To increase the representation of women in key managerial positions in finance, both organisations and individuals need to take a proactive approach. Here are some steps that can be taken:

1. Mentorship and Sponsorship Programs: Organisations can create mentorship and sponsorship programs to support and encourage women in their career growth. This will help women build relationships with senior leaders who can provide guidance and open doors for them.

2. Diversity and Inclusion Policies: Companies should implement diversity and inclusion policies that promote gender equality in the workplace. These policies should ensure that women have access to equal opportunities, including training, career development, and leadership roles.

3. Flexible Work Arrangements: Flexible work arrangements such as remote work, flexible hours, and job sharing can help women balance their personal and professional lives. Companies should implement these arrangements to attract and retain women in the workforce.

4. Equal Pay and Performance Evaluations: Organisations must ensure that women receive equal pay for equal work. They should also implement fair performance evaluations that are based on objective criteria and free from bias.

5. Leadership Development Programs: Companies can provide leadership development programs specifically designed for women. These programs can help women develop the necessary skills and competencies required for senior leadership positions.

6. Gender Sensitization Training: Companies can conduct gender sensitization training for all employees to create a more inclusive and respectful work environment. This training can help eliminate gender stereotypes and biases that may prevent women from advancing to senior positions.

7. Women-Friendly Culture: Companies need to create a women-friendly culture where women feel valued and supported. This includes providing support for women who are caregivers, implementing anti-harassment policies, and promoting work-life balance.

   
   More companies are offering remote work opportunities to attract women professionals from non-metro cities, reports The Times of India. Being unable to relocate from one’s hometown due to various reasons are often barriers for women from Tier 2 cities and beyond to participate in the workforce, the report says. Companies like Airtel and Publicis Sapient are among several firms offering flexible work arrangements to tap into this talent pool. Career restarters are also on the radar of these firms, the report adds. While productivity is high for women working remotely, while adding that the company is identifying more remote roles for women. Leaders are going to these cities to better connect with employees and this initiative is creating a sense of belonging.
   

In summary, organisations can play a significant role in creating more women leaders in finance by implementing diversity and inclusion policies, providing mentorship and sponsorship programs, implementing flexible work arrangements, and providing leadership development programs. Additionally, individuals can take steps to advance their careers by seeking out mentorship opportunities, developing their skills, and advocating for themselves.