Welcome to Beyond the Boardroom
Welcome to my monthly newsletter, where I share insights, articles, and reflections on what has been happening in my world, as well as upcoming events and speaking engagements that may interest you.
A brief introduction: I began my career (literally) on Wall Street the same month that the iconic film was released, featuring Gordon Gekko’s infamous lines, “greed is good” and “lunch is for wimps.”
As the daughter of teachers who grew up in small English villages and attended local state schools, it was quite a challenging environment for me. However, I found great enjoyment in my roles as a bond analyst and later as a fund manager.
I have now dedicated over 35 years to the finance industry, including fifteen years as CEO of Newton Investment Management, during which time the firm’s assets under management increased from £20 billion to £50 billion.
These days I chair three companies in the financial sector: Fidelis Insurance (listed on the NYSE), pensions consultant Barnett Waddingham, and fund services company Altum Group. I also serve on the boards of McKinsey Investment Office, All Perspectives Ltd (GB News holding company) and CT Group.
But I am better known for two specific things. First, for my efforts to improve diversity of thought, initially within Britain’s boardrooms. Fifteen years ago, I founded the 30% Club in the aftermath of the global financial crisis, when fewer than 10% of directors in UK-listed companies were women. Today, that figure exceeds 40%.
Opening the door to more women was just the beginning of transforming the prevailing mindset. There is still much work to be done, particularly regarding culture and conduct within the financial industry. I chair the Diversity Project (DP), which has recently commissioned a ground-breaking study on the value of cognitive diversity when it comes to investment team performance.
Given that the topic of Diversity, Equity, and Inclusion (DEI) has become politically charged, I am committed to fostering improved corporate cultures and behaviours, ensuring that everyone with talent has a fair shot.
Second, my husband Richard and I have a large family of nine (no twins), six girls and three boys—ranging in age from 16 to 33. I became the CEO of Newton at the age of 35, when we had five children; the youngest had just turned 1, 2, and 3. Richard and I both worked full-time until the birth of our fourth child, so I understand how challenging the juggling act can be for working parents.
We have a family-first approach to life, and I will be sharing a snapshot of our family life each month.
I am eager to hear your thoughts – please do get in touch. I hope you enjoy the newsletter.
Helena
Recent Highlights
New Role: Delighted to announce my appointment to CT Group's board [Read more]
Women in Finance: Recently joined Jacynth Bassett of 'Ageism is Never in Style' for an AJ Bell Money Matters webinar on women's financial confidence.
The Diversity Project: We launched the third Pathway Programme cohort, with 100 women participating in this development programme for aspiring fund managers - and (new for 2025) a trader track, to address the scarcity of female traders. Thank you HSBC for hosting the launch - we’ve since had three training sessions (out of the 30 planned for 2025) and the group is doing brilliantly. Here is the class of ‘25 (plus me, in purple). We plan to launch in the US next year - watch this space.
Speaking engagements: I’m delighted to now be represented in the States by the Washington Speakers Bureau, alongside my agent for the ‘rest of the world’, Kruger Cowne
City events: I took part in City & Financial Global’s 10th annual conference on Conduct and Culture, speaking on a panel on ‘non-financial misconduct’ - in fact, the organisers ended up putting it more bluntly: ‘ How to address sexual harassment and discrimination.’
Articles: I write a regular column for The Telegraph, covering topics from careers to personal finance - and current affairs. My first article of the year offered suggestions to turn around the fortunes of Britain’s finance sector, my second on why President Trump is wrong to be so dismissive of DEI.
Repositioning Diversity as a Strategic Intent
In my latest article on LinkedIn I offer a way forward for the now maligned DEI movement. I hope these ideas and reflections may help those companies struggling to balance competing perspectives on DEI with increasing pressure from regulators, clients, and employees to demonstrate progress in this area. There is a way forward.
Family Corner: The Morrissey Approach
Richard and I have raised nine children - alongside our much-adored cockapoo, Buddy (who features in my Instagram ‘career dressing’ account). Our family brings daily lessons in leadership, solving impossible problems (!) and joy. Recently, I shared thoughts on adult children living at home for AJ Bell Money Matters.
‘The 30% Club at 15’: A Vision Realised
The 30% Club experience has given me great hope that bigger, broader change is possible - with the right formula.
I led a women’s network within my own company for several years but while the events were always well-attended and described as ‘inspiring’, nothing seemed to change. I was invited to speak at Goldman Sachs’ Diversity Week in 2009 - in the aftermath of the financial crisis As I listened to others, I realised we were all doing something wrong to have so little to show for our efforts.
I started reading about how groups behave, about how to effect change - and crucially, to see if anyone had hit upon a successful approach. I came across an initiative at Deutsche Telekom to target at least 30% women at all levels of the company - with the male CEO, Rene Obermann emphasising that the objective was to improve business results.
30% resonated with me - I have often been the only woman in the room and felt self-conscious, an outsider, but more confident when part of a significant minority: 3 out of 10 is that tipping point.
I have always been opposed to legislative quotas (for fish, not women!) but we need to measure and manage progress (or lack of it) and treat this like any other business objective. We also needed to involve men, powerful men, and to change the narrative so this became seen as a business issue, not a women’s issue.
Finally, we had a perfect opportunity. The financial crisis had exposed the dangers of groupthink and people were ready for change. Less than 10% of directors at UK listed company boards were women when we launched, now it’s over 40% and people simply expect gender balanced boards.
I wore this dress to take part in a film to celebrate the 30% Club’s 15th Anniversary - because it reminded me of a favourite 30% Club global event at Dublin Castle in 2020 (just before Covid) - the second picture features three brilliant leaders of the 30% Club Ireland, Left to Right, Rachel Hussey, Marie O’Connor and Carol Andrews.
We shall be celebrating the 30% Club’s landmark anniversary on 25th March, by opening the London Stock Exchange.
What’s coming up:
I am preparing for International Women’s ‘Day’ (actually the whole month of March, no less than we women deserve) and giving talks at the following events:
5th March AJ Bell Money Matters at the House of Lords, presenting new research on the gender ISA gap.
7th March IoD Belfast
19th March: Evercore.
21st March: Diversity Project IWD event, kindly hosted by AON.
Travel: I have trips planned to New York, and rather closer to home, Jersey, for board meetings. I am visiting Australia and Singapore in April, as part of my work with CT Group.
Article: My next Telegraph piece is on 'Back to the office 5 days a week - the right move for productivity or a backwards step?’
Connect With Me
I'm eager to hear your thoughts and experiences. Please share your comments below or reach out through social media.
X: @morrisseyhelena. IG: @helenamorrissey. LinkedIn: linkedin.com/in/helena-morrissey-5835a328.