The newly released Women, Wealth and the Workplace report draws on the experiences of more than 500 women in personal finance. It finds that women who enter the sector often thrive, yet many others are held back by outdated perceptions and a lack of visible pathways to success.

For those already working in financial planning, satisfaction levels are high. An overwhelming 93% of women in the field say they would recommend their career to others, and most feel supported by colleagues and managers. Flexibility and work-life balance remain strong selling points, with over 80% citing these as advantages. Importantly, the majority have no plans to leave the sector. That means there’s staying power here: once women join, they tend to remain for a long time and build their careers.

Yet, the report also uncovers significant hurdles at the entry stage. More than half of women with no financial planning experience say they would not consider the profession. 

The main reason is that 84% percent of these respondents believe the industry still projects a male-dominated image. This perception problem is compounded by one other issue: only 9% of women enter through clear educational or graduate pathways. Most discover the sector through chance or informal routes.

Key Challenges: Mentorship, Advancement, and Outreach

While many women report positive experiences once they enter the finance sector, the study highlights several barriers that still limit their progression and visibility:

• Many women report a lack of female mentors and role models in senior roles.

• Some highlight challenges around promotion and recognition, with structural bias persisting in many organizations.

• A need for more proactive outreach and clearer progression routes is repeatedly raised.

These findings have urgent relevance. As women control an ever-growing share of global wealth, financial firms can no longer afford to overlook half the talent pool. Doing so risks weakening their connection to evolving client needs.

A Roadmap to Change

So what can the industry do to accelerate progress? The study outlines several steps that can be taken to support women’s advancement in personal finance:

• Publish clear gender metrics at every organizational level, from hiring to promotions, to make female career progression transparent and accountable.

• Invest in targeted outreach and education: Offer university talks, mentorship programs, and early-career guides designed for women, making entry into finance clearer and more accessible.

• Establish mentoring and sponsorship programs, particularly at senior levels, to ensure women have visible champions and support networks for advancement.

• Address structural bias in appraisal and promotion, and create environments where female leaders are visible and celebrated.

Conclusion

Taken together, the Women, Wealth and the Workplace report proves that women can succeed and thrive in personal finance, but the industry must expand entry routes and support systems to close the gender gap. 

Firms that act decisively — building transparent, supportive, and visible career paths — will both eventually gain a critical advantage in talent and client trust.