The document discusses UBS's Project Donna gender initiative, which aims to increase the proportion of women at every level within UBS through four main components: sponsorship programs, unconscious bias training, enhancing flexible working support, and promoting and developing female talent. It provides details on sponsorship programs, unconscious bias workshops, and leadership development workshops specifically designed for senior females.

1. Div sit &Incl
er y usion
U BS gend er initiative and learning points
Fiona Pargeter
G lobal D iversity & Inclusion Program Manager
M aria-Angelica Perez
H ead of D iversity & Inclusion E ME A
21 J 20
une 12

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Background : U BS
H ead quartered in Switzerland , U BS d raws on its 1 50-year heritage
to serve private, institutional and corporate clients world wid e
through wealth m anagem ent, investm ent banking and asset
m anagem ent businesses, as well as retail clients in Switzerland .
• Offices in ov 50counties, empl
er r oying
a oximael
ppr t y
66,0 0peopl
0 e
• L ed on SIXSw E nge a t NewY k
ist iss xcha nd he or
St E nge (“NY ”)
ock xcha SE
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Background : Project D onna gend er initiative
• Meritocracy aone did nota rt be w kinga itshoul
l ppea o or s d
• Feedback fr UBSw in t UK
om omen he
Why? • Int na gl lresearch pr ecton w tis needed t furherr a w a UBS
er l oba oj ha o t et in omen t
• Inventory ofcurentgenderfocused a iv ies byfunct /business aea
r ct it ion r
• Project Donna is cr t
eaed
• Chairman a CEO EMEA UBS, sponsor t Pr ectDonnapil in E E , afiv yea compr
nd s he oj ot M A e r ehensiv pr a ofinit t es
e ogr mme iaiv
• T pil cov s albusiness div
he ot er l isions in t UK, France, a Germany
he nd
Wt
ha?
• L unched in June 2009
a
• Ov next2.5 yeas ea componentis designed a impl ed in st ges
er r ch nd ement a
When?
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Project D onna vision and objective
U ltim ate vision O bjective
A culture, with processes to support Increase proportion of wom en at
it, in which m en and wom en thrive every level within U BS.
equally in their careers, where gend er
d ifferences are a strength, and where
d ifferent approaches allow us to
im prove our service to clients and our
bottom line.
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Project D onna philosophy
Project Donna IS NOT …
• A pol ica corect
bout it l r ness
• A posit e discr t
bout iv iminaion
• Ashor t m init t e
t er iaiv
Project Donna IS …
• A fulya
bout l ccessinga ut ising t t t l pool
nd il he op aent
• A commer lcommon sense
bout cia
• A good ma gementpr ct
bout na a ice
• A aunique opporunit t differ iae our v a ma our v mor ata iv t t t l
bout t yo ent t sel es nd ke sel es e tr ct e o op aent
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Project D onna: focus of tod ay’s session
Four components of Project Donna will be covered today
• Sponsorship
• E t a a aeness
ducaion nd w r
• E ncing maer ysuppor
nha t nit t
• Pr ing a dev oping fl e w king
omot nd el exibl or
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Sponsors
Sponsors
Why is sponsorship part of Project Donna?
R r ¹ show
eseach s:
• Pr ession t ough a or nizaion ca be mor ea yma ged ifyou ha e asponsor someone w is a
ogr hr n ga t n e sil na v — ho
pr ct e a ocae
oa iv dv t
• A gr t tfinds it fin t minor yis l l yt ha e
ny oup ha sel he it ess ikel o v
naur lsponsor
ta s
• Har d Business Review highl ed t impora ofsponsor not t tmen ha e mor sponsor t n
var ight he t nce s, ing ha v e s ha
women, a t efor mor pr ions a caeer opporunit
nd her e e omot nd r t ies
Not
e:
1 F exa e, “T SponsorE ”— aCent forT l Innov t st publ by
or mpl he ffect er aent aion udy ished
Hav r Business R iew 12 J nuay20
r ad ev , a r 11
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Sponsors
Sponsors
Project Donna sponsors
• E ch female ED/MD in t pil aea l t w lbe provided w h
a he ot r s/ocaions il it
a sponsor
• T obj iv oft sponsorw lpr r ybe t a a a advocate fort sponsee, a w la t seek out
he ect es he il imail o ct s n he s el s o
development a “visibility” opportunities
nd
• A sponsor is different from a mentor
• Sponsor training/information sessions offer t ev yone inv v in Pr ectDonna
ed o er ol ed oj
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Sponsors
Sponsors
He w s ar la ocae forme a demonstaed his fa h in me t ot
a ea dv t nd rt it o her
“ seniorst kehol s. He ga e me a opporunit t shine— he suppored me
a der v n t yo
a inv ed in me a I made sure I didn't let him down.
nd est nd
t
M W n a UBS
D oma t
”
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Awareness raising: unconscious bias
Introduced unconscious bias workshops to senior managers
• T w kshop pr ide ma ger w h t t s r ed
he or ov na s it he ool equir
t ma better decisions regarding
o ke
their people
E t a a aeness
ducaion nd w r
• Workshop covers:
Business ca a v
se nd ision − w w ae bia
hy e r sed
— getbuy- in E t a a aeness
ducaion nd w r
−
forma ger a w
na s nd omen
Indiv lDev opmentPl ns
idua el a
impa ofbia
ct s
−
(“IDPs”)
Focus on data forfemae M E
l Ds/Ds reducingbias
− ca st
se udies
Cr te a r iewmor
ea nd ev
in-
depth
e
E ncingmaer y
nha t nit − t a r skils
r nsfering l
daacuts
t support
Driving cultural
change
Support
retention
• W kshops ae r a t st r ofoura l
or r un t he at nnua
Dev op
a
el
nd
performance management process,
Setgoas
l promote
fl it
exibil y w e
her
aw k
t or
t folow t ke pl ce:
he l ing a a
Sponsors
T ee monthl r iew
hr y ev s
ofpr ess
ogr
foralfemae
l l
M E
Ds/Ds
− per ma ev l t
for nce auaions
−
a key
nd
tl
aent pr ion decisions
omot
Ca a pr
mpus nd ofessional
E ge men— cha
nga mpions
r uiting
ecr
− compensaion decisions
t
− obj iv seting
ect e t
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Extension of unconscious bias offering
Additional application & integration across the entire employee experience
Insight video: All ma ger
l ine na s
(gl l
oba)
Mid year Commercial
development linkage
Workshops for key
talent: Ga t in
r duaes discussions/ Workshop &
sel ed business funct
ect ions talent review coaching: “Ca aizing on
pit l
(gl l
oba)
Core cycle
div se a unt pped maket
er nd a r s”
Workshops t r ing senior l &HR
aget , ine forFinancial Advisors
Early career ma ger (gl l
na s oba) (UK)
development Integration of unconscious bias
Workshops: Mid career
concepts into materials:
Professiona &ca
l mpus development
recruiting – per ma ma gement(gl l
for nce na oba)
Workshops for key
function (UK) – M pr ion ev s (r
D omot ent egiona ev
l ents)
talent: curent&aumni mid
r l
l elkeyt l , alfunct (UK)
ev aent l ions
Recruiting
Promotion workshop:
alpr ees in sel ed business funct (UK)
l omot ect ion
Leadership & Talent training courses
Int aion ofunconscious bia concept int alLeadership & Talent offer fr ent yl t l der(gl l
egr t s s ol ings, om r evel o ea oba)
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U nconscious bias workshops feed back
R eshingl dir , cl ra r l ic— nott pol ical corect a essiv
efr y ect ea nd eaist he it ly r , ggr e
“ a oa t tI ha e exper
ppr ch ha v ienced in simil rsit t w I ha e w ked in US
a uaions hen v or
ba Useful simpl messa a t t t ke a a a putint pr ct
nks. , e ges nd ips o a w y nd o a ice.
At
tendee a Unconscious Bia w kshop
t s or
”
I found itbot r eaing a aaming! It ha afunda a impa on howI t
h ev l nd l r 's d ment l ct hink
“ a pr ion, per ma a comp decisions …
bout omot for nce nd
At
tendee a Unconscious Bia w kshop
t s or
”
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L ead ership workshops for senior fem ales
The aim was to provide an offering to senior women in the organization which would:
• Be somet specia t demonstae t impora ofseniorw t UBS
hing lo r t he t nce omen o
• Offersomet r ev nta int est
hing el a nd er ing
• Pr ide a opporunit t l a l der fr afemae per iv
ov n t y o ook t ea ship om l spect e
• G e t a spa forr ect a per ll der dev opment
iv ime nd ce efl ion nd sona ea ship el
• E bl net or a cr t l st cr business r aionships
na e w king nd eae a ing oss- el t
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L ead ership workshops for senior fem ales
The McKinsey model of Centered Leadership includes five elements
• Meaning
– t sense ofmea is w tinspir l der guides t caeer sust ins theiropt
he ning ha es ea s, heir r s, a imism, gener t posit e emot a ena es t t l d in cr t e a
aes iv ions, nd bl hem o ea eaiv nd
profound w ys
a
• Energising (managing energy)
– t succeed l t m a t a
o ong-er nd o ccommodae fa ya communit r
t mil nd y esponsibil ies, l der l r t ma ge t ener r v a t t p int fl
it ea s ean o na heir gy eser es nd o a o ow
• Engaging
– successfull der t ke ow ship foropporunit aongw h r T ha e av a t use it T e aso a pt e a cola aiv
ea s a ner t ies l it isks. hey v oice nd hey . hey’r l da iv nd l bor t e
• Connecting
– nobodydoes itaone. L der ma mea
l ea s ke ningfulconnect t dev op sponsor a folow ship, colea a supporer w w r h a huma y
ions o el ship nd l er l gues nd t s, ith amt nd nit
• Framing (positive framing)
– t sust in t
o a hemsel es on t pah t l der a t funct a l der peopl mustv sit t cl ry, a oidingdow ad spir l in or t mov
v he t o ea ship nd o ion s ea s, e iew uaions eal v nw r as, der o e
a d a cr t sol ions
hea nd eae ut
R ence: T M
efer he cKinseyL der Pr ect
ea ship oj
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L ead ership workshops for senior fem ales
Centered Leadership (“CL”) approach at UBS
• Dur 20 , intoduct ysessions w e r forE M w
ing 10 r or er un D/ D omen, w cov ed alfiv el s ofCL(M ning, Fr ming, E gising,
hich er l e ement ea a ner
Connect E ging)
ing, nga
– a under a oft r r on w tma seniorw successfula howea patoft CLmodelca unl higherper ma
n st nding he eseach ha kes omen nd ch r he n ock for nce
– deepersel w r ofcurentst engt a ga t ough sel ainga
f-a aeness r r hs nd ps, hr f-r t nd
guided r ect
efl ion
– a opporunit t sur ce deepermindset t tma be bl
n t y o fa s ha y ockingper ma
for nce
– insight a pr ct lt s t a yt da yw k a caeerpl nning
s nd a ica ool o ppl o il or nd r a
– per lcommit s t t ke ba int w k
sona ment o a ck o or
• Dur 20 deeperdiv w kshops focused on t ee oft fiv element
ing 11, e or hr he e s
(M ning, F a E ging)
ea r ming, nga
• Coa cir es w e aso intoduced
ching cl er l r
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C entered L ead ership feed back
I found itt be t mosthel softskils cour I ha e at
o he pful - l se v tended bysome
“ magin, bot fr apr
r h om ofessiona a aper lper iv
l nd sona spect e.
Seniorw n, Cent ed Lea ship w kshop
oma er der or
”
T pr a excit a inv aed me— somet I w s notexpect It
he ogr m ed nd igor t hing a ing.
“ w s …enga a per l…I t a a ahuge a
a ging nd sona ook w y
hour a a so pl sed I at
s nd m ea tended.
mountfr t few
om he
Seniorw n, Cent ed Lea ship w kshop
oma er der or
”
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maer
t nity
support
Enhancing m aternity support
• Maternity support coaching (group and individual)
– ha been in pl ce in t UKsince 20 6
s a he 0
– r l outin Fr nce a ext
oled a nd ended t l t m l v (sa t l
o ong er ea e bbaicas)
• Line manager maternity briefing sessions
– nowma t yin t UK. T is forall ma ger w ha e a empl going on maer yl v
ndaor he his l ine na s ho v n oyee t nit ea e
– l ma gercoa /br
ine na ching iefings r l outin F a
oled r nce
• Maternity checklists
– t e ae fourcheckl s for l ma ger a fiv checkl s fort empl st ring fr t momentHR is infor
her r ist ine na s nd e ist he oyee, at om he med
oft pr ncyt a ert empl ha r ur t w k folow maer yl v T checkl s ae init lyforUK
he egna o ft he oyee s et ned o or l ing t nit ea e. he ist r ial
employees onl
y
– ext
ended t ot r
o her egions
• New Dads workshops
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esent t
pr e
omot
fl ity
exibil
D evelop and prom ote flexibility at work aw k
t or
• Patofgenderinit t e, at
r iaiv lhough impa s bot mae a femae empl
ct h l nd l oyees
• Fexibl v smatw king
l e s. r or
• Constuct anewbuil (20
r ing ding 16)
• W hin r ofPr ectDonnapr r yfocusingon
it emit oj imail
– l ma gerw kshops
ine na or
– t kit forHR l ma gera empl
ool s , ine na nd oyees
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a elop
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vomot
pr e
omot
fexibil y
l flexibility
it
Flexible / sm art working workshop a a or k
twwk
t or
• Tr a
aget udience— l ma ger in pil aea
ine na s ot r s
• T w kshop inv es ma ger t discuss, expl e a shae exper
he or it na s o or nd r ience
• Itdiscusses a chal
nd lenges at udes a bel ofma ger a t w kingculur
tit nd iefs na s nd he or te
• Itpr ides ma ger w h pr ct lr ll exa es a pr ct l“howt st
ov na s it a ica ea ife mpl nd a ica o” eps
• Workshop covers
– definit incl for lv infor lfl w king
ions uding ma s. ma ex or
– benefit a bar s
s nd rier
– ma gementexer a ca st
na cises nd se udies
– modelforimpl ing fl w king
ement ex or
– nextst a a ions
eps nd ct
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Any questions?
?
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