BANKW Staffing, LLC’s Post

Being a B Corp means we’ve met an ambitious set of business standards that are better for people and the planet.  And B Lab is doing its part too, by continually raising the bar for certification. Did you know that 26% of B Corps give employees the opportunity to own a piece of their company? That’s roughly 119,000 employees! Society has recently started its own growth share scheme with partner Vestd, which issues longer-serving employees 5,000 non-voting growth shares. This is just one of the many ways we look after our employees and we never stop looking for new ways to grow our impact! #BCorpMonth

I had the privilege today of chairing another phenomenal Women in Banking and Finance - UK roundtable on the important topic of supporting Returners in the workplace.   Joined by insightful panellists Dominie Moss (The Return Hub), Amy Burns-Thomson (NatWest Group), Tiffany Soanes & Ance Vanaga (Lloyds Banking Group), we explored strategies for those returning to work after a career break, regardless of the reason for the break.   🔍 The key questions we explored: ❔ Benefits of Transitioning Returners: The advantages, and how we define a "returner”. ❔ Different Returner Strategies: Exploring the various strategies and choosing the right one. ❔ Practical Support for Returners: Insights into initiatives and broader organisational support. ❔ Leadership Role: How leaders can play a pivotal role in facilitating return-to-work strategies. ❔ Lessons Learned: Reflecting on valuable insights gained by Lloyds and NatWest. ✨ Here are some key insights from the discussion: 1.     Dispelling the myth that all returners are women, mothers, and seeking part-time roles. 2.     Recognising the wealth of transferable skills that returners have amassed during their time off, making them a valuable candidate pool. 3.     Acknowledging returners as "readily available" talent, especially in a skill-short market. 4.     Highlighting the effectiveness of ringfencing roles for returners as a practice promoting equity. 5.     Emphasising the importance of tools and resources for both line managers and returners in facilitating successful transitions. 6.     Leadership sponsorship and support are fundamental for the success of all return-to-work strategies and initiatives. 👏 A massive thank you to our member attendees who actively participated in the conversation, making it a rich and insightful session!   🌟Would you like to be part of WIBF? Individual or corporate membership? Please reach out. #Returners #SupportInclusion #FinancialServices #InclusiveWorkplaces 🌍✨ Nicky King Helen Marsters

Yesterday I had a wonderful opportunity to join a Women in Banking and Finance - UK session with other #dei professionals to talk about career breaks and how comapnies are helping tackle the challenges of employability that returners can experience. Baljit Kaur led a wonderful session and has covered wonderfully in her post the key highlights. My personal favourite reflections from the session: People do not suddenly loose their memory, knowledge or skillset if they have been on a career break. On the contrary, they often gain even more valuable experiences and skills while taking a step away from their corporate careers. In an ideal world career breaks should not be seen as a risk from the employer's side and returners should receive equitable opportunities in any job application process. Data from existing return-to-work initiatives already shows how experienced, motivated and driven they are. Meanwhile, while we are not there yet, if from the business point of view you are considering if you could do something, just give it a try. Choose a role you will offer to someone returning from a career break, do a bit of research on what support might help them land in your organisation safer and get going quicker, tailor your job ad and label it for Returners and simply give someone a chance. You never know how brilliant that next hire might be...

According to a recent Forbes magazine article, there are three misconceptions that undermine Equity efforts in the workplace. They are: 1. DEI Initiatives Are Solely the Responsibility of HR or a DEI Officer 2. DEI Efforts Need To Be Time Bound 3. Public Acknowledgment Equals Effective Implementation These are dangerous misconceptions because the work of DEIB is not new. These theories and this work predates the murder of George Floyd by decades. We have to dismantle these misconceptions and replace them with operational facts and real life circumstances faced by organizations, their workforce, and the people they serve. DEIB can be positioned to shape a more positive environment for all when implemented ethically and strategically. Link to article: https://lnkd.in/gMiKKrPc #DEI #forbesmagazine #blackhistorymonth 

If we are to make effective changes we have to consider how to embed the discussion throughout our organizations.

I work for a B Corp. So what? B Corps are “Benefit Corporations” that balance profit with purpose and enable their people, communities and planet to thrive. To become certified as a B Corp, a business must undergo a rigorous impact assessment and qualification process that measures its social and environmental impact across five areas: Community, Customers, Environment, Governance and Workers. B Corp certification is re-evaluated and renewed every three years to ensure high standards are met or improved. This offers purpose-led businesses like Beyond Bank Australia a transparent, measurable, and accountable way to be a force for good - and to keep doing better. As an employee of a B Corp, I can expect my employer to commit to a positive work environment, treat me fairly and promote diversity, equity and inclusion. Learn more about the "B Impact Score" and why it matters: https://bit.ly/4atClPV #BCorpCertified #BCorp #bcorpanz #PurposeDriven #community #forandwithyou #SocialImpact #positiveimpact #sustainability #transparency #accountability #BLab #Performance #wellbeingintheworkplace #wellbeingatwork

I work for a B Corp. So what? B Corps are “Benefit Corporations” that balance profit with purpose and enable their people, communities and planet to thrive. To become certified as a B Corp, a business must undergo a rigorous impact assessment and qualification process that measures its social and environmental impact across five areas: Community, Customers, Environment, Governance and Workers. B Corp certification is re-evaluated and renewed every three years to ensure high standards are met or improved. This offers purpose-led businesses like Beyond Bank Australia a transparent, measurable, and accountable way to be a force for good - and to keep doing better. As an employee of a B Corp, I can expect my employer to commit to a positive work environment, treat me fairly and promote diversity, equity and inclusion. Learn more about the "B Impact Score" and why it matters: https://bit.ly/4boAIUH #BCorpCertified #BCorp #bcorpanz #PurposeDriven #community #forandwithyou #SocialImpact #positiveimpact #sustainability #transparency #accountability #BLab #Performance #wellbeingintheworkplace #wellbeingatwork

Not just a buzzword: Shareen Luze of RBC Wealth Management - U.S., explains that the “B” in DEIB – belonging – is more than a buzzword. It’s a call to create a workplace where people belong trough listening, vulnerability and collective action. https://lnkd.in/g8ahtrza #WealthSolutionsReport #FinancialAdvisors #WealthManagement #DEIB

I work for a B Corp. So what? B Corps are “Benefit Corporations” that balance profit with purpose and enable their people, communities and planet to thrive. To become certified as a B Corp, a business must undergo a rigorous impact assessment and qualification process that measures its social and environmental impact across five areas: Community, Customers, Environment, Governance and Workers. B Corp certification is re-evaluated and renewed every three years to ensure high standards are met or improved. This offers purpose-led businesses like Beyond Bank Australia a transparent, measurable, and accountable way to be a force for good - and to keep doing better. As an employee of a B Corp, I can expect my employer to commit to a positive work environment, treat me fairly and promote diversity, equity and inclusion. Learn more about the "B Impact Score" and why it matters: https://bit.ly/4bXcxNz #BCorpCertified #BCorp #bcorpanz #PurposeDriven #community #forandwithyou #SocialImpact #positiveimpact #sustainability #transparency #accountability #BLab #Performance #wellbeingintheworkplace #wellbeingatwork

I work for a B Corp. So what? B Corps are “Benefit Corporations” that balance profit with purpose and enable their people, communities and planet to thrive. To become certified as a B Corp, a business must undergo a rigorous impact assessment and qualification process that measures its social and environmental impact across five areas: Community, Customers, Environment, Governance and Workers. B Corp certification is re-evaluated and renewed every three years to ensure high standards are met or improved. This offers purpose-led businesses like Beyond Bank Australia a transparent, measurable, and accountable way to be a force for good - and to keep doing better. As an employee of a B Corp, I can expect my employer to commit to a positive work environment, treat me fairly and promote diversity, equity and inclusion. Learn more about the "B Impact Score" and why it matters: https://bit.ly/3VjHaXD #BCorpCertified #BCorp #bcorpanz #PurposeDriven #community #forandwithyou #SocialImpact #positiveimpact #sustainability #transparency #accountability #BLab #Performance #wellbeingintheworkplace #wellbeingatwork