Women in finance have long reshaped industries from the inside out, often operating in environments that were not originally designed with them in mind. The Women’s Affinity Network at Marex is pleased to highlight this International Women’s Day episode of Suite Talk, in which Dominique Highfield, CFO of Bloom & Wild, and Lorna Davies, CFO of GHO Capital, join Birchstone’s Head of Sales, Devonshi Mody, to move beyond the usual IWD talking points.
Instead of revisiting the familiar themes at face value, they unpack why certain topics are still directed overwhelmingly at women, such as confidence, balance, returning to work and the emotional load, and they explore what equality actually looks like when you strip back the assumptions. Drawing on careers across private equity, financial services and high growth consumer brands, they reflect on authenticity, confidence, gendered expectations and how the CFO role has changed since they first entered the industry.
Being authentic as your strongest strategic advantage
For both Dominique and Lorna, authenticity is not a leadership style, it is a strategic advantage. Dominique shares that early in her career she took herself far too seriously, even hosting a work themed 21st birthday party, before realising that leadership became more effective when she let go of performing and brought her whole self to work. Lorna echoes this, explaining that staying true to who she is has been the foundation of her influence, especially in rooms where she was often the only woman. Together, they make the case that authenticity builds connection, credibility and trust, which in turn shape how effectively you lead.
Confidence shaped by hard chapters
Both leaders point out that confidence rarely arrives fully formed. It is shaped by the pressure points in a career.
Dominique recalls returning to work with a five-month-old baby and stepping straight into a high stakes turnaround. The pace was relentless, but those experiences became a deep well of resilience she still draws on.
For Lorna, confidence grew from consciously documenting her achievements over time. She keeps a metaphorical trophy cabinet she turns to when doubt creeps in, a catalogue of things she’s achieved that grounds her by reminding her she’s already done hard things. As your catalogue builds, it becomes something you can refer to in difficult moments to ground yourself and to remember what you have already overcome.
Unpacking the weight of gendered expectations
Dominique and Lorna approach imposter syndrome from the perspective of growth rather than inadequacy. They talk about the importance of recognising whether you are uncomfortable because you are stretching into something new, or because you genuinely feel you do not belong. Learning to tell the difference is key. Discomfort is often the sign that you are learning, and as Dominique puts it, it can also be the reminder that you are “exactly where you are meant to be.”
They also point out that many conversations often framed as women’s issues, such as returning to work, balance and having it all, remain gendered by default. Both argue that real progress requires shifting these topics, so they apply to everyone, not only women, and broadening the conversation to include men in discussions around parental leave, emotional load and flexibility.
How the CFO role has evolved in their eyes
The CFO landscape today looks very different from when both leaders started their careers. Dominique and Lorna describe a clear shift from the traditional numbers only archetype to a role that is far more strategic, commercial and people focused. Technical reporting is only one part of the job. The real work now lies in interpreting data, connecting insights across the business and creating a story around the numbers that teams can act on.
With AI and automation able to surface information instantly, the differentiator is no longer who knows the technical details. It is who can communicate what the numbers mean, shape the direction of the business and influence people to move with them. Both leaders note that today’s CFO is expected to be a storyteller, a strategist and a connector, not just a financial expert.
Find cultures that fit you
Dominique and Lorna emphasise the importance of choosing workplaces where you feel heard, supported and able to be yourself. For Dominique, returning to work after children highlighted the stark differences between cultures that enable women to thrive and those that make it unnecessarily difficult. Lorna reflects on the importance of balanced teams and leaders who intentionally create space for new voices. Both highlight the value of invested female networks and being in environments where personal identity does not have to be muted in order to succeed.
Key takeaways
- Authenticity is a strategic asset – It builds trust, clarity and influence, and shapes how effectively you lead
- Confidence grows through difficult experiences – The moments that stretch you become the foundation you rely on later
- The modern CFO is more than the numbers – Judgment, communication and the ability to create a story around the numbers now matter as much as technical skill
- Gendered expectations need to be challenged – Topics like balance, returning to work and ambition should apply to everyone, not only women
- Choose environments that support your voice – Cultures, teams and leaders who make space for you are essential for long term growth
- Build the right network – Invest in peers and mentors who challenge you and open doors you cannot on your own
About the companies
Bloom & Wild is Europe’s largest direct-to-consumer flower company and the inventor of letterbox flowers. Known for customer-led innovation and the Thoughtful Marketing Movement, the group operates across eight markets following the acquisitions of Bloomon and Bergamotte.
GHO Capital is a specialist healthcare investment adviser based in London, backing high-growth companies across outsourced services, PharmaBio, MedTech and patient services, combining deep sector expertise with a global healthcare network.
Marex is an equal opportunity employer. The Women’s Affinity Network mission is to empower women to thrive at Marex, with and alongside their male colleagues. Members can share experiences, engage in learning and development opportunities, brainstorm ideas, and strengthen connections. The Network is fully inclusive; we encourage men to join as allies.
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