Mentoring programs

At UBS, we understand that mentoring - both formal and informal - provides a way to increase the overall leadership and management capabilities of employees.

Because we’re a highly decentralized global firm, we do not take a one size fits all approach to mentoring. Instead, we offer a number of different programs that have grown organically based on different needs in each business and region.

A few examples include:

Women’s Business Network Mentoring Program – In 2004, the Women's Business Network in Switzerland launched its "flagship" Women's Mentoring Program to support the professional and personal development of female employees at UBS. Each year up to 50 mentor/mentee pairs are matched through the network. The mentors and mentees meet regularly during one year to discuss career development, organizational know-how and day-to-day business challenges. Going forward, the aim is to increase the number of mentor/mentee relationships.

Cross-Business Mentoring Program – In 2004, UBS Diversity Germany launched a cross business mentoring program targeting men and women, Associate Directors and above. Since then, approximately 30 pairs of mentors and mentees are matched each year for a 12 month period to help with career development, cultural change, advancement of new skills, orientation of new hires, and reciprocity of knowledge.

Cross-Business Mentoring Program Italy – In 2005, the UBS Regional Diversity Board Italy launched a mentoring program across all divisions in Italy. Mentors and mentees meet twice a year with the aim of increased knowledge of other business areas and personal enrichment. Benefits of this program include greater career development opportunities for high potentials, the opportunity to understand other businesses issues and perspectives.

Global Equities Mentoring Program – The Global Equities Mentoring Program is open to both new hires and existing employees and has the key goals to improve the leadership and management within Global Equities, enhance personal and career development and assimilate new hires more quickly and effectively. It also helps the senior leadership within Global Equities to better understand and address key issues and trends within the business.

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