NatWest shared our vision that the UK's brightest entrepreneurs should be properly acknowledged. So they started sponsoring the everywoman Awards to showcase women in business, raise their profile in the media and create positive role models. But they soon discovered something else ― recognising that women in business were an important emerging market.
51% of the UK population is female but when we looked at the amount of women in business, it was down in the low 20s. As a bank, we wanted to do something that would help attract more women into business, as well as giving them more reasons to choose to bank with us.”
Julie Baker, NatWest's Head of Enterprise (Business Banking)
This case study reveals how, through an evolving relationship with everywoman, NatWest has helped their employees better understand the different motivations and challenges facing female business owners and entrepreneurs, attracted more customers, and advanced women at all levels within their own organisation.
A partnership that's stronger than the sum of its parts
NatWest have been title sponsor of the everywoman Awards since 2003.
Since then, the partnership has seen the launch of the NatWest everywoman Accreditation Programme ― a series of learning sessions, networking opportunities and events (signed off by the Chartered Banking Institute) that equips NatWest employees with the skills and insight to deliver great customer service for women in business.
In 2014, the bank joined the everywomanNetwork, a digital learning and development platform that’s helping female employees gain the knowledge, confidence and inspiration to develop their careers within NatWest.
It’s been a 15-year journey that continues to grow and evolve. Not only is it helping us showcase some of the great female role models in business today, it’s improving skills and understanding within NatWest’s employees and, in turn, developing the growth potential of their female customers.
Karen Gill. Co-founder, everywoman
THIS STUDY WILL BE OF PARTICULAR INTEREST TO:
- Business leaders who want to understand how attracting more women into business can benefit their own organisation, the economy and wider society
- HR leaders challenged with increasing the representation of women at senior levels within their organisation
- L&D managers interested in improving the skills and insight of their employees for the benefit of customers ― and the bottom line.
KEY INSIGHTS INCLUDE:
- The recognition of women in business as an important emerging market
- The benefits of quality, targeted learning and development for female engagement and retention
- The importance of brands being more value and purpose driven, more inclusive and more in tune with their communities.