By: Pran Naidu, Senior Analyst: Stonehage Fleming – Global Best Ideas
Can you share some key milestones and challenges in your career journey that led you to a senior position in the finance industry?
I have been fortunate to have worked at companies with open-door policies, which has played an important part in shaping my career. Adopting a strong work ethic, being a team player who contributed positively to the corporate culture, and being true to myself went a long way; it was noticed and valued. The finance industry has its fair share of challenges; equity markets are volatile, and emotions often come into play when managing clients’ wealth. Acting with the highest levels of integrity, being rational, and always doing what is best for your client by putting your client first helps you navigate the challenges.
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?
Data shows that the industry is still behind with respect to gender diversity and inclusion. But the direction of travel is positive and that is encouraging. The entire industry is responsible for promoting diversity and inclusion, with several initiatives having been implemented to accelerate the transition. As more seats at the table open up, the narrative shifts from competing with one another to becoming each other’s biggest promoters. This is a powerful dynamic that will continue to enhance and shape the future of the industry.
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 wouldn’t say there is a cookie-cutter approach to managing this; it really comes down to the individual’s circumstances and their preference on how to handle it. For us as a family, we have embraced work-life integration. This provides us with the flexibility to adapt to changing demands and to prioritise as and when the situation changes. When taking a work-life integration approach, the most important consideration is to ensure one is always present.
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’ve been fortunate to have had inspiring, approachable and effective mentors and sponsors throughout my career. Mentorship can be very beneficial if both parties are aware of each other’s expectations and commit to goals. Mentorship is what you make of it; don’t be afraid to initiate the relationship, always come prepared, and be comfortable with sharing your vulnerabilities in a safe space, as it can be rewarding and help you fulfil your personal and professional development. Identify at what stage in your career a sponsor may be of more value; the roles don’t have to be separated but often are.
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?
My experience to date suggests that having dedicated leadership programmes or opportunities made available to all employees, regardless of their background, is one way to overcome the perception around why underrepresented individuals are promoted to senior roles. It’s not merely a tick-box exercise but based on merit, which brings a layer of objectivity into the decision-making process. Transparency is crucial to this process, both in defining selection criteria and in providing feedback on reasons for and against individual promotions.
