On the shortlist: Terri Fielding

Terri Fielding, Audit and Assurance Partner at Deloitte, has been shortlisted for the 2025 Award for Achievement in recognition of her exceptional leadership, influence, and long-standing commitment to advancing diversity in financial services. With over 25 years of experience in investment management and private equity audit, Terri has led some of Deloitte’s most complex audits while shaping the firm’s talent and inclusion strategy as Financial Services Talent Partner and member of Deloitte’s UK Financial Services Executive.

A passionate advocate for diverse leadership, Terri sponsors The Deloitte Academy Women on Boards programme, which has supported nearly 380 women to pursue Non-Executive Director roles, and drives Deloitte’s FS Diversity in Leadership agenda. She is also a mentor, speaker, and role model who champions inclusive growth, empowering future leaders to step forward with confidence. Terri’s work continues to redefine leadership in finance – making diversity, integrity, and impact central to success.

We had a few questions for Terri…

You’ve spent over 25 years in investment management and private equity audit, leading some of the most complex audits in the sector. What has kept you motivated and inspired throughout this journey?

I love this industry, as it always keeps me on my toes! There is always something new and challenging to get my head around. Alongside that, having the opportunity to make a real difference by supporting talent to achieve their goals and ambitions, helping them to identify stretch and development opportunities to grow and to thrive as phenomenally impressive leaders, is such an inspiration to me and makes what I do so enjoyable. I am so grateful to have the opportunity to do that.

The Women on Boards programme has supported nearly 380 women to consider NED roles. What do you think makes this programme so impactful, and how have you seen its alumni shape boardrooms?

The Women on Boards programme is so very special and I feel so privileged to lead it. It is so impactful because of the incredible, talented women who are nominated to be a part of it, the genuine bond that is built between the participants, and that they take with them as a trusted network for many years after they graduate from the programme, and the high calibre, honesty and impact of the experienced NED speakers. We have a strong track record of our alumni taking on board roles, improving the representation of women on boards in the UK, and giving back by expanding their networks to champion and support other impressive women to achieve their goals, whether that be taking on board roles or other career growth opportunities. It is particularly special to see alumni from years gone by come back to the programme as experienced NED speakers and inspiring talent at the beginning of their NED journeys

What progress have you seen so far, and where do you believe the biggest opportunities for change remain?

We have seen good progress in terms of increased representation of diversity on boards; however, we still need more progress in Financial Services at the C-suite level and in the big four roles of CEO, CFO, Senior Independent NED and Board Chair, as diverse representation in these roles is lagging behind. Seeing diverse leaders in these roles across Financial Services would go along way to inspire others to feel that their aspirations are possible. There is more that needs to be done to champion and to invest in diverse talent to create an even stronger pipeline of future leaders.

Beyond Deloitte, you’re collaborating with organisations that support women entrepreneurs and influence public policy. Why do you see this link between finance, entrepreneurship, and inclusion as so important?

There are plenty of reliable stats that show that female entrepreneurs receive less funding for their start up businesses than their male counterparts. Great ideas are not driven by gender and having more of these ideas backed by investment and given the opportunity to grow, can only be a positive thing for both diversity and for our broader economy.

What advice would you offer to women aspiring to senior leadership roles who may doubt their readiness to step into visible, influential positions?

Focus on the relevant skills that you have for the position that you are looking to take on, how you can make a unique difference and provide value to the organisation in the leadership role that you aspire to (and focus less on the reasons not to take the leap). Ensure that you build a network of trusted peers, either within or outside of your organisation (or both!), to share your thoughts with and to challenge and support you when those doubts sneak in. We often hold ourselves to a very high bar, so while we might think we are not ready yet, others often have a very different view! Seek out the perspectives of those that you trust around you, but also listen to their views of where you can focus to grow and develop even further – always have a growth mindset, but don’t let the continuous growth and development that you seek get in the way of taking on exciting and stretching opportunities along the way.