On the shortlist: Naomi Mcfarlane

Naomi has been shortlisted for the Future Leader Award, recognising her remarkable impact in advancing inclusion and empowering women across financial services. Joining Capco in 2022 as a young mother and primary income earner, she embraced the challenge of consulting while championing gender equity and leadership development. As creator of Capco’s Women in Leadership programme — now scaled to 20 financial services firms in partnership with Scottish Financial Enterprise — Naomi has built a thriving cross-industry community helping women see themselves as leaders. Her workshops on imposter syndrome, negotiation, and authentic leadership have inspired confidence and visibility among participants. Beyond Capco, she partners with organisations such as Black Professionals Scotland and speaks at schools and universities to support young and underrepresented talent. Naomi’s journey exemplifies empathy, courage, and the belief that true leadership means creating space for others to rise alongside you.

What does being recognised as a Future Leader mean to you personally?

Being recognised as a Future Leader is an incredible honour and a very personal milestone. It’s a moment to reflect on how far I’ve come;  from stepping into consulting as a mother with a child under 1 trying to balance career and family, to finding my voice as an advocate for inclusion and growth. To me, this recognition isn’t just about individual achievement; it represents the collective impact of the women and allies who’ve supported and inspired me along the way. It reinforces my belief that leadership is about creating space for others — giving people the confidence and visibility to see themselves as capable, valued, and ready to lead.

You transitioned into consulting at Capco in 2022 as a young mother and primary income earner — a big step. What gave you the confidence to make that leap, and how have you found the journey so far?

It was a leap of faith. Moving into consulting as a mum to a wee one and the main earner was both exciting and daunting. I’d come from industry and knew it would challenge me to grow quickly, but I also saw it as a chance to push beyond my comfort zone,  something I’ve always tried to do, even when it feels uncomfortable.

What gave me confidence was a combination of support from my family, mentors who believed in me, and a mindset that views uncertainty as opportunity. The journey since has been transformative. Consulting has allowed me to stretch my skills, lead complex client deliveries, and use my platform to drive meaningful change — particularly around inclusion, wellbeing, and leadership development for women. Capco has a strong ethos on allowing individuals to steer their own career path which has led to me being able to create and run with exciting initiatives like Women in Leadership.

You created and scaled the Women in Leadership programme, first within Capco and now across 20 companies in partnership with Scottish Financial Enterprise. What was your vision when you launched it, and what impact has it had?

When I first launched the Women in Leadership programme, my vision was simple,  to help women see themselves as leaders and to provide the confidence, sponsorship, and skills needed to get there. I wanted to create a community that went beyond training  – something that genuinely empowered women to navigate their own leadership journeys and support each other along the way.

The impact has been incredible. What started as a Capco initiative has grown into a cross-industry programme connecting 40 women across 20 financial services firms. Participants have gained clarity on their strengths, increased their visibility, built senior networks, and become role models for others. Watching their confidence and careers grow has been one of the most rewarding experiences of my career.

Many of your workshops address themes like imposter syndrome, negotiating with confidence and leadership styles. Which of these topics resonates most strongly with you personally, and why?

Imposter syndrome is the one that resonates most with me. It’s something I’ve personally experienced;  especially when stepping into stretch roles, public speaking, or returning to work after maternity leave. For a long time, I thought confidence came from already having all the answers, but I’ve learned it’s actually built through action – by doing the things that make you nervous until they become familiar.

Addressing imposter syndrome openly helps normalise those feelings and reminds people that they’re not alone. It’s why I share my own experiences so candidly, because if someone else sees that vulnerability and still sees success, it can give them permission to step forward too.

You’ve extended your work beyond Capco, collaborating with networks such as Black Professionals Scotland and speaking at universities and schools. What motivates you to champion women and young talent outside the workplace?

My motivation comes from wanting to make the path a little smoother for those coming after me. I’ve been fortunate to have mentors who believed in me, and I want to pay that forward, particularly for women and young people who might not see themselves represented in certain spaces.

Partnering with organisations like Black Professionals Scotland and speaking at universities gives me the chance to share honest insights about career growth, motherhood, and leadership  and to show that success can look different for everyone. If one person leaves a conversation believing they’re capable of more than they thought, that’s a win.

Looking ahead, what do you hope to achieve for yourself and for the wider industry as part of the next generation of leaders in financial services?

Personally, I want to continue growing as a leader who leads with empathy and impact,  someone who creates environments where people feel valued and able to thrive. I’d love to take on broader leadership roles that allow me to shape strategy around inclusion, talent development, and the future of work. This year in April I welcomed my second daughter, and as I return to work at the start of 2026 I will be keeping in mind all the amazing women and mothers who have come before me and continue to smash it.

For the wider industry, my hope is that inclusion becomes part of the DNA of how we operate,  not an initiative, but a mindset. That means seeing more women, parents, and people from diverse backgrounds in senior roles, and redefining leadership to reflect empathy, flexibility, and authenticity as strengths. If I can play even a small part in driving that shift, I’ll consider that a success.