Sarah-Jayne Martin is the Director of Financial Automation at Quadient.
She holds over 25-years of experience in finance, reviewing current processes, identifying inefficiencies, and executing solutions. Having managed global teams and held stakeholder and project manager positions for various payment related global initiatives, she holds a wealth of knowledge of the payments industry. Sarah-Jayne frequently takes part in thought-leadership event panels, webinars and conferences, continuing her commitment to continuously expand and sharpen her skillset.
Over recent years, there have been many examples of gender barriers in finance being broken down.
For example, Pam Kaur’s appointment as HSBC’s first female CFO broke the company’s glass ceiling. Yet across the finance sector, the journey toward true inclusivity is far from over. Women remain underrepresented in leadership, and their contributions are still often hindered by outdated assumptions: for instance that women are less capable in technical roles, or less committed due to family responsibilities.
These biases create an uneven playing field, limiting opportunities for women to thrive. To build truly inclusive workplaces, structural and cultural change must go hand in hand. This requires challenging stereotypes, championing diverse leadership, and creating environments where women feel valued and supported. Only by addressing these challenges head-on can we empower women, level the playing field, and create environments where diversity drives innovation and success.
Tackling unconscious bias at source
Unconscious bias often underpins workplace inequality, with women receiving unequal pay or overlooked for leadership opportunities. This bias can manifest in assumptions that women may take parental leave, resulting in limited access to high-visibility projects, or in perceptions that a male colleague is more qualified for sponsorship opportunities, even when that’s not the case. These individual biases contribute to systemic and structural barriers, reinforcing patterns of inequality in career progression and leadership representation. However, this narrative is far from the truth. Companies like Tala, a financial services provider, illustrates how women can prosper in traditionally male dominated spaces when barriers are removed. Tala’s leadership team, led by a female CEO and founder alongside its female Chief Legal Officer, Chief Technology Officer, and Chief Financial Officer have driven is success. In November the company announced it had hit 10 million global customers and distributed nearly $6 billion in global credit since the company’s inception.
Crucially, creating an environment where women can excel requires more than acknowledgment. It demands action. Flexible policies such as remote working, enhanced parental leave, and equal opportunities for career progression are critical to addressing any unconscious biases. These measures not only empower women but also strengthen organisations by fostering diverse perspectives and experiences, ultimately boosting employee satisfaction across all genders.
Organisations must lead the charge for change
A key starting point is fostering inclusive workplaces where everyone feels valued. Leadership plays a pivotal role in this process. Inclusivity must be championed from the top, with senior leaders actively driving change rather than passively endorsing it. For instance, Morgan Stanley has a Women’s Executive Director Leadership Program which aims to enhance the impact and effectiveness of senior women leaders.
Transparent succession planning is another cornerstone of organisational responsibility. Senior leaders, particularly male allies, must actively mentor and sponsor women, ensuring they have access to opportunities for advancement. Formal development programmes, like Citi’s “Women’s Leadership Development Program,” offer tailored support through career coaching and leadership workshops, equipping women with the tools to step into senior roles confidently.
Organisations must also implement robust diversity metrics and hold themselves accountable. Setting measurable diversity targets, as Monzo does by publicly sharing its data, builds trust and drives action. Regular reporting on progress ensures transparency and helps identify challenges that require immediate attention.
Across the workforce, investing in personal development should be supported by the organisation. For women it is also another step for driving change. Leadership training, advanced certifications, or specialised skill-building programmes can not only bolster expertise but also enhance confidence. These tools prepare women to excel in their roles and position themselves for senior leadership opportunities, helping to address the representation gap at higher levels.
Strategies women can adopt
As outlined, organisations will always bear the responsibility for creating inclusive and supportive environments. However, there are approaches women can take to help break down barriers and drive change.
One key strategy is to build a robust support network through mentorship and peer connections. A trusted mentor can offer invaluable guidance, share lessons learned, and provide insight into navigating challenges or advancing careers. At the same time, peer networks create a space for women to exchange ideas, share experiences, and foster a sense of solidarity. These communities can also serve as powerful platforms for collaboration and collective advocacy, ensuring women feel supported and empowered.
Equally important is increasing visibility and embracing self-advocacy. Women should actively seek opportunities to showcase their expertise, whether through leading projects, speaking at industry events, or contributing to strategic initiatives. Taking ownership of achievements and ensuring they are recognised is vital for building influence within an organisation. By making their contributions visible, women can pave the way for career advancement and serve as role models for others.
Female inclusivity equals a stronger business
Achieving true inclusivity in finance requires a concerted effort to break down stereotypes and challenge outdated norms. This all starts with the organisations as they must lead by creating supportive environments and embedding diversity into their culture. The benefits of inclusivity extend far beyond fairness. Diverse teams drive innovation, make better decisions, and create stronger, more resilient organisations. By embracing inclusivity, the finance sector can unlock its full potential. With sustained commitment and action, finance can become an industry where women not only succeed but lead, shaping the future of finance and inspiring the next generation of female leaders.
