Wincel Kaufmann
GEMBA'24
Filipino, Swiss
My journey has been about building a career that aligns passion with purpose. Over the past 20 years, I’ve worked in investment strategy and asset management, focusing on sustainable finance. At BlackRock, I led the integration of sustainability across $300 billion in private equity, infrastructure, and real estate.
For me, it’s all about building connections, learning from others, and turning ideas into action.
I’m a founder of blueColab, a platform I created to help others navigate sustainability careers. The “Power Your Transition” programme is designed to support professionals looking to transition into sustainable investing careers. I’m also proud to serve as a judge for the Women of the Future Awards and advise the Solar Impulse Foundation, where I connect with incredible people making a real difference.
Outside of work, I enjoy mentoring, exploring new ideas, and sharing my experiences living in Singapore, London, Hong Kong, and now Switzerland.
For me, it’s all about building connections, learning from others, and turning ideas into action.
What role do senior leaders play in fostering an inclusive environment that empowers women?
When I joined a large investment management company in 2017, I reported to a very senior executive of the firm. During my first annual performance review, he asked me a simple yet profound question: “Are you happy?”
I initially thought he wanted to hear about my projects or deliverables, but he clarified, saying: “My job as a manager is to make sure you have the right tools for you to become successful in your work.”
That moment left me speechless.
It was a rational statement, but it also made me feel genuinely supported and empowered. I knew I could rely on someone to help me succeed in my role. This experience shaped how I now manage and mentor others. With younger team members, I always ask if they are happy and what they need to thrive in their work. A great manager isn’t just focused on numbers; they empower their teams to achieve their full potential and grow.
How have you used your influence to support other women in achieving more in their careers?
As a judge for the Women of the Future Awards, I use my platform to champion and celebrate the incredible achievements of women in diverse fields. This role allows me to highlight their contributions and amplify their voices, giving them the recognition and visibility they deserve.
Beyond this, I actively mentor young women and mid-career professionals, guiding them in navigating challenges and career opportunities.
Through blueColab, I aim to share knowledge, strategies, and practical tools to help others transition into impactful careers, including sustainability.
In every initiative, I create opportunities, share lessons, and creating an environment where women feel empowered to achieve their full potential. For me, supporting women isn’t just about individual success—it’s about contributing to a collective shift towards greater equity and representation in leadership.
What tangible steps can organisations take to create a culture of equality at the leadership level?
Developing future leaders starts with investing in mentorship, sponsorship, and leadership programs specifically supporting underrepresented groups, including women. These initiatives help build confidence, sharpen skills, and prepare women to take on senior roles, creating a stronger and more diverse leadership pipeline.
Flexibility at work is just as important. Offering remote work options, parental leave, and flexible hours supports work-life balance, which is key to retaining diverse talent—especially women.
What advice would you give to those looking to champion women’s leadership in their organisations?
To champion women’s leadership in organisations, start by being intentional. A UBS research shows that women are more likely to invest in sustainability and values-driven strategies, which aligns closely with business trends.
This makes empowering women in leadership not just the right thing to do but a smart business decision.
Normalise flexibility and shared responsibilities. Offer flexible work arrangements and actively support a culture where men take parental leave and share household duties. Organisations normalising this balance create a fairer playing field for women to pursue leadership roles.
Finally, ensure representation. Women need to see other women in leadership positions to believe it’s possible for them, too. This visibility is inspiring and reinforces the value of diversity at the top. By combining these efforts with consistent action and accountability, organisations can create a culture where women’s leadership thrives.
More information about the programme Wincel attended:
The INSEAD Global Executive MBA (GEMBA) offers experienced executives an intensive 14 to 20-month fast-track to the top via one of the world’s most prestigious and multicultural business schools, while making an immediate impact in your organisation.
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