Sentiments about International Women's Day can be mixed. And there's been good and bad news recently on the journey to equality. Great news that women have 'raced into the boardroom' of FTSE 350 companies; less good news that the gender pay gap will now take 132 years to close – up from 100 years before COVID; and the music industry seems to be on the brink of its own watershed moment after a combination of things including all-male line ups for Glastonbury and the Brit Awards Artist of the Year triggered a spotlight on music's 'pipeline problem'.

Feelings can get even more conflicted when you consider that often, these big, seemingly negative moments can be the catalysts we need for change. Without them, the incremental changes we and the businesses we work for are striving to make can seem like drops in a very big ocean.

And it’s not just representation and pay. Gender inequality can present itself in more nuanced ways too. Second-generation gender bias is where policies that may appear neutral because they apply to everyone, in fact discriminate against a gender because they reflect the values of the gender who created them. This can present itself as fewer opportunities and a higher incidence of burnout. Without an understanding of this subset of bias, women who succeed are left feeling like the exceptions, and those who experience setbacks, feel like it's their fault.

The point is, it's easy to lose sight of what you're doing and why, against a relentless backdrop of sometimes mixed messages about progress.

We need to remind ourselves that although change won't happen overnight, we can all be agents of change, and it doesn't always have to be with big gestures. Yes, it will take a collective behavioural, policy, educational, and environmental change, but it starts with open conversation.

The more open we are with each other about our experiences, the more likely our experiences can help drive someone else's conversation. Sparking ideas, spurring advocacy, championing inclusion, and showing and telling women that they have the choice to define their own success with authenticity and without apology.

Our definitions of success can be different and change over time, so our careers are often lateral and matrixed rather than ladders (and snakes).

Hearing stories of women who've approached their careers this way can help others think more openly as they navigate their career paths. Knowing that there is not one linear path forward can be both liberating and empowering. So too, when women see other women confidently embracing their unique feminine strengths and defying stereotypes, it encourages them to speak up more confidently, ask for what they want or say no to what they don't. 

At Moneycorp, we know there's more work to be done, but we want to keep talking about it and encouraging others to do the same. One of our ESG pillars is 'Female Empowerment,' representing a clear focus by the business to address the issues. And as our CEO of Moneycorp UK wrote recently, it’s time to formalise female empowerment, and put it firmly on the agenda for women and men.  Because universal conversation is not only paramount to achieving gender parity, but also ensuring it is a movement of inclusion rather than exclusion.

And with that in mind, we spoke to five women about starting the conversation. 

Marianne Gilmore

CEO Moneycorp UK

What do you think has been critical to your career success?

Good role models and support from teachers, family, colleagues, and friends.

What, if any, have been the barriers to your success? 

I’ve been no stranger to challenges throughout my career, but they have always reinforced my appreciation of having a supportive team and mentors around me. Challenges are an opportunity to learn and reflect - two things I strongly value.

What would you tell your ten-year-old self? 

The world is a bigger place than you can imagine, with infinite possibilities. Have confidence in your own choices, and don't worry so much about getting it right every time. If you try your best, you don't need validation from others for your happiness.

Emma Alley

COO Moneycorp Group

What did you want to be when you were younger? 

When I was a little girl I thought I wanted to be a musician due to my love of my piano. But when it came to picking a University course I thought I’d have more of a career in computing, but it was an industry in its infancy in Ireland, and I remember my Dad clearly telling me it was a fad that would fade… I remind him often of this remark. And so, I settled on a degree that would give me options, so I read Business, Economics, and Social Studies.

What do you think has been critical to your career success? 

I have always followed my gut instinct, which has regularly been challenged along the way, as I've never been one to follow the status quo. I've also never been afraid to ask for what I want, with the logic of 'the worst that someone can say is no’. In hindsight, the latter has been invaluable.

What, if any, have been the barriers to your success? 

Any perceived barriers I’ve encountered throughout my career has always involved choices, which at each turn, have led me down a different path as a result. In my opinion, barriers can exist in many forms but it's how you choose to overcome them that defines you. I have learned over time to choose the barriers that are worth fighting against and the ones that are actually more valuable to walk away from. There is always a choice and leaning into others for support is invaluable in deciphering which is the best approach for you.

Krissy Rogero

Strategic Partnerships Manager

What do you think is critical to ensure your continued success in the future?

I feel like I've always been someone that is willing to help and learn and critical to this has been consistency. No matter how high you end up climbing, don't forget all the steps that got you there in the first instance. 

What, if any, have been the barriers to your success?

Time. I wish I had more time to shadow people so that I can further enhance my output, but sometimes there just aren’t enough hours. I overcome this by being as efficient as I can be with my day and with the help of some snazzy post-it notes!

Tanya Uniacke

Managing Director – Private Clients

What did you want to be when you were younger?

A barrister. My father was a barrister and I totally idolised him growing up. I got into Leeds University to do Law but much to his horror I switched to French and Politics during the Fresher’s Week sign up because the people in that queue looked more fun. We still have quite a few barristers in the family and it’s safe to say I don’t regret the decision! 

What do you think has been critical to your career success?

Work ethic, passion, positive outlook, networking. I learned early how to work hard and have fun at the same time. It's definitely a skill to stay upbeat, which is easier said than done, but if you can keep a positive attitude and you're open to collaborating, I think that goes a long way. 

What would you tell your ten-year-old self? 

I'd say enjoy being 10, talk to trusted adults, and get outside. If you're being kind, you're on the best path, and try not to take life too seriously. 

Imogen Christy

Digital Platforms Team Lead 

What do you think has been critical to your career success?

Having really good supportive managers – I’ve been lucky everywhere I’ve worked to have that. It’s really helped me recognise where my skills are and given me the opportunities to develop.

I think I’ve also always been really good at recognising where I’ve got stagnant in a job. Knowing when I’m not being challenged, I’m just coming in to do my job and go home, and it’s not very exciting anymore.

What do you think is critical to ensure your continued success in the future?

At any level, I think you always need supportive management who are open to you taking on opportunities and recognising when you’re ready for the next step. And when you find yourself at these pivotal moments, push for it and talk to people about it – make yourself ready for it.

What, if any, have been the barriers to your success?

I think particularly because I work in tech, the majority of the senior leaders I’ve always had are all men. At Moneycorp, there are a lot of women working in tech, but we are still underrepresented. I see this changing in the next few years and we are seeing more and more women developers. So I’m really open-minded about the future of our industry.