Nicole Borges CIO: Global Markets at Standard Bank CIB.

Someone who is proof that age and gender are no barriers to success is Standard Bank Corporate Investment Banking (CIB)’s CIO: Global Markets, Nicole Borges, who says that at age 32, one of the most defining moments of her career was being appointed an executive at Standard Bank CIB.

“It wasn’t just a professional milestone, it represented the culmination of years of learning, mentorship and hard work,” says Borges. “I felt an added responsibility for young talent and for women not to fail and to do everything in my power to ensure I could lead the way for future generations. This experience has deeply shaped how I lead and taught me the importance of resilience, curiosity, and integrity. I have also been fortunate to have mentors who saw potential in me even when I didn’t. Above all, I stayed grounded in my values, putting people and excellence at the centre of everything I do, spreading the message of wellbeing and supporting others as we grow together.”

Borges says her international exposure has also been invaluable: “Great leadership is about really listening and being open to different perspectives.

“We are all a product of our experiences. To derive the most innovative solutions in the most optimal way, it’s essential we bring people together to collaborate. In global environments, diversity isn’t just a value, it is a necessity. Seeing how inclusive leadership models drive innovation abroad reaffirmed my belief in nurturing diverse talent. I have also learned the power of cross-border collaboration. Technology knows no boundaries, and our thinking shouldn’t either.

“With the pace of the evolution of technology, we need to leverage as many commoditised solutions as possible, simultaneously being focused on differentiating capabilities.”

Asked her thoughts around the lingering negatives that women are still dealing with, such as why women are still under-represented in tech, Borges says the numbers reflect a broader systemic issue.

“From an early age, young girls are often steered away from STEM subjects. By the time they reach university or enter the workforce, unconscious biases and societal expectations can hold them back. I think it is also the lack of visible role models in senior tech positions that perpetuates the cycle. While there is slow, positive progress, we need to be more intentional about breaking barriers.”

In her opinion, once women have entered the market, the ‘bro culture’ can also be overwhelming, further driving female representation lower as women move on to functions where they feel they can belong.

“The pay gap is another negative that I think is rooted in social constructs, unconscious bias, and the undervaluing of the skills introduced by women. With growing awareness, there are small pockets of change where organisations are transparent on pay structures and have proper benchmarking. “These are the organisations that put a mirror in front of what they are doing and look very deliberately on reflection points. It is essential that there is a systematic approach to flag biases and address them effectively. This can result in very powerful consequences.

“To succeed, start with owning your voice. Ask the hard questions. Make your expectations clear and invest in discovering what truly drives you. Recognition is fleeting, but purpose brings lasting fulfilment.

“Organisations must provide safe spaces for tough conversations to happen. For leaders, it is about fostering a culture of openness, feedback, and fairness. Women bring the qualities of empathy, resilience, collaboration, and a values-based approach, often leading with a broader view of impact—not just profits, but people and purpose. These are exactly the qualities we need to lead future-fit organisations. We have a responsibility to model behaviour and call out the biases we may observe without fear of judgement.

“Biases extend into perceptions of the value all genders with impairments can offer, but there are stigmas and lack of understanding of what a disability looks like, which can be visible or not, permanent or temporary. This is where Standard Bank’s wellbeing initiative fits in.”

Borges says organisations are increasingly recognising that diversity is a strategic advantage, and not just a compliance requirement. “We’re seeing more inclusive hiring practices, greater investment in employee resource groups, and a broader representation, with diverse talent contributing across functions.

“As individuals, it is critical to identify sponsors, mentors, and allies who can support you and help you remain aligned to your goals. Value their presence as they help keep you grounded during success and stand by you when the path gets lonely. The tech industry rewards those who are always learning, always adapting.

“Sponsorship is as critical as mentorship. I actively advocate for talent behind closed doors, ensuring deserving individuals get the visibility they need.”

Borges also places importance on using events to keep championing gender diversity, pay parity and advancement of women in tech, saying these can spark the change that can reshape the future, creating space for storytelling, sharing strategies, and forming networks of support.

“In a sector that moves as quickly as tech, these touchpoints allow us to pause, reflect, and align on how we collectively move the needle on inclusion.

“The future belongs to organisations that can attract and keep diverse, skilled talent. It is vital to reach talent at the early stages to inspire them with possibilities and show that there are roles suited to a wide range of individuals. Our continent, with its large young population, demands that we build pathways into meaningful tech careers. Inclusion isn’t just a moral imperative. It’s a business one that extends beyond demographics into creating environments of belonging and building human-centred systems in tech and leadership.

“This ever-evolving world has one constant: the power of people. We have a responsibility, especially in the African context, to ensure that progress in technology also means progress in diversity, equity, access, and upliftment,” concludes Borges.

www.standardbank.co.za/cib