Michael Levene

Since joining Wells Fargo, Mike has played a key role in leading several initiatives with the EMEA Women’s Connection Network and Women in Technology (WIT) to support mentorship for women across the region. He was invited to join a panel session hosted by the EMEA Women’s Connection Network Book Club to discuss Delusions of Gender by Cordelia Fine, providing his insights on the book and the chapter he was assigned.

In 2023, Mike led the establishment of the EMEA Group Mentoring Programme under the EMEA Women’s Connection Network, creating the first mentoring programme outside of the US. He successfully set up 11 mentoring groups that year and expanded the programme to APAC in 2024, establishing 67 groups. The programme was so popular that some mentors were waitlisted for the 2025 intake, reflecting Mike’s dedication to growing this initiative.

How does it feel to be nominated for the Mentor of the Year Award? 

Being nominated for the Mentor of the Year Award is incredibly rewarding and humbling but in many ways, this nomination is not just for me. I want to highlight the contribution that my Wells Fargo mentoring leadership partners have made.  Vicky Kenney did so much to help set up the 2023 programme and Emma Harding, Jordane Noe, Miriam Leung and Rene Chan have put in so much time, effort and expertise as we expanded the programme across APAC this year as well as EMEA.

The nomination is a recognition of the time, energy, and that we have put into guiding the programme and supporting our mentors and mentees. It is a clear sign that the impact made on someone’s personal or professional growth has not gone unnoticed. The best part is the knowledge that we made a real difference in someone’s life, helping her overcome challenges, develop new skills, or achieve goals they might not have thought possible.

You’ve been instrumental in establishing mentoring programmes within Wells Fargo, especially through the EMEA Women Connection Network. What inspired you to take on this leadership role, and how have you seen these programmes benefit your mentees?

Having worked in the Finance sector for many years and although I have had a number of female line managers the disparity between men and woman is the industry and especially in leadership roles is stark. As a father to a teenage daughter, I especially feel that I had to try and do my part even in a very small way to try to redress the in-balance. Being an Ally to EMEA Women Connection Network has given me the opportunity to get involved and to try to help.

In terms of benefits to mentees, mentoring programmes often help individuals gain new perspectives, increase their confidence, and build skills that may be difficult to develop on their own. A well-structured mentoring program provides a safe space for mentees to ask questions, seek advice, and even make mistakes, knowing they have someone with experience to guide them. It can also open up networks and opportunities that might not have been accessible otherwise.  For mentees, the benefit is both personal and professional. They often experience accelerated growth, avoid common pitfalls, and can better navigate their career or personal challenges with the guidance of a trusted mentor. For mentors, the role can be equally enriching, providing them with a sense of purpose and satisfaction in helping others succeed.

You’ve personally mentored women in the London technology team as well as graduates and interns. How do you ensure that your mentoring is tailored to their unique career stages and goals?

I start by gaining a deep understanding of the individual’s current position, challenges, and aspirations. This involves asking open-ended questions and actively listening to their responses. For example: What are your current career goals? Where do you see yourself in 1, 3, or 5 years? What are some of the challenges or gaps you’re facing in your current role?

I encourage setting clear and achievable short-term goals that contribute to their long-term vision. These goals help break down larger objectives into manageable steps, whether it’s gaining a particular skill, reaching a milestone, or expanding their professional network. It’s important that these goals are aligned with their personal and professional values.  Mentorship is a dynamic process, and I regularly check in to understand how they’re progressing. I ask for feedback on what’s working, what’s not, and how their goals might have evolved. This helps me adjust my guidance to remain relevant and responsive to their changing needs. Finally, I emphasise that career growth is an ongoing process. Even once a goal is reached, there’s always room for further development. I help them identify ways to keep evolving, whether that’s by developing new skills, seeking new challenges, or even shifting their career focus if necessary.

What advice do you give to other male allies in leadership roles about how they can effectively support women and underrepresented groups in the workplace?

As a male ally in a leadership role, you are in a position to make a positive and lasting impact on workplace equity and inclusion. I think there are some key areas that male allies can focus on to really help.

1. Take the time to truly listen to the experiences and perspectives of women and underrepresented groups in your organisation.

2. Acknowledge that you may not have all the answers, and be open to constructive criticism.

3. Whether it’s subtle or overt, challenge any form of bias, discrimination, or microaggressions that you witness. This can range from addressing inappropriate comments to challenging hiring or promotion practices that favour one gender or group over others. If you notice situations where women or underrepresented groups are being overlooked or silenced, step in and amplify their voices and speak up to ensure their contributions are acknowledged.

Looking back on your career, what legacy do you hope to leave through your work as a mentor, especially in promoting gender equality and supporting career development for women in technology?

If I were to leave a legacy as a mentor, especially in the context of promoting gender equality and supporting the career development of women in technology, I would hope it would be one rooted in empowerment, visibility, and sustainable change. My legacy would be about creating spaces where women in technology feel both supported and challenged to grow, and where they can confidently take on leadership roles.  Ultimately, my legacy would be about helping women in technology feel empowered to pursue their passions, thrive in their careers, and shape the future of the tech industry in ways that are more inclusive, innovative, and equitable.