had adequate education, qualifications, experience, training and most importantly \u2013 the support from my male clients, bosses, peers, and subordinates. Networking. Taking a sample bank as an example of distribution of women and men at various positions, we still see lower representation at senior/executive positions and higher representation at secretarial/clerical level. of promotions. { Workplace is dominated by male staff. For men however, the sky is the limit and if they aspire to be the SVP more power to them, if a woman aspires to be the SVP, every one wonders who she thinks she is. With buzzwords like \u2018integration\u2019, \u2018consensus\u2019, \u2018collaboration\u2019 and \u2018teamwork\u2019 being tossed around, the model for great leadership is undergoing a major overhaul. 8BIM H /ff lff /ff 2 Z 5 - 8BIM p 8BIM @ @ 8BIM y ~ | ] JFIF H H 'File written by Adobe Photoshop 4.0 Adobe d And why she is under represented to senior levels. { "description": "Total Bahraini Population by Highest Education level by sex in Male. }, 5 "description": "Wrong myth. Jane Artess & Jill Sandford. }. 17 Women can compete successfully for more senior positions. Support employees multiple commitment initiate policies supporting men and women to balance multiple responsibilities to work, family, education and community i.e. "contentUrl": "https://slideplayer.com/slide/12507136/74/images/3/EDUCATIONAL+LEVEL.jpg", Help employees get ahead \u2013 provide better and clear information equally to both sexes about job vacancies, career enhancement, training. Male. 14. In the same book, Tom Peters concludes that women are on average smarter than men in certain aspects. Canadian Female Senior Management, Download ppt "Women in the Banking Sector: Future Prospect". "@type": "ImageObject", Business Leader Tom Peters in his book The Circle of Innovation said. Reinventing - share her conviction, rather than following a standard job description forging a link to customers and forging trusting relationship quickly with her colleagues.

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leadership in banking sector ppt