Breaking barriers: how Dartmouth is accelerating gender equality

Following last week’s International Women’s Day celebrations, this year’s theme, Accelerating Action, is especially relevant to the professional and financial services sectors we support.

At the current rate of ‘progress’, full gender parity will not be achieved until 2158 - that’s five generations from now [1]. This stark reality underscores the urgent need for swift action to dismantle systemic barriers and biases hindering women’s advancement, both professionally and personally. 

Women remain significantly underrepresented in leadership roles within financial services. As of 2023, only 18% of C-suite positions globally were held by women, a modest increase from 12% in 2012 [2]. The gender pay gap also persists; HSBC’s median pay gap has only marginally improved, decreasing from 48.3% to 44.9%, while Barclays’ has shifted from 31.6% to 30.6% [3]. Though these figures reflect some progress, they highlight a continuing imbalance that is particularly prevalent in high-paying roles. 

Leading by example: being a female CEO 

Becoming a female CEO who serves the financial and professional services industry is both a privilege and a responsibility. While strides have been made in increasing female representation at senior levels, progress remains slow. In 2024, just 11% of FTSE 100 CEOs were women, up slightly from 9% in 2022 [4]. Meanwhile, the number of female CEOs in FTSE 350 companies has dropped from 20 to 19 leaders [5].

Women in financial services roles continue to face longstanding challenges, including unconscious bias, limited mentorship opportunities, and underrepresentation in senior leadership. As a firm that advises and recruits for these industries, we see firsthand the need for change. A Deloitte Insights report [6] estimates that, at the current trajectory, only 31% of financial services leadership roles will be held by women by 2030, reinforcing the need for accelerated efforts to drive gender diversity. 

At Dartmouth, we are committed to creating an environment that enables women to thrive in their careers and lead. Our senior leadership team is 75% female, and across our business, we have many women in key positions, reflecting our dedication to diversity. Our international expansion into the US is spearheaded by a 100% female executive team, while our Associate ratio stands at 57%, demonstrating our efforts to actively include women in the traditionally male-dominated industry of recruitment.

But representation alone is not enough. We must challenge outdated norms, champion women’s success, and make the path to leadership more accessible for future generations. Being a female CEO is not just about leading a company - it’s about driving change. This means mentoring and empowering women, creating an inclusive workplace, and ensuring that gender equality moves beyond conversation to become a tangible commitment backed by action. 

Empowering women externally

Beyond our internal initiatives, Dartmouth is actively working to accelerate gender diversity across the professional and financial services sectors. Our annual Women in Private Equity and newly launched Women in Public Markets events are designed to support, mentor, and inspire young women seeking to enter these still very male-dominated fields. These forums provide invaluable networking opportunities, mentorship, and insights from industry leaders, equipping professional women with the guidance and encouragement needed to succeed.

In 2024, through our recruitment efforts, we helped drive gender diversity across private capital. We achieved 51% female placements in private credit, including a female Partner placement, and 55% in private equity. In real assets, 50% of placements were female. These figures reflect our continued efforts to promote gender diversity in sectors where women remain underrepresented.

The path forward

Accelerating action towards gender equality requires a multi-faceted approach - one that includes internal policy reforms, targeted recruitment strategies, and broader industry collaboration. By supporting women - both within our organisation and across the industries we partner with - we can help to build a more equitable, inclusive, and representative future workplace. Our commitment is not just to recognise gender disparities but to actively bridge the gap. The road to full gender parity may be long, but with accelerated action and unwavering determination, we can drive real, lasting progress.

If you're looking to build a more diverse and inclusive workforce, partner with us to find exceptional talent. Or, if you want to join a business that prioritises diversity and accelerates action in every client and candidate interaction, explore opportunities with our team here.

Resources:

[1] https://www.internationalwomensday.com/Theme 

[2] https://www.womensworldbanking.org/wp-content/uploads/2024/04/Policy-Diagnostic-Women-in-Leadership.pdf 

[3] https://www.fnlondon.com/articles/top-uk-banks-show-slow-progress-on-improving-gender-pay-gap-03ffbd6c 

[4] https://ftsewomenleaders.com/wp-content/uploads/2024/02/ftse-wl-report-press-release-27-feb-2024.pdf 

[5] https://www.theguardian.com/business/2025/feb/25/women-hold-almost-45-of-seats-on-ftse-100-boards-report-says 

[6]  https://www2.deloitte.com/us/en/insights/industry/financial-services/women-in-financial-services-leadership-roles.html