On the shortlist: Annabel Schaafsma

As Managing Director and Global Head of the Financial Institutions Group at Moody’s, Annabel Schaafsma oversees credit ratings and research across global banks, insurers, and non-bank financial institutions — work that places her at the centre of a fast-moving, complex market. Having previously led Moody’s Structured Finance business, she brings a deep understanding of innovation, risk and technology, particularly as artificial intelligence reshapes the financial landscape.

Annabel is equally recognised for her inclusive leadership. As Executive Sponsor of Moody’s UK Women’s Business Resource Group and a member of the EMEA Regional Inclusion Council, she has helped to advance gender equity, launch menopause and fertility initiatives, and champion Moody’s award-winning RE-IGNITE returners programme. A mentor and advocate for diverse talent, she combines analytical expertise with a people-centred approach — inspiring future leaders and driving meaningful progress towards a more inclusive financial services industry.

We found out more…

You’ve recently taken on the role of Global Head of the Financial Institutions Group at Moody’s. What has been most rewarding—and most challenging—about leading across such a diverse, global portfolio?

I am naturally curious, so I relish the opportunity to gain an understanding of different market dynamics and to get to know the individuals on each team. Leading a global organisation requires letting go of any preconceived ideas and taking the time to listen and understand each team’s priorities and where support is needed.

Your career spans Structured Finance and now FIG. How has this cross-functional experience shaped your leadership style and perspective on risk and innovation in the industry?

This cross-functional experience has had a significant influence on my leadership style. Before my leadership roles in Structured Finance and FIG, I led our Methodology Development Group, which was well outside my usual comfort zone. I quickly realised that my leadership and strategic skills were highly transferable. I have also become much bolder in challenging the status quo, coupled with active listening to support the team as we navigate change. The risk landscape is constantly evolving, and in today’s economic and geopolitical environment, we see a continuous stream of events that produce varying degrees of risk. On top of this, the rapid advancement of AI, GenAI, agentic AI, and digital finance adds further complexity, but also makes the work intellectually fascinating. As a leader, one of the biggest challenges is bringing teams along on this journey. AI presents opportunities to make jobs more interesting, but there is understandable unease about its long-term implications. AI will be a game changer in many industries, especially financial services, so the future is very exciting.

As Executive Sponsor of Moody’s UK Women’s BRG for over six years, what impact are you most proud of, both for individuals and for the wider organisation?

As an executive sponsor, I have had the privilege of working with a series of fantastic co-chairs, many of whom are earlier in their career journeys. I have truly enjoyed coaching them and have gained immense satisfaction from seeing them flourish into future leaders. What I am most proud of is launching the menopause program in 2021 and earning accreditation as a menopause-friendly employer. This initiative has enabled more open dialogue around what was previously a taboo subject.

You’ve been at the forefront of initiatives around menopause, fertility, and parental leave. Why are these issues so critical to retaining and progressing women in financial services?

Addressing these issues is critical to supporting women throughout their career journeys and enabling them to reach their full potential. Data shows that many women leave the workforce in their careers, both when planning for a family and later during menopause. There is a tremendous opportunity for organisations to benefit from retaining this talent. Moody’s gender neutral Global Parental Leave Policy has been essential in shifting societal norms from women staying at home to care for children to a more co-parenting approach.

Mentorship has been a consistent theme in your work. What advice do you most often share with women navigating pivotal career moments?

I have thoroughly enjoyed all my mentorship relationships over the years. They have provided wonderful opportunities to connect with ambitious talent from various parts of the company. These interactions have helped me become a better leader, as I learn so much from people at different levels and with diverse experiences. One of my favorite experiences has been reverse mentorship; it is incredibly valuable to gain insights and perspectives from new joiners. The advice I give to anyone I mentor is to be curious and bold – speak to many people to explore interesting roles and don’t be afraid to step outside your comfort zone.

Looking ahead, what do you hope your legacy will be – both within Moody’s and in the financial services sector more broadly?

Within Moody’s, I hope my legacy will be leading teams through significant change, from implementing agile principles in projects to digitalising our analytical workflows, and in the future, embedding AI, GenAI, and agentic AI into our day-to-day processes. Both internally and externally, I aspire to be remembered as a recognized credit professional and a leader who champions inclusion.