Entering the finance world , whether straight out of university or in the first years of your career – is an exciting journey full of opportunity. It can also feel daunting at times. You might be stepping into workplaces where women are still in the minority, or facing self-doubt about your abilities (hello, imposter syndrome!). The good news is that many women have successfully navigated this path and are eager to share insights. In this post, we’ll discuss how to transition from the classroom to the corporate boardroom with confidence. We’ll cover building your network, leveraging programs for women, overcoming self-doubt, and continuously growing your skills – all in a warm, empowering tone. While every career is unique, these strategies can help you make the most of your early years in finance and set you up for long-term success.

Embracing the Transition from Study to Work

Graduating from university and entering the finance industry is a big transition. The academic world of lectures and exams makes way for the fast-paced environment of deals, clients, and real-world problems. To bridge this gap, it helps to be proactive and intentional early on. One key step is gaining practical experience while you study or soon after.Internships and graduate programs are invaluable for this. Many banks, investment firms, and accounting companies offer structured graduate intake programs that rotate you through different departments. Applying for these programs in your final year of uni can be a great launchpad – you’ll receive training, see various roles, and often have a ready-made network of peers starting alongside you. If a formal grad program isn’t available, consider seeking internships, summer analyst roles, or part-time jobs in finance during your studies. Even a few months of hands-on experience will boost your confidence and CV. For example, a number of firms run women-focused internship scholarships. RBC Capital Markets offers a “Pathways for Women in Finance” scholarship at University of Technology Sydney that combines $5,000 in funding with a paid work placement at RBC – a program specifically designed to support female finance students . Morgan Stanley Australia has a Women in Banking scholarship that provides a mentorship and internship opportunity to female university students in their penultimate year. Taking part in such programs can smooth your entry into the industry and show you firsthand what workplace life is like.

Another aspect of transitioning from classroom to boardroom is adjusting to the workplace culture. It’s normal to feel a bit out of your depth at first. After all, university generally measures individual performance, whereas workplaces are team-oriented and have unwritten norms. Don’t hesitate to ask questions and seek mentors early. Many employers will assign a buddy or mentor to new graduates – make use of that! If they don’t, seek one out. A mentor could be a more experienced woman (or man) in your team who can explain how things work, give feedback, and advocate for you. Sometimes an informal coffee chat with a colleague you admire can be the start of a mentoring relationship. Remember that no one expects a newbie to know everything; showing a willingness to learn and ask questions is viewed positively. As one finance leader advised, “find allies – male or female – who will recommend you for projects and promotions. Don’t be shy about expressing your career goals to your manager” . In other words, communicate your aspirations and seek guidance – it will help others help you.

Lastly, keep in mind that your soft skills are just as important as your technical know-how when transitioning to the workplace. Things like communication, time management, and teamwork often determine success in those first jobs. University might not explicitly teach these, but you can learn them quickly on the job. Pay attention to how effective colleagues manage their tasks and interact with clients or stakeholders. Adapting to professional email etiquette, meeting conduct, and feedback processes will all be part of the learning curve. Give yourself grace during this period – you’re allowed to be new at this! With each week on the job, you’ll gain confidence and competence.

Overcoming Imposter Syndrome and Self-Doubt

It’s very common for young professionals, especially women in competitive fields like finance, to experience imposter syndrome. This is the nagging feeling that you’re not as capable as people think, that you’ll be “found out” as a fraud, or that you somehow just got lucky. If you’ve felt this, you’re far from alone. A well-known KPMG study in the US found around 75% of female executives had experienced imposter syndrome at some point in their careers . Even incredibly accomplished women often privately recount bouts of self-doubt. The first thing to do is acknowledge these feelings without judgment. Recognize that imposter thoughts are not reality – they’re a mental narrative that tends to pop up when you’re stretching yourself or stepping into something new.

How can you combat imposter syndrome? One tactic is to actively remind yourself of your achievements and skills. Keep a journal of wins – no matter how small – such as a class you aced, a project you delivered, or praise you received from a professor or boss. Reviewing these can counteract the feeling that you “don’t know anything.” Another strategy is to talk about it with trusted peers or mentors. You might be surprised to find your colleagues saying “you feel that way? I do too sometimes!” By voicing your concerns, you often take away their power and realise it’s a common human experience. Some companies are even starting conversations around this topic in their women’s networks because it’s so prevalent.

Building confidence takes time, but stepping out of your comfort zone in gradual ways will help. Volunteer for a task that scares you a bit, like giving a small presentation or leading part of a team project. When you see that you can do it (maybe not perfectly, but capably), it chips away at imposter feelings. Also, frame things as learning opportunities: you don’t have to know everything today – you just have to be willing to learn. Adopting a growth mindset (the belief that skills and intelligence can be developed with effort) is key here. Instead of thinking “I’m not good at financial modeling, I’ll never get it,” you shift to “I’m not an expert yet, but I can improve with practice and training.” This subtle change in internal dialogue has been shown to increase confidence and resilience. Remember, your employer hired you for a reason – they see potential. Trust that, and give yourself permission to grow into the role.

Finally, don’t internalize stereotypes or negative messages you may encounter. If you find yourself in an environment where someone implies you only got a role because of a quota, or where you don’t see others like you, try not to let that shake your belief in your worth. Seek out supportive colleagues and external networks of women in finance who can reinforce a positive self-image. Surrounding yourself with people who uplift you is not just good for imposter syndrome; it makes your work life happier overall. Over time, as you accumulate experience, you’ll likely find those imposter feelings diminish. Even if they never disappear entirely, you will have a track record to remind you that you do belong in the boardroom as much as anyone.

Building Networks and Finding Mentors

Networking might sound like a cliché corporate buzzword, but it’s simply about forming professional relationships – and it’s enormously helpful for career development. For young women in finance, building a strong network can open doors that hard work alone might not. Many opportunities in finance (job openings, special projects, promotions) arise through connections and advocacy. So start cultivating your network early, both inside and outside your organization.

Within your company or internship, make an effort to get to know people beyond your immediate team. That could mean asking a senior colleague to coffee to learn about their role, or volunteering for a cross-department committee (like a charity drive or young professionals group). Each interaction is a chance to learn and to let others learn about you. Don’t be afraid to seek out female leaders in the firm for advice – many will be happy to support a junior woman coming up. If your workplace has a formal women’s network or Employee Resource Group (ERG), join it. These groups often host networking events, speaker sessions, or mentoring circles. For example, here at F3 we offer a structured mentoring program that pairs students across different companies to learn and gain experience in the professional world . Participating in such programs can give you a mentor who understands the unique challenges faced in the industry and can guide you through them.

Outside of work, look to professional associations and alumni networks. Many universities have finance or business alumni meet-ups in major cities, which can be a comfortable way to meet industry professionals. Likewise, organisations like the CFA Society, CPA Australia, or Financial Services Institute often have young member events or even specific women’s networking nights. Attend some of these – you never know whom you’ll meet. The aim isn’t to collect business cards for the sake of it, but to form genuine connections. You might meet a peer at another bank who becomes a friend you can swap experiences with, or a senior fund manager who offers to have a mentorship chat. One piece of advice: when people do give you time or help, be sure to follow up with appreciation and occasional updates. That helps turn a one-time meeting into an ongoing professional relationship.

In addition to networking, actively seek mentors and sponsors. We touched on mentorship earlier; let’s distinguish the two roles. A mentor is someone who provides advice, feedback, and encouragement. A sponsor is a more senior figure who will use their influence to advocate for your advancement (e.g. recommending you for a promotion or high-profile assignment). Both are valuable, but sponsors are especially powerful in actually moving your career forward. Early in your career, focus on finding mentors – people you can learn from. As you prove yourself, sponsors can emerge (often mentors evolve into sponsors once they’re convinced of your talent). Don’t hesitate to reach out to someone whose career you admire and politely ask if they’d be open to a chat or mentorship. Come prepared with specific questions or topics where you want guidance. Many women in finance recall that a turning point was having a mentor who believed in them and gave them the confidence to push for opportunities. As one finance executive put it, “learning from someone who has navigated the early steps of a finance career can help you avoid pitfalls” .

Remember, networking and mentoring are not about being self-serving; they’re about building a community in your profession. Good networking is reciprocal – you too will help others where you can (even as a junior, you might share a job lead with a classmate, or bring a fresh perspective to a senior mentor). Over time, these relationships form a support system that makes the climb to the boardroom much less lonely and much more rewarding.

Leveraging Diversity Programs and Opportunities

As a young woman in finance today, you have access to initiatives that didn’t exist a generation ago. Companies and industry groups have launched many programs to attract and develop female talent. Taking advantage of these isn’t receiving special treatment; it’s about leveling a playing field that historically wasn’t equal. If your goal is to grow a successful career, why not utilize all resources available?

One area to look at is scholarships and internships aimed at women. We mentioned a couple earlier, like RBC’s scholarship at UTS or Morgan Stanley’s Women in Banking program. Many large firms have something similar – for instance, AMP Capital, Goldman Sachs, JP Morgan, and others have run female internship or insight weeks. These often provide not only work experience but also a peer network of other young women and exposure to mentors. Keep an eye out on company websites or your university’s career center for these opportunities, as application windows can be early (sometimes almost a year in advance for internships). Winning a spot in one of these programs can also be a confidence booster – it signals that a reputable organisation recognizes your potential.

Another valuable resource is professional development workshops targeted at women. For example, leadership conferences or bootcamps for young women are increasingly common. In Australia, the Women & Leadership Australia (WLA) group offers courses like the Leading Edge program, which is a part-time course over a few months specifically for aspiring early-career women to build management skills . Similarly, some financial institutions partner with organisations to run leadership seminars for their female staff. These workshops often address topics like building confidence, strategic networking, and navigating workplace dynamics – essentially a toolkit for thriving in male-dominated environments. If your company offers a women’s development program, absolutely consider enrolling. And if they don’t, you might even suggest one or ask HR if they’d support you attending an external one. Showing initiative in professional development reflects well on you.

Networking groups and industry associations focused on women are also worth joining. We mentioned WiBF (Women in Banking & Finance) – it not only has mentoring but also holds events with guest speakers (like female CEOs or economists) and skills sessions. Other examples include Women in Super (for the superannuation sector) and Female Investors networks in various cities. These groups create a space to share experiences openly and learn in a supportive setting. Attending a Women in Finance conference, for instance, you might hear a panel of senior women candidly discuss how they overcame challenges or negotiated pay – insights you can directly apply. You’ll likely leave inspired and with new contacts. There are also more niche communities forming, such as women-in-fintech meetups, or coding clubs for women in finance (if you’re into the tech side). Seek out communities that align with your interests.

Finally, many financial firms have internal diversity and inclusion (D&I) initiatives that young employees can leverage. These can range from formal mentorship programs (pairing junior women with executives) to women’s forums, to employee resource groups as discussed. Don’t be a passive participant – get involved. For example, you could volunteer to help organise the next women’s network event at your company, or write for the D&I newsletter. Not only does this demonstrate leadership outside your direct job duties, but it also connects you with colleagues across the organisation who are passionate about diversity. Those connections can later become sponsors or collaborators. The more visible you are (in a positive way), the more opportunities tend to come your way.

In summary, there are far more structured opportunities today for young women in finance than in the past – from scholarships and internships to networks and courses. Keep an eye out and raise your hand for these opportunities, because they can accelerate your learning and progression. You are not “lesser” for doing so; you are being smart and strategic about your career growth.

Cultivating Personal Growth and a Leadership Mindset

As you progress from entry-level roles toward more senior positions, developing the right mindset and soft skills is crucial. Technical finance knowledge will only take you so far; what often distinguishes those who move into leadership (the boardroom) is their personal effectiveness, resilience, and vision. Here are some key areas to focus on in your personal growth:

Continuous Learning: The best finance professionals are always learning – not just about markets and financial models, but also about leadership and self-improvement. Adopt the attitude that your education didn’t stop at graduation. Consider pursuing professional certifications that can deepen your knowledge and credibility (for example, the Chartered Financial Analyst (CFA) for investment professionals or the Certified Practising Accountant (CPA) for finance managers). These designations involve studying and passing exams, which demonstrates discipline and expertise. They also often come with built-in networks of charter holders you can tap into. Beyond formal certificates, stay curious. Read widely – financial news, yes, but also books on leadership, psychology, or successful women in business. Many leading women attribute their growth to being voracious readers and taking lessons from others’ experiences. If a particular skill would help you at work (say, coding in Python for an analyst role, or mastering advanced Excel), take initiative to learn it through an online course or workshop.
Communication and Public Speaking: Being able to articulate your ideas clearly and confidently is a powerful skill in any business, including finance. You don’t have to be giving keynote speeches (yet), but start honing your communication abilities early. This can be as simple as speaking up in meetings with your thoughts or presenting a summary of your work to your team. If public speaking frightens you, know that you can improve with practice – and it’s worth it. Consider joining groups like Toastmasters or taking a public speaking course. Universities and communities often have public speaking clubs where you can practice in a supportive environment. Over time, the nerves lessen and you’ll find your voice. Strong communication will set you apart; for instance, being able to explain a complex financial concept in plain language to a client is a leadership skill. Women sometimes face stereotypes of being too quiet or indirect – bust that myth by developing a clear, assertive communication style (while still being yourself). Also, don’t shy away from negotiating on your own behalf. Early career is the right time to practice salary negotiations and asking for what you deserve, rather than accepting the first offer without question. It helps close the gender pay gap and builds your confidence each time you do it .
Confidence and Assertiveness: We touched on imposter syndrome; building confidence is an ongoing process. One effective approach is setting small challenges for yourself and achieving them. Each success, whether it’s leading a client call or publishing an investment report, adds a brick to your wall of confidence. It’s also okay to “fake it till you make it” a bit – act confident even if you don’t fully feel it, and eventually the feeling catches up with the reality. Assertiveness is a related skill: it means expressing your ideas, needs, or boundaries in a firm yet respectful way. In meetings, make it a point to contribute at least once, even if it’s a question or a build-on to someone else’s point. Over time you can work up to offering original suggestions. If you encounter situations like being interrupted or having your idea overlooked, assertiveness might mean calmly saying, “I’d like to finish my thought” or reiterating your point and claiming credit where due. These can be uncomfortable moments, but each time you stand up for yourself, you reinforce to others (and yourself) that you expect to be heard. There are workshops aimed at women for building assertiveness and negotiation skills – these can be very helpful if this is an area of growth for you (studies have noted that improving such skills can contribute to better career progression for women).
Resilience and Adaptability: A finance career has highs and lows – big wins, but also setbacks like deals falling through or market downturns. Developing resilience will carry you through the tough times. This means cultivating coping strategies for stress and not viewing failures as permanent reflections of your ability. When something goes wrong (and it will, for everyone), a resilient mindset analyzes what happened, learns from it, then moves on without dwelling or self-blame. It can help to have a support network (friends, family, or mentors) outside of work to vent to or seek counsel. Adaptability is equally important; the finance industry evolves quickly (think of how fintech and digital assets have emerged). The ability to pivot, learn new tools, or adjust to new regulations will keep you relevant and excited about your work. In practice, this might mean volunteering to take on an unfamiliar project, or embracing changes in your company with a positive attitude rather than resistance.
Leadership Behaviors: Even before you have a manager title, you can practice leadership. This can be as simple as taking ownership of a small project and driving it to completion, or mentoring an intern when you are just a year or two into the job. Women sometimes wait to be asked to lead – instead, look for opportunities to lead. For example, if your team is implementing a new software, you could step up to coordinate training sessions. Or if there’s a volunteer committee, you might offer to chair it. Demonstrating initiative and responsibility signals to higher-ups that you have leadership potential. One day, when you do manage people, you’ll already have some experience in guiding others. Also observe the leadership styles around you: what resonates with you? You might notice that some of the best leaders are not autocratic, but empathetic and good listeners – qualities women often excel in. You don’t have to mimic a stereotypical aggressive style to be effective. Develop your own authentic leadership approach, rooted in your values.

Finding Your Path and Owning Your Growth

Every woman’s career path in finance will look different – and that’s a good thing. Some may aim for the C-suite in a major bank; others might find fulfillment as a specialist, or pivot into fintech startups, or take a break for family and come back. Don’t feel pressured to follow a preset script – you can define what success means to you. That said, there are common threads in navigating a finance career as a young woman: building competence, confidence, and connections will serve you well no matter the exact route.

One practical tip is to periodically set goals and reflect on your progress. For instance, as a new graduate you might set a goal to earn a promotion within 2 years, or to gain experience in both sales and analytical roles in your first 5 years. Check in with yourself and mentors on these goals. If you’re not getting the development you want, speak up and seek it – whether it’s asking your manager for more responsibility, or moving to a different team that offers new learning. Don’t hesitate to “manage your own career.” Companies value employees who are proactive about their growth. As one example, if you notice you keep getting administrative tasks because you’re junior, but you want analytical experience, discuss with your manager and volunteer for analysis tasks. Sometimes managers (unintentionally) might pigeonhole young women into support roles – it’s okay to assert your ambitions and interests.

Also, take advantage of feedback. Early in your career, you’ll receive guidance on what to improve. Rather than fearing criticism, view feedback as a gift that can accelerate your development. Many women, socialized to be people-pleasing, can take feedback very hard or too personally. Try to see it objectively: “What can I learn from this to perform better or grow?” If your presentation was critiqued, great – now you know how to make it stronger next time. If you missed an error in a model, now you can implement a new double-check process. This growth mindset approach will turn each experience (good or bad) into fuel for your journey upward.

Lastly, celebrate your successes and resilience. Navigating a finance career as a young woman means you are a pioneer in some respects. Every time you achieve something – whether it’s mastering a new valuation method, landing a new client, or even handling a difficult conversation at work – acknowledge it. Share your wins with mentors or supportive colleagues. It not only feels good, but it reinforces your own narrative that you are a capable finance professional with a bright future. And when you do hit the inevitable bumps, remind yourself of those wins and the challenges you’ve already overcome.

In conclusion, moving from the classroom to the boardroom is a journey that will test and grow you in equal measure. By leveraging your support networks, tackling self-doubt head-on, grasping opportunities, and continuously developing yourself, you will navigate the path successfully. The finance industry needs more smart, ambitious women – your perspective is valuable. As you rise, you’ll not only build a rewarding career for yourself, but also make it easier for the women coming up behind you. So take a deep breath, straighten your blazer, and step forward confidently into the world of finance. You’ve got this – from the lecture hall all the way to the boardroom table.

References (Blog ):

Camilla Love (F3). (2025, June 23). Why We Need More Women in Finance (And How You Can Be One of Them) – section “For Early-Career Professionals.”
Forbes. (2020, Oct 16). 75% Of Women Executives Experience Imposter Syndrome. (KPMG Women’s Leadership Summit report summary)
University of Wollongong. (2022). Imposter syndrome under the spotlight. (Discusses prevalence among female founders)
Women in Banking & Finance (WiBF). (2023). Mentoring for Success Program. (Program details on wibf.org.au)
UTS Business School. (2017). RBC Capital Markets Women in Finance Scholarship (Undergraduate) – Conditions of Award.
Morgan Stanley Australia. (2023). Women in Banking Scholarship Program – Overview.
Women & Leadership Australia (WLA). (2023). Leading Edge program for early career women – Description.
WGEA. (2021). Gender Equity Insights report – importance of negotiation and mentorship.
Bordonaro, K. (2017). Quote from Winning Women – Women in Finance Awards feature, Momentum Media