Every year during Women’s History Month, we take a moment to celebrate progress. And to be fair—there has been progress. Women make up a significant portion of the banking workforce. In many organizations, they represent the majority at entry-level roles. But as you move up? That number drops. Sharply.
Fewer women in senior leadership. Fewer women in revenue-generating roles. Fewer women in positions where key decisions are made. So the real conversation isn’t: “Are women in banking?” It’s:
“Where are women in banking?”
The Reality Behind the Numbers
Women represent more than half of entry-level roles in financial services. Yet, less than one-third of senior leadership positions are held by women. At many large banks, only about one in four executive roles are filled by women. This isn’t a pipeline issue. This is a progression issue.
The “Broken Rung” in Banking
In my world—recruiting across commercial banking, credit, and leadership roles—I see this every day.
Women in banking are:
- Strong performers
- Trusted operators
- Exceptional relationship builders
But when it comes to:
- Commercial lending
- Revenue generation
- Leadership tracks
They are too often:
- Overlooked
- Underdeveloped
- Or simply not tapped
Not because they lack capability—but because they are not always positioned for those opportunities.
What I Hear (Over and Over Again)
From women in banking:
- “I wasn’t considered for that role.”
- “They assumed I wasn’t interested.”
- “I didn’t have the same exposure.”
From leadership:
- “We just don’t have enough qualified women.”
That disconnect is the problem.
The Opportunity for Banks
This conversation isn’t just about diversity—it’s about performance.
Organizations that elevate women into leadership roles often see:
- Stronger employee engagement
- Better talent development
- Improved retention and culture
And in a market where many institutions say, “We can’t find talent,” the reality is:
You may already have it.
What Needs to Change
This doesn’t require a complete overhaul—it requires intention.
✔ Exposure
Provide access to:
- Lending opportunities
- Credit training
- Revenue-generating roles
✔ Sponsorship (Not Just Mentorship)
Mentorship offers guidance. Sponsorship creates opportunity. Women need advocates who will say: “Put her in that role.”
✔ Clear Career Pathways
Not vague promises of growth, but:
- Defined career tracks
- Transparent promotion criteria
- Leadership development tied to real outcomes
✔ Challenge Assumptions
One of the most common—and limiting—assumptions:
“She wouldn’t want that role.”
Let her decide.
The Banks That Will Win
The banks that will succeed over the next decade won’t just be the ones hiring more talent. They will be the ones: Developing the talent they already have. Because the talent gap isn’t always external. Sometimes, it’s already sitting right in front of you.
Final Thought
Women don’t need a seat at the table. They’re already in the room.
The real question is:
Who’s pulling up a chair?