More women in consulting - Listen, learn and lead the change

In this episode of More Women in Consulting, we challenge the traditional image of leadership. What happens when more women reach the top of consulting firms? Why does representation matter—not just in numbers, but in the shape and feel of leadership itself?Together with Christina Burgwald (Partner, EY), Marianne Skovgaard (Senior Manager, Bain), Emilie R. Vitoft (Senior Consultant, EY), Rasmus Bing (HR Director, Rambøll), and host Maje Müllenborn, we explore how the leadership landscape is shifting. From personal journeys to structural barriers, they reflect on what it takes to lead authentically, how diverse leadership styles can co-exist, and why inclusive career development is key to retaining female talent.Some of the key takeaways:A leader is not a stereotype – There are many valid leadership styles, and empathy, team focus, and authenticity are increasingly valued traits.Representation changes conversations – When women enter senior roles, they reshape how leadership is practiced and perceived.Career progression needs rethinking – Internal leadership, mentoring, and culture-building must be recognized on par with commercial roles.Culture and structure must evolve together – Targets and metrics help, but real change comes through sponsorship, visibility, and committed leadership.This is not just about gender. It’s about building the kind of leadership the future demands—more inclusive, more human, and ultimately, more effective.Tune in to hear real stories, practical strategies, and bold reflections on what needs to change—and what already is.

Why do women still earn less than men—even in high-performing, well-structured industries like consulting?The gender pay gap doesn’t start at the top—it starts at the first assignment.In this episode of More Women in Consulting, host Emily Christiansen is joined by world-renowned economist and author Professor Lise Vesterlund. Together, they unpack the hidden structures behind pay inequality and the invisible labor that silently stalls careers—particularly for women.Lise is co-author of the bestselling book The No Club: Putting a Stop to Women’s Dead-End Work, which has reshaped how leaders think about fairness, retention, and reward systems.From organizing internal meetings and mentoring new hires to writing newsletters and sitting on committees, non-promotable tasks are critical to workplace functioning—but don’t lead to promotions, recognition, or raises. And women are asked to do them more. They also say yes more often. The cost? Less visibility, fewer opportunities, and persistent pay gaps.Topics covered:What non-promotable work is—and why it matters more than you thinkHow early career assignments shape long-term pay and promotion opportunitiesWhy women say yes more often—and why organizations keep asking themWhat companies can do to fix the imbalance, from transparency to point systemsWhy this isn’t just about fairness—but about better business and leadershipThis episode is a must-listen for anyone working in professional services—or anyone who’s ever wondered why doing “the right thing” often doesn’t get rewarded.Tune in to understand how structural norms, workplace expectations, and subtle biases intersect—and what we can all do to build workplaces where everyone’s contribution truly counts.

What if consulting wasn’t designed around long hours, client-facing prestige, and linear careers—but around sustainability, equity, and real life?In this episode of More Women in Consulting, we speak with Anniina Kristinsson, Partner at Nordic Sustainability and former gender equality advisor in the Finnish Ministry. Anniina shares how her firm is challenging traditional consulting norms—from implementing a four-day workweek to redesigning salary structures and redefining how work is valued.As a leader and mother, she knows first-hand how rigid systems exclude diverse talent. And as a former client, she’s seen how credit for work is too often misallocated—prompting her to speak up and spark change.Her journey began in Finland, where a childhood memory of carrying a one-euro coin—cut to symbolize the gender pay gap—planted a seed that still grows today.💡 In this episode:Why Nordic Sustainability introduced a 4-day workweek—and what it means in practiceHow disrupting traditional pay models supports gender equity and parent inclusionThe hidden cost of non-promotable work—and how to challenge itWhy early experiences and personal values shape the leaders we becomeWhat it takes to lead with purpose in a high-performance industryTune in for an inspiring conversation about rebuilding consulting—so it works not just for the few, but for the many.Host: Emily Christiansen

In this episode, we explore how management consultancy firms can better support employees navigating parenthood and returning from parental leave. What are companies doing to retain returning parents — and what actually works in practice? We’re joined by two guests with very different experiences: one who transitioned back into consulting after parental leave, and one who chose to resign within a year of returning. Together, they reflect on what support made a real difference and what is missing.  We’ll also debate what additional efforts consulting firms could make to ease the transition back to work and everyday life, and what it really takes to support family expansion in a high performance industry. Presentation of guests: Host: Emily Christensen, Nordic Sustainability Rebekka R Gunnarsdottir, Senior Manager, EYHildur María Hólmarsdóttir, Environmental Sustainability Business Partner, Falck (Previous Senior Consultant, Rambøll Management Consulting)Julie Carøe, Midwife and Founder, Sammen Med Jer This episode is a must-listen for leaders, HR professionals, and anyone shaping the future of consulting. Let’s reimagine what it means to support parents—not just during leave, but all the way through their return.  

This episode examines a popular initiative for promoting gender balance within the consulting industry: internal women’s networks. While our previous episode focused on external women’s networks, this time we turn the spotlight inward to explore how to build and sustain successful internal networks. These networks play a vital role in fostering connections among female colleagues, but they can also risk implying that the responsibility for addressing gender disparities lies solely with women themselves. Join the conversation as we discuss how these networks can be effectively structured and function within the workplace. To provide insights, we’ve gathered four panelists with extensive in-house consulting experience from Accenture, KPMG, EY, and Implement. They share their perspectives on the current and future relevance of internal networks, along with best practices and lessons learned for making the most of them. Presentation of guests: Michelle Venge, Devoteam (host) Arianne Nolan, Accenture Henrik Horn Andersen, Implement KPMG: Anuska WageLone Flohr, EY 

Your network is your net worth!In this episode, Beyond the Office: The Power of External Networks, we explore how external professional networks can support and advance women’s careers.We dive into the value of external networks, how they differ from internal company initiatives, and whether women-only networks bring something distinct to the table. You'll also get practical tips on how to find a network that fits—and how to make those connections truly meaningful.Joining us to share their experiences and insights are four inspiring network leaders:Barbara Myhre Isaksen (Connected Women in AI)Mathilde Nærland (SEED Network)Ifeoma Okpala Aina (Professional Women of Colour Denmark)Arianne Nolan (Female Leadership Academy)Together, we’ll discuss:The real value and purpose of professional networks for womenWhat external networks can offer that internal ones may notHow to identify the right network for your goals and valuesHow to get the most out of your membershipAnd whether female-only networks offer unique advantages compared to mixed groupsHosted by: Benedicte Hejgaard