Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change. This podcast series is supported by Nucleus Financial.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this concluding episode, hosts Gretchen and Olivia, discuss the key takeaways from Series 2. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this eighth episode, hosts Gretchen and Olivia, discuss Practicality and Language with their guest Anj Handa - Founder of Inspiring Women Changemakers. Anj supports organisations by working with them to keep their policies and practices up to date in relation to inclusive communications, diversity, and good governance. Diversity underpins everything. Anj talks to us about how businesses need to be aware of what's really going on in their working environment. Staff turnover Grievances Exit interviews Staff Absences Lack of Participation If we collect the information, provide a healthy workspace, and provide the training to facilitate this this will lead to better diversity and inclusion outcomes. If people in roles of leadership aren't diverse. What difference will the changes truly make? Key Take Aways from this episode: Corporate policies can only go so far. It is about people. Workplaces are shaped by the way people interact with each other. Take the time to think about how you can have more positively influence the way people within your workplace are interacting with each other. Get comfortable with being uncomfortable. Don't be complicit. If you see something is wrong, say something. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this eighth episode, hosts Gretchen and Olivia, discuss Hormonal Health with their guests Julie Flynn – Founder and Financial Coach Ebb and Flow and Cathy Brennan – Associate Financial Planning Director at Investec Wealth & Investment UK. Hormonal Health is an invisible condition which people can experience in their lifetime. In this episode we discuss a variety, including: Endometriosis PMDD (Pre-Menstrual Dysphoric Disorder) PCOS (Polycystic Ovary Syndrome) Menopause Some statistics around these topics are: 1 in 20 people are diagnosed with PMDD. 30% of those will attempt suicide. 1 in 10 people of reproductive age are diagnosed with Endometriosis. A recent BBC study of 13,000 people reported that half of these considered suicide. 1 in 4 women with menopause symptoms are concerned about their ability to cope with life. 60% experiencing symptoms which lead to behavioural changes. We speak about how normalising conversations about hormal health is vital for Businesses and employees and for financial advisers a knowledge and level of understanding is vital for when advising women. We talk about as businesses how can we create adaptable, safe working environments to get the best of people, but also to support people and let them know they are still valued. This is relevent to people we work with every day - at least 50% of the population will go through hormonal health issues in their lifetime. Conversations need to happen openly, without any shame. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this seventh episode, hosts Gretchen and Olivia, discuss Class Wealth and Social Deprivation with their guests · Steve Chatterton - Head of Relationships at Citywire · Laurie Frankland - New Horizons Project There is a deep societal problem. A tacit agreement that continues to be an approach that it's ok to have those who have and those who have nots. This needs to change. It's wrapped up in the historical narrative of our country. Opportunities are not equal, but they should be, shouldn't they? We don't inspire potential in the young people. There's no American Dream in this country. We're just happy to let young people work it out for themselves. And that is NOT ok. Young people need to be educated to know that no one is going to do it for you. But you can do anything that you put your mind to in this world. Social Mobility is in decline in this country, we are ranked 21st globally, and we are the lowest performing country in the G7 Nations. Culturally we don't talk about money. Many people are not able to take advantage of financial planning opportunities. People perceive it as elitist, something for rich people, to make them richer. Talking to people about debt can be emotional and an extremely vulnerable conversation to have. There needs to be a level of trust. There needs to be a better understanding of low incomes meaning high outgoings. The less you have, the more things cost. If you can't afford to live where you work, you must pay for travel, and extra childcare to allow for travel times. You can't take advantage of online deals if you don't have access to the internet – of which many people don't. If you are financially secure you can invest, save, and insure, making yourself more financially secure. There is an opportunity in the financial world to mentor young children, to educate them and inspire them about money and be the male role model, of which many may not have had. There are resources out there which can help. Citizens Advice are extremely helpful and have a section on their website in relation to Financial Planning. There's also a government scheme called Money Helper. There may be opportunities for the financial profession to work alongside these organisations, which have already developed trust within society. The profession should look to become allies with third sector support that already exist. When organisations get together, it can lead to innovation and problem solving, through combining expertise. There's so much potential to do more. Key Take Aways from this episode It is easier to build strong children, than it is to repair broken men. Find out more about reasons why people are in low-income situation. Raise awareness of initiatives which can help. If we don't give people and young people, the skills they need to address the situations that they are in (that they didn't choose) then how can we expect them to get out of it? We should all ask ourselves, can we do more, individually? If you're listening to this podcast, get involved! Reach out to your local schools and see how you may be able to help. When we look back on our lives, do we want to say that we were on the right side of our own personal history? Get comfortable with being uncomfortable. Don't be complicit. If you see something is wrong, say something. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this sixth episode, hosts Gretchen and Olivia, discuss Social Mobility and Positive Inclusion with their guest Ben Sampson – Head of Employment & Skills at Voluntary Norfolk. What social mobility means is to ensure that the circumstances of which people are born into, don't dictate what they achieve in their life. We'd all like to live in a country where people born into low-income families, have the same opportunities as those born into more privileged circumstances. Unfortunately, in the UK this isn't the case, we have one of the poorest levels of social mobility in the developed world. Something as a country we need to reflect on. Nearly 1 in 3 children in the UK currently live in poverty. By the age of 5, children from more deprived areas are only achieving 75% of their key stage 2 expected levels, compared to those of privileged areas achieving 97%. Social mobility affects us from birth, through early years childhood to education. Meaning if you're behind at 5 years old, chances are you going to be behind and have less career opportunities, and less social opportunities to pull yourself out of that social area when you're old enough to make your own decisions and choices. We are all born into a society, and we grow up in it. As we grow we develop biases, unconsciously. Positive and negative. We happen to like people who are the same as us. It can lead to biases about people who are different to us. Gender, race, sexuality, geography. Awareness isn't enough, but it is the first step. Do you know your workforce? Do you know their backgrounds? By having that information, you can provide a more inclusive environment. It enables you to get more out of your staff. It's a great place to start. You can then alter your recruitment process to encourage getting more diversity through the doors. If businesses start to focus less on experience and qualifications and more on what applicants include in the personal statement, they will open a huge portfolio of incredibly talented individuals who have great ideas and who would be huge assets to a company. Give people a chance to talk about themselves, and you will uncover all sorts of people who haven't come through the standard system. Key Take Aways from this episode Awareness and being self-aware is the first step. Being social aware is the same as being physically active, check yourself like you check your smart watch. Be aware of how big the problem is in this country. We're in an affluent Country, but the statistics are terrible and heading south. Inequality is getting wider; we are not closing the gap. The average life expectancy of someone living in more affluent county of Berkshire is 16.5 years higher than someone living a the more deprived area of South Wales. That 16.5-year difference is roughly the same, as the difference between the UK as a whole and Sudan as a whole. Re-read the last sentence and think about it. Get comfortable with being uncomfortable. Don't be complicit. If you see something is wrong, say something. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this fifth episode, hosts Gretchen and Olivia, discuss Neurodiversity with their guests · Emily Kenna – Director at Sense Risk Solutions · Tim Mann – Director of Blackfield Creatives CIC For Tim Neurodiversity means simply a ‘different functioning brain'. For Emily, the same, that the brain is wired differently to that of someone who may be ‘Neuro-Typical'. We discuss that our guests believe businesses are missing out on a huge trick is they are not Neurodiverse. Like those with physical disabilities, if the tools and solutions are put in place, (a wheelchair ramp for example) individuals can thrive. We all like to surround ourselves with people who are like us, naturally. So we struggle to be around those who are different, but we must learn to break down this ingrained characteristic. Between 15-40% of people are Neurodiverse, so if businesses are not looking at their workforce and actively seeking diversity, they're not catering for the wider population. By not thinking the way that society does, businesses are limiting what they can offer to clients. Embracing differences can be a positive thing. It can feel uncomfortable for a lot of people. But as a business, it's important that people are open minded and open to thinking about different ideas. Bringing neurodiversity into your workforce can only have a positive impact. Building in bridges to enable everyone to take part and everyone to come up with solutions. And to listen to the difference and not be intimidated by that difference. If you bring more differences into an organisation, some people may feel that they're losing out. There may be less opportunities for those who previously have had the whole ‘playing field'. It's tough to talk about, but society can only be a better place if more people are accepted into the working environment. Businesses would be more successful, more creative, and become more appealing to potential clients. It is extremely hard to get large organisations to embrace these changes, if it hasn't been touched them. If individuals haven't had an experience which has impacted them. For so many people, they struggle to embrace this topic. Key Take Aways from this episode We must all recognise that there is difference, rather than right or wrong. For those who have a neurodiversity, realise your own strengths. ‘They will try to teach you how to stop shining, and instead you must shine on.' Don't be put down by other people, trust yourself. Just because you're the only one with that opinion, doesn't make you wrong. Whilst you may not think that it affects your world. There are people around you, who don't know how to reach out. Help to make these people shine, help them to flourish. We've created a world where we expect everyone to fit into a box. And so when people don't we are fearful of that, be mindful and supportive. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this fourth episode, hosts Gretchen and Olivia, discuss Body Image with their guests · Suzanne Samaka – recent founder of #HonestyAboutEditing Campaign to protect young people's self-esteem and help them have a more positive body image. · James Rae Parnell - curator, educator, and dancer based in the Hague, NL The subject of Body Image affects every one of us. The expectations we have in ourselves are ingrained in our unconscious bias. Body image is extremely fragile, more so than we sometimes realise. Within the corporate world, a lot is needed to be done regarding what is deemed ‘Professional' from an image perspective. From hair styling, body piercings, clothing choices, make up choices. Individuals should be able to express themselves openly. It should not be a tick box exercise, actual change is needed, now. People need to be able to bring their authentic self to work. If people aren't given the environment to do this, they're never going to produce their best work. Representing as many people as possible within your business, encourages people to be more comfortable with themselves, in the workplace. In turn, offering clients more confidence that they are represented, and will received the best service, for them. A more diverse work force makes a better workplace. Individuals who are better skilled, and better equipped to offer more options for clients, which makes for good business! Taking the time to understand the importance of greater diversity within the workplace and taking steps to encourage and actively seek a greater diversity can only be a good thing. Key Take Aways from this episode It's Important to understand that having positive body image doesn't mean you have to love every bit of your body. It's understanding that it's not the most important bit about you, and accepting yourself as you are, not allowing negative thoughts to be all consuming. If you are struggling with body image, try to ask yourself why, where does that thought come from? How can we actively change those thoughts of ourselves? Research ways to combat those feelings and find those who represent you. In our ever-increasing online society, remember that nothing we see in that space is real. So don't compare yourself. Comparison is the thief of joy. So don't compare yourself. Get comfortable with being uncomfortable. Don't be complicit. If you see something is wrong, say something. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this third episode, hosts Gretchen and Olivia, discuss Allyship with their guests · David Villa Clarke - Founder and director of DVC Wealth Management Ltd · Adam Owen - Director and Head of Content at NextGen Planners Allyship is a subject which has been discussed within the Financial Services Profession increasingly over the past few years. Not everyone is able to put into words, what they know they should be saying, when they know something is not quite right. Empowering people to come forward and say things. Enabling people to have the strength of their words and their actions, and to gauge situations is critical. There is a need to create more allies, more safe spaces where understanding can be discussed openly. You can't be what you can't see. Within the Financial Services Profession we need to acknowledge that there is an issue with diversity. There is a lack of broad representation within the Profession. We need to educate young people that this is a profession which they are welcome in and capable of entering, whatever their background. We must act and start to inform and encourage. To be a profession for everybody, we need to be a profession of everybody. It is vital that we start to adapt and that we understand how best to serve everybody, whether it be through offering advice, or offering a career opportunity. People want to be represented by people like them. Recruitment is important. Creating structures which open leadership opportunities. Recognise your own privilege within the workplace, and take action to support people around you, to have the space to have their voice heard. It may mean letting someone take a step forward, or you taking a step back. It means making room for new people, new ideas, new concepts to take centre stage. Key Take Aways from this episode · Educate yourself. · Be bold – put yourself out of your comfort zone. Ask your colleagues how you can help. · Be the voice in the room, for those who aren't in the room. Represent everyone. · Challenge – faced with someone (any human being) looking for support, advice, guidance. What would you do for that person if they were a white male? Do the same. If we all did this, we would make huge steps forward. Get comfortable with being uncomfortable. Don't be complicit. If you see something is wrong, say something. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this second episode, hosts Gretchen and Olivia, discuss Privilege and Fragility with their guests · Dr. Bel Kerkhoff-Parnell · Brett Davidson Educting ourselves and being more open and applying ourselves means giving up a proportion of our privilege so that we can empower people who are marginalised and are discriminated against.How much of a barrier is fragility and how quicky do we become defensive? The key takeaways from this episode are: · A big part of fragility is not wanting to be criticised or challenged. We're never going to get to a more open inclusive world if we don't talk, engage, and collaborate. · If you're a manager, listen to your team, and act on it. Don't just work together, empower each other, and take ownership. Learn from others and listen to feedback, then apply your learnings! · From a Financial Services Profession perspective, companies and firms need to pay attention and act. These subjects cannot be ignored, they must be addressed, and culture changed. Get comfortable with being uncomfortable. Don't be complicit. If you see something is wrong, say something. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this introduction to Series 2, hosts Gretchen and Olivia, discuss the reasons as to why they started the podcast series initially. What they felt were important topics to focus on for this series, and what listeners can expect to hear about in Series 2. Following global events in 2020, Gretchen reflected and felt that she needed to gain a wider understanding about diversity and inclusion, personal and professionally. Gretchen attended a Next Gen conference and heard Olivia present, discussing discrepancies within the financial services professions, especially in relation to the Advice gap versus Advisor gap. They then teamed up, with a vision to create a safe space where topics and issues could be openly discussed. Following Series 1, it became clear that some of the topics required further discussion, or a different approach. Equally that, whilst the conversations were initially around the Financial Services Profession, they really can be applied to any business, industry or individual. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this eighth episode, hosts Gretchen and Olivia, discuss the previous episodes and key takeaways from the series with their guests, Ollie Smith, Editor New Model Adviser and Jenni Kampf, Internal Coms, Cardiff University. Diversity and Inclusion to Jen means recognising and celebrating difference and doing that in a positive and active way. Valuing different perspectives and opinions and viewing them as something which enriches our lives. If we were all the same, it would be a pretty dull world! We should create environments which enable people to share their whole selves, without judgement. For Ollie, it means everything that it has never meant! Diversity and Inclusion will ever be evolving, and we must not shy away from being open to it ever changing. We must always challenge ourselves to have hard conversations. We need to start getting comfortable with being uncomfortable. What's worse? You feeling uncomfortable having a conversation? Or someone having to experience systematic suppression and discrimination? We cover lessons learn from the series and key take-aways.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this seventh episode, hosts Gretchen and Olivia, discuss the topic of Sexuality and Sexual Orientation in the Financial Services Profession with their guest, Joe Baldwin, Vice Principle from Bridgend College. The Mission Statement of Bridgend college is ‘Be All That You Can Be'. One of the values of the College is to be an Inclusive organisation. There is a shift happening about how people discuss sex and gender, and the profession will need to evolve as society is, to ensure that businesses move forward. In order to create an inclusive process for clients, we must try to re-frame our inbuilt ‘default' of assuming that all couples are male and female. It will take time, but it is important to continue to break down the ‘norms' that people have grown up with. To change the mindset and the language, so that everyone starts to feel/act less awkward. It's important to feel that the experience is the same for all clients, but at the same time, tailor made and suitable for the individuals needs, whatever their circumstance. It is a skill to develop, and requires us to ‘unlearn' the language which has been built in. This is a wider society issue, which need to be addressed both in and out of the workplace. Joe's shares his personal experience with Financial Planning - and there is so much we can learn from this. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this sixth episode, hosts Gretchen and Olivia, discuss the topic of Disability in the Financial Services Profession with their guest Kathryn Knowles, CURA insurance. Kathryn is passionate about speaking to people about gaining access to financial services for those who have issues with physical and mental health. Her own experience meant that limited access to insurance policies were offered, and those limited options were at a premium. This was a surprise and led to Kathryn striving to improve options for everyone. In this episode we talk about accessibility of financial services and how we can create an inclusive environment, offering our clients the highest duty of care. Never assume that you are accessible to all. There will always be somebody new. Everyone is unique. You must be adaptable and open to change. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts and Olivia Parnell. In this fifth episode, hosts Gretchen and Olivia, discuss the topic of Age in the Financial Services Profession with their guests, Tom Henshaw, True Potential Wealth and Jane Gow, Clear Cut Financial Planning. Jane and Tom discuss their experiences and wishes for diversity of Age within the Profession. The job market can sometimes ‘accidentally' discriminate against younger applicants. Jobs within Financial Services often require x number of years' experience, and a ready-made established client base. This can make it a challenge for younger applicants and may discourage them from entering the profession. From a client relationship perspective, a younger financial planner may be seen to not have the knowledge/life-experience to be trusted with their money. The discussion in this episode is wide ranging, from findings in the Royal Society of Public Health Report – The Old Aged Question, to discussions about work place age discrimination and the importance of ensuring diversity within our social relationships, to enable us to understand other people's points of view - enhancing our skills as financial planners and employers. The Key Takeaways from the subject of Age within the Financial Services Profession are: Tom – leave our pre-conceptions and unconscious basis at the door. Try to understand how people have come to the conclusions they have come to and work together with an open dialogue. Jane – with the average financial planners age being 53, Jane would love for every financial planning firm take on a young person. They are the future of the Financial Planning and we owe it to our clients to pass our knowledge on. For all to have a diverse work force, play to everyone's strengths, and move away from social norms.
In this fourth episode, hosts Gretchen and Olivia, discuss the importance of Mental Health awareness in the Financial Services Profession with their guest Nick Elston, Speaker on the Lived Experience of Mental Health. The discussion looks at the profession in relation to clients, employers, and employees Mental Health. In the financial space there is a need to have conversations around mental health. It has a massive impact, but people do not want to talk about it. Money can create anxiety. How we spend, how we work, how we live. Generations vary. Some of us have been conditioned to suppress our feelings, and not show vulnerability. Since it's origin, Financial Services has been an industry which does not naturally discuss ‘feelings'. In Financial Services as planners and advisors we take on the apprehensions and concerns of clients. This can include, bereavement, family trauma, financial worries. As employers we take on the ups and downs of our employees. All of this, alongside our own feelings. This creates a highly demanding job, emotionally. We naturally want to help people. But this can mean taking on the burden of others. How can we help people? How can we NOT help people?
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this third episode, hosts Gretchen and Olivia, discuss the importance of Race diversity in the Financial Services Profession with their guest: Tsitsi Mutiti, Charles Stanley and The Wealth Conversation. Tsitsi discusses how over time we accept language, phrases, descriptions, and it becomes inherent. The history which we grew up with has been ingrained, it is part of our DNA. We must be open and have the conversation. None of us are perfect. We are all human beings. Tsitsi describes how the conversation about Race is a conversation about Humanity. It is so important to have representation in the profession who is recognisable to you. Looking at this commercially, there is a lot of money that is being left on the table, because we are not engaging with people from the ‘non-traditional' financial services background. The world is changing around us, and COVID-19 has bought many of these issues to the forefront. We need to be comfortable with being uncomfortable, so we can get to a place where we can create inclusion, and a level playfield for everyone. The profession needs to ask several questions. What policies are in place? How can people access jobs? How can they gain knowledge in this industry? The Financial Services Industry is so important for everyone's wellbeing. We must look at it holistically, and inclusively. Tsitsi describes viewing people in the same way as she would a portfolio. With a holistic view, considering client circumstances, the market etc. Bringing it down to the human level. ‘The more you can see of me, the more you see of me.' We must make change. If you can put yourself into some else's' shoes and understand their journey, then you can understand how to be around them, how to work with them, how to advise them. If we educate ourselves, we can start to feel more comfortable. Tsitsi's Key Take-Away for the subject of Race within the Financial Services Industry are: Diversity is about being invited to the party. Inclusion is being asked to dance. She invites us all to think about how we are going to get people, of different ethnicities, to participate more in what we are creating in our firms. How is what you create going to impact society in general? This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this second episode, hosts Gretchen and Olivia, discuss the importance of Gender diversity in the Financial Services Profession with their guest: Anna Sofat, Associate Director, Progeny Wealth Anna has been a passionate advocate and tireless campaigner for greater diversity and inclusion in the financial services sector. Currently 15-17% Financial Advisors in the profession are women (2020). This has not shifted significantly in the past 10 years. As an profession, there is a need to accept that the number has not changed and that something must be done. Research shows that diverse teams perform better. Our conversation includes discussing how we can encourage more women into financial planning roles. In a profession which was originally designed for men, by men, a cultural shift is needed. We discuss how we can retain women in the profession. Anna describes her view of the ‘sticky-middle'. Where middle management culture quite often requires careful navigation and sometimes forces women to sacrifice their own values and often when this becomes too difficult, we see women choosing to ‘opt-out' of the profession. Measuring progress, having good data and holding businesses accountable can make a real shift and change. Senior Management need to drive behavioural change, to lead cultural change. Each business should re-assess their Business Model, Product Design, and Culture and Language. Statistics and research show that women (who make up 50% of the population) will control more than 60% of the wealth within the next 5 years. If the profession wants that female wealth to manage, women need to be more represented in the profession. Anna's Key Take-Aways for the subject of Gender within the Financial Services Profession are: As individuals, within a team in a business, do not hide, do not follow the heard. If something is wrong, speak up. Be positive about what can be done to make change. Start to show up, speak up, and make those changes. We forget how much we each have in us, to make change. If we all commit to change, and make small changes, we can create a ripple, and hopefully the ripples will create waves. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Trainee Financial Planner, Ascot Lloyd. This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos. In this opening episode, hosts Gretchen and Olivia, discuss Diversity and Inclusion in the Financial Services Profession with their guests: Rohan Sivajoti, Director & Head of Innovation at NextGen Planners Amira Norris, Head of account management, Nucleus Financial Group Our conversation speaks about the many strides still to take in the Financial Services Profession to open the conversation, to learn together and to embrace and influence change in the profession. By having open conversations and being willing to learn new things, we can help to dismantle the system of discrimination, and give people insight. This makes our ability to advise clients – better and this is vital to the future of advice. We all agree that even small impact is good impact. We are keen to discover little take-aways that can help people to make small changes, that eventually will become much larger changes for our community and profession. This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let's listen. Let's Discuss. Let's Learn. Let's Implement Positive Change.
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