With over 20 years in the Financial Services Industry.  Christine is currently the Chair of Women in Banking and Finance where she is responsible for building effective strategic relationships with corporate sponsors and principal partners, for budget and governance, and for ensuring the delivery of WIBF programmes to a high standard.  Previously she was a Consultant with Logica and worked on major engagements with such clients as Legal General and Man Investments.  A diversity specialist, Christine is experienced in leading a range of diversity and inclusion strategies and initiatives.

How did you become Chair of WIBF?

As a WIBF committee member my entrepreneurial spirit and passion for the group was encouraged by my predecessor, Pandora Omaset.  Inspired by the group I enthusiastically got involved with different initiatives and programmes. I introduced a mentoring programme in 2002, launched the new framework for the Personal Development Programme in 2004 and then joined the editorial team.  I am now the Editorial Director of WIBF Magazine. The in-depth knowledge I acquired about the group meant my application for the chair position was unanimously supported by the management team.

What is the value of joining a network such as WIBF?

Networking is no longer a luxury but is essential to your career progression and opportunities.  WIBF is a totally inclusive professional networking organisation. Our members include women in senior positions to those just starting out in their career.   Members are from diverse backgrounds and organisations.  This provides an invaluable environment to connect with people outside of your organisation, learn from each other the best solutions to your challenges and increase your confidence in a supportive atmosphere.  WIBF is a very active organisation offering a choice of personal development workshops, the Women on Boards Forum, a golf day, Toastmasters Speakers Clubs and distinguished speakers events.  Why not join us at one of our monthly drop in drinks held on the last Tuesday of every month at Prism, 147 Leadenhall Street, London EC3V 4QT?

You clearly have to influence a great deal of corporates in your role as Chair, what approach do you take?

There is the need to establish what is important to our sponsors.  This is closely followed by developing a sustainable relationship that is based on trust and the ability to deliver what we say we are going to do.  My preferred approach is to work collaboratively with organisations whilst encouraging an open dialogue.  It is vital that our relationships with our corporate sponsors are reciprocal and beneficial for our sponsors, our members and the group.

What has been your greatest challenge chairing the WIBF network and how did you overcome it?

One of the greatest challenges occurred at the beginning of last year when it was formally announced by the government that we had entered into a recession.  The impact on our members was quite traumatic.  With the ensuing uncertainly facing our members in the industry, we investigated how we could provide effective support. We reviewed our relationships with recruitment agencies and coaching specialists in order to offer discounted services for our members.

In your opinion, have opportunities in the finance sector changed for women and if so how?

If we go back 30 years ago to the inception of WIBF then yes – opportunities for women in the finance sector have changed.  We have seen an increased in the numbers of women Managing Directors, Chief Administrative Officers, Chief information Officers and CEOs, not to mention the phenomenal increase in women running their own businesses.  At our Awards for Achievement Luncheon (2010) our keynote speaker, Bronwyn Curtis OBE, raised a salient point “Much of the progress for women in the past 35 years was made in the 1980s and it slowed almost to a standstill in the 1990s.” We certainly cannot afford to become complacent, especially when Cranfield’s Female FTSE Report 2009 states a less than impressive female presence on FTSE100 boards:  only 5.2% of  Executive Directors and 15.2% of  Non Executive Directors.

What advice would you give to women who want to progress their careers in the City?

Have total belief and confidence in your abilities. Ensure key people within your organisation and the industry are kept informed about your achievements and successes, otherwise how will others know of your capabilities and potential. Maximise your profile through your network internally, externally and virtually. Join LinkedIn and ask for recommendations and endorsements (another great way to keep your contacts up to date with your progress). While it is important to focus on how you want to progress in your career always explore other opportunities that you may not have considered in the past – the potential for career progression may be far greater than you thought.  In an environment that has prevalent masculine characteristics never take constructive feedback personally.  Learn from any adversary situations and see them as an opportunity to improve your knowledge and skills. Always maintain your own network so that you are aware of developments in your line of business. 

Just for fun, if you could choose an alternative career, what would it be?

An actor – how wonderful it would be to play different characters.

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