Women in finance don’t need more advice on how to “lean in”—they need a system that stops holding them back, says Quickli's Kelly Eldridge.
For years, women in finance have been told that success is theirs for the taking if only they’d ‘lean in.’ Speak up more. Be more confident. Negotiate harder. Own their seat at the table.
We've heard it all before. And yet, finance remains one of the most male-dominated, gender-imbalanced industries.
Women aren’t failing to ‘lean in.’ The system is failing them.
The numbers don’t lie. Despite decades of well-meaning career advice, the finance industry still operates on outdated structures that disadvantage women. According to Workplace Gender Equality Agency (WGEA) data, [women make up just 13% of chief executive positions in the Australian finance industry](https://studyonline.unsw.edu.au/blog/women-in-finance#:~:text=Workplace%20Gender%20Equality%20Agency%20(WGEA,of%20executives%20and%20general%20managers.), women hold just 13% of CEO roles in Australian finance. Pay gaps persist. Promotion pathways remain uneven. And women are still expected to “prove” their worth in ways that men simply aren’t.
This isn’t just a challenge for women - it’s a challenge for the entire industry. When workplaces are more inclusive and fair, everyone benefits. Men, too, face pressures and expectations that can make career progression difficult in different ways. Recognising these challenges allows us to build systems that work better for everyone.
At Quickli, we see this firsthand. Our team is proof that when businesses prioritise equity, flexibility, and meaningful opportunities, women thrive. Our commitment to flexible work, real pathways to leadership, and genuine support for working parents isn’t just about ticking a diversity box, it’s about building a company where the best people can do their best work.
As one of our software engineers, Nikki Pham, recently put it, “Quickli has not only supported me throughout my pregnancy but has also provided opportunities, flexible leave options, and a thoughtful return-to-work plan - often anticipating my needs before I even realised them or had to ask. This level of support should be the norm, not the exception.”
And she is right.
Change is happening, but not fast enough. Some companies are making real progress - flexible work policies, pay transparency, and active sponsorship programs have moved the needle. Businesses that prioritise diversity in leadership see the benefits - better innovation, stronger decision-making, and improved financial performance.
Real progress isn’t about good intentions, it’s about removing barriers. That means:
When businesses focus on impact over outdated norms, everyone benefits.
Gender equity is a business imperative. This isn’t just a ‘women’s issue.’ It’s a business issue.
Companies with diverse leadership teams consistently outperform their peers. Inclusive workplaces attract and retain top talent. Businesses that prioritise equity earn greater trust from clients, investors, and the public.
Yet we’re still stuck in a cycle of telling women to ‘do more’ while ignoring the systemic barriers that hold them back.
It’s time to retire the myth that women just need to “push harder” to succeed in finance. The truth? They already are. They’re negotiating, speaking up, and delivering results. But they’re still being held to different standards.
Progress is possible. We see it in the companies making real commitments to equity, not just surface-level initiatives, but deep, structural change in how they hire, promote, and retain talent.
So let’s stop giving women another round of career advice. Instead, let’s fix what’s broken. That’s how we create workplaces that support success for everyone.
Kelly Eldridge is the chief of staff at Quickli, a leading mortgage serviceability technology company.
