Being a woman in finance in 2025: progress, barriers, and solutions
Long considered a male-dominated field, finance is evolving. In 2025, women are more visible, more numerous, and more ambitious. Yet despite significant progress, inequalities persist—glass ceilings, unconscious bias, and underrepresentation in leadership positions. So, where do women really stand in the financial sector today? What obstacles remain, and more importantly, what solutions are proving effective?
Encouraging figures—but still not enough
According to an article by Revue Banque, women now account for 60% of the workforce in the banking sector, a notable female majority. In some support functions (HR, legal, compliance), women are even overwhelmingly represented. However, when it comes to leadership and decision-making roles, figures drop to 15–20%, or even lower in senior positions.
Some initiatives have delivered results: targeted mentoring programs for junior women, ESG commitments to gender parity from major financial groups, and better media coverage of female role models in finance. But this progress remains fragile and uneven across departments.
Persistent obstacles: stereotypes and the reality of the job
Deep-rooted biases still persist in the demanding world of finance. Many women continue to report microaggressions or gendered expectations.
These biases often translate into less favorable performance evaluations, more difficulty building professional networks in a male-dominated environment, and overrepresentation in support roles—positions that are sometimes perceived as less prestigious.
Additionally, long working hours and intense pressure are often incompatible with certain aspirations. The fast-paced nature of front-office financial roles is another key barrier. Many women leave the sector after only a few years due to the lack of sustainable work-life balance. Presenteeism, still valued in some teams, is especially harmful to young mothers.
Effective levers for change
Over the past few years, many financial institutions have adopted more proactive HR policies. Some banks and investment funds now understand that gender parity isn’t achieved by decree—it must be built. Strategies include internal quotas or measurable targets for female promotions, structured mentor–mentee programs to support women’s careers, and unconscious bias training for managers and recruiters.
Salary transparency and the enforcement of a right to disconnect have also proven to be effective tools.
Networks such as Women in Finance, Level 20, and internal women’s groups within major banks help foster a sense of belonging, allow success stories to be shared, and promote peer coaching at every level of the hierarchy.
Beyond formal measures, a deeper cultural shift is underway within some teams. Recruiting more women at the analyst level, valuing soft skills, and incorporating diversity metrics into bonus criteria are all practices that help change mindsets.
The critical role of schools and young talent
Gender imbalances start as early as business and engineering school. Men still dominate finance-related majors and apply more frequently for internships in M&A, private equity, or trading.
To reverse the trend, schools are multiplying initiatives. For instance, they organize talks and networking events with inspiring women from the industry, offer technical interview prep workshops for female students, and encourage women to apply—even if they don’t meet every criterion.
Additionally, many banks and advisory firms—such as Rothschild, BNP Paribas, and Natixis—host Women in Finance events aimed at students to introduce them to finance careers. These initiatives help open the doors of a traditionally closed-off industry to ambitious young women.
Being a woman in finance in 2025 still requires fighting for legitimacy. But women now benefit from a more attentive, committed, and diverse ecosystem. The landscape is shifting—thanks to companies, schools, networks, and above all, to the women themselves, who are boldly and skillfully stepping into these roles.
