UK
I had very different career aspirations when I was younger, and Finance wasn't really on my radar. I wanted to be a Fighter Pilot! However, I ended up in a trainee accountant role for a Swiss insurance company. I was very lucky in this role – I was treated very fairly, and had excellent mentors and training opportunities. I worked here for 6 years and qualified as an ACCA Accountant, and this started my journey into Finance in the Insurance industry.
It's definitely been a challenge at times, especially early in my career when I was highly detail-oriented and analytical, but often hesitant to voice my opinions in male-dominated spaces. Many of the senior figures I worked with were extremely direct and commanding, which made it difficult to feel heard. Fortunately, I've had strong mentors and coaches along the way who helped me grow into my leadership style. Over time, I developed thicker skin and learned to speak up with confidence, realising, perhaps later than I should have, that challenging ideas or individuals aren't just okay, they're essential.
In one of my senior roles, I learned that my male counterparts were being paid significantly more than I was, despite us holding the same responsibilities. It was disheartening to realise that gender was likely a factor in the disparity. After taking some time to reflect, I decided to raise the issue with my manager. Fortunately, he was receptive and took immediate steps to correct the imbalance. While it was frustrating to be in that position, the experience taught me the importance of advocating for myself from the outset and not hesitating to speak up when something feels unfair.
This is an interesting one, especially having spent my entire career in the insurance industry, which has traditionally been very male-dominated. I've found that building respect and authority starts with establishing trust, showing peers and teams that I am a reliable and collaborative partner. By ensuring the financial insights my team and I provided were accurate and dependable, I earned their confidence. That trust laid the foundation for more open, strategic conversations and helped position me as a valued voice at the table.
I've been fortunate to have a few incredible mentors who have played a meaningful role in my journey. One of the most influential was a coach named Joy Marsden, who helped me see my own value more clearly and guided me with both wisdom and compassion. Her impact stays with me, even after her unexpected passing. I've also had the support of a few CFO mentors who've been generous with their time and advice, offering steady guidance as I've navigated my career path. Their perspectives and encouragement have been invaluable in helping me grow as both a leader and a person.
I will admit, balance isn't something I've always been great at. I genuinely love what I do, and that often means I throw myself into work. I have a deep respect for my team and the work we're doing, which makes it all the more rewarding. That said, one unexpected but effective strategy has been getting a dog during COVID! She's been a great reminder to take breaks, get outside, and reset — even when I might not naturally take the time for myself.
There has been noticeable progress in gender diversity and inclusion, with more women in leadership and a greater focus on inclusion initiatives. Many women in my network are in senior finance roles and are very well respected in their fields. However, there are still barriers, and the industry needs deeper cultural shifts.
At Tedaisy we certainly aren’t male dominated in the finance department, around 60% of my team are women. The Board here is made up of 60% women which is fantastic for a company of our size in the insurance industry!
When hiring and mentoring, I focus on creating an inclusive process that values diverse experiences and perspectives, rather than just traditional credentials. I prioritise mentorship that is tailored to individual strengths and goals, ensuring each team member feels seen and supported. Diversity isn't just a box to check. I actively seek out voices that challenge the norm and broaden our thinking. Fostering a culture of openness and equity is central to how I lead, because better ideas and stronger teams come from inclusive environments.
Believe in the value of your perspective, even when you're the only woman in the room - your voice matters. Build a strong support network of mentors, peers, and allies who will champion your growth and challenge you to aim higher. Don't wait to feel "ready" before going after opportunities; confidence often follows action. And remember, breaking barriers isn't just about your path; it opens doors for others, too.
My biggest accomplishments have been helping to shape and grow finance functions that not only support the business strategically, but also reflect the values and passion behind the company's purpose, more recently around protecting the pets people love. As a woman in finance, particularly in a leadership role within a traditionally male-dominated industry, it's been incredibly rewarding to lead with authenticity and build trust through both performance and empathy. That journey has shifted how I view my career - it's not just about numbers and targets, but about creating impact, empowering others, and being a visible example that leadership doesn't have to fit one mould. It's made me more intentional about mentoring and ensuring the path is a little more open for those coming next.
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Lou Corbally has just under 20 years experience recruiting into Financial Services in London. Over nearly two decades, there have been incredible changes in the industry. One of the most significant shifts has been the growing emphasis on diversity and inclusion (D&I). To better understand these changes, she has been meeting and interviewing senior female leaders working in Financial Services as part of the series, Breaking Barriers: She Means Business.
