40 LESSONS IN LEADERSHIP With International Women’s Day taking place on 8th March, much discussion and focus are turning to the progress (or otherwise) towards equity of opportunity and achievement for women working in the finance, technology and the corporate world more broadly. Of course, international celebrations and awareness-raising events such as International Women’s Day are important – shining a light on both successes and challenges, so that we can tackle inequalities head-on. But this year, it is evident that change isn’t happening fast enough, and we have a long way still to go. While certain industries have made significant progress, in recent decades, others are lagging behind. In finance, for example, research from Deloitte found that globally, within the financial services sector, the proportion of women in leadership roles within financial services firms has risen to 24%. Far from parity, but this is projected to grow to 28% by 2030, ensuring that future generations of women in the workforce are given the opportunities they deserve to exceed and to lead. However, in my wider career experience, beyond finance, in other industries the news is not so positive. The tech sector for example is still far too dominated by white, middle-aged men. So, in many ways, finance is leading the way and showing that an attitude shift towards diversity in all its guises, is out of reach. Here, I share some of my advice and experiences on how ambitious female leaders in finance and technology can help to achieve their full potential. Ensure you are properly equipped Many of us have facilitated or been on the receiving end of an annual performance review in recent months. I often recommend that women conduct their own performance review of themselves – focusing primarily on the positive attributes and behaviours that you have brought to your role and identify how you can further enhance and develop these skills to benefit your career and business in the coming months. For example, if even an amateur a tennis player has an unreliable backhand, of course, they will drill and practice to improve on this perceived weakness – but not at the cost of neglecting their point-winning serves. Early in my career, my experience as a middle child with two brothers, meant that a childhood of negotiating has made me a natural diplomat in the workplace. More recently, as a working mother, I’ve learnt how to multi-task and produce high-quality work under time pressure. Such life experiences have created ready-made strengths and skillsets for me to deploy in the workplace, rather than wasting hours in training sessions trying to correct my healthy disinterest in small details! Apex Group is supporting our high-performing talent, helping them to enhance their strengths through our Women’s Accelerator Program, a development initiative designed to drive equity for female progression and diversity at all levels within the Group. By providing program members with new tools and skills to advance professionally and reach their full potential – the goal is to elevate the already high-performing female talent we have in our business. Representationmatters I have worked across multiple industries, and in One of the best ways to redress the gender imbalance that still exists in the corporate world is by having more, visible female leadership – “you have to see it, to be it.” “
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