Women in Leadership

Mandy Spiteri

As a woman, stepping into leadership roles early in my career often meant navigating environments where earning credibility required persistence, resilience, and consistent delivery. At first, I tended to stay quiet, worried that what I might say would be irrelevant or not important. Over time, however, I learned to push myself, to speak up, to demand attention when needed, and to recognise that I did not need to prove my worth to anyone. I had earned my place through hard work, dedication, and capability. That realisation gave me the courage to aim higher and to believe in myself a little more each day.

At Grant Thornton, that sense of conviction became even stronger. I found myself in an environment where women are genuinely empowered, where being a mother and managing personal and professional responsibilities is not seen as a limitation, but as something respected and supported. The flexibility and trust I experience every day allowed me to continue to grow and thrive. It also reinforced my belief that when women are given the space and support to excel, they can truly provide an added value to any business.

Francesca Vella

There's this idea of what a successful woman looks like: big career, family, hobbies, social life. If you can't keep up, you wonder what's wrong with you. But there isn't anything wrong.

It's important to recognise that we all have different support structures, circumstances and capacity. And many women are still carrying a double shift: performing at work and then again at home. When we only spotlight the ones who seem to handle it effortlessly, we quietly judge everyone who can't.                 

I've felt that pressure. I tried to do it all and burnt out badly enough to step away for a while. It changed how I think about what equality actually looks like.

It's not about women proving they can carry everything. It's about societies that recognise the weight and redistribute it… like longer paternal leave for men, built into policy as the norm rather than something you have to ask for. Leaders who treat these things as standard, not exceptions.

Because equality isn't about individual resilience. It's about building systems where people don't have to break themselves to succeed.

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.

Diane Dalli

Throughout my career, mentorship has played a pivotal role. When women support other women, we not only support individuals, but shift the culture. In our field, where high‑pressure deadlines and regulatory obligations are the norm, mentorship is crucial. When women support one another, we strengthen not just individuals, but the integrity of the entire corporate services system. Gender equality is not achieved through policies alone. It grows from a culture where respect, trust and fairness are consistently practised not just promoted.

One of the most valuable lessons I’ve learned is that leadership does not have a single shape. Creating space for different voices, listen deeply to clients and colleagues strengthens teams and drives better outcomes.

Astrid Micallef Saliba

Gender equality in business remains a challenge, particularly for women in senior or decision‑making roles.  Throughout my career, I have encountered moments that made this imbalance unmistakably clear.  In one meeting surrounded by male colleagues, I was automatically “assigned” to take the minutes; an assumption made solely because I was the only woman in the room.  In another situation, during a meeting with prospective business partners, every question I asked was answered by addressing only my male colleague, even though he was my junior. These experiences may seem small, but they reveal how deeply ingrained biases can shape whose voice is heard and whose leadership is recognised.

Yet women continue to bring perspectives, ideas, and ways of thinking that strengthen organisations and elevate the quality of decisions being made. Diversity of thought is not merely a phrase we repeat; it genuinely shapes better decisions, healthier cultures, and stronger economies.  True equality means valuing women’s insights as essential to progress.  When businesses embrace gender diversity and equality, they unlock innovation, resilience, and long‑term growth.  Women often have to work harder to be seen and valued, but their contributions are transforming workplaces into environments that are more inclusive, dynamic, and future‑ready.

Aaishah Beeharry

Being a Muslim expat in Malta, I’ve become aware of the subtle ways you can feel different in professional spaces, not because of anything explicit, but in the small moments where you sense you need to prove yourself a little more. Even something as simple as wearing a hijab can make you conscious of how you’re perceived before you’ve even spoken. It makes you push yourself a little harder, even when you already know you belong there.

Something that made quite an impression on me is watching the advisory partner I work with in my department move between work and life with a sense of balance that feels effortless. She manages demanding client work, makes time for her children, and still invests in herself, even practising karate. What stands out is the empathy she brings into leadership, listening first and acting with clarity. I also see that same strength in many of the women of the firm, who balance their lives and lead with a calm confidence.

It reminded me that gender equality is not only about policies or formal statements. It is also about making space for women to lead in different ways, without shrinking themselves or choosing between parts of who they are. That is the kind of balance I hope to build for myself.

Fiona Tesi

As digital transformation accelerates across every industry, it is increasingly clear that meaningful progress depends on the diversity of people shaping it. At its core, transformation is not only about technology, but also about the ideas, perspectives, and human experiences that guide change. Gender equality in the IT sector is not just a goal but a powerful driver of innovation and progress. Technology shapes every aspect of our future, and when women are equally represented, the solutions we create become richer, smarter, and more inclusive. Yet many women still step into this industry without seeing enough people who look like them in leadership or technical roles. That is why visibility, mentorship, and supportive work environments matter so deeply.

When women’s perspectives are valued, teams approach challenges with broader thinking and stronger creativity. And when girls and young women see successful female role models, they begin to picture themselves shaping the digital world too. A more equal IT sector unlocks the full potential of talent and that benefits society as a whole.

Marion Pace

Gender equality in audit industry has improved but gaps remain at senior levels. The challenge is less about entry opportunities and more about retention, progression and access to leadership roles. Key lesson is that policies alone are not enough – culture determines whether flexibility and parental support can be used without career consequences. For real progress, the audit industry needs to move beyond diversity targets and focus on creating inclusive cultures where performance is measured by impact, leadership styles are broadened, and advancement pathways are equitable.