Empowered female advisers can make a difference

Empowered female advisers can make a difference
Female advisers should champion their expertise.
NOV 19, 2019
In the financial services industry, women represent fewer than one in five positions in the C-suite. This sharply contrasts with the reality that women are more engaged in financial decision-making than ever before, and are increasingly becoming the financial decision makers in their households. As women seek out financial advisers in larger numbers, it will be crucial for financial advisers to more closely reflect the demographics of the population they serve. [More: From the C suite with New York Life's Yie-Hsin Hung: Getting more women invested] Individual female advisers should champion their expertise and capacity to make a difference. Additionally, the financial services industry needs to adapt initiatives and empower women to champion their careers. To improve growth and innovation, all industries should facilitate the consideration, promotion and advocacy of a more diverse workforce through mentorship and sponsorship.

Advocating for your career

While individual female advisers may not always be able to influence hierarchical structures, they shouldn't relegate their careers to companies that won't fuel them. Instead of focusing on immediately available career paths, consider what unique skills you have and how those traits can propel a business. Determine your career goals and how they fit into the marketplace. Lessons from startups can help you keep pace with change and adapt as needed. Evaluate the culture and leadership of your employer on an ongoing basis. If your career stagnates after three to four years in a job, consider taking your talents someplace that will appreciate you. Change may be required to receive recognition. Seeking out more diverse firms could bode well for your career given research suggesting that more diverse companies perform better than nondiverse firms. [More:MeToo: Even in the financial advice industry, sexual harassment is a serious problem] Women should also be aware of how they talk and think about their work. Humility is important, but don't cede or minimize efforts. When someone compliments your work, it's an opportunity to thank them and ask for more; if the person manages you or could influence your career, ask for a 15-minute meeting to talk about other projects or openings. Take the opportunity to learn. Find an advocate, mentor or sponsor. Ask for the sale. Whatever you do, don't say "It was nothing." That turns a positive to a neutral.

Mentorship and sponsorship programs

Recent efforts to address diversity and provide resources to help women (re)enter the workforce, combined with flexible hours, can make financial planning well-suited for women. Firms can add to this effort by instituting robust peer mentorship programs. Mixing formal, informal and networking events accommodates a variety of communication styles where mentors can be a sounding board, helping the mentee learn. Alternatively, sponsorship programs enable employees to seek feedback from leaders they admire and encourage sponsors to recognize employees who demonstrate potential. An effective sponsor will consider the person they're sponsoring in every interaction, especially for important projects relevant to their career, advocate for them in conversations with senior leadership, and bring their voice into key meetings. Formal women-designated sponsorship programs can help close the gender-gap and steer the financial services industry to better serving women decision makers. [Recommended video: Who are the 2019 InvestmentNews Women to Watch? Whether you are looking to develop your career or sponsor or mentor a colleague, building female communities benefits individual advisers and the financial services industry. Having empowered women at advisory firms to better reflect the population they serve is an important step. By extension, actively incorporating diversity into the businesses that drive our global economy —through leadership, sponsorship or mentorship — can make a real and lasting difference. Natalie Wolfsen is chief solutions officer at AssetMark Inc. Register todayfor our Future of Financial Advice event on Nov. 20.

Latest News

‘No detractor’ to using direct indexing as an investment strategy
‘No detractor’ to using direct indexing as an investment strategy

Thirty four percent of advisors surveyed by InvestmentNews say they use direct indexing strategies but 39 percent don’t.

After watching advisors bolt, B. Riley now losing investment bankers
After watching advisors bolt, B. Riley now losing investment bankers

“This is on the B. Riley Securities side of the business, the dealmaking side,” one senior industry executive said.

Does sell and stay really work?
Does sell and stay really work?

There are three essential elements you must bring to the table to increase the chances of a successful post-sale career.

Retirement savings rise with two account types posting record highs
Retirement savings rise with two account types posting record highs

Across generations, how are savers doing with their 401(k) contributions?

What's making America's billionaires richer, faster?
What's making America's billionaires richer, faster?

New report shines some light on today's billionaires' investments.

SPONSORED How MRP’s Synthetic Equity is balancing growth and protection for advisors

"Synth Equity has been such a tailwind for these advisors who really understand the story," Measured Risk Portfolios’ head of distribution said.

SPONSORED The future of prospecting: Say goodbye to cold calls and hello to smart connections

Streamline your outreach with Aidentified's AI-driven solutions