On the shortlist: Julia Challicom

Shortlisted for the WIBF Inclusive Leader Award 2025, Julia Challicom is a Director at Deloitte, recognised for her exceptional leadership in Deloitte Digital’s Financial Services practice and her transformative work in Diversity, Equity and Inclusion (DEI). Julia has been instrumental in increasing female representation within her team and embedding purpose-driven values into recruitment, progression, and client engagement.

Her innovative “Supper Club” initiative has created a safe, authentic space for open dialogue on topics such as mental health and work-life balance, strengthening connection and psychological safety across teams. Externally, Julia’s client-facing work on female financial equality has positioned Deloitte as a trusted advisor on inclusive design and purpose-led growth, helping clients align commercial success with social impact.

A passionate advocate for gender equity, Julia continues to inspire women across the financial services sector — proving that inclusive leadership drives both cultural and commercial transformation.

We caught up with Julia to find out more.

You’ve been recognised for increasing female representation within your team. What approaches have you found most effective in creating that shift?

Increasing female representation has been a deliberate and concerted campaign for me, particularly challenging in the male-dominated Financial Services sector. Over the past four years we’ve successfully built a strong pipeline of female talent. The key to this shift has been embedding purpose at the heart of everything we do. Initiatives such as our ‘Female Financial Inequality’ research and ‘Women in Wealth’ work, alongside the developments in Consumer Duty and Inclusive Design are powerful attractors. By showcasing how our roles directly contribute to societal good and address critical issues, we’ve seen a significant increase in interest from purpose-driven female talent who are eager to make a tangible difference through their work.

Your supper club initiative has been praised for opening up conversations on sensitive topics like mental health and work-life balance. What inspired you to create this, and what impact has it had so far?

The success of the Supper Clubs has been wonderful to see. Recognising a pervasive sense of professional isolation, both as a designer and as a woman, I was driven to create a space for authentic connection. I quickly realised that many colleagues felt marginalised for myriad reasons, and that I wasn’t alone in seeking deeper connections. This led to the birth of our monthly Supper Clubs. We’ve tackled vital, often sensitive, topics such as ‘Rage’ and ‘Toxic Masculinity Harming Us All’.

The impact has been profound: these sessions have not only fostered a stronger sense of community and psychological safety but have also led to more open discussions about mental health within our teams. Having time to connect deeply with colleagues on a specific topic is such a rarity and a luxury, it’s no surprise that the quality of the conversations and the subsequent impact on the attendees has been profound.

You’ve made DEI a focus in recruitment and promotion processes. How do you challenge bias and ensure fairness in these conversations?

Deloitte has robust processes in place to eliminate bias, from ensuring equal representation on hiring panels to meticulous reporting and analysis of gender splits in our recruitment pipeline. My specific contribution has been to enhance the information provided to candidates, particularly around our comprehensive support structures. I developed and disseminated detailed materials for interviewers, outlining not just standard benefits, but the full spectrum of Deloitte’s commitment to employee well-being. This included our shared parental leave, emergency childcare provisions, adoption and bereavement support to name but a few, alongside our extensive community networks such as the Neurodiverse and Carers communities.

This initiative ensures interviewers are fully equipped to articulate the depth of our supportive environment. It allows for more informed and equitable conversations, particularly for women who may be considering the implications of a role on their work-life balance or family responsibilities. By proactively addressing these often unspoken concerns and showcasing our commitment to holistic support, we ensure candidates receive a complete and accurate picture, and this can really make a difference when women are considering taking a position with our firm.

Your client-facing work highlights female financial equality in the wider financial services sector. How do you see the link between your DEI work and the value delivered to clients?

It all comes back to purpose, but more specifically, it’s about demonstrating authentic leadership and a deep understanding of diverse customer needs. Our internal DEI work, particularly in fostering female representation and inclusive dialogue within our teams, directly translates into a richer diversity of thought. This enables us to better understand the varied financial needs, challenges, and aspirations faced by women across different demographics.

When we engage with clients on topics like female financial equality, we’re not just promoting social good; we’re providing them with a competitive edge. Our insights help them to tap into underserved markets, build more resilient and loyal customer bases, and develop products and services that genuinely resonate with a significant and growing demographic. Our internal commitment to DEI lends immense credibility and authenticity to this advice, positioning us as true partners who not only understand the ‘why’ but also the ‘how’ of achieving financial equality. For instance, the findings from our ‘Female Financial Inequality’ research have directly informed client strategies, leading to more inclusive product designs and enhanced market engagement.

You regularly share research and insights with colleagues and clients. How do you decide which topics to bring forward, and how do you make them resonate with diverse audiences?

My approach to sharing research and insights is a blend of proactive trend spotting and harnessing the incredible passion within my team. We continuously monitor emerging societal shifts, regulatory changes, and evolving client needs to identify pertinent topics. I actively encourage and empower my talented colleagues to pursue their ‘personal passion projects’, ensuring that the insights we bring forward are not only deeply researched but also genuinely compelling, stemming from areas of true interest and expertise.

The key to making any topic resonate with diverse audiences lies in clearly elevating its value, particularly its commercial value. While responsibility is paramount, we frame our insights by articulating the commercial imperative – for instance, demonstrating how inclusive design practices can unlock new revenue streams, or how addressing financial inequality can enhance brand reputation and customer loyalty.

We use a robust framework called RISE for Growth that assesses each topic against feasibility, viability, desirability and crucially includes ‘responsibility’. Responsiblity is given equal weighting in this framework, not as an afterthought, but as a foundational pillar alongside commercial considerations. This holistic approach ensures our insights are not only impactful but also actionable and relevant across various stakeholders.

Looking ahead, what changes would you most like to see in the financial services sector to advance female financial equality, and how do you hope to contribute?

There is a lot to do, but I’d focus on two areas. Firstly, I’d love to see many more truly purpose-led projects in FS, moving beyond mere compliance to genuinely addressing systemic inequalities. This means designing financial products and services that are inherently inclusive, recognising the diverse financial journeys and needs of women – from career breaks and part-time work to longer lifespans and differing investment appetites.

Secondly, I want to see a profound recognition of the responsibility we have as an industry in righting the wrongs of previous generations. This recognition should translate into proactive measures: reviewing historical biases embedded in financial models, advocating for policy changes that support women’s economic empowerment (e.g., pension equality, affordable childcare), and actively investing in female-led businesses and ventures.

I hope to contribute to these changes by continuing to champion female financial equality through my client-facing work, ensuring it remains a core tenet of our strategic advice and product design. My goal is to leverage my platform to inspire others within Deloitte and across the wider FS sector to embed purpose and equity into every decision, ultimately driving tangible progress towards a more financially equal future.