In conversation with... Emma Steeley

What do you see as the biggest challenges in building a truly diverse workforce in credit and financial services?

One of the biggest challenges is overcoming systemic bias - both conscious and unconscious - that influences recruitment, promotion, and leadership opportunities. The industry has traditionally drawn from a narrow talent pool, often relying on networks that perpetuate sameness. Additionally, rigid career pathways and limited flexible working options can deter diverse talent, especially women and underrepresented groups, from advancing.

Why do these challenges persist, and what role should all leaders play in dismantling them?

Because cultural and structural change takes time and commitment. Many organisations focus on short-term diversity initiatives rather than embedding inclusion into strategy and accountability measures. Leaders play a critical role in setting the tone; they must actively challenge bias, champion equitable policies, and measure progress as rigorously as they would financial performance. Inclusion should not sit solely with HR; it must be a shared leadership responsibility.

One of this year’s themes is the ‘business case for inclusion’. Can you share examples where diversity has driven commercial or operational success?

Research consistently shows that diverse teams outperform homogeneous ones. In my experience, projects that intentionally included cross-functional and gender-diverse teams achieved faster delivery and higher client and customer satisfaction because decision making was more balanced and creative. Respecting that you have the same goal, but you may take a different path to get to it is a critical part that can show the success of inclusion, but people must be willing to truly listen.

What role do you see male leaders playing in accelerating progress on inclusion, and how does attending this event help them do that?

Male leaders are essential allies in driving inclusion. They often hold influence over culture, decision-making, and sponsorship opportunities. Their visible commitment can help normalise conversations around equity and representation. Attending this event gives male leaders the chance to listen, learn, and better understand the barriers that women and diverse professionals face in our industry. It’s also an opportunity to take practical insights back to their teams and model inclusive behaviours day to day.

Any advice for the next generation looking to develop their careers?

Be curious and proactive. Stretch opportunities and don’t wait until you feel “ready” to take the next step. Build your network early and invest in the relationships that you build in the industry. Stay true to your values and recognise the power of authenticity. I believe that the most successful careers are built on both competence and character.

What is the best career advice you’ve ever received?

“Never underestimate the power of saying ‘no.’"

What are you most looking forward to at this year’s Women & Diversity in Credit?

I’m most looking forward to connecting with partners and peers who are passionate about driving meaningful change in our industry. Every year these conversations inspire new ideas, challenge assumptions, and remind us that inclusion isn’t just a tick box exercise, it’s a business advantage. I can’t wait to hear success stories, but also the challenges that people have overcome. I’m excited to have renewed energy from the conference to show that we are part of a movement, not just an annual event.

See Emma speak at this year’s Women & Diversity in Credit Conference.