What does NEO set out to do, and how has it evolved over the years?
NEO’s mission has always been to challenge stereotypes that limit people and prevents them from unfolding their full potential. When it was founded in 2019, it evolved from the women’s network to a gender equality network open both to men and women. In 2024, we relaunched NEO in its current form, with a host of different events to develop soft skills, build confidence and promote career growth in all genders through mentoring, discussion groups and other events. Our goal this year is to develop NEO globally by supporting local teams to run their own initiatives.
How do you work toward this mission?
We focus on both networking and learning. One local networking initiative is “Coffee Connections,” a series of monthly, 45-minute, in-person discussions hosted by senior leaders. Over coffee and pastries, we provide a safe space for dialogue around topics like imposter syndrome, personal branding, negotiation, networking with purpose , culture and collaborating across generations.
We also have two global mentoring programs, one internally at Allianz Trade and another that’s open to the entire Allianz Group. This huge pool of knowledge creates especially rewarding experiences and more opportunities. Small groups of mentees meet with their mentor, a senior leader, for an hour every other month, discussing skills such as networking, communication, professional branding and leadership. This year, we also welcomed an external expert to teach public speaking.
Above all, it’s important that everyone feels welcome and empowered to participate. We emphasize the message of equality, and ensure we organize sessions on topics that are interesting to any gender, such as work-life balance and parental leave.
Since the relaunch, how have NEO events and initiatives been received?
People consistently describe NEO as incredibly rewarding – both on a personal and a professional level. It’s an opportunity to make great connections and lifelong friends, and there are so many different skills to learn through our mentoring programs. I recently spoke to a lovely colleague who has been both a NEO speaker and a regular participant. She said she appreciates the network because it’s an opportunity to break away from a busy day and connect with people while learning something new.
What’s really important is buy-in from senior leadership. In fact, we also benefit from the direct support of Allianz Trade’s Board: Florence Lecoutre, our member of the Board in charge of Data Science, Human Resources, Compliance, Sustainability and Communication, is NEO’s sponsor. Her sponsorship is key to underscoring the importance of our message and spreading the word of our initiatives.
For International Women’s Day 2026, NEO is working on a financial literacy campaign driven by Allianz Group, centered on women & wealth. Why is this day, and this initiative, important?
International Women’s Day is about recognizing the achievements and contributions of women, while also reflecting on the importance of equal opportunities and respect in the workplace. It’s both a celebration and a reminder to keep supporting progress and inclusion, because we still have a way to go.
This year, we’re aligning with Allianz Group on a campaign focused on women and wealth. It’s inspired by the unfortunate fact that there’s still a major gender gap in this area: In a study by Allianz Research , 30% of women were found to have low financial literacy, versus 21% of men.
Under the hashtag #ProsperSideBySide, we’re hosting talks and launching a storytelling series aimed at helping women become more financially informed and independent. For example, our global webcast, “Women & Wealth,” will feature a discussion between three female thought leaders in finance: Ana Boata, Head of Economic Research at Allianz Trade; Clara Silvestri, Chief Transformation officer at Allianz Partners; and Jenny Zeng, Chief Investment Officer, Fixed Income at Allianz Global Investors. By collaborating with our colleagues across Allianz, we aim to provide practical financial insights, personal experience and leadership perspectives on women and wealth by the best of the best in our business.
What advice would you give to people who want to support equal opportunities in the workplace but don’t know where to start?
Start by checking whether there’s already something in place that you could develop further. Then, once you’ve got a clear picture of where the gaps are, reach out to a senior leader with a well-defined plan in hand covering your ideas and the benefits for employees and the company. It’s also important to align with HR, as they will have a clear view on where any skills needs are.
Once you have the approval to go ahead with your plan, it’s time to put together a steering committee. Try to think of the kind of group you’d like to build: the skill-sets you’ll need, such as accounting, communication or project management, and a list of profiles that may be interested and available. The more diverse the group, the richer it will be.
Finally, it’s time to plan initiatives that are simple to put together, yet rewarding. At the end of the day, everyone is interested in learning and connecting. Think carefully about the message you want to share, and build from there.
