Frama joined BNY in 2017 and is Senior VP of Legal Entity Risk and Controls, working for the CEO of the UK entity. Prior to BNY, she worked in senior risk roles within financial services. She is currently the Co Site Head of BNY Edinburgh and co-chairs BNY’s Women Initiative and multicultural networks locally. Frama is passionate about increasing workforce diversity and a culture of belonging and inclusion, and her commitment creates impact beyond her daily responsibilities. She is a mentor and as a vocal advocate, leverages her position to engage in dialogue about these issues by participating in internal and external panel events. Her efforts have made her an exemplary role model for ethnic minority talent.

Introduction and Background

I am originally Nigerian, a wife and a mother of two teenage sons. My career began with a Law degree from the Rivers State University in 2002 and graduating from the Nigerian Law School in 2003. I moved to England in 2004 for studies. Although relocating to Scotland in 2006, I vigorously still tried to pursue a legal career. Despite a number of rejections and having to work various other jobs, I continued my pursuit by qualifying as a Scottish Paralegal in Residential Conveyancing. However, the opportunity did not come, and I soon concluded that I needed to strategically pivot my career.

I therefore set my sights on a role in risk and compliance. My opportunity came with Capita Glasgow, where I initially joined the customer services team. An internal opportunity for a Controls tester arose, and despite not being offered the role due to lack of experience, I advocated for my transferable skills. This initiative led to a meeting with the recruitment manager, and with guidance from a colleague, I successfully navigated the interview process to secure the position. Two years later, I moved to State Street Bank, where I continued to expand my risk expertise. I have since worked in senior risk-related roles across other financial institutions to my present role at BNY.

My path has been far from smooth, particularly as a Black woman facing unique challenges. Yet, it is my unwavering resilience and determination that have propelled me forward. Alongside my personal drive, the support of mentors and allies has been instrumental in my journey. My personal story and journey are what motivate me to actively assist other ethnic minorities and women in navigating their career paths.

Challenges and Milestones

My biggest challenge initially was convincing myself that I had the ability to influence and make a change, especially around advocating for ethnic minorities’ voices. This is important as discussing issues related to diversity, belonging and inclusion can be sensitive and challenging. There was also some lack of awareness or full understanding of the issues and barriers impacting the recruitment of talent from underrepresented groups.

Facilitating open and respectful dialogues about the value of workforce diversity, and a culture of belonging and inclusion helped to create more understanding of the issues faced. Providing clear leadership and direction on these issues and building relationships with relevant stakeholders was important. Partnering with organisations (e.g. Black Professionals UK) to help drive BNY’s Belonging & Inclusion strategy and initiatives. In collaboration with BPU, I organised a training session for recruitment managers on the barriers in place for the recruitment and retention of Black employees.

These initiatives have led to increased representation within the Edinburgh site at BNY, the launch of the Diversity Network locally, contributing to a more inclusive culture in line with our values. I have also been recognised both internally and externally for my work on Belonging & Inclusion.

Key Initiatives and Impact

A critical focus of mine has been increasing the hiring of talent from underrepresented ethnic/racial groups at BNY Edinburgh, which I’ve pursued in partnership with Black Professionals UK. I have used my influence as the Co-Site Executive of BNY Edinburgh to sponsor this strategic relationship and taken ownership of coordinating initiatives to support the collaboration. Through this collaborative effort, I have spearheaded events to support the Black community in Scotland, hosting a recruitment event that resulted in successful employment of Black employees.

By facilitating BNY’s support for initiatives within the Black community, such as sponsorship of the Black Scottish Awards and sponsorship of the recent IAmBlack conference, we have improved outcomes for Black talent. This has increased our profile as an employer of ethnically diverse talent but also simplified access to financial services careers for ethnic minorities. To support retention, I conduct informal catchups with Black employees to gather insights about their experiences and progress within the company.

As Co-Site Executive, my initiatives have been fuelled by a strong commitment to enhancing employee engagement and fostering an inclusive workplace environment. I have championed events that encourage employee support and involvement in our internal Employee Business Resource Groups (EBRGs). At BNY, these EBRGs include our multicultural ethnic and racial diversity network (IMPACT), LGBTQ+ employees network (PRISM), network for BNY’s veterans, military spouses, family members, and their colleagues (VETNET), women’s initiatives network (WIN), among others. Notably, participation has increased over time, exemplified by the official launch of IMPACT at our Edinburgh location last year, which I was instrumental in facilitating and supporting. Now with a growing membership, IMPACT is positioned locally to uplift ethnic minority voices and advance related programmes, and I currently serve as the interim leader for this EBRG.

Moreover, in alignment with my co-leadership of the Women’s Initiative Network locally, I’ve organised events geared toward furthering employee career development, specifically aimed at assisting women in their professional paths.

Personal Growth and Learning

Personal and Professional Growth:

• Improved Communication Skills: The requirement for clear, respectful, and effective communication, especially when discussing workforce diversity and Belonging & Inclusion topics is essential.
• Leadership Skills: Leading Belonging & Inclusion initiatives often involves driving change, which can develop leadership skills such as strategic thinking, advocacy, and resilience.
• Cultural Competence: Exposure to diverse cultures and practices can broaden one’s worldview and improve cultural competence, making it easier to navigate and thrive in diverse environments.
• Enhanced Empathy and Understanding: By listening to and understanding diverse perspectives and experiences, I have enhanced my empathy level and ability to connect with others on a deeper level.

Important Lessons Learned:

• Change takes time, and evident progress can be slow. Patience and persistence are necessary to keep pushing for meaningful change.
• Collaboration is Key: Pushing for diversity and inclusion initiatives is most effective when it involves collaboration across different levels of an organisation and with diverse stakeholders.
• Recognising that individuals have multiple, intersecting identities that affect their experiences is key to improving workforce diversity, and Belonging & Inclusion comprehensively.
• Listening to others’ experiences and perspectives is important as this helps you to truly understand unique challenges faced by different groups to enable you to create inclusive solutions.

Future Vision and Goals

I aim to continue being a leading voice and advocate for workforce diversity and a culture of belonging and inclusion, with the goal of broadening the impact within my organisation and the wider community. I plan to develop and implement innovative programmes that address emerging challenges and leverage new opportunities, ensuring that the changes implemented are sustainable and have a long-term impact.

I will continue to listen and learn, collaborating with internal stakeholders, other organisations, and community groups to amplify the work. Raising awareness about the importance of Diversity, Belonging & Inclusion through public speaking, and other forms of advocacy, and continuing to provide mentoring and support to individuals will also be key components of my approach.

Advice for Aspiring DEI Advocates

I advise aspiring DEI advocates to continue educating themselves, build connections and networks, listen to different experiences and perspectives, and cultivate patience as a virtue. Additionally, staying resilient is equally important in this space.

Learn More: https://www.ethnicityawards.com/top-10-inspirational-leaders-2024/