Mentorship Gives Women a Pull to the Top in Finance

如果显示在亚博赞助欧冠第五届年度投资管理奖星期四晚上是任何迹象，妇女都进入了金融部门。在十二名个人奖项中，六名前往妇女，包括投资者终身成就奖，D. Ellen Shuman., former CIO of the Carnegie Corp. Foundation; and the Outstanding Contribution Award, given posthumously to the lateAnne Pfeiffer，董事总经理J.P.摩根资产管理.

这些统计数据大致分解为整体妇女的妇女比例：53％的部门劳动力。然而，很少缩放公司梯子的上部梯队。根据统计数据April report from Catalyst是一位以纽约的非营利组织寻求推进妇女的商业，妇女只有12％的执行人员和18％的董事会董事，完全没有首席执行官的行列。

但是女人可能不是at the top spot at financial institutions, especially in asset management divisions, many can still touch the ceiling.Mary Callahan Erdoes.is the CEO of J.P. Morgan Asset Management, where she oversees $1.64 trillion in assets under management and the division’s partnerships with New York hedge fund firm Highbridge Capital Management and São Paulo–based Gávea Investimentos. Her name has been bandied about as a potential successor to J.P. Morgan CEO Jamie Dimon. On the West Coast, Karla Rabusch is the president, CEO and a director of Wells Fargo Funds Management in San Francisco, which has $479 billion in assets under management.

Writes Rabusch in an e-mail interview with亚博赞助欧冠：“男人可能不会意识到他们对与他们类似的人更舒服。当他们出现时，我就个人花了更多的时间指出这些实例。“

在性别之间翻译中显然迷失了，可以源于社会调理：妇女可以终于判断谈判和给定职位的要求。妇女也倾向于害羞地要求促销。Peter Jones, president of Franklin Templeton Distributors and chairman of Franklin Templeton Institutional in St. Petersburg, Florida, sees women as being unwilling to apply for some positions because they think that they’re designed for a man or they assume that the company won’t accommodate their needs as a mother. “We’re trying to change this misperception by educating our female colleagues,” he says.

Women tend to earn less money than their male counterparts in similar positions. Those with MBAs earn $4,600 less a year on average in their first job compared with men; the pay gap widens to $31,000 by the time they reach the C-suite, according to Catalyst. Women also tend to pursue credentials less often than men; they account for only 23 percent of certified financial planners and 16 percent of chartered financial analysts.

With so few role models in the C-suite, female financiers who are earlier in their careers are not getting the necessary mentoring and sponsorship, says Anna Beninger, Catalyst’s director of research. “A sponsor is someone who will advocate for you when it comes to promotions and opportunities,” Beninger explains. “The level of one’s sponsor would predict your advancement, and with so few women to sponsor up-and-coming women, the gap remains unchanged.”

BENINGENT建议金融服务公司制定两个关键变化，以缩小性别差距。第一个是让男人在他们的翅膀下直接服用女性。“由于女性远远少于男性的高级领导角色，这对鼓励更多人来赞助女性是至关重要的，”她说。

Her second suggestion for promoting gender diversity in the workplace is for companies to have someone ensure that men and women get equal access to plum projects. “Most companies don’t have formal metrics in place to track who is getting access to the hot jobs,” says Beninger. “By giving women a chance to show that they’re capable, they subsequently will advance on their own, on their own merits. It avoids the tokenism that can arise when artificially advancing women into senior positions.”

Sponsors need to advocate on women’s behalf to get them promotions — and the hot assignments that lead to promotions. Not only is it personally rewarding; it helps colleagues too. Executives who sponsored others not only got promotions; they got a salary boost as well. According to a 2012 Catalyst report, executive-level female mentors with MBAs got an increase in pay by an average of just over $25,000 during a two-year period between 2008 and 2010 — which wasn’t exactly a prime time for salary increases.

“By investing in up-and-coming talent, you’re indicating to the organization that you care about the future of the company beyond your own job,” Beninger says. “That also provides you with a followership as you ride in the organization.” Jennifer Kulp, managing director of wealth management services at Brinker Capital, a registered investment advisory firm in Berwyn, Pennsylvania, with $16.2 billion in assets under management, can attest to this firsthand. Kulp says her mentors were promoted to vice chairman and CEO because mentoring junior employees helped her mentors’ teams reach sales goals.

For sponsorship and advisement programs to offer return on investment, there needs to be a clear course of action in place to monitor employee retention. “Mentoring is pointless if it is not integrated into an employer’s growth and succession plans,” points out Joanne Cleaver, president ofWilson-Taylor Associates, a communications consulting firm in Chicago that publishes the annualMOVE report关于会计和财务的妇女，在一封电子邮件中。“除非指导旨在为妇女提供下一个职业步骤，否则这只是个人关系中的一个运动。”

也可以看看 ”财富管理公司继续落后于招聘妇女顾问。“