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The female contingent of the UK’s mortgage industry has spoken and reiterated the importance of the Elite Women standing out for their dynamic and innovative ways of working.
Hundreds of mortgage professionals shared their insight with Mortgage Introducer about the industry, with 68% feeling there is a lack of women leaders for younger women to look up to and aspire to follow. In addition, 46% stated they would have achieved more in terms of seniority or responsibility if they were not female.
Clare Jupp, group chief people officer at Brightstar Group, says, “An elite woman in the UK mortgage industry in 2025 is a dedicated professional, an innovator and one who proves by example that gender is never a barrier to success.”
And she portrays the lack of leaders in a different way from normal, citing it as the industry facing barriers to attract women.
“I genuinely believe that businesses are working hard to improve gender balance and to welcome women into their organisations, but that, sadly, there is still a limited ‘gene pool’ of women to recruit from,” Jupp says. “In short, I think businesses recognise that ‘diverse businesses are strong businesses’ but can struggle to find, attract and recruit women.”
Part of the issue that Jupp pinpoints is that job advertisements in many male-dominated industries including FS contain gendered language.
She says, “This unconscious bias is often communicated unintentionally in the way that advertisements are written and can negatively impact the diversity of the candidates for the role.”
Paula Storey is a business development manager for London-based Lakeshield, which lends to property developers and entrepreneurs, with loans of up to £15 million. Though the mortgage industry is becoming more of a level playing field for women, she also acknowledges there is a way to go.
“If you’re going to come into the industry, it’s quite male dominated, and I knew that from the beginning,” she says. “It is still heavily weighted towards men.”
This makes the achievement of the 76 female mortgage professionals and leaders across the UK celebrated by MI as the 2025 Elite Women even more remarkable. They operate in various sectors within the industry, including banking, mortgage lending, brokering, specialist finance, insurance, compliance and legal services.
After carefully reviewing nominations, the 2025 Elite Women were selected for their role in breaking barriers, driving innovation and making a lasting difference in their organisations.
Their positive impact is widely accepted as research shows women are more likely than men to think that social and ethical considerations are important in business, which has proven benefits and is also wanted by current generations.
Prowess Women in Business states on the increased role of female mortgage brokers, “Companies are increasingly recognising the value of diverse teams and the benefits they bring to both business and customer service.”
Deloitte UK’s Striving for Balance: Women in Finance 2024 report sheds further light on the challenges women face from recruitment to career growth. Drawing on insights from over 70 professionals across various industries, the study highlights the need to build a diverse talent pipeline, foster inclusive and flexible workplaces, and break down barriers that hold women back.
Key findings reveal:
27% of chief financial officers (CFOs) in the UK are women
women make up 47% of senior leaders
in the private sector, 25% of leadership positions are held by women, while in financial services, the figure is 35%
52% of middle seniority women, the next-gen leaders, face lack of succession planning as a barrier to gender balance in leadership positions
Founder and CEO of The Mortgage Mum, Sarah Tucker, highlights that Elite Women have to be courageous.
“It can still be challenging for women to use their voices authentically, and we’re still pushing that agenda. So, the women that are leading the way need to be courageous enough to carve a path for other women to speak their minds and take up space.”
Tucker also pinpoints the following attributes present in an Elite Woman in the current UK mortgage sector:
dynamic
outspoken
trailblazing
strong
The Elite Women survey shows that the top three pressing challenges for women in the UK mortgage industry include proving credibility, balance and leadership opportunities.
Respondents said:
On proving credibility and overcoming gender bias:
“I was once high-fived by a man when he found out I owned my own business. It felt patronising, and I don’t think this would have happened if he had been introduced to another man”
“You are often underestimated or assumed to be new and inexperienced, and you are often given unwanted advice on how to do better”
On work-life balance and personal commitments:
“The pressure and guilt that women feel to be fully available for their families while striving to move forward in their career can be too much to juggle”
“Women are still considered a risk for job roles due to things such as potential long-term maternity leave”
On being heard and gaining equal representation in leadership:
“I think there are still some mindsets about this being a job and industry for a man”
“Many women encounter challenges related to trust and credibility, often having to prove their expertise more than their male colleagues”
MI celebrates 76 female mortgage professionals and leaders across the UK who work in various sectors within the financial services industry, including banking, mortgage lending, brokering, specialist finance, insurance, compliance and legal services.
After carefully reviewing nominations, the MI team selected the 2025 Elite Women for their role in breaking barriers, driving innovation and making a lasting difference in their organisations. Together, their achievements highlight the unique strengths and perspectives women bring to the industry, fostering inclusivity and inspiring future leaders.
Among this exceptional group, four winners share their journeys, reflecting on the impact they’ve made and the lessons they’ve learned.
With a track record of sustained excellence, innovation and industry influence, the Liverpool-based CFO has earned a place on the prestigious Elite Women’s list for the third time.
Since her promotion in 2023, Cowan has been instrumental in driving the specialist lending company’s exponential growth and product innovation. Her strategic vision has helped to shape Hope Capital’s offerings, including enhanced residential medium refurbishment and auction-exclusive solutions.
“Being in the specialist lending industry is challenging because it moves so fast,” she says. “You’ve always got to be on your toes. If you’re not spinning 100 plates, you’re not spinning enough.”
Standout career moments include:
fostering a diverse and inclusive workplace where women hold 82% of senior management positions, 50% of the board is female and women comprise nearly three-quarters of the total workforce
bridging Finance Solutions’ CFO of the Year (UK) in the Global CFO Excellence Awards and Businesswoman of the Year in the Regional Business Awards
serving on judging panels and participating in industry discussions, positioning Hope Capital as a thought leader
The daily challenges and variances of her role make it especially rewarding. She embraces every opportunity to identify employees’ skills and empowers them to thrive in a culture underpinned by diversity and inclusion.
“We’ve had tremendous growth, and 2024 was our most successful year on record,” Cowan says. “We brought in new investors, faced new challenges, launched new products and made significant strides as a senior management team.
“It’s been so rewarding to see hard work pay off. Success doesn’t happen overnight, but when it does, you sit back and think, ‘This is why we worked so hard’.”
As a passionate advocate for mental health awareness and wellbeing in the workplace, Cowan was certified as a Mental Health First Aider and introduced the concept of “energy accounting” to support work-life balance.
She says, “Energy accounting helps people manage energy levels throughout the day by balancing tasks that drain energy with activities that recharge it, ensuring they can reset and return refreshed. It’s an approach that originated for neurodiverse individuals but applies to everyone in the workplace.
“We focus on training, wellbeing and support. If employees feel secure and valued, they perform better. I believe that’s a key reason for our success.
One of the most invaluable lessons Cowan has learned is that workplace culture is the most crucial success factor. She advises aspiring female leaders to find an organisation that supports growth and diversity.
“We’re all working toward the same goal,” she says. “Finding an employer who values diversity and inclusion is key to reaching your full potential.”
Strength and resilience have contributed significantly to the brokerage founder and managing director’s decades-long rise in the mortgage industry. Bradley built MB Associates from the ground up and now boasts two offices in Cheam, a walk-in mortgage shop in Sutton, and an ever-expanding 26-person team of advisors and support staff.
“Building a great, like-minded team has been a big highlight for me,” she says. “I’ve learned a lot about recruitment, and not being afraid to say no or make clear decisions.”
Bradley started in wealth management, in the investments and pensions space. She recognised a business opportunity in the mortgage market and has diversified into commercial and specialist lending.
Earning industry recognition is among her proudest moments by:
winning the Business Ally category at the Barclays Equity, Diversity and Inclusion Awards in 2024
That, along with other accolades such as being named to MI’s Elite Women list, has affirmed that Bradley is on the right track in making a positive difference in the community and the industry.
“I’m as passionate about this now as I was in the beginning, maybe even more so,” she says.
Educating clients and helping them build financial resilience is also top of mind for Bradley. She takes a holistic approach, ensuring they understand mortgages, protection and wills and trust issues.
She says, “It’s always been about service. For me, it’s about long-term relationships with clients, not just quick transactions. I love exceeding client expectations and treating everyone the same, whether they’re buying a million-pound property or a £200,000 one.”
A long-time supporter of communities, Bradley sponsors two local sporting teams: Sutton United, Sutton & Epsom Rugby Club and the Sutton Bengali Association.
She regularly devotes her time to giving talks on entrepreneurship at schools and universities to empower and inspire young people to build their dream careers.
Headquartered in Solihull, West Midlands, the specialist lender and savings bank posted a strong financial performance for the year ending 30 September 2024, with a total loan book value of £15.7 billion, reflecting a 5.6% increase over the previous year. Three of its managers have been recognised by MI, with two sharing insights into their careers and contributions.
Known for her authentic and honest approach, the national account manager led the push for a fertility policy at the bank, an achievement that’s deeply personal. Having been through multiple rounds of IVF herself, she was lucky to have a supportive workplace and a flexible role that let her juggle appointments and work.
Now, she’s made sure others get the same understanding and support. When Morrison joined Paragon’s internal People Forum in early 2024 and inquired about the bank’s fertility policy, she was met with blank stares: there wasn’t one.
Determined to change that, she collaborated with HR to educate them on the immense mental and physical toll IVF can take, not only on those undergoing treatment but also on those who support them.
Within months, Paragon introduced Parenthood Pathways as part of its maternity policy, offering paid time off for fertility treatment and support for partners. HR also shared Morrison’s lived experience in an internal article, which led to an overwhelming response from colleagues sharing their fertility struggles.
Morrison believes the policy empowers employees, giving them confidence that their managers will understand and that they wouldn’t have to use annual leave for appointments.
“It was really important to me that the policy was inclusive, and I understood that all people may face infertility struggles, and the wording of our policy was mindful of that,” she says.
Considering her 18 years in the mortgage industry, Morrison remarks she is “incredibly proud” of how far she’s come, particularly in balancing her career ambitions with personal goals.
She says, “I’ve tackled challenges that once terrified me, such as public speaking and participating in panel debates and stage presentations. It’s been rewarding watching my confidence grow as I gain experience and seek more development opportunities.”
With 35 years in financial services, including the last decade focused on specialist lending, the head of distribution has built strong, lasting industry relationships. She has been dedicated to mastering distribution strategies and strengthening alignment with key networks and club partners.
Her goal is simple: to make sure brokers and customers get the best possible experience at every step of the journey.
Over the past year, Wright’s expertise has led to invitations for panel debates, industry discussions, and media appearances, including The BTL Virtual Round Table in MI, which earned excellent feedback.
“Being recognised is the most rewarding part of my career at all levels,” she says. “The acknowledgement and recognition that you are doing a good job puts a smile on my face, and the results follow.
“Being invited to participate in a panel debate or write an article because your opinions and thoughts are valued is so rewarding. But what tops it all is being asked to mentor someone who sees you as an inspiration to do better.”
Passionate about diversity and inclusion, Wright represents Paragon on the Intermediary Mortgage Lenders Association I & D working group, which collaborates with the Association of Mortgage Intermediaries, and recently chaired a well-attended lunch-and-learn session on dementia.
Outside work, she dedicates her time to rescuing injured swans and waterfowl through The Swan Sanctuary and Swans and Friends Bird Rescue.
The Mortgage Mum’s Tucker shares her view on what is required for women in the C-suite.
“There needs to be more inspirational role models for women to be able to see that it’s possible. Women occupying those positions have got to do it bravely and authentically, as that's going to represent the women that they look after, as well as the future leaders.”
Tucker also stresses why women should avoid being influenced by male counterparts.
She says, “It’s challenging for women to rise into these C-suite positions in a way that is different from their peers, but they need to not be afraid to do things differently because women have traits that are very different from male leaders. They can complement each other beautifully if they lean into the strengths that they already have.”
Below 2025’s Elite Women reveal how they’ve gone about charting a path forward.
Cowan:
Play to your strengths: “I focus on what I’m good at and don’t feel intimidated by others’ strengths. Instead of seeing someone as competition, I champion and work with their abilities”
Keep learning and pushing yourself: “Women need to push themselves, keep learning and recognise their value”
Stand your ground in male-dominated spaces: “Before this, I was in heavy engineering and, often, the only woman around the board table. That experience made me stronger”
Change how women see job applications: “Women often hesitate to apply for jobs unless they meet 100% of the requirements, whereas men apply if they meet 50%. We need to change that mindset”
Bradley:
Strength of character: “Being able to hold my own in a conversation and not being afraid to voice my opinion. That’s a difficult thing to say in today’s world with the challenges of speaking up, particularly on social media. But it’s important to say what you believe in”
Continuous learning: “Keep learning. Even when you know your subject, there’s always more to learn”
Adaptability: “The industry changes so fast, and not just with technology. You have to be adaptable and be open to change and growth. I know a lot of people don’t like change, but it’s really important”
Morrison:
Resilience: “This has been a key trait in my success over the years, as you never know what challenges lie ahead”
Self-advocacy: “Early in my career, I often stayed quiet in meetings, thinking my point of view wasn’t valid, only to see others express the same ideas and receive praise. I learned speaking up and trusting your instincts can have a huge impact”
Wright:
Authenticity and confidence: “Being true to myself, passionately and confidently advocating for what I believe in, to ensure my voice makes a difference”
Knowledge and credibility: “Keeping up with industry news, legislative changes and market conditions to speak with authority and be taken seriously”
Mortgage Introducer invited industry professionals from across the UK to nominate exceptional female role models for the third annual Elite Women list. Nominees had to be working in a role that related to, interacted with, or in some way impacted the industry and should have demonstrated a clear passion for their work.
Nominators were asked to describe the nominee’s standout professional achievements over the past 12 months, initiatives and innovations, and contributions to the mortgage industry.
After a thorough review of all the nominations, the MI team narrowed down the list to the final 76 Elite Women who have made their mark in the industry.