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The Gender Network Development Programme: boosting confidence and careers

Posted by Olivia Lyons, 5 days ago

3 min read

It was a strong desire to progress that first inspired our Commercial & Institutional Journey Developer, Samantha Cracknell, to apply for the Gender Network Development Programme, a scheme designed to help our colleagues achieve their full potential, irrespective of gender. She explains how it built her confidence and networks to help develop her career.

“I’d been with the bank for 10 years and had just stepped into a new role that was completely different. I felt I had no idea what I was doing and was questioning, ‘Am I good enough to be here?' I wanted to take steps to overcome that self-doubt,” says Samantha.

“Confidence is such a big thing. Sometimes you need someone to help you realise that actually, you’ve got this!”

Moving up the ladder

The Gender Network Development programme is open to all colleagues who identify as female and are working in lower grade roles across the bank. The 12-week programme specifically aims to tackle the ‘broken rung effect’ where fewer women are promoted into their first managerial role than men.

“Moving up a grade seemed daunting – I didn’t know if I could do it. And if I did achieve it, I thought my whole life would have to change because it would be so difficult and stressful.”

Samantha saw the Gender Network Development Programme as an opportunity to grow her confidence and build her networks, and ultimately it contributed to her achieving the promotion that originally felt out of reach.

“I loved the programme,” enthuses Samantha. “The way it was set up was really useful for me in cementing my confidence and highlighting my skills. And the networking opportunities were really valuable. I got so much out of it, and it also demonstrated to my team and my manager that I was serious about progressing which was really helpful.”

A couple of months after completing the programme, Samantha was promoted. “My whole life hasn’t changed,” she laughs. “I can still balance work and home and manage my wellbeing.

“The follow up with one of our team coaches helped me realise that it wasn’t actually all that scary, and to understand the steps I could take to get there.”

In fact, Samantha enjoyed being part of the programme so much, that she returned last year as a coach.

Fixing the ‘broken rung’

“I had first-hand experience of the positive difference a coach could make. I was keen to develop my own coaching skills and I also wanted to be part of the programme again because I wanted to be part of that difference,” she says.

“I’ve been part of our employee-led Gender Network for many years and have also had direct experience of being treated differently because I was female. I’m very passionate about that equality gap and wanted to make a difference. I know it sounds cheesy, but it’s the truth.”

Reflecting on some of her experiences Samantha says: “When I was working as a Relationship Manager, I’d have customers refuse to speak to me because they only wanted to deal with a man. I’ve also had customers test me, saying things like ‘I’m not going to speak to you until you can tell me how much tax I would pay if I took home this amount of dividend.’ They felt I wouldn’t have the same knowledge that a man would have to be able to support them and their business. It felt like I had to overcome additional hurdles just to get to the same starting point.

“When some of my male colleagues hear about things like this, they can’t believe that this happens, yet almost every woman I’ve spoken to has a similar story.

“I do think we’re making great progress when it comes to gender equity, but we still have a long way to go.”

In 2024, Samantha is continuing her involvement with the programme, this time as a Coach Lead.

“As Coach Leads, our role is about developing the proposition for the coaches involved with the programme.

“It’s very different from what I was doing last year, but it’s good because I can call upon my own experiences and think ‘what did I want as a participant?’ and ‘what would have helped me as a coach?’ We’ve been working on a coaching development programme this year and have pulled together a 12-week plan with a host of self-led resources which I’m really excited about.”

The programme is now celebrating its 10th anniversary, with the number of applicants increasing year on year. Samantha is keen to encourage all female colleagues who are looking to progress their career to apply, adding: “I haven’t met anyone involved with the programme who hasn’t found it beneficial!”

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