Women's Wellbeing in the Workplace: Emma Hall's Journey as a Chartered Financial Planner

How workplace flexibility, mental health policies, and menopause support are essential for creating a thriving financial planning industry.

In the financial planning profession, we often discuss the importance of numbers, new business strategies, and investments, but we rarely talk about something equally important: the well-being of the people behind those plans. In my conversation with?Emma Hall, the Chartered Financial Planner of the Year, we explored how essential workplace policies—such as flexibility, menopause support, and mental health resources—are critical for the long-term success of financial planning firms and their employees.

Emma’s experience reflects the broader need for the profession to evolve, particularly in how we support women and address the very real challenges they face at different stages of their careers. Here’s why these topics matter for the future of financial planning.

Flexibility is the Future of Financial Planning Careers

The demand for flexibility in the workplace isn’t new, but in financial planning, it’s becoming increasingly essential. Financial advisers are trusted with their clients' futures, and often, this pressure can lead to burnout if not managed well. Emma Hall is a prime example of how workplace flexibility can unlock potential. Working a four-day week, Emma finds that this arrangement allows her to balance the demands of her role with personal responsibilities, including motherhood.

"[Having one day off] just gives you that extra bit of flexibility not just to do mum things, but to actually to do me things, because during a lot of your free time you are doing mum things or dad things."

This trend is growing across the industry: a?2023 study by the Chartered Insurance Institute (CII)?found that over 65% of financial advisers cite workplace flexibility as a top priority when considering employment. Offering flexible schedules doesn't just benefit employees—it boosts productivity, lowers turnover, and attracts a more diverse talent pool. For financial planning firms looking to retain top talent and improve employee satisfaction, adopting flexible work arrangements is no longer optional but essential.

Menopause: A Critical Issue in Financial Planning Workplaces

The conversation around menopause has been long overdue in the financial planning profession. Menopause affects nearly half the women in the workforce, yet only a fraction of businesses have policies that address its impact. For women in financial planning, the symptoms of menopause—ranging from brain fog to fatigue—can affect performance and career progression if not properly supported.

Emma Hall is a strong advocate for menopause awareness, and she makes a compelling point: menopause support is crucial for retaining senior female talent in the industry. According to a?2021 study by the Financial Services Skills Commission, over 900,000 women have left their jobs in financial services due to a lack of menopause support. Implementing menopause-friendly policies, such as flexible hours or access to health resources, can ensure that firms retain experienced advisers and foster a more inclusive environment.

Mental Health Policies: A Necessity, Not a Luxury

Mental health is an increasingly urgent concern within financial planning, where high-stress environments can lead to burnout. Emma emphasized that having a mental health policy isn’t just an added benefit—it's a business imperative. The financial planning profession is high-stakes, and without proper mental health resources, firms risk losing talent and damaging their workplace culture.

A?2022 survey by the International Financial Planning Standards Board?found that 48% of financial planners reported feeling high levels of stress. Emma Hall believes that businesses must provide comprehensive mental health resources, such as counseling services, regular check-ins, and mental health first aiders, to ensure employees feel supported. The result? Improved employee well-being leads to enhanced client relationships, greater employee retention, and stronger business outcomes.

Addressing Gender Bias in Financial Planning Recruitment

Despite progress, gender bias continues to affect recruitment in financial planning. Emma shared personal experiences of having her qualifications overshadowed by assumptions about her family responsibilities, a reality that many women in the profession still face today. This bias not only limits opportunities for women but also deprives firms of highly qualified professionals.

Research by?Wealth Management Research UK?highlights that gender-biased recruitment processes can reduce female representation in senior roles by 30%. Emma believes that recruitment practices need to evolve—firms must focus on talent and potential, not personal circumstances. Removing these biases is critical for creating a more diverse and equitable workforce in financial planning, which ultimately benefits clients through a broader range of perspectives and solutions.

Empowering Women in Leadership: Why It Matters for Financial Planning

Finally, Emma’s commitment to promoting women’s leadership is not just a personal mission; it’s vital for the future of the industry. Women bring unique strengths to leadership roles in financial planning, such as empathy and holistic problem-solving, both of which are crucial for navigating client relationships and complex financial decisions.

A?2020 study by McKinsey & Company?found that companies with gender-diverse leadership teams are 25% more likely to outperform their peers. Emma’s rise to becoming Chartered Financial Planner of the Year shows what’s possible when women are supported and given room to grow. She believes that by showcasing more female leaders, we can inspire the next generation of women in financial planning and move towards a more inclusive future.

The Future of Financial Planning Depends on Well-Being

Emma Hall’s insights remind us that financial planning is not just about numbers; it’s about people. If we want to create a sustainable, thriving profession, we must focus on supporting the well-being of our employees—particularly women, who face unique challenges. From flexible working arrangements to menopause support and mental health policies, the financial planning profession has a lot to gain by fostering a culture of empathy and inclusivity.

Want to learn more about how to implement these changes in your workplace? Listen to the full conversation with Emma Hall on YouTube or your favorite podcast platform, and take the first step towards building a healthier, more supportive work environment.