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