President, Modernist Financial

Portland, Ore.

1. Promote from within, specifically pulling from departments that are traditionally staffed by women (like operations).

2. Offer competitive maternity AND paternity leave and ensure that company culture encourages employees to take the leave.

3. Bring in experts: Hire consultants to ensure your internal culture is inclusive. After that work is done, hire recruiters that specialize in diversity and inclusion.

Lauren Locker

Founder, Locker Financial Services LLC

Little Falls, N.J. and Framingham, Mass.

1. Create a clear career advancement path that recognizes achievement with better pay and a place at the decision-making table. Work/life balance and flexibility are critically important and can’t be an “either/or” proposition.

2. Women want work with a sense of purpose. Reframe the profession to emphasize the life-changing potential inherent in financial planning work. Demonstrate how women can play an integral role in teaching and guiding clients toward a personal definition of success.