Ensuring that women can participate fully is part of building a finance profession that is not only capable, forward-looking, diverse in thought, and connected to the world around it, but also self-confident. The rapid changes in finance — driven by technology and regulatory shifts — make this even more important.
Finance offers countless career opportunities — from small startups to global organisations, from financial planning to risk management, from finance business partner to CFO. To sustain this breadth and depth and serve the public interest, the profession needs to ensure it can access the full range of skills, perspectives, and capability to remain strong.
One of the most meaningful ways we can do this is by making sure women’s expertise and achievements are seen and heard and assessed fairly. Every time we highlight women’s contributions, recommend someone for a new opportunity, or invite them to share their perspective, we are not just recognising talent — we are reshaping what the finance profession looks like. This is the spirit of this year’s International Women’s Day theme, Give to Gain.
As finance professionals, we understand the power of investment and compounding — and the same is true for how we invest in people. That’s why ensuring women’s representation at all levels of finance is so important — for these reasons:
- Inspiring the next generation: Visibility is crucial. When women see others succeeding in finance, it expands perceptions of what is possible and challenges long‑standing stereotypes about who belongs in the profession.
- Driving innovation and performance: A body of research shows that gender diversity brings varied perspectives and reduces group‑think. Organisations with more balanced representation in finance and leadership tend to demonstrate stronger governance, better risk assessment, and improved financial performance.
- Fostering an inclusive culture: Highlighting women’s experiences helps organisations identify structural barriers, encourage fairness, and build working environments where everyone has equal access to opportunities and progression.
- Attracting and retaining top talent: A profession that reflects the diversity of society is more appealing to future entrants. Organisations that actively address gender representation are better placed to attract and retain skilled finance professionals, ensuring long‑term capability and competitiveness.
When we take the time to mentor others, offer encouragement, or share knowledge, we help build the self-belief and reassurance that many people need to take the next step in their careers. These acts of support may be big or small, but they create a culture where people feel like they belong, are valued, and are able to grow — giving them the confidence to use their voice.
Building the future of our profession is not just about enhancing our technical expertise and developing new skills, it is about mirroring the societies we serve. This requires providing opportunities for all who have the ambition, talent, and drive to contribute to our profession, grow within it, and lead its future direction. In doing so, we will create possibilities for everyone and be a stronger profession as a result.
Andrew Harding, FCMA, CGMA, is chief executive–Management Accounting at the Association of International Certified Professional Accountants.
MEMBER RESOURCES
AICPA and CIMA Mentoring Programme, 12 February 2026
The Global Women to Watch programme, AICPA and CIMA, 10 November 2025
Article
“Do I Need a Mentor — and Where Do I Start?”, FM magazine, 13 March 2025
