Fondsfrauen survey shows: With increasing professional experience, skepticism toward lived corporate culture rises

In light of political and legal developments, especially in the United States, Fondsfrauen conducted a survey. They wanted to understand how women in the financial industry perceive developments over the past 12 months in relation to their own career opportunities. The results show that women in junior positions feel their careers are progressing. The higher the level, however, the more critically women assess both corporate culture and their own career prospects.

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Background of the survey: A stronger headwind from the U.S. is being felt

The decision to conduct a survey for the first time at this year’s Fondsfrauen Summit was driven by the current situation facing women. Political and legal developments, particularly in the United States, are leading many internationally active companies to adjust their diversity strategies. “We are observing that gender diversity is being communicated more cautiously in many organizations and that targets are sometimes being reduced. We view this critically,”explains Anne Connelly, co-founder and managing director of Fondsfrauen, at the summit. She argues that diverse teams benefit everyone, companies and employees alike, both men and women.

Across all hierarchy levels, women in finance see good career opportunities

The survey aimed to capture how women in finance perceive the changing climate. 246 of approximately 500 summit participants took part.

When asked how their career prospects within their company had changed in recent months: 50.0% said “unchanged” 27.63% reported improvement (“significantly improved” or “somewhat improved”) Notably, self-employed women in particular rate their opportunities as positive, with none reporting worsening prospects.

However, around one in five women (19.5%) report a decline in their career opportunities.

“Almost one in five women experiences a deterioration in their personal career prospects. In a labor market that promises equal opportunity, this is not acceptable,”, say Fondsfrauen.

Women in higher positions report worsening career prospects

A deeper look by position reveals a more nuanced picture. Team leaders in particular report worsening career prospects (29%). “Exactly where women first take on leadership responsibility, at the team leadership level, resistance is strongest. This is where corrective action is needed,”, say Fondsfrauen.

The “glass ceiling” is also clearly visible at higher levels: One third (33%) of women at executive level report worsening prospects “In an unequal system, stagnation is not neutral. It means the unfair system becomes entrenched despite well-intentioned measures,”, say Fondsfrauen.

Many receive more responsibility, but without corresponding salary or title increases

In the financial sector, many women (65%) report positive changes in their career environment, but these do not always translate into promotions or pay raises: Only 21.5% achieve a formal promotion 43.5% gain more responsibility or visibility without salary or title increases “Visibility is treated as success, even though it rarely comes with compensation. Women are trusted with more work and representation, but not rewarded accordingly,”, Fondsfrauen criticize.

25.2% experienced no positive changes 7.7% even experienced negative developments

Self-employed women stand out again, 100% report improved prospects.

Junior women more frequently report positive developments (67%) , suggesting that career progression works better where hierarchies are less rigid.

There is still room for improvement in the transparency of promotion processes

Companies still have work to do in terms of transparency: Only a minority agree with the statement “Promotions and appointments in our company are transparent and fair”: 10% strongly agree 20% somewhat agree 35% neutral 35% disagree

Junior women (50% approval) rate fairness significantly better. Team leaders are the most critical group, with 50% disagreeing. Even at executive level, one third (34%) view transparency critically.

“At the beginning, careers progress well. Women receive promotions at junior levels and salary increases early on. But skepticism toward the system grows with experience. If those who know the system best trust it least, that is an alarming pattern,”Fondsfrauen conclude.

Corporate culture is perceived differently

Perceptions of corporate culture vary significantly.

For the statement “Our culture supports female careers”: 51.2% agree or somewhat agree Junior women stand out with 94% positive responses At professional level, this drops to 42%

Fondsfrauen comment: “Young women may initially be encouraged by events and initiatives. With experience, they learn what corporate culture really means in practice. Good intentions alone are not enough, robust structures are needed.”

At C-level: 67% perceive culture positively 20% clearly reject this, the strongest negative minority “At the top, it is decided which culture is truly lived.”Fondsfrauen comment.

Despite progress in gender diversity, there is still work to be done

Overall, the findings can be summarized as follows: Many companies have introduced programs and events for women. Junior women experience career progress, but the higher the level, the more critical women become regarding both corporate culture and their career opportunities. This is partly structural, fewer positions exist at the top, increasing competition. Therefore, transparency and fairness in promotions are especially important, otherwise missed promotions are quickly perceived as a “glass ceiling.”

About the survey
Period: March 2026, during the Fondsfrauen Summit 2026
Participants: 246 women from the finance and investment industry
Method: Digital survey with 4 closed questions on career prospects, personal development, transparency, and corporate culture

Here you can find the results (in German)

Foto: Toni Hofmann

 

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