Women in Transaction Banking Mentorship

Mentorship

Mentorship Program Details

The BAFT WTB Mentorship Program will launch on March 1, 2025.

The costs for the mentorship program are as follows:

Mentees:
$495/cohort for employees of BAFT members
$695/cohort for employees of non-BAFT members

Mentors:
No charge

Each cohort lasts 8 months. The first cohort will begin on March 1, 2025 and run through November 30, 2025.

Mentorship Program-wide Goals:
  1. Foster a Community of Practice:
    1. Create a supportive network of women in transaction banking, promoting collaboration, knowledge sharing, and mutual support.
  2. Promote Gender Equality:
    1. Address gender imbalances by actively developing female talent and positioning women for leadership roles in transaction banking.
  3. Enhance Employee Engagement and Retention:
    1. Increase employee satisfaction and loyalty by investing in their development and creating clear pathways for advancement.
  4. Measure and Showcase Success:
    1. Track the progress of mentees and mentors to demonstrate the impact of the program on career development and organizational goals.
    2. Share success stories to inspire participation and highlight the value of mentorship within the organization.
Traditional Mentorship Goals (a senior mentoring a junior):
  1. Career Development:
    1. Provide guidance on career progression, skill development, and leadership opportunities.
    2. Offer insights into navigating the transaction banking industry, including overcoming gender-related challenges.
  2. Networking and Visibility:
    1. Facilitate access to senior professionals and decision-makers within the organization and industry.
    2. Increase visibility of female talent in transaction banking, helping them build a strong personal brand.
  3. Knowledge Transfer:
    1. Share knowledge about specific areas of transaction banking such as payments, trade finance, and cash management.
    2. Provide insights into industry trends, regulatory changes, and best practices.
  4. Personal Growth:
    1. Support mentees in building confidence, developing negotiation skills, and managing work-life balance.
    2. Encourage participation in public speaking, panels, and industry forums to enhance their profile.
Reverse Mentorship Goals (a junior mentoring a senior):
  1. Diverse Perspectives:
    1. Enable senior leaders to gain insights into the experiences and challenges faced by women and younger employees in the organization.
    2. Encourage understanding of new trends, technology, and the evolving needs of a diverse workforce.
  2. Cultural Change:
    1. Promote an inclusive culture by encouraging senior leaders to reflect on unconscious biases and support diversity and inclusion initiatives.
    2. Create a feedback loop where senior leaders can learn about the effectiveness of current D&I policies and areas for improvement.
  3. Digital and Social Trends Awareness:
    1. Educate senior mentors on digital transformation, emerging technologies, and social media trends that are influencing the transaction banking landscape.
    2. Help leaders understand the expectations of younger employees and customers regarding technology and digital engagement.
  4. Leadership Adaptability:
    1. Enhance senior leaders’ adaptability by exposing them to new ways of thinking and problem-solving, fostering innovation in their leadership approach.
    2. Encourage the adoption of agile methodologies and flexible work arrangements in response to changing workplace dynamics.