Earlier this month, I had the privilege of hosting Cornwallis Elt’s International Women’s Day roundtable in partnership with Barings. It was an incredible morning filled with real, honest conversations about what businesses can do to attract and retain female talent. With the ever-inspiring Yota Trom leading the discussion, we tackled some of the biggest challenges women face in Financial Services and explored what real inclusion looks like in practice.
One thing was clear. Everyone in the room cared deeply about this topic. The energy, the openness, and the willingness to share personal experiences made this event truly special.
Here are some of the conversations that stood out:
1. Making Parental Leave Policies More Transparent
One of the biggest concerns raised was how uncomfortable people feel asking about maternity and paternity leave during job interviews. No one wants to give the impression they are already planning time off before they have even been hired. Because of this, many people hold off on asking, even though parental leave policies can be a huge factor in deciding whether a job is the right fit.
The solution? Companies need to be upfront. Parental leave policies should be clearly visible on job descriptions and company websites, so candidates do not have to ask.
We also talked about how important it is to support employees when they return to work after leave. Some companies get this right, offering phased returns, flexible working, and mentorship programs. Others struggle, making employees feel like they have to prove themselves all over again. If businesses want to retain female talent, they need to focus not just on parental leave but on the return-to-work experience too.
2. The Impact of Diverse Interview Panels
One client shared a story about running an all-female interview panel. Surprisingly, some male candidates found the experience uncomfortable. This sparked a really interesting discussion about what it feels like to be the only one in the room who looks like you.
For years, women have had to navigate male-dominated interview panels. This conversation flipped the perspective and made it clear why diversity on both sides of the hiring process matters. A balanced interview panel helps candidates feel at ease and ensures a variety of viewpoints are considered in hiring decisions.
3. Creating Space for Authentic Leadership
Some of the most inspiring ideas came from companies that are finding ways to make their workplaces feel more open and authentic.
One client spoke about "Ask Me Anything" sessions, where senior leaders sit down with employees and answer whatever questions come their way. No scripts, no rehearsed responses, just honest conversations.
Someone else shared their firm posts "Learn About Me" videos, where senior leaders share their career journeys and personal experiences. It helps employees see leadership as more relatable and accessible.
The takeaway was simple. When leaders show up as their true selves, they create a culture where others feel comfortable in doing the same.
4. The Need for Dedicated Inclusion Leaders
A major takeaway was the importance of having someone in an organisation whose only focus is Diversity, Equity, and Inclusion. Right now, DEI responsibilities often sit within HR or Talent Acquisition, meaning they can get deprioritised when other business needs take over.
But DEI isn’t a side project, it's a full-time job. The organisations making real progress are the ones investing in dedicated roles that keep inclusion at the top of the agenda, all the time and it was clear that there are some clients doing just this.
5. Empowering Women in the Workplace
Attracting female talent is only half the battle. The real challenge is keeping women in the business and helping them thrive.
We discussed how businesses can do a better job of showcasing and supporting female talent, including:
Promoting from within instead of always looking outside for leadership roles
Publicly recognising achievements to give women the visibility they deserve
Highlighting success stories externally, so other women looking in can see a clear path for career growth
These actions may seem small, but they send a strong message. When companies actively promote and celebrate their female employees, it creates a culture where women feel valued and see real opportunities for advancement.
6. The Power of Personal Branding
For me, the most impactful part of the discussion was Yota Trom’s advice on personal branding.
We all have a brand, whether we realise it or not. The way we present ourselves at work, the values we stand for, and how we interact with others all shape how we are perceived.
The question is, are we being our true selves, or are we adapting to fit a certain mould?
When people feel comfortable being themselves at work, they set an example for those around them. That authenticity creates a stronger, more inclusive workplace culture. And in the long run, it helps businesses retain diverse talent because employees feel like they belong.
What Happens Next?
This roundtable was a powerful reminder that real change starts with open conversations and collective action. While we covered a lot, it was clear that we have only just begun to scratch the surface. The enthusiasm in the room made one thing certain: this is a conversation that needs to continue.
To keep the momentum going, we are already planning a networking and workshop-style follow-up event, where we can dive deeper into these topics and turn ideas into action. If you are interested, we would love to have you join us.
A huge thank you to Barings, Nainita Patel, and of course, Yota Trom for leading such an inspiring discussion. I cannot wait to see where we take this next.
If you want to be involved in future events, get in touch. Let’s keep this conversation going.
