Leonid’s very own Claudia Custura recently took part in a panel session at the ‘Women in AML & Sanctions’ forum in Washington, DC. The session helped shine a light on the unique skills and talents which women can bring to a trade compliance, which has prompted us to share our thoughts on this important topic.
As the demands on trade compliance functions worldwide continue to grow, so does the need for diversity of thought, approach, and experience. Women bring unique strengths that complement technical expertise, making teams more effective, resilient, and future-ready.
In this article, we take a look at what women bring to the table in trade compliance, why representation is unbalanced at leadership level and how firms can go about changing things for the better.
Strengths women typically bring to compliance teams
While technical expertise and regulatory knowledge are essential, the effectiveness of a trade compliance team often depends on broader skills and traits. Women frequently contribute qualities that enhance team performance, including:
- Attention to detail: crucial for reviewing export classifications, licensing and documentation.
- Collaborative leadership: helping bridge compliance, operations, logistics and legal functions.
- Clear communication: making complex trade regulations understandable and actionable.
- Empathy and cultural awareness: invaluable in multinational organisations and cross-border trade.
- Resilience under pressure: staying calm during audits, investigations and regulatory changes.
- Adaptability: responding quickly to shifting geopolitical conditions and supply chain challenges.
- Ethical focus: setting high standards of integrity and accountability across the team.
Real-time data tells us that women currently hold 53% of all trade compliance roles. In the US, this rises to 59%. In what was once a male-dominated world, trade compliance teams have thankfully recognised the immense value that women add.
In spite of these encouraging figures, there are still some barriers to women achieving leadership roles.
A growing profession, uneven representation
Across many industries - from aerospace and defence to tech, pharma, and energy - women make up a significant proportion of mid-level trade compliance professionals. However, representation drops off sharply at senior management and executive levels.
Several factors contribute to this imbalance:
- Pipeline gaps: Fewer women are being developed or promoted into senior leadership roles.
- Limited visibility: Women in compliance are less likely to receive sponsorship or be tapped for cross-functional leadership positions.
- Cultural barriers: In some industries, particularly those with global export operations, traditional leadership cultures persist.
What can organisations do differently?
1. Build a leadership pipeline
Identify talented women in compliance early, give them international exposure, and sponsor them into strategic projects that increase their visibility with senior executives.
2. Reframe career progression
Trade compliance isn’t just about rules — it’s about enabling trade. Leaders who communicate that broader strategic impact attract a more diverse range of talent. Firms should showcase stories of women leading global compliance transformations - to inspire future leaders.
3. Flexibility as a retention strategy
Mid-career attrition remains a major challenge. Offering hybrid work, flexible schedules, and family-friendly policies helps retain experienced professionals who might otherwise exit the corporate pipeline before reaching senior roles.
4. Measure what matters
Organisations that track gender balance by level and function, not just overall, are better equipped to take meaningful action. Make leadership accountability part of the DE&I conversation — especially in risk and compliance functions that have historically been slower to diversify.
How using a specialist recruiter can help build a balanced team
For hiring managers, achieving gender balance isn’t just about meeting diversity goals. It’s about building genuinely stronger teams that can deliver better outcomes. Recruitment agencies specialising in trade compliance can help identify female talent at all levels, from junior analysts to senior compliance leaders, and support businesses in creating inclusive hiring strategies.
If you would like further advice on building a strong and diverse trade compliance team, please contact Claudia Custura or Jamie Browne for an informal discussion.
