Since returning from maternity leave in 2018, Eugenia has co-chaired the Technology Inclusion Council at the Bank of England. This year, the council has been responsible for mandating diverse interview panels for recruitment at senior grades and unconscious bias training for people managers. Eugenia mentors talented women from across the bank, and undertakes career conversations with top talent, recognizing that women continue to be underrepresented in technology. Within the Technology Leadership team, Eugenia acts as a sponsor and advocate for gender diversity, ensuring the subject gets regular and deliberate focus. She is at the forefront of the Bank’s efforts to embrace flexible working and supporting technologies. Eugenia is also leading efforts to have the organization sign the Tech Talent Charter, which would see the Bank make a public pledge in relation to its recruitment and retention of diverse talent.
Laura co-chairs the Bank of England’s women’s network, and has recently created an Allies pillar within the network, to broaden engagement particularly with men. Using her position as co-chair, together with a colleague she recently run a project on gender progression, looking at both data trends and colleague’s perceptions. Laura also co-organised a flag-ship international conference on gender progression in economics. On top of all of this, Laura is a mentor to up and coming talent at the Bank of England.
Lea has been a long-standing sponsor, mentor and champion of female colleagues in the workplace. In her current executive role she has initiated a number of diversity and inclusion initiatives aimed at further embedding the Bank’s inclusive culture. This includes launching the Bank’s first pilot sponsorship programme for diverse talent. She co-chaired the Bank’s gender network for 3 years, and led a professionalization of the network – expanding its membership, influence, effectiveness and impact. Achievements included the establishment of a parents’ network, a strengthened training offering for managers of maternity leavers/returners, and the establishment of an ‘Allies’ pillar to facilitate the inclusion of male colleagues in the push for greater gender diversity. She has also been involved in social media campaigns, via the Bank’s channels, to champion women in the Bank and celebrate international women’s day. Additionally, she has had numerous mentoring and sponsorship relationships with female colleagues over the years. Externally, Lea maintains a number of informal mentoring relationships, and regularly attends roundtable discussions on how to support gender progression.