Diversity is our sector’s greatest asset, says Hoxton Wealth’s Katherine Rabaiotti

This International Women’s Day with the IWD 2026 theme of ‘Give to Gain, Katherine Rabaiotti, Director of Compliance at Hoxton Wealth, reflects on why greater female representation in senior financial advisory roles isn’t just inspiring, it’s essential for business performance, diversity, and the next generation of talent.

Women in leadership

Seeing more women step into senior roles within the financial advisory sector is more than encouraging, it is essential.

I have always believed in appointing the right person for the job, regardless of gender. But when we reflect on how low female representation in our sector once was, the increase in women at leadership level feels less like a trend and more like necessary progress. Greater visibility does not just strengthen the boardroom; it signals to women across the workforce — and to young girls still in school — that finance is a viable, rewarding and influential career path.

Every individual brings something different to the table. Without generalising, it is fair to say that men and women can approach challenges from different angles. Research often points to complementary strengths:  analytical rigour alongside emotional intelligence. When those strengths combine, they create balance. And balance drives performance.

Strength in balance

A diverse leadership team is not a social initiative; it is a commercial advantage. Our client base is diverse. To truly understand and serve them, our businesses must reflect the population and perspectives of the people we advise.

Throughout my career in large organisations, I have learned that the most effective leaders are those who create space for others to excel. Modern leadership is no longer confined to a single mould or image. It is defined by output, integrity and the ability to inspire confidence.

I do not fit the traditional stereotype. I was a single parent. I have tattoos. If you placed me alongside a dozen “conventional” Chief Compliance Officers, I might stand out. But being underestimated has never been a disadvantage, it has been fuel. Real progress happens when organisations look beyond appearances and focus on capability, expertise and results.

Visibility Matters

Do women prefer to work with women? Not necessarily. What many women value — and what all clients deserve — is a relatable, high-quality professional relationship built on trust, adaptability and clear communication. Emotional intelligence is not a soft skill; it is a strategic one. The ability to adjust communication styles, understand context and maintain rigorous standards of advice is what strengthens long-term client relationships.

Forward-thinking firms recognise this. They are building environments that support talent, wherever it comes from. Those that cling to rigid, outdated expectations risk falling behind.

The fact that female-focused financial planning firms continue to emerge highlights that gaps still exist in our industry. That tells us there is opportunity and work still to be done.

When a business appoints a woman into a senior role, it should not simply be symbolic. Trust must extend to visibility, influence and voice. Women who bring expertise, perspective and results deserve not just a seat at the table, but the confidence of the room.

Progress for everyone

The narrative is changing and that is something to celebrate. But progress is not passive. Visibility matters. Representation matters. And demonstrating competence at the highest level matters most of all.

When women lead with expertise, integrity and impact, everyone benefits.