Visible voices
Oriana Abela
Throughout my career, I have often been the only woman in the room. This brings a set of expectations that are rarely placed on my male counterparts — especially when everyone around the table is physically larger and, consciously or not, equates size with power or authority. Standing firm in those environments has shaped me, strengthened my character, and taught me that presence is not defined by physical stature but by conviction, competence, and resilience.
As a mother of three school‑aged children, the complexities multiply. In Malta, school hours are significantly shorter than the demands of a full‑time, high‑pressure role, and the gap between the two is still disproportionately bridged by women. The logistics alone, particularly when all three children are involved in various after-school activities, often feel like another full‑time job layered on top of an already full day.
Equality in leadership isn’t only about placing women in senior roles; it’s about building systems that allow women to thrive without choosing between being present at home and being present at work. True progress comes when we recognise that talent does not diminish with caregiving responsibilities — but our structures must evolve to support both.
Sharon Causon
When I joined Grant Thornton in 1995 the majority of the workforce at that time were males, including roles in senior management and partners. Although my career progression was very quick at first, my journey to become a director and eventually a partner took long. In 2020, I was admitted to the partners’ table together with another female colleague. This reinforced Grant Thornton’s commitment to embrace gender equality and opened the path to leadership to other female colleagues. I believe that men and women have different and complementary leadership skills. Having a mix of both at the top creates equilibrium. I am proud to be part of a group where women are treated equally as men and where the majority of the workforce are female, including in senior level positions. I currently lead the audit team with close to 65 employees and 8 out of 10 of my managers are women. This shows the continuous development that has taken place in our company.
Anne Marie Degabriele
Working in Malta’s financial services industry, I see how gender equality has progressed but still has a long way to go. While women are increasingly present in senior management, the highest‑ranking positions remain largely dominated by men. Stepping into motherhood has added a new dimension to this reality for me. Maternity leave, however essential and however long, inevitably creates a pause in an industry that evolves quickly and demands constant awareness. This has made me even more aware of how crucial a supportive workplace truly is. At Grant Thornton, I feel reassured that this temporary step back will not hinder my long‑term growth. With the right encouragement, flexibility, and understanding, women can return not only up to date, but stronger, more focused, and more determined to shape the future of our sector.