With International Women's Day on 8th March, it is an opportune moment to reflect on the progress made, and the gaps that remain, in gender equality within the Family Office space.

As a leading specialist in Family Office recruitment, Agreus recognises the critical importance of addressing gender diversity within this unique and influential sector. While progress has been made in corporate diversity initiatives, Family Offices seems to still lag behind.

Current State of Gender Diversity in Family Offices

The FTSE Women Leaders Review, sponsored by Lloyds Banking Group, revealed that in 2025, Female representation on FTSE 100 boards has reached almost 45%, a record high. Despite advancements in gender diversity across the broader financial landscape, Family Offices remain predominantly male-dominated, especially in senior leadership and investment roles.

In our 2023 Global Family Office Compensation Benchmark Report, created in collaboration with KPMG Private Enterprise, we found a stark gender imbalance, with only 21% of professionals identifying as female, and over 80% of CEOs being male worldwide. While the UK boasts the highest proportion of female CEOs, it still only reaches 37%.

Women hold a disproportionately small percentage of leadership roles within Family Offices, despite the fact that more wealth is held by women than ever before. The Centre for Economic and Business Research (CEBR) predicts that by 2030, women in the US will control a significant portion of the $30 trillion in financial assets transferred from baby boomers. In the UK, women are projected to hold 60% of the nation's wealth in 2025.

This highlights the reality that while a growing number of Family Offices are recognising the value of gender diversity, significant gaps persist in hiring, leadership representation, and decision-making power.

Why Gender Diversity Matters in Family Offices

The benefits of gender diversity extend beyond fulfilling societal expectations. Diverse teams bring a range of perspectives, leading to more well-rounded and strategic investment decisions. In the context of Family Offices, this translates to enhanced risk management, innovative investment strategies, and a broader understanding of market dynamics.

Research, such as that conducted by Leadershape, indicates that women often demonstrate higher levels of emotional intelligence (EQ) than men. Studies have shown that women consistently score higher in key EQ areas, including empathy, service orientation, developing others, transparency, and inspirational leadership. This is a trait that is particularly beneficial in close-knit workplaces like Family Offices. Enhanced EQ skills can lead to more effective communication, stronger relationships, and a more harmonious work environment. We discussed this in our report about the importance of cultural fit and a standardised recruitment process for Family Offices, for the full insights, please see The Complete Guide to Cultural Fit.

An article in the Financial Times notes that women do not necessarily make drastically different investment decisions from men, but that they often take a more holistic view. Their nuanced perspective on investment can be hugely beneficial. Studies consistently show that gender-diverse teams drive better financial outcomes and introduce fresh thinking. According to Grant Thornton, mid-market firms with higher levels of women in senior positions are expecting increased profits and planning to invest more in the upcoming year. This principle extends to Family Offices, where diverse leadership can drive investment returns and long-term value creation.

As wealth continues to be transferred to women, it is crucial for Family Offices to embrace diversity to ensure their values resonate with the next generation of family members and investors. By cultivating a diverse and inclusive environment, Family Offices can ensure their values resonate with these stakeholders and maintain their relevance in a changing world.

Challenges to Gender Diversity in Family Offices

We have observed that cultural, structural, and recruitment-related challenges are limiting gender diversity in Family Offices. A significant factor is the tendency to recruit from specific talent pools, such as financial services, investment management, and banking, where historically there has been lower female representation. On top of that, recruitment biases, such as a preference for familiar networks, can hinder diverse hiring practices and perpetuate existing imbalances.

Additionally, the perception that Family Offices demand 24/7 availability from employees may discourage female professionals, particularly those with maternal responsibilities, from pursuing opportunities in this sector.

How Family Offices Can Foster Greater Gender Diversity

The next generation of Family Offices increasingly prioritises diversity, driven by social expectations, investor preferences, and the growing influence of female entrepreneurs and family members. This shift presents an opportunity for forward-thinking Family Offices to embrace change and position themselves for sustained growth.

Family Offices can implement proactive strategies to promote inclusivity. This includes expanding talent searches beyond their own networks to reach a wider pool of qualified female candidates. Implementing policies that support work-life balance for all employees, such as flexible work arrangements and better support for those who have maternal responsibilities, is also crucial.

The Grant Thornton report revealed a concerning trend: when women in senior positions depart, there is often no female replacement lined up. This flaw in succession planning is hindering progress, and it is clear that more gender-diverse succession planning is necessary, not just in Family Offices but across all sectors.

Ensuring more women are represented at the C-suite level, on management boards, and in investment committees is essential. Family Offices should be actively working to close the persistent gender gap. This International Women's Day, we encourage you to:

  • Reflect on gender representation within your Family Office.
  • Adopt inclusive hiring, leadership development, and flexible work policies, if you are not already.

Agreus is an established, full-service recruitment consultancy working exclusively with Family Offices. We have successfully placed professionals at all levels within investments, legal, accountancy, finance, and operational roles all across the globe.

We understand the dynamics of Family Offices and can offer the perfect candidates, as well as consultative advice on compensating employees. Agreus has a strong track record of sourcing talent for various Family Office roles, including but not limited to PAs, legal professionals, financial advisors, and senior executives.

We recognise the importance of cultivating a diverse and inclusive workforce, and we stand ready to assist you. For a more tailored discussion about your Family Office’s needs, please do not hesitate to contact us.