Independent director, consultant and former authorised manager of a specialised PFS, Aline Mbapou is specialised in strategic fund management, compliance, financial engineering, financial restructuring and coroporate services. She serves on the board of several private equity real estate (PERE) entities.

Paperjam: What are the main challenges you’ve faced as a female independent board member?

Aline Mbapou: Balancing perceptions has been one of the main challenges, particularly in industries where leadership has been predominantly male. As a female board member, initial skepticism about my expertise or ability to contribute meaningfully has sometimes surfaced. Overcoming this requires not only demonstrating technical expertise and a deep understanding of governance and strategy, but also building trust through collaboration and consistent, data-driven decision-making. Another challenge has been advocating for diversity in decision-making processes while ensuring my voice is heard and respected at the table.

How do you handle resistance or skepticism directed at you?

Self-confidence has always been a key asset for me in handling resistance or skepticism. I rely on clear, data-driven communication to present my points effectively and ensure decisions are well grounded. Additionally, I approach resistance with a collaborative mindset, seeking to understand differing perspectives and find common ground. Building rapport and demonstrating competence through actions rather than words has proven to be an effective way to diffuse skepticism and earn respect over time.

Do you believe gender equality is improving within boards of directors?

Yes, gender equality within boards of directors is improving, but progress varies significantly by industry and region. Awareness and initiatives to diversify leadership have undoubtedly driven positive changes. However, much work remains to establish truly equitable pipelines for talent. While progress toward gender diversity is evident, representation for women of colour--whether Black, Asian or from other minority groups--remains particularly limited, especially in Luxembourg. Addressing this disparity requires a more comprehensive approach to diversity, one that goes beyond gender to include race, ethnicity and intersectionality. Only by embracing this broader perspective can organisations achieve meaningful and sustainable inclusivity at the leadership level.

What is your opinion on quotas for women on boards? Are they necessary or counterproductive in your view?

It is unfortunate that we need laws or regulations to enforce diversity on boards. Quotas are a double-edged sword: whilst they ensure representation and drive progress, they can sometimes lead to concerns about overshadowing merit-based discussions. Ideally, organisations cultivate environments where diversity thrives naturally, but this is often not the case. As a society, we need to work toward sustainable solutions through education, fostering inclusivity and addressing biases early on. Representation in leadership is essential because it reflects the society we serve and shapes the next generation’s aspirations.

As a female board member, do you feel a particular responsibility to advocate for gender parity and inclusion?

As a female board member--and as a mother inspired by a family with strong women--I feel a profound responsibility to advocate not only for gender parity but for broader inclusion. This includes championing opportunities for women of colour, whose representation in leadership remains particularly limited. I believe leading by example and mentoring women are essential steps in creating pathways for others to succeed. Advocacy, however, goes beyond gender; it is about fostering inclusive practices that empower everyone, regardless of their background, to contribute meaningfully and thrive in leadership.

In your view, how does diversity impact a board’s performance?

Diversity enriches decision-making by incorporating varied perspectives, which leads to more robust discussions and innovative solutions. It minimises groupthink by challenging assumptions and encouraging critical thinking. Moreover, diverse boards are better equipped to understand and address the needs of a broad range of stakeholders, enhancing their ability to navigate complex  challenges. Ultimately, diversity fosters a culture of inclusivity and adaptability, which are essential for long-term success in a rapidly changing world.

What solutions or policies could foster better gender parity?

Organisations can foster better gender parity by implementing mentorship and sponsorship programmes to elevate diverse talent into leadership roles. Transparent promotion pathways and inclusive recruitment practices based on merit are crucial to ensuring fair opportunities. Additionally, education and awareness campaigns that address unconscious bias can drive meaningful and lasting change. Policies that encourage work-life balance, such as flexible work arrangements and parental leave support, also play a key role in creating environments where gender parity can thrive.

Do you have an anecdote or a defining moment in your career that illustrates the reality of being awoman in this role?

One defining moment early in my career was when I joined a board of a company. A fellow board member remarked that I “had the face of employment,” and that my presence as a person of colour was “important and reassuring.” Whilst the comment was well-meaning in his view, it reflected underlying biases. I responded with irony, saying, “Glad to meet your expectations.” This experience underscored the stereotypes women in general and women of colour in particular, often face, even in leadership positions, and strengthened my resolve to advocate for genuine diversity and inclusion.

Another moment that stands out was during a board meeting years ago when I sensed initial hesitation from some members to engage with my viewpoints. However, presenting a well- researched proposal that solved a critical issue shifted perceptions. This not only established my credibility but also reinforced the importance of preparation and persistence in earning respect and trust as a board member.

What advice would you give to a young woman who wants to make her mark in society? And what would you caution her against?

Be bold in pursuing your goals and seek out opportunities that align with your values and aspirations. Recognise your worth and never undervalue your time or expertise; they are valuable and deserve respect. Stay authentic, do not feel the need to mimic others to succeed. Your unique perspective is your greatest strength. At the same time, avoid overcommitting or spreading yourself too thin, it is important to set boundaries to maintain focus and balance. Remember, men and other women are not your competition or enemies; they are allies in your journey. Collaboration and mutual respect can open doors and help you make a meaningful mark on society.