Welcome to this edition of the ICMA Women’s Network (IWN) newsletter.

Please share this newsletter with interested colleagues and peers.

Feel free to contact us with any feedback.

Angela Brusas, Chair of the IWN and Director, Funding and Investor Relations, Nordic Investment Bank 

The importance of gender equality extends beyond the empowerment of women; it encompasses the well-being of all genders, including men. Issues such as mental health, workplace safety, and the challenges of balancing work and family life are significant concerns for all, yet the men are often overlooked in mainstream gender discussions. By recognising these challenges, we create a more holistic approach to equality, one that addresses the needs of everyone in society.

The ICMA Women’s Network offers a safe forum for women to discuss career progression and how the diversity, equity & inclusion (DE&I) issues affect us, but for these efforts to reach their full potential, men must also be active participants. When women include men in these discussions, it fosters a collaborative environment where shared experiences and diverse perspectives can lead to more comprehensive solutions. Engaging men in conversations about DE&I challenges, but also the benefits of gender equality can help dismantle harmful norms and create a more inclusive workplace.

Moreover, inviting men into the dialogue encourages them to become allies in the movement for gender equality. It challenges them to reflect on their own roles and privileges and to advocate for change within their area of influence. By working together, we can build a more inclusive world, where everyone has the opportunity to develop regardless of gender.

International Men's Day, celebrated annually on 19 November, is a global event that highlights men's health, promotes gender equality, and acknowledges the positive male role models in society. While often overshadowed by discussions around women's rights, International Men's Day serves as a crucial reminder that gender equality is a shared responsibility.

Sunmbo Olatunji, Group Treasurer, Access Bank

World Menopause Day is observed on 18 October each year to raise awareness about menopause and support women going through this natural transition. The physical and emotional symptoms associated with menopause can have a profound impact on a woman's well-being, including her life in the workplace.

How symptoms can affect work: Menopause symptoms such as hot flashes, night sweats, mood swings, fatigue and cognitive changes can significantly disrupt a woman’s ability to focus, concentrate, and perform at her best at work. The fluctuation of hormones can impact a woman's confidence, self-esteem and mental health, all of which can lead to decreased productivity, increased stress and difficulty managing work responsibilities effectively.   

Raising awareness: On World Menopause Day, it is essential to recognise the challenges women face in the workplace during this stage of life, and to advocate for more awareness, support, and accommodations to ensure menopausal women can continue to thrive professionally.

Raising coworkers’ awareness of menopause and its impact, and making reasonable adjustments to accommodate it, can help foster a more understanding and empathetic work culture. My recommendations for supporting menopausal women to navigate this significant life transition include:

• Awareness and education: Educate all employees about menopause will create a more understanding and supportive work environment.
• Flexible working: Offering flexible working arrangements such as flexible start and finish times, remote work options or part-time schedules should help to accommodate menopausal symptoms like hot flashes, fatigue and mood swings.
• Temperature control: A comfortable working environment with adjustable heating and cooling systems can help women manage hot flashes and temperature fluctuations.
• Take a break: Offering regular breaks or access to a private space where women can rest or cool down during a hot flash can be beneficial.
• Wellness: Programmes focusing on physical activity, stress management and healthy eating can help menopausal women manage their symptoms.
• Employee Assistance Programmes (EAP): EAP services that offer counseling and support can help women cope with emotional and mental health challenges during menopause.
• Open communication: Encouraging open communication between managers and employees can create a supportive workplace culture where women feel comfortable discussing their menopause-related needs and concerns.
• Supportive policies: Implementing policies that address menopause-related issues, such as flexible sick leave or accommodations for medical appointments, can demonstrate the organisation's commitment to supporting menopausal women. 

It’s not just about women: Finally, if you think menopause is just a women's issue, think again. Many men—partners, sons, bosses, colleagues—will feel its effects through the physical, emotional, and relational changes it brings, from mood swings to low self-esteem. In a study of 96 husbands, most reported having some information about menopause, mostly from their wives, but more than one in four admitted knowing little or nothing about it—highlighting the need for greater awareness and understanding both in and beyond the workplace.

At this event hosted by SEB in Copenhagen, the keynote speaker shared key leadership lessons learned from deploying a global sustainability strategy – insights that are both adaptable and highly applicable in many contexts.

Communicate vision, focus and progress: Set a clear vision that everyone understands, ensuring your team aligns with a common goal. By prioritising and maintaining focus on key objectives, you will sustain momentum. Communicating clear, concrete targets, along with regular progress updates, keeps the vision tangible and helps everyone stay on track.

Demonstrate ambition: It is far easier to justify a failed attempt than to explain why you did not try at all. Showing ambition, even in the face of failure, reflects a drive toward success—failure is simply part of the journey.

Galvanise the team: Fostering a strong sense of unity gives your team pride and motivates them. Recognising individual contributions is key, while celebrating successes and milestones publicly creates a sense of belonging to a winning team.

Keep going: Persistence, stamina and patience are essential for achieving long-term success!

ICMA recognises that even in diverse environments with strong gender and cultural balance, the visibility of senior women remains limited. In the finance industry, all-male panels ("manels") have long been the norm, and senior women are often absent from conference lineups. While ICMA is committed to ensuring gender balance at our events, this is not always achievable. To further promote diversity across our global events, we welcome your help in identifying speakers who reflect the true diversity of the industry.

Please help us to achieve gender parity at all ICMA events by submitting your recommendations to us here for female speakers on capital market-related topics, including primary bond markets, secondary market trading & post trade, repo, asset management, sustainable finance and FinTech.

The ICMA Education & Training programme complements the association’s mission to raise standards in the international capital markets, and has played a significant role in building capacity and developing skills of professionals in the global bond markets. With more than 25 courses in fixed income and beyond available to IWN members at discounted rates, including in-person, virtual and online self-study programmes at different levels, ICMA is an FCA-approved training provider, approved by the Securities & Futures Commission of Hong Kong for Continuous Professional Training and our courses are accredited by CPD® Certification Service.

The IWN is a global, impartial and open forum to encourage, support and inspire women at all stages of their career and to further the aim of gender equality within the bond markets. The IWN hosts global events and discussions on related issues between influential industry stakeholders and supports networking between different generations and levels of seniority. All employees of ICMA member firms can join, and participation from all genders and ethnicities is welcomed.

The IWN is managed by an International Steering Committee currently operating in fourteen regions worldwide.

Keep an eye on the IWN webpage and LinkedIn page for details of future activities, including events already in the planning (see ‘Upcoming events’) and smaller networking events.

• Sign up to our email updates for information on our regional events, and send us your own ideas for events. Visit the IWN webpage, engage with or add to our LinkedIn content and share our events within your firm.
• Contact your local IWN Steering Committee member to see how you can get involved.
• Join the ICMA Mentoring Platform to develop your skills by matching those looking for a career mentor with suitable mentors in the international capital market.
• Access a variety of ICMA webinars and podcasts that share views and insights on market trends.
• If you’re already a member of the IWN, please do also consider joining ICMA Future Leaders. IFL is designed to bridge the gap between young financial market professionals and the industry via ICMA’s services and networking opportunities, helping them to navigate the complex world of capital markets.

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E-mail us at ICMAWomensNetwork@icmagroup.org