"Jobs across the entire alternatives sector are currently highly attractive for women."

Tabea Eckardt has been working in Executive Search at BiermannNeff since 2018. Together with Klaus Biermann, she manages searches in Sales, Marketing, and Portfolio Management in the DACH region. We speak with both of them about whether and how the anti-DEI movement from the US is affecting the European market. We also discuss which areas currently offer the most attractive job opportunities.

 

In the US, there is an anti-DEI movement claiming that DEI favors minorities and promotes ideological division. For instance, it is no longer permitted to post job ads explicitly seeking female candidates. In the public sector, DEI is banned. Are you noticing that this anti-DEI wave is now spilling over into Europe?
Tabea Eckardt: No, we haven’t seen that so far! In German-speaking countries, job postings have long been gender-neutral, using the well-known “m-f-d” labels, and we don’t expect that to change anytime soon. Of course, we see some question marks and uncertainty on the topic among certain international players, but we believe Europe, as in many other areas, will move toward more independence and allow companies to develop cultures suited to their region and situation.

Has anything changed in terms of companies in the financial sector specifically seeking female candidates?
Klaus Biermann: Fortunately, we started seeing this shift a few years ago, even though some companies applied it in an exaggerated way. But without some level of exaggeration and the increased awareness that followed, nothing would have changed. I now view this development more calmly, even if things have settled a bit. It seems to be part of a wave-like process. We must all understand that increasing the proportion of women is not a sprint but a marathon. Very few female executives have not changed roles or advanced internally over the past three to five years – so they are typically no longer available on the market.

Much has been achieved in promoting women, also thanks to networks like Fondsfrauen. I can’t recall a situation in which gender was even discussed during a search process.

What are the current trends in job postings across Europe?
Klaus Biermann: The question of how to phrase a job posting to avoid legal risks has long been answered. AI can handle that now. Next year, the EU will implement the directive on pay transparency. Starting in June 2026, companies will be required to state the salary in job ads. This applies to all listings, regardless of company size or industry. The goal is to make salary structures transparent, promoting equal opportunities and fair pay. We’ll have to see how consistently this is implemented and whether any loopholes emerge that allow companies to avoid disclosure.

Is that a good thing for women? For example, can female employees already working at a company ask for a raise if a job ad offers a much higher salary for an equivalent role?
Tabea Eckardt: Yes, the EU pay transparency directive is fundamentally a good tool for promoting equality – especially for women, who are still statistically more often affected by pay inequality across industries. However, we don’t usually observe this in our own searches or industry. The directive will give employees – both women and men – the explicit right to request information about pay structures, including the average salary for equivalent roles. So if a job ad lists a higher salary for a comparable position, that can be a legitimate reason to request a salary adjustment.

What about equal pay? Do you see women in the financial sector being paid less than men for the same work?
Tabea Eckardt: No, as I mentioned, we don’t really see that. I believe that in the financial sector, men and women are actually paid the same for the same qualifications and work. If women earn less on average, it’s because they’re not doing the same jobs as men. Women are more often in support roles – not because they are placed there, but because that’s where they apply. That’s what needs to change. We also see fewer women in sales functions – an area that is traditionally and noticeably well paid. So if you compare salaries across all groups, the comparison isn’t fair. It may be a societal issue that women tend to aim for back-office or support roles more than men. That’s something we should discuss.

What advice would you give women regarding career planning – especially if they want to scale back their careers for a while to focus on family?
Klaus Biermann: I believe it’s now much more acceptable to scale back or even completely step away from a job for a few years. Once the children are older, both men and women can return to work. Of course, it’s still not the norm, but awareness has increased significantly. Careers today can develop in waves, which better reflects real life and people’s wishes. I’m convinced that a career can start again after a break or even “only” at age 50 or 55. We need to move away from the idea that someone must be a Managing Director by their mid-thirties. We all need to think less in outdated structures.

Tabea Eckardt: What we also see is that not everyone wants or needs a leadership position – and that applies to both men and women. Having a good job that brings fulfillment and a solid income can be very satisfying. There are different types of careers and success, and not all of them end in the C-level – for men or for women.

Klaus, you mentioned that a career can start at 50 or 55. But aren't many people in that age group still being laid off – even today, despite the skilled labor shortage?
Klaus Biermann: Unfortunately, that’s true, but it's also a result of market conditions and a previous hype. In Switzerland, we currently see many layoffs in the financial sector, partly due to the UBS and CS restructuring. A large share of those affected are men around 55. When we post new job openings in Switzerland, we mainly receive applications from men – sometimes exclusively. That said, the proportion of men in that age group is significantly higher.

Why should companies invest in promoting female professionals and leaders?
Tabea Eckardt: It’s now well established that diverse teams make better and more balanced decisions than homogeneous, male-only teams. Considering demographic change, it would be short-sighted not to tap into the potential of qualified women – a substantial part of the talent pool.

Especially in client-facing roles, team composition is crucial. Whoever communicates with clients significantly shapes the relationship. Women often succeed in building particularly trusting relationships with female clients - a clear advantage in an increasingly diverse and demanding client base.

To fully leverage the potential of female professionals and leaders, visibility is key. This starts with personal responsibility – such as active networking and strategic positioning – but is largely supported by structural measures. Women’s networks and mentoring programs, like those established by Fondsfrauen play an important role in sustainable career development. That’s why we believe in the success of Fondsfrauen.

At the same time, companies must create an environment that not only promotes but actively retains female talent. Flexible leadership models - such as part-time leadership, job sharing, or hybrid work – must be recognized as equally valid career paths. A cultural shift is essential, one that evaluates performance based on measurable results rather than physical presence.

Which areas are currently hiring?
Klaus BiermannWe’re receiving a lot of search mandates in the alternatives sector. At corresponding conferences, we’re also seeing significantly more female participants and speakers compared to conferences for purely liquid asset classes. Jobs across the alternatives sector offer very good and long-term prospects.

What makes jobs in alternative investments particularly attractive to women?
Tabea Eckardt: We believe there are several reasons why more women are becoming interested in the alternatives space - and why they should. For one, it often involves long-term strategies, real assets, or socially relevant themes – like infrastructure, healthcare, or sustainable investments. This appeals to people looking for meaningful work. Additionally, teams in these areas tend to be smaller and more interdisciplinary, which often fosters a more collaborative culture. That allows for more creative freedom, flatter hierarchies, and better alignment with personal life models - all of which are important factors for many women. Finally, we see that the alternatives sector is not yet as dominated by traditional patterns as conventional asset management.

Thank you both for the insightful interview!

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