It’s all about development initiatives, determination and perseverance

believes there has been growing awareness in terms of gender diversity in the financial industry, and that female appointments have been increasing. She does feel, however, that more initiatives could be implemented to make the career path of women easier, including implementing clear goals on D&I, and addressing the gender pay gap.

Career Journey and Challenges

Can you share some key milestones and challenges in your career journey that led you to a senior position in the finance industry?

The significant milestones in my career were those where I challenged myself to move out of my comfort zone, raised my hand when I saw opportunities to grow, and pursued those that would provide stepping stones for the future. I started off my career in client services and marketing in unit trusts. Later I moved into asset management where key roles included business development and heading up the responsible investment function.

There were many challenges along the way, most of them related to confidence and building skill sets in various areas, such as public speaking and overcoming impostor syndrome. In retrospect, these challenges can be easily overcome with various skills development initiatives, determination, and perseverance. What we often overlook early in our career development is developing and nurturing intrinsic factors; these include knowing your worth, establishing boundaries, and not compromising your values.

Gender Diversity and Inclusion

How do you perceive the current state of gender diversity and inclusion in the finance industry, and what changes have you observed over the years?

In my experience, there has been a shift and growing awareness of issues related to gender diversity and inclusion (DI) in the workplace. Women feel more comfortable speaking about this compared to 20 years ago, with more research supporting the case for DI in companies.

In a 2023 study conducted by Cilliers, Head: PGDip BMA at Stellenbosch Business School on “Persisting Gender Gaps in Female Executive Leadership”, Cilliers indicated, “The Global Gender Gap Report 2023 again highlights the need for renewed and concerted action due to the persistence of large gender gaps worldwide. In terms of closing the gender gap, South Africa ranked 20th overall with 78% gap closure. For the past eight years female appointments into senior leadership positions have been gaining traction at about 1% per year globally. However, since 2022 there has been a decline, leading to current rates at 2021 levels”. Despite these initiatives, there remains a huge gap in the representation of women overall in senior and leadership positions in finance, more so, of women of colour.

Source: https://www.stellenboschbusiness.ac.za/news/2023-09-19-persisting-gender-gaps-female- executive-leadership

Work-Life Balance

Balancing work and personal life can be particularly challenging in demanding roles. How have you managed this balance, and what advice would you give to other women aspiring to senior positions?

I found the support of coaching through my employer helped me navigate the challenges of work, family, and my personal development. My development has been intentional, focusing on three key areas: mental, physical and emotional wellbeing, to ensure that I am constantly growing and developing. For example, not managing stress impacts my health, which affects sleep and overall mental well-being. Therefore, listening to and recognising your body’s signals is important. It is challenging juggling all these different areas of our lives to find that optimal balance where we can thrive. It’s not impossible though; sometimes it means reaching out to someone who can provide support. Coaching provided the support and accountability I needed to move from being stuck to unstuck. I would highly recommend this to any woman, at any stage of their career that needs support moving forward.

Mentorship and Support

Have you had mentors or role models who have significantly influenced your career? How important do you think mentorship is for women in finance?

I had the privilege of working with leaders who recognised my potential. Although this was not formal mentoring with a clear path to career development, this support was vital and promoted confidence building. That’s why I am passionate about women in senior leadership roles, advocating and playing a bigger role. Through our experiences, we can empower and support the next generation. More could be done by women in senior and executive roles to mentor and empower others and promote DI. We should all be asking ourselves: How are we choosing to pay it forward? What leadership are we modelling in the workplace, and how are we promoting other women?

Future of Women in Finance

What do you believe are the most critical steps the finance industry needs to take to support the advancement of women into senior roles? What initiatives or policies have you found to be most effective?

There are many initiatives that could further inclusion, some that come to mind include: challenging stereotypes and promoting an inclusive culture, modelling advancement, companies implementing strategies that have clear goals and targets on DI, leadership development and mentoring initiatives that support career advancement. Promotion and awareness of women’s health and wellbeing, e.g. menopause and providing support in the workplace. Practices that promote transparency in the workplace and industry relating to pay-equity and addressing pay-gaps.