In this episode of We All Make Mistakes, Professor Ben Voyer welcomes two guests: Marion Festing and Almudena Cañibano, co-directors of the Women in Finance Chair at ESCP Business School. Together, they explore gender equality, leadership, and how embracing mistakes can transform the workplace.
Do you want to know how embracing mistakes can drive personal growth and organisational transformation? Festing and Cañibano challenge listeners to rethink workplace norms and take actionable steps toward a more inclusive and equitable future in finance.
From mistakes to leadership growth
For Festing and Cañibano, mistakes are invaluable learning opportunities. They highlight how failure, when tackled constructively, builds resilience and fosters growth. Drawing from their experiences, they recount pivotal moments that shaped their careers and perspectives, such as hesitating to network or facing rejection in academia.
“Resilience is key,” says Cañibano. “In academia, rejection is constant. What matters is getting back on the horse, improving, and trying again.” Festing agrees, emphasising that mistakes are not failures but essential steps toward personal and professional development.
This mindset is particularly relevant to career paths, which both guests describe as rarely linear. “A career is more of a scenic route than a straight line,” says Cañibano, urging professionals to embrace uncertainty and learn through trial and error.
Breaking the glass ceiling in finance
As co-directors of the Women in Finance Chair, Festing and Cañibano are committed to addressing gender inequality in many male-dominated sectors. They critique organisations’ common missteps, such as reducing gender equality to box-ticking exercises or focusing on superficial initiatives without addressing deeper cultural issues.
“Relying solely on quotas or framing the issue as an individual responsibility places the burden on women,” explains Cañibano. “Organisations must address systemic barriers and create environments where everyone can thrive.”
The professors advocate for tangible solutions, including auditing recruitment processes to ensure diversity and implementing inclusive policies like extended paternity leave. They emphasise that these strategies benefit all employees and contribute to lasting cultural change.
“Inclusion isn’t just about counting heads; it’s about making heads count,” Festing adds. “Companies must nurture cultures where all voices are heard and valued.”
Redefining workplace norms
One of the most compelling insights from Festing and Cañibano is the need to rethink workplace dynamics to achieve true gender equality. They argue that traditional notions of work—such as long hours and constant availability—are outdated and often rooted in a male-dominated history.
“Organisations should reconsider what it means to work in finance,” Cañibano suggests. “Are long hours really necessary, or are they a relic of the past? Redefining these norms could make the industry more accessible and equitable.”
They also caution against pushing women to adopt male-dominated leadership traits, warning that this undermines individuality and team diversity. Instead, they champion inclusive environments that celebrate diverse leadership styles and perspectives.
