How habitual self-development is paramount for success in Financial Planning | Financial Planner Life

Hannah Whiteley is a Financial Planner who attributes her success in the Financial Adviser profession to a disciplined approach of habitual self-development and self-care. In this episode Elena and Hannah discuss how they build positive mindsets and give insights into their daily practices of gratitude and meditation. We hear how implementing this early on has had profound affects on Hannah’s career. This episode is full of great insights on introducing mindfulness practices that will elevate your career and life to new heights.

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Below are some excellent links from our sponsor Recruit UK for any aspiring or experienced financial planners looking for new job opportunities or looking to get ahead in their career.

Financial Planner Life Academies – Where we bring together the leading financial planning academies and entry-level opportunities to kick start your financial planning career. Learn more here.

Experienced and searching for a new role within the financial planning profession? Click here for a free career consultation.

Check out the 2022 Financial planning Salary Guide here.

If you would like to discuss partnering with The Financial Planner Life for jobs, advertising,
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marketing or academies please reach out to [email protected] or call 07854778712.

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We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.

Our policy purpose:

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

age
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religion or belief
sex
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Oppose and avoid all forms of unlawful discrimination. This includes:

pay and benefits
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dismissal
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Achieving an equal opportunities workplace is a collective task shared between the employer and all its staff. This policy and the rules contained in it, therefore, apply to all staff of the employer irrespective of seniority, tenure and working house, including all employees, directors,

consultants, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as staff).

All staff have a personal responsibility to ensure compliance with this policy, to always treat colleagues with dignity, and not to discriminate against or harass other members of staff, visitors, clients, customers, suppliers and former Recruit UK, employees.

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Promote the objective of equal opportunities and the values set out in this policy.
Ensure that their own behaviour and those of the staff then manage complies in full with this policy;
Ensure that any complaints of discrimination, victimisation, or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.

Our Commitments

Encourage equality, diversity and inclusion in the workplace.
Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
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Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

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Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
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Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

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Details of Recruit UK’s grievance and disciplinary policies and procedures can be found in the employee’s handbook. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.