This week saw the return of International Women’s Day. As usual, some question its relevance in 2022, particularly when the Russian invasion of Ukraine is in full swing and we are seeing so much devastation on a daily basis. Speaking about micro-aggressions and unconscious biases can feel uncomfortable at a time like this.
The Ukrainian response serves as a reminder of the strength and resolve of all people.
Already many admirable stories are emerging of the bravery and selflessness of Ukrainian women. I sure I was not alone in shedding a tear when I heard about Anastasiia Yalanskaya.
The 26 year-old women was tragically killed earlier this week. She had stayed behind in Kyiv to volunteer and help victims. Her car was shot at while she was delivering supplies to a dog shelter which had been without food for three days.
Her bravery and sacrifice are things we can all learn from, regardless of gender.
Having the privilege to live in a country free from conflict is something we should not take for granted.
This presents an opportunity to shape the life we choose, both personally and professionally. It is much harder for some people though. Biases and prejudices can make it much harder for some to progress.
Despite recent improvements, many women still face barriers in the workplace. LinkedIn has been full of stories of the discrimination, biases and struggles women have dealt with in the workplace this week.
Some believe positive role models can help remove these biases.
Although still largely a male dominated industry, the private wealth sector has some excellent female role models.
From Barbara-Ann King of Investec Wealth & Investments, to Camilla Stowell of Coutts, and Helen Watson of Rothschild & Co Wealth Management to name just a few, young staff entering the wealth management industry have many women in leadership roles they can look up to.
These role models are so important for inspiring the next generation of female leaders and for helping break the biases women still face in the workplace.
However, the industry should not solely rely on its female leaders to push for change. In order for the sector to move forward, all constituents must buy into improving diversity & inclusion (D&I).
Brooks Macdonald reported its half year results this week. Speaking to chief executive Andrew Shepherd about this, he emphasised his firm’s commitment to corporate social responsibility (CSR) and D&I.
Having had a female chief executive until June 2021, it would be easy to assume the firm’s D&I focus may have reduced. Instead, Mr Shepherd said he realised it was necessary for the firm to “double down” on its efforts and increase its focus on improving diversity across all levels of the business.
International Women’s Day may have come and gone for another year, but its message should not be forgotten until it rolls round again. Instead, let us strive to #BreakTheBias.
