50 Advocate Executives 2020

Alongside celebrating the extraordinary achievements and the dedication of this year’s HERoes Advocates, we remember and celebrate the life of José Eduardo Carneiro Queiroz, HERoes Advocate 2019. His colleagues at Mattos Filho have shared with us this note on his passing and legacy of inclusive leadership.

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Alan Jope

1
CEO
Unilever

As a business leader, Alan is resolute in his vision to make Unilever a beacon for diversity and inclusion. Part of this is building a gender-balanced workforce, and a wider value chain that helps to empower women. Alan chairs the Unilever Global Diversity Board and is active in all parts of its work, including supporting interventions in traditionally male dominated ‘hot spots’ within the business. Already, Unilever has reached its ambition of 50/50 gender balance among its management population of 14,000. Wider progress is driven through programs like Shakti, which trains women in rural areas in new skills and helps them grow into micro-entrepreneurs through selling Unilever products within their local villages. Also through its portfolio of purposeful brands – like Dove, which has taught Self-Esteem workshops to over 60 million girls – and initiatives like #Unstereotype, which focuses on eradicating harmful stereotypes from advertising and advancing progressive portrayals of everyone.

Ron O’Hanley

2
Chairman and Chief Executive Officer
State Street Corporation

As CEO of State Street Global Advisors, Ron called on corporate boards to make gender diversity a priority to promote better decision-making and launched the Fearless Girl statue on Wall Street, which promptly became a global symbol of the need for more women in leadership. Under his own leadership, State Street introduced company-wide diversity goals tied directly to executive’s compensation, and were included on the Working Mother 100 Best Companies List as well as the Diversity Best Practices Inclusion Index. As well as being Executive Sponsor for State Street’s Black Professionals Group, Ron is also a member of the Boston Foundation Board of Directors: a prominent community foundation dedicated to diversity and inclusion. Ron has recently launched the Small Business Strong initiative, a partnership of leading businesses in Massachusetts with the aim of supporting women and minority-based businesses negatively affected by the COVID-19 associated economic downturn.

Koichi Tsuji

3
Chairman & CEO
EY Japan

Koichi is a Committee Member at the EY Global Diversity & Inclusiveness Steering Committee and is a strong advocate for increased flexible working. This has included the introduction of both flex-time systems and improved childcare programs to support women in the workplace. EY ShinNihon, the Assurance practice within EY Japan, won the J-Win Diversity Award in 2018 under his tenure as Chairman & CEO; awarded by NPO J-Win, an organization dedicated to empowering Japanese women. Koichi supported the declaration on action by a group called (translated) “A Group of Male Leaders Who Will Create a Society in which Women Shine”; an initiative supported by the Cabinet Office. As Chairperson & CEO of EY Japan, he is also supporting a program called Entrepreneurial Winning Women to foster female entrepreneurs, and a program called Women Athletes Business Network to assist retired young female athletes transition into business.

Jeremy Darroch

4
CEO
Sky

Jeremy is a vocal advocate and has championed gender equality to help make Sky a company of choice for women. Over a number of years, he has driven and supported a range of initiatives, including; a ‘Women into Leadership’ programme to help strengthen Sky’s talent pipeline; a 15 week ‘Get into Tech’ initiative to increase representation of women in technology, and the Sky Returner Program, a paid six-month placement to help senior level people who have taken a 2+ year career break return to full time careers. With Jeremy’s support Sky now has a well-established Women@Sky employee network and has partnered with The WBC and Management Today to spotlight Britain’s “Agents of Change” – male allies supporting women in business. Alongside his role at Sky, Jeremy is Chair of Business in the Community where he inspires, engages and challenges organisations to make business a force for good in society.  

David Kenny

5
CEO and CDO
Nielsen

David is the current CEO and CDO at Nielsen, founding partner of Leading Executives Advancing Diversity (LEAD) Network, and council member of Advancing Diversity Leadership Council. Under his leadership, Nielsen has signed the LEAD Network Pledge to increase women in leadership from 39% to 46% by the end of 2021. They have also introduced a number of other initiatives which have put D&I at the center of the company including tying executive incentives to D&I targets, implementing Executive Leader representation for ERGs, adding D&I contributions into company annual performance reporting, and adding an inclusion index into the employee engagement survey. In 2019, Nielsen conducted an internal Women in Leadership study on equality for women in career advancement, bonuses and performance reviews, then began to address any gaps. David also helped launch a Wise up to Women research project which shapes how companies can rethink their approach to marketing, innovation and designing their services for women.

Marc Benioff

6
Chair and CEO
Salesforce

Under Marc’s leadership as Chairperson and CEO of Salesforce, the company undertook a comprehensive study of remuneration to ensure women were paid equally for comparable work to men spending nearly $3 million to eradicate differences in salaries in this first ever equal-pay assessment. Salesforce have continued to undertake this company-wide assessment on a yearly basis spending over $12 million to guarantee equal pay for equal work. He has been a strong advocate for the Salesforce Women’s Network which is the company’s largest equality group and strengthens the development of women in each step of their career journey. This group concentrates on expert and personal growth, allyship, accommodating networks, and working towards gender equality. It also has content and activities designed to support the values of empathy, reliance, welfare, and advancement of women.

Matt Brittin

7
President, EMEA Business & Operations
Google

Matt is the Executive Sponsor of Women@google and Board Member of the DEI council where he takes responsibility for DEI across EMEA covering over twenty thousand employees. He has also been working for two years as the Executive Sponsor for the regional Women@google community which is the largest employee network throughout 36 countries. Matt initiated #itsuptome – a program to ensure every colleague works to build a more inclusive workplace culture and managers become responsible for progress as part of their quarterly objectives. Matt’s other work includes hosting the initial EMEA Women@google leadership summit, sponsoring the Google State of Black Women summit in EMEA in 2019, and sponsoring of the Women’s Forum; a prominent platform for women’s STEM education. He is also an active mentor and sponsor for #IamRemarkable – a worldwide Google initiative that empowers women and underrepresented groups to celebrate successes in the workplace and beyond.

Ajay Banga

8
Chief Executive Officer
MasterCard

Under Ajay’s leadership, Mastercard has become a company where inclusion, opportunity and empowerment for women are global priorities. He has always believed that ending all forms of gender discrimination and fostering women’s participation in the global economy isn’t just the right thing to do – it’s also good business. Mastercard has become a leader in products designed for women and his support in helping them get access to finance and funding shows up in many of the company’s programs, including a $250 million commitment to support small businesses globally and linking identification to payments to benefit the millions of women globally who lack formal ID. Ajay also provided the pioneering vision for Girls4Tech™, the award-winning education program developed to teach STEM foundations and principles to girls around the world. Beyond Mastercard, Ajay is involved in global initiatives and organizations which encourage and empower women financially. He has partnered with World Bank to help women in under-developed areas, and regularly speaks to executive groups and student groups on the importance of inclusion and decency.

Keith Barr

9
CEO, IHG
IHG

Since Keith became IHG’s CEO in 2017, the company’s Diversity & Inclusion agenda has gone from strength to strength. He founded and Chairs IHG’s D&I Board, and the company has been listed in the Hampton-Alexander Review as one of the top 10 FTSE 100 companies for female representation across Executive Committee and their direct reports for three years running. Under Keith’s leadership IHG has created several initiatives aimed at laying the foundation for women to succeed at work including Rise, a mentoring programme for women in operations roles, and flexible working guidelines. To help reduce the impact of the Covid-19 crisis on parents and carers, IHG has created several tools to help colleagues maintain a work/life balance, including a Family Network, training for managers on supporting colleagues working from home, and introducing “Recharge Days” – three days of additional leave for employees.

Simon Roberts

10
Chief Executive Officer
Sainsbury's

Simon is the Chief Executive Officer at Sainsbury’s. He has made gender equality an essential element in creating a truly inclusive culture with targets set for increasing diversity at a senior level. He has implemented positive initiatives for gender equality which work across recruitment, retention and promotion. These initiatives include; gender balanced shortlists for senior positions, senior leadership mentoring and sponsorship, the creation of diverse talent pipelines, featuring visible role models in communications and raising awareness around the opportunities for flexible and agile working. As a voice for the industry, Simon recently featured in the Diversity in Grocery report highlighting the importance of diversity, inclusive leadership and the challenges within inclusion that the industry faces.

Ivan Menezes

11
Chief Executive
Diageo

As Chief Executive of Diageo, Ivan has taken strong measures to support gender balance within the business, where 50% of its Board and 40% of its Executive Committee are currently women. This includes setting targets for gender balance in senior leadership and insisting on diverse shortlists for external hires. In 2019 Diageo launched an ambitious parental leave policy offering all female employees globally six months fully paid maternity leave and offering the same benefit to men in a majority of markets. Since launch, the average number of paternity leave days taken by men increased from 23 to 105. While speaking at the 2019 Confederation of Business Industry (CBI) Inclusive workplace conference, Ivan drew attention to the need for greater diversity while calling for more employers to come together and become ambassadors for change. In 2018, Ivan was honored with the Men As Change Agents Award from the Women’s Business Council.

Andrew Williams

12
Group Chief Executive
Halma

Andrew is Group Chief Executive of Halma, a FTSE100 global group of life-saving technology companies. He has been steadily improving diversity and gender balance in executive leadership positions within what was previously regarded as a traditional engineering and manufacturing business. This has resulted in Halma’s Executive Board now having five women, representing 63% of Board positions, compared with it being all-male until 2014. There is also significant increased gender balance in the leadership pipeline to ensure sustainability. This includes appointing five female Divisional Chief Executives, who Chair Halma’s companies, in the last two years and targeting for all 45 company boards to be between 40% and 60% gender balanced. To help achieve this target, Halma has encouraged increased diversity of the roles on Boards and recently launched a new global inclusion program to support their continuing efforts to build a truly inclusive culture.

Greg Case

13
CEO
Aon plc

As CEO of Aon, Greg has put a firm focus on gender equality and aims to achieve 30% women in their most senior role levels globally. In 2019, he set a target for their global Executive Team to sponsor female or ethnic minority colleagues to help create a strong network of future leaders and is actively involved in sponsoring and mentoring as part of this rewarding program. Greg is also personal sponsor of the Women’s International Network (WIN), Aon’s global Business Resource Group to support gender equality. Aon has a comprehensive supplier diversity strategy (Aon Diversity Solutions) that champions women-and minority owned businesses and Greg was one of the first signatories of The Equity Pledge which holds a commitment to working toward achieving gender equity in leadership roles by 2030.

Adrian Warr

14
CEO Hong Kong, Taiwan & Thailand and APAC Employee Experience Leader
Edelman

To drive inclusion, collaboration and equality, Adrian created #WeStepUp at Edelman; an initiative which includes an independent study of pay equality, sponsorship of The Women’s Foundation (TWF), balanced panels for hiring and performance reviews, new flexible working policies and external coaching for returning parents. He is a founding member and the Co-Chair of the Male Allies, a charity under TWF dedicated to tackling gender equality through senior male business leaders. Adrian has played a crucial role in promoting the Male Allies initiative to the wider community and has worked on a key piece of Male Allies research that focuses on the need for male allies in Hong Kong and explores the barriers to men being more engaged in tackling gender inequality.

Mark Read

15
CEO
WPP

Mark continues to work hard to improve diversity and build an open and inclusive culture at WPP; women now make up 50% of WPP’s senior managers and 50% of Board members. WPP was named in the 2020 Bloomberg Gender-Equity Index for the second year running. This year, WPP introduced a global conscious inclusion training programme, designed to embed inclusion and diversity into hiring processes and performance management systems. Mark also launched a global Inclusion Council to accelerate change throughout the company. The Council will give a voice to under-represented groups, recommend programmes and policies, remove barriers to progression and input on leadership succession. As a member of the Male Champions of Change Global Tech Group, Mark advocates for gender equity in the technology sector. He also made a public commitment not to appear on male-only panels. WPP’s partnership with UN Women has resulted in multiple campaigns to amplify the voice of women.

David Hynam

16
CEO
Bupa Global & UK

Through his role as CEO, and as sponsor of Bupa’s global leadership development programme, David has championed diversity and inclusion. He has launched Bupa’s code of conduct, including the “Be you at Bupa” commitment, which ensures all colleagues are supported and comfortable in being themselves at work. Last year, he became the first signatory on the government-backed pledge “Leaders as Change Agents” to drive diversity in business and was a signatory for Bupa on the HM Treasury’s Women in Finance Charter. He also oversaw the introduction of anonymised CVs to reduce unconscious bias in recruitment. Outside of Bupa, David is the Chairman of HomeServeUK. With his support, HomeServeUK was recently voted one of the Best Workplaces for Women in the UK.

Peter T. Grauer

17
Chairman
Bloomberg LP

Peter is a leading force behind advancing gender equality and diversity in the workplace. Under his leadership, Bloomberg’s Gender Equality-Index, which tracks the financial performance of public companies committed to supporting gender equality, saw a >40% increase in companies included in 2020 vs. 2019. In 2020, Bloomberg expanded “Girls take Finance” to London to provide career opportunities to women in business, finance and technology. Bloomberg also provided corporate support for “This Changes Everything,” a documentary which dives deep into the topic of gender equality and pay equity in Hollywood. With Peter’s help, Bloomberg’s Buy-side Network was launched, becoming the first community for women in the asset management industry in Asia. Outside of Bloomberg, Peter is the Founding Chairman of the U.S. 30% Club, creating initiatives focused on increasing the pipeline of female talent, and he has served as a mentor with the Catalyst Women On Board initiative.

Howard Ungerleider

18
President & Chief Financial Officer
Dow Inc.

Dow President and Chief Financial Officer Howard Ungerleider is a vocal advocate for a safe, inclusive and supportive workplace for all employees. Since his appointment to the position in 2014, female direct reports to the President and CFO increased from 0% to 35% in 2020, and Finance Leadership Team female representation increased from 13% to 40% in 2020. Ungerleider serves as the executive sponsor for the Women’s Inclusion Network (WIN) – Dow’s employee resource group for the equality and advancement of women in the workplace. In this role, Ungerleider has helped provide a framework to share experiences, find mentors, seek professional development, and find routes to senior leadership. His work also includes supporting Dow’s partnership with Forte, sponsoring the EY POWERUP program to empower women, hosting MARC Workshops in partnership with Catalyst to engage men as allies, and championing Sponsor to Success to advance women and U.S. minority talent development.

Jimmy Etheredge

19
CEO – North America
Accenture

Jimmy Etheredge is deeply committed to accelerating equality for all and takes seriously his responsibility as an ally and advocate.  Under his leadership, Accenture is on its way to achieving a bold goal of a 50/50 gender-equal workforce by 2025.  He has ensured a thriving women’s Employee Resource Group, sponsored a Women in Technology development initiative, and led programs to accelerate senior women to leadership roles. In 2019, Jimmy was appointed to the Board of Councilors of the Carter Center, founded by former President Jimmy Carter, to pursue equality, wage peace, fight disease and build hope.  Dedicated to creating new pathways to tech jobs for underrepresented groups, Jimmy is overseeing the expansion of the company’s pioneering apprentice program.  More than 700 apprentices in 20 cities have participated in the program, which provides paid training and the opportunity to join Accenture in a technology role.

Simon Cooper

20
CEO, Corporate, Commercial & Institutional Banking
Standard Chartered Bank

Since becoming the Chairman of the Global D&I Council, Simon has been responsible for Standard Chartered Bank’s focus on engaging all genders. His 2018 global D&I strategy resulted in shifting accountability to the businesses’ CEOs for the delivery of local D&I plans and objectives, delivery of Inclusive Leadership workshops, and the introduction of enablers such as global Fair Play Charter and Gender Pay Gap disclosure in key markets. His extensive and integrated approach to D&I has ensured a positive trend across several indicators, including representation of women in senior roles. Simon has also driven gender equality beyond the workplace including the “Men Advocating Real Change” program in the UK, India and Singapore. He has also advanced the Impact Investment Exchange Singapore with their second Women’s Livelihood Bond (a multi-country listed gender bond), creating sustainable livelihoods for 250,000+ underserved women in the region.

Dominic Christian

21
Global Chairman Reinsurance Solutions
Aon

Dominic is the Chairperson of Aon’s Diversity Council and sponsor of the Gender IQ Business Resource Group which was renamed from the Women’s International Network in 2019 to encourage more men to get involved and champion gender equality. In addition to Aon, Dominic is the chairman of Inclusion@Lloyd’s and was instrumental in the launch of The Dive In Festival – an annual celebration of diversity which in 2019 saw events take place in 60 cities across 32 countries, with over 10,000 attendees. Dominic played a significant role in launching a cross-industry Inclusive Behaviors in Insurance Pledge, asking films in the industry to sign up and demonstrate their commitment to a culture where inclusive behaviors are the norm. Dominic is also involved with a women’s non-profit organization “Lift as You Climb” which promotes and advises women on career advancement.

Peter Hill CBE

22
Chairman
Keller Group plc

As Chairman of Keller Group, Peter has reviewed and changed the composition of the Board increasing representation of women from 25% to 66%. In 2019, he was responsible for the appointment of Keller’s first Non-executive Director for Workforce Engagement whose remit includes the encouragement of the diversity and inclusion agenda at Keller. In addition to this, Peter has been supporting the role creation and appointment of Keller’s first Group Head of Talent and Diversity. Peter has also encouraged diverse board membership and diverse organisations in his role of Chairman at other companies including Petra Diamonds, Volution Group plc and the Royal Air Force.

Steve Murrells

23
CEO
Co-op

Under Steve’s leadership at Co-op Group, gender diversity in senior hires has increased from 33% women in 2017 to 56% women in 2020. The executive team recruited by Steve has women leading two of the biggest business areas as well as the roles of Chief Finance Officer, Chief People Officer, and Group Secretary and Legal Counsel. Steve has developed a strong D&I agenda at the organization with aims for increasing inclusion and representation at all levels of the businesses. Since the murder of George Floyd in Minneapolis, Steve became the first major UK business leader to call for an increased commitment for tracking racism in the workplace and commissioned new work within the Co-op Group to address their own issues of cultural and institutional discrimination.

Robert Fairbairn

24
Vice Chairman and Co-Chair of Human Capital Committee
BlackRock

As the Co-chair of the Human Capital Committee and Talent Sub-Committee, Robert has led and sponsored a number of initiatives aimed at increasing gender equality in the workplace. He helped launch BlackRock’s Women Leadership Forum, established extended maternity/paternity leave and a flexible time-off policy, and sponsored numerous senior women, through investing in helping them find broader, more impactful careers at BlackRock. As Interim Global Head of HR, Robert expanded adoption assistance and new surrogacy and egg freezing benefits for all employees. Robert is also one of the founders of the first chapter of BlackRock’s Women’s Initiative Network based on the East coast. As one of BlackRock Women’s Leadership Forum Chairs, Robert has been a Global Executive Committee sponsor of the program for many years and has been instrumental in involving other Global Executive Committee members as sponsors of women in the program.

Michael Miebach

25
President and CEO-Elect
MasterCard

As President and CEO-Elect, Michael understands that ending gender discrimination isn’t just a matter of basic human rights; it’s eradicating a barrier to accelerating sustainable development. Promoting women’s leadership in driving economic growth and galvanizing their willpower isn’t just about enriching economies—it’s about building a more just, equitable global society. During the course of Michael’s 10 years at Mastercard, he has been a visionary who kickstarted much of the work behind their financial inclusion journey. Recently, Mastercard has expanded its commitment to financial inclusion, pledging to bring a total of one billion people and fifty million micro and small businesses into the digital economy by 2025, with a direct focus on supplying twenty-five million women entrepreneurs with solutions to help them grow their businesses. Outside of Mastercard, Michael is part of the Accion Board of Directors; providing support to two billion adults across the world lacking financial services. In 2018, MasterCard and Accion launched a partnership, bringing Mastercard’s worldwide networks and resources together to transform millions of underserved micro and small businesses while focusing on the cultivation of female entrepreneurs.

Babu Thiagarajan

26
Country General Manager and Head of Technology, India
Fidelity International

Babu is Executive Co-Sponsor of Fidelity International’s Global Gender Network as well as a member on the Global Diversity and Inclusion Leadership Council. In that role he has brought a formal focus to effectively address the gender imbalance at all levels of the organisation. Externally, as a member of the industry association, NASSCOM, he has sponsored, championed and facilitated their first D&I focused conference in northern India. He continues to champion his teams’ involvement with AnitaB.org and their sponsorship of a Delhi regional chapter to help drive the agenda of women in technology. To engage with their communities on the same objective, Fidelity International in India have successfully skilled over 1000 women from marginalised communities to enable them to take first steps towards employment and empowerment. They have also worked with schools in under privileged areas to enable over 700 girls to stay in school and complete their schooling.

Atsushi Egawa

27
Japan Market Unit Lead
Accenture Japan Ltd

As Japan Market Unit Lead of Accenture, Atsushi initiated Project Pride – a workstyle reform initiative with the aim to create a working environment which is practical, equal for everyone, and free from discrimination. The outcome of this initiative has been reduced overtime work, greater employee retention, and an increased use of paid holiday time. Since launching Project Pride, the number of women working at Accenture Japan has increased from 21% to 35%, with 44% of new hires now women. Following this transformative work, Atsushi speaks regularly at events on the importance of diversity and inclusion, as well as advises other organizations in Japan on adopting work practices which promote and support gender equality.

Jim Brown

28
Chief Executive Officer
Sainsbury's Bank

Through his life and work experiences, across multiple continents, Jim has seen first-hand the benefits that diversity brings to both the workplace and society.  As CEO for Sainsbury’s Bank, and Board Sponsor for Gender at Sainsbury’s, Jim is focussed on moving the dial on diversity and is committed to promoting an inclusive culture where colleagues from all backgrounds are able to reach their full potential.  Jim championed the recent launch of Sainsbury’s Gender Network, INSPIRE, and is actively engaged in the network’s plans and events.  Under his leadership at Sainsbury’s Bank, diversity and inclusion is a key component of the organisational goals with all of the Executive team actively involved in specific colleague initiatives including: sponsorships of mentoring circles and a development programme for Women, launch of an Inclusion Working Group and, overseeing commitments made to the Women in Finance Charter.  Outside of Sainsbury’s, Jim is a Be Inspired Ambassador.

Osman Ershad Faiz

29
Chief Information and Operating Officer (CIOO)
AMTD Digital Inc (a subsidiary of AMTD Group) 

Osman launched the HeforShe network Singapore in 2018. The network currently has over 150 senior male leaders who are committed to helping hundreds of mid-level female executives pursue their personal and professional ambitions. He also launched the HeforShe Network in Bangladesh, making it one of the first Muslim markets to have a HeForShe network. Alongside this, Osman has been a supporter of the Lead the Women initiative in Singapore which reviews the hiring for women at each grade and identifies opportunities to drive the target of 30% women in key leadership roles. He is also Sponsor of the Women in Tech initiative which offers university students educational visits to Banks to connect with other women in tech. Osman has recently joined AMTD Group as the Chief Information and Operating Officer (CIOO) for AMTD Digital Inc.

Lou Maiuri

30
Chief Operating Officer, Member of the Management Committee
State Street Corporation

Lou is Executive Sponsor of State Street’s Professional Women Network (PWN) providing professional development opportunities for women across the company. He launched and continues to lead PWN’s Global Advisory Board – a group of senior executives who advise on policies that drive diverse hiring and promotional practices. As a Mentor and Executive Sponsor, Lou regularly presents on career management and talent management within State Street to give women the tools they need to advance their careers. He also supports the Esperanza Academy in Lawrence, Massachusetts, a tuition-free, independent middle school welcoming girls of diverse faiths, races and cultures.

Dean Curtis

31
Group Managing Director – Reed Business & Analytics (Division of RELX plc), CEO & President ICIS
Reed Business & Analytics (Division or RELX plc) & ICIS

Dean is a strong advocate for inclusion and oversees an organization which has a 50/50 gender balance across the entire workforce, as well as within the leadership team. Dean has driven D&I initiatives including unconscious bias training for employees, gender balance leadership and mentoring programmes and sponsorship initiatives for women , all of which improved employee engagement, retention and employee satisfaction rates. Dean believes that for diversity to be sustainable, first you must have inclusion. From a background in sport he understands that all high performing teams have inclusion as a pillar of their culture, where members can be the very best version of themselves. Dean regularly sits on panels and promotes ICIS’ ERG groups and is currently working with others to set up a D&I forum for the Energy and Chemical industry.

Charlie Nunn

32
CEO, Wealth and Personal Banking
HSBC

Charlie is the Sponsor for Wealth and Personal Banking’s Accelerating into Leadership (AiL) program targeted at women with the aspiration to progress. Benefits of the program includes increased confidence, a focus on strengths, visibility with senior leaders, and the opportunity of meeting a wider group of high-performing and motivated peers. He also led the creation of the Executive Committee Gender Dashboard which provides visibility to the weighting of men and women at senior leader level for each of the teams aligned to Executive Committee members. In his role as CEO, Charlie has supported and taken part in many engagements and initiatives related to gender inclusion including the Wealth and Personal Banking Graduate Program, the EXPLORE leadership development program, and the Accelerating Female Leadership program.

Francois Rigou

33
Managing Director, Head of Engineering in Asia Pacific
Goldman Sachs

Francois is a member and Gender Strategy Lead for the Asia Pacific Inclusion and Diversity Committee (APIDC) at Goldman Sachs ensuring there is an inclusion of women during both recruitment and promotion processes. He is also a Sponsor of the Asia Pacific Women in Engineering Network (APWE) and Managing Director Ally of the APAC Women’s Network. As Head of Engineering in Asia Pacific he has expanded gender-focused initiatives and been involved in developing the next generation of women engineers through his support of The Women’s Foundation’s (TWF) Girls Go Tech program and their bi-annual STEM Competition and Awards Ceremony. He is a member of TWF’s Male Allies Initiative, where he works with other senior male leaders from across industries and within Goldman Sachs to further gender equality in Hong Kong.

David Harkness

34
Partner
Clifford Chance LLP

David is Chair of Clifford Chance’s UK Inclusion Committee and has championed a series of initiatives to promote gender inclusion and diversity including publishing pay gap data beyond the statutory minimum, designating partners at every remuneration meeting to ensure gender equality is respected, and creating a network of “Inclusion Advocates” to support those at the receiving end of any sexist behaviour or unconscious bias. He encouraged the relaunch of Accelerate>>> as a global gender parity group and the introduction of a new target of 30% women UK partners by 2025. David is also a member of the Development Board at Tender; a charity dedicated to reducing domestic violence.

Matt Krentz

35
Managing Director & Senior Partner
BCG

Matt is Diversity & Inclusion and Leadership Chair for Boston Consulting Group (BCG) and leads the Women@BCG program with the purpose of improving women’s recruiting, retention, advancement and satisfaction at the firm. Under his leadership Boston Consulting Group has increased women as a percentage of entry level hires from 29% to 40% with the number of women partners growing at three times the rate of male partners. Matt has also been responsible for developing BCG’s DE&I offering for clients, advising Chief Executives on their DE&I strategies. Outside of BCG, Matt is on the Advisory Board for Catalyst, the Business Roundtable’s (BRT) Diversity and Inclusion Working Group and WEF Community of Chief Diversity and Inclusion Officers (CDIOs).

Andrew Eisen

36
SVP & Partner, Financial Services Solutions
IHS Markit

Andrew is heavily involved in a number of groups at IHS Markit dedicated to gender equality, including Executive Sponsor of the Women’s Forum, member of the IHS Markit Ally Network and member of the Financial Services Diversity and Inclusion Executive Working Group. As a Sponsor for Women in Tech, he has helped develop a mentoring program that nurtures women’s leadership skills, empowering participants to own and drive their careers and build confidence to have crucial career development conversations with their managers. As a long-term advocate, Andrew has also been involved in dozens of internal and external D&I committees and initiatives focused on the issue of gender equality.

Joe Duffy

37
Ireland Country Executive
BNY Mellon

Joe is an active promoter of diversity efforts within BNY Mellon, he previously Co-chaired our Women’s Executive Network in EMEA and currently leads their Male Ally group. He is actively involved in the 30% Club in Ireland where he sits on its Financial Services Advisory Committee and supported the launch of its expanded 2018 Executive Education Scholarship Program. Through Joe, BNY Mellon has also sponsored the Women in Management Report for the previous five years monitoring and reporting on progress in the advancement of gender balance across Irish employers. Outside of BNY Mellon, Joe sits on the National Council of the Irish Business and Employers Confederation, is a member of the advisory board of Financial Services Ireland and serves on the Ireland Financial Services 2020 Joint Committee.

Larry Tomei

38
Executive Vice President and Head of Wealth and Personal Banking
HSBC Bank Canada

Larry Tomei is a passionate advocate for Diversity & Inclusion. As a first generation Canadian, Larry knows the challenges faced by newcomers; it was this experience which led to his devotion to promoting D&I. Larry is a strong supporter of empowering women in the workforce. At HSBC Bank Canada, he has achieved a 50% gender balance on his leadership team and has championed three-year gender promotion objectives. Larry created a platform for female leaders to raise their profiles. He often designates women leaders to represent him in business and speaking engagements, and leverages communication channels to promote women as role models for upcoming employees. Larry mentors and sponsors women, ultimately leading to career advancement and transition into more progressive and impactful roles. He hosts “Women Only” exchange sessions to facilitate feedback and identify opportunities for improvement and creating a pipeline of top talent. Larry leads participation in International Women’s Days.

Patrick Street

39
Managing Director
Goldman Sachs

Patrick promotes gender diversity in hiring and champions initiatives to attract women talent from diverse backgrounds, specifically into roles not historically marketed towards women. These initiatives include co-running the spring and summer intern program for Global Markets with over 50% of hires being women over the last 3 years. He has also supported the implementation of the Women’s Trader Academy; women in their penultimate university year learn about being a trader. The program has contributed towards an increase of 150% in women analysts joining trading and met the aspirational goal of hiring 50% women traders at junior levels over the last 2 years (from less than 20% before implementation). Outside of Goldman Sachs, Patrick is actively engaged with social mobility organizations to support their mission of helping students from less-advantaged backgrounds to secure jobs. He is a Trustee of CityHarvest – a fresh food rescue and redistribution charity.

Colin Passmore

40
Senior Partner
Simmons & Simmons

Colin has been an active force in promoting gender balance and equality and has helped Simmons & Simmons achieve an 11% increase in the percentage of female partners. He is a Senior Ally for the Allies Network and has worked towards improving gender diversity by focusing on helping more women progress through to partnership and into senior management positions. He chairs quarterly gender balance meetings and has started a reverse mentoring partnership with his female BAME partner lead to gain a personal insight into the challenges and opportunities faced by diverse colleagues across the firm.

Rob Mukherjee

41
Director
EveryCloud Security

Rob leads the “EveryCloud Everyone” inclusion network – ensuring support from board level through strong internal communications, events and social media. In 2019 he enhanced EveryCloud’s Inclusion & Diversity Policy to commit to even greater active support for women and has championed increased flexible working including a flexible 4 day week and reversed work location – so home working became the accepted norm and office working the exception. He is one of only two men on Northern Power Women’s ‘Power Board’ and has been a speaker at various Northern Power Women events as well as a judge for the Northern Power Women Awards. Prior to joining EveryCloud Security, Rob’s work for gender inclusion at Vodafone across the North of England culminated in him receiving the Women In Sales Awards (Europe) ‘Male Mentor of the Year’ and Northern Power Women ‘Agent Of Change’ Award.

Edward Chidsey

42
Partner and Senior Vice President
IHS Markit

Edward is an active member of Women At IHS Markit and was a senior sponsor of IHS Markit’s first ever Return to Work program for primary care givers who left the workforce and were looking to return after a career break. As a vocal advocate he has participated in ELLEVATE panels to discuss gender diversity and sponsorship as well as being involved in numerous UNITY week activities as the Partner Sponsor for the panel on Diversity & Inclusion. Edward has personally sponsored several senior women to help coach and support them for promotion to Executive Director and Managing Director levels. He has also provided company space to Path Forward and participated on a panel with several other companies to discuss views on D&I and to showcase Path Forward opportunities for over 100 returnees.

Andrew Pearce

43
Managing Director
Accenture

Globally Andrew is one of Accenture’s cross-cultural leads, tasked with educating and setting best practice examples for working across cultures and ethnicities. He is the Executive Sponsor for Accenture’s African-Caribbean Network, and works with global leadership to open and grow opportunities for future women MDs. Andrew is a member of the Executive Leadership Council and has been actively engaged in a number of the events and initiatives that the UK chapter are running. He often speaks on diversity, and encourages senior managers to support coaching and volunteering efforts with local communities. He is committed to offering a platform for female leaders to thrive within a business environment and currently mentors three professional women outside Accenture, providing career guidance and helping them to maximise their potential within the challenges of their diverse organizations.

Christoph Schweizer

44
Chairman, Central and Eastern Europe and Middle East, Managing Director and Senior Partner
Boston Consulting Group (BCG)

Christoph is a member of BCG’s Executive and Operating Committees and in this capacity shares responsibility for ensuring that the Women@BCG program (to recruit, retain, and advance women at BCG) is meeting aspirations and closing the gap when it comes to gender equality. He has played an important role in establishing new forums to acknowledge and celebrate women in the Central and Eastern Europe and Middle East (CEMA) region. Christoph personally reviews the business’s female leadership pipeline twice a year to develop a shared action plan to ensure each woman has the support needed to continue to advance at BCG and to find a successful commercial platform. During the COVID-19 crisis, he advocated for a creation of a new flexibility and compensation model which was designed specifically for caregivers who have been disproportionately impacted by the crisis. This program is a critical resource for many female—and male—employees.

Dickson Hoi Keung Lee

45
Chief Financial Officer
Standard Chartered Bank (China) Limited

In his role of CFO of Standard Chartered Bank in China, Dickson is dedicated to creating an environment of gender diversity and women’s inclusion. His efforts to promote opportunities for women is reflected in the fact that approximately 72% of Standard Chartered Bank China staff are women.  Dickson also provides full support for a series of events across various branches to promote gender equality including the CEO sharing forum with colleagues on International Women’s Day. He advocates for wellbeing at work and is currently leading a project to revamp the future work model to ensure that work can fit each colleague’s needs, especially those of women. Dickson also works closely with other senior executives to ensure that Standard Chartered Bank China continues to provide financial support and education for female owned business and engages actively with female clients through events covering financial planning, next generation education, and volunteering.

Christian Edelmann

46
Co-Head EMEA Financial Services
Oliver Wyman

Christian is the Executive Sponsor of Oliver Wyman’s women’s network, WOW, a role he has held for over four years. He carries out female-focused recruiting events globally and leads a number of communication initiatives to profile female leaders. Since 2015, approximately 50% of entry-level consultant appointments have been women and Christian assisted in establishing firm-wide gender targets to ensure that this gender parity is better carried through to more senior roles. In 2018, he co-founded Men4Change with the aim of increasing the number of male allies at Oliver Wyman. Men4Change has significantly improved the quality of dialogue on gender topics within the firm and created a network of like-minded leaders beyond the firm. Most recently, Christian has been leading conversations around intersectional issues, particularly the experiences of Black women and what white men need to do better to be better allies to them, specifically.

Sanjeev Malik

47
Managing Director,  APAC Head of Technology & Operations
BlackRock

Sanjeev has mentored dozens of women across all levels at BlackRock, as well as sponsoring emerging talent to ensure they receive the exposure and visibility they deserve at appropriate leadership forums.  He champions participation by male colleagues in BlackRock WIN events to gain broader perspectives from female participants.  In partnership with HR, He has led by example, on both recruitment and promotion processes to ensure diverse slates with women candidates and diverse interview panels, as well as data and facts driven promotion decisions that meet our principles and  free of bias. As a technologist, Sanjeev has championed and supported women technologists in APAC Hackathon events. He is also the Inclusion and Diversity Executive Committee Sponsor for Technology and Operations in APAC and founded the Singapore chapter of Forum for Asset Manager ecosystem (FAME) with industry partners equally passionate about  Sharing,  Learning & Development of Talent across all levels  , where he promotes and encourages women leadership and participation.

B. Pagels-Minor

48
Board of Directors
YWCA of Metropolitan Chicago

B. is on the Board of Directors of YWCA of Metropolitan Chicago, an organization whose every aspect of work is to promote and empower women. Some of the critical programs provided by YWCA include child care and parenting services, DEI training for Chicago organizations, and a WOMN ETF, which is the first ETF curated with companies that support women’s empowerment efforts. B. is also on the board of Howard Brown Health, which helps provides culturally competent healthcare to the LGBTQ+ community. B. works as a senior product leader at a large media technology company and has worked at some of the world’s most recognized and respected companies. B. is also a nationally and internationally recognized speaker specializing in DEI, building effective teams, personal development, and scaling products that delight customers.

Ingo Perizonius

49
People Development Director
EDF

Having worked for many years with EDF in France, Ingo, a proud father of four daughters, was used to many more women in senior leadership prior to working in the UK so has proactively pushed for greater equality. While at EDF, he has ensured that the senior leader talent process is 50% female and has laid the foundations and encouraged the organization to run a female only cohort through their talent development process in 2020. His team has helped to set challenging gender balance ambitions at EDF to have 40% female representation at all levels in the business and hold people to account for achieving those ambitions. To help achieve this, he as built inclusive leadership into all of their leadership development programs to create the right environment where everyone is welcome and can thrive.

Garrison Gibbons

50
Head of People
Knotch

As Head of People, Garrison oversees recruiting, talent, and performance management at Knotch and has helped double the company’s size and increase the female to male ratio at the company with 43% now female-identifying. He has rolled out several new policies including flexible time off and lengthy parental leave and transition back to work policies. As a vocal advocate he has spoken on several panels around women’s rights and women in the workplace and has ensured corporate support for several different organizations including the Memorial Slone Kettering Cancer Centre.