than ever before. Last year Nasdaq
became the first exchange group
to name a female CEO with the
appointment of Adena Friedman.
It also has female head of its global
clearing business. In addition at
CME Group, almost half of its
management team are women.
“In our recruiting efforts, we
make sure we have a broad range
of people and perspectives around
the table. Because we have put
so much emphasis on that, we
have done very well in advancing
these leadership roles,” says Julia
Holzrichter, chief operating officer,
While there has been significant
improvement in promoting women
in the derivatives industry, there is
still a sense that more can be done.
“Becoming better at this is not
just a matter of equality, for Nasdaq
it’s also a question of competitiveness,” says Julia Haglind, president
of Nasdaq Clearing.
“Being the best at introducing, in-
cluding and empowering women in
the finance industry would go a long
way to strengthen our talent supply
beyond that of our competitors.”
Similarly, at other organisations
that have promoted women into
senior roles, it has paved the way for
a larger female recruitment drive.
Certainly on the post-trade and
technology side, women have been
able to progress to the very top
roles, including Blythe Masters,
Charlotte Crosswell, and Kim
Taylor, as well as Knott, Haglind
Victoria Kelly, head of European
trading at Fidelity Investments,
explains “as females and minori-ties move up in organisations, we
have seen recruitment diversify
outside of traditional avenues
and stereotypes, allowing for new
hirers to come from a variety of
backgrounds and experiences.
“As the work place becomes more
flexible and barriers are broken
down, I think that anyone can find
a role within the industry that suits
their ambitions throughout the
lifecycle of their career.”
At Aberdeen Asset Management,
a support programme was estab-
lished to help employees who have
taken career breaks of two or more
years. It aims to mentor, coach
and support those coming back to
work. For women who are return-
ing to work from maternity leave,
CME Group’s Holzrichter adds
it has introduced a number of
different options in how their staff
“It is not necessarily [ just] about
sitting at a desk. We do a lot of our
communication in various means
and methods, so women employees
now have the opportunity to work
from home or to travel,” she adds.
The next hurdle for firms to
overcome is to recruit women
to electronic trading and market
structure roles. A change in culture
at the top investment firms and
banks is helping this drive.
“I have seen talented women enter the business at junior levels in
highly quantitative and electronic
pricing roles that have gone on to
run entire electronic trading teams.
I also know a number of senior
women that have stepped into major roles in regulatory policy, risk
and conduct,” adds BNY’s Neal.
“What all these women share is a
sense of pragmatism, coupled with
a measured approach both to their
day-to-day work and their overall
Nasdaq’s Haglind also agrees the
change in mind-set among senior
managers has benefited her to rise
up the ranks.
“Being the best at
introducing, including and
empowering women in the
finance industry would go
a long way to strengthen
our talent supply.”
JULIA HAGLIND, PRESIDENT
OF NASDAQ CLEARING.