How a remark fuelled RSA Mani’s rise with resilience and purpose

Early in my career, as an immigrant woman of colour working in the financial services industry, I learned that belonging had to be built, earned, and sometimes fought for. 

Today, I’m 15 months into my role as chief data officer at RSA and it’s been a transformative year personally and professionally.

Walking into the glass building in London’s financial district, I entered an industry where few looked or sounded like me. 

In one role, someone told me to “go back to where I come from”. 

That moment fuelled me. I worked harder, stayed true to my values, and built a career rooted in resilience, growth, and purpose. Today, I’m thriving and committed to creating spaces where everyone feels they belong.

Inclusion isn’t just about opening the door – it’s about breaking it down

Leading my first team at a major financial services firm, I faced doubts - not about the work, but about me. 

I was seen as too soft-spoken, too accommodating, and not assertive enough to lead. It stung. I second-guessed myself, replayed conversations, and tried to calibrate my tone. 

While it was exhausting, over time, I learned that resilience is built and I got better at listening, pushing back, and leading in a way true to me.

Allyship made the biggest difference. Early in my career, a mentor helped me believe I belonged and that experience shaped my approach to every role since. 

I seek mentors who challenge and support me and prioritise mentoring others, especially women in underrepresented industries. Empathetic leaders showed me how to be courageous when I was the only one who looked like me and their example helped me and others.

Over the past year, I’ve led a major data transformation at RSA. Beyond the tech, I’m proudest of the culture we’re building and our CDO engagement score jumped from 38% to 79% in a year. That’s what happens when people feel seen, heard, and empowered.

Co-chairing Women in Technology UK and leading Women in Tech at Barclays helped me scale allyship beyond individual organisations by mentoring women returning to work, building networks, and championing diverse voices. 

Through the ImpowerU Mentoring Network, nearly 50 women have re-entered the workforce in the UK, which is a massive achievement.

Imposter syndrome still creeps in though. Boardrooms can feel like proving grounds where presence is questioned before performance and balancing authenticity with expectations is a daily act of courage. 

That’s why community matters and networks like the CDO Network and UN Women’s CSW69 have been lifelines – spaces where I can be both vulnerable and powerful.

One quote I live by is “inclusion isn’t just about opening the door – it’s about breaking it down”. 

Regardless of background, ethnicity, gender, or orientation, whether you come from a majority or minority group, there’s space to grow, lead, and thrive. That’s the kind of ecosystem I want for my team, colleagues and the next generation.