The theme of this year’s campaign for International Women’s Day (IWD) is Accelerate Action.
This means that, as well as celebrating the achievements of women and advocating for progress with issues that affect women, there is also a focus on how to speed up the rate of change and work towards a more inclusive, equal society.
Sian McIntyre, managing director of mortgages and savings at Barclays UK, spoke with us to give her insight.
Who are you and where do you work?
I’m Sian McIntyre, managing director of mortgages and savings at Barclays UK. Our business focuses on supporting customers and brokers with mortgages, savings and insurance. Outside of work, I’m a trustee of a charity focused on supporting women’s health in West Africa and I have three children, two dogs, and a very patient stay-at-home partner – who in reality has the hardest job.
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How long have you been working in the sector?
I’ve been working in financial services for over 25 years – 11 years at Barclays and, prior to that, 15 years at Lloyds Banking Group.
Have you always worked in financial services?
No, my career started in retail sales and customer service, clothes stores and then telecoms. I went on to qualify as a media and technology lawyer in private practice before transitioning in-house to financial services.
When did you realise financial services would be a career for you?
It happened almost by accident. I came across an interesting job advert that piqued my interest, and the rest is history. However, the moment I truly recognised financial services as a long-term career was during the financial crisis.
Seeing the impact when banks got it wrong, and the devastating effect it had on individuals’ lives, was truly eye-opening. At the same time, I saw the immense potential for positive change, and that made me want to be part of shaping a better industry, which in turn could positively impact the communities it serves while being successful in its own right – the two are not mutually exclusive.
Do you feel like you had to work harder than your male counterparts to get where you are?
The reality is that structural and historical factors have made it more challenging for women to reach senior positions in male-dominated industries like financial services. Over time, leadership positions have been concentrated among men, making it objectively harder for women to navigate these spaces. I’ve had fantastic experiences working with men at all stages of my career, but the biggest challenge for women is often breaking into certain networks that make career progression easier.
I wouldn’t necessarily say I’ve had to work harder in terms of the technical aspects of any particular job. The challenge comes from ensuring the work is understood, valued and I’m rewarded in equal measure as my male counterparts that then translates to opportunity and career progression – this aspect has felt harder. Therefore, I’d say, from my experience, the journey for women into senior leadership positions is more complex.
There’s almost a different ‘language’ in these environments, just as men might experience if women dominated senior roles. It’s not about copying male traits, but about finding ways to thrive while staying authentic to who you are. Ultimately, it’s your difference that can give you a competitive edge because this adds value by bringing something new to the table – the challenge is being seen and heard.
In what ways do you support women in the sector or those wanting to join?
One of the privileges of being in a senior position is having the ability to shape the industry in a meaningful way. For me, that means leading by example and proving that success doesn’t require adopting traditionally male leadership traits. It’s about proactively recognising and elevating female talent, because none of us get here alone – we stand on the shoulders of those who came before us, and I believe in paying it forward.
It’s also about ensuring diversity at the decision-making level. The composition of leadership teams matters, and real change happens when different voices are included in those conversations. Advocacy plays a huge role too.
It’s not enough to support inclusion from the sidelines; we have to step up, speak out, and challenge the status quo. Barclays has made strong commitments to DE&I, and I’m proud to be part of an organisation that prioritises this.
Finally, we need to break down barriers that make financial services, and the banking world in particular, seem inaccessible. There’s often a perception that banking requires a specific background or skill set, but the truth is, our industry thrives on diverse perspectives. Visible role models play a key role in helping more women feel empowered to step into and succeed in financial services.
The theme of IWD this year is ‘Accelerate Action’. Do you think financial services is progressing at a satisfactory pace?
Data shows progress, but we are certainly not there yet, and what has been achieved remains somewhat fragile. Structural processes and attitudes still need to evolve to enable sustained change.
As an example, while discussions around flexible working, childcare, and parental leave are often framed as women’s issues, they should equally include men. The ability for men to be primary caregivers for children or ageing parents is crucial in alleviating the disproportionate burden on women, making it easier for them to take on senior roles.
Success in a high-level career is often dependent on having the right support system, and we must work harder to acknowledge that personal circumstances vary greatly.
What more can be done?
First and foremost, we need to continue talking about inclusion for all – not pitting one group against another, but fostering a collective effort toward progress. Conversations must remain open, and we must be bold in advocating for diversity, recognising its direct impact on how people feel at work and in turn business performance.
We cannot become complacent and assume that the work is done. Progress requires constant momentum, and companies must actively maintain their focus on gender equality rather than treating it as a box to tick.
Where do you think financial services has done well in terms of gender equality?
In recent years, there has been significant progress, particularly at Barclays UK, and that is something to be proud of. The increase in women holding senior positions, alongside the introduction of measurable ambitions, has been a major step forward. While targets should never be the sole focus, they can play a valuable role in driving conversations and demonstrating commitment to meaningful change.
One of the most visible shifts is the rise of female role models in leadership. 30 years ago, structured initiatives to support gender diversity were scarce. Today, we’re not only seeing more talented women in senior roles but also creating environments where both men and women can balance successful careers with personal responsibilities.
Financial services is on the right path, but real progress requires ongoing commitment. We must continue pushing for change and ensuring diversity and inclusion remain a priority – not just on International Women’s Day, but every day.
This article was first published on YourMoney.com‘s sister site, Mortgage Solutions. Read: IWD2025: It’s not about copying male traits but staying authentic to who you are – McIntyre
