Witad Awards 2026: Gender equality/diversity professional of the year (end-user)—Pavneet Brar, Nomura

What is your position within your firm?
Pavneet Brar, Nomura: I work in the wholesale data and operations technology function, supporting the transformation of the market data commercial team. I am also the co-chair of our neurodiversity employee network, NeuroHarmony.

How long have you been in the financial services industry?
Brar: I have been in the financial services industry for just under 14 years, having started as a graduate at Nomura in 2012.

How did you get into the industry? Was it a conscious decision or did you “fall” into it?
Brar: I studied economics at university, but I didn’t have a “career” plan. I heard about Nomura through my network and applied for the graduate program and I’ve never looked back!

What does your day-to-day role entail?
Brar: I work in the market data commercial function, which is responsible for onboarding and managing the firm’s global market data services. Within the team, I manage the consumer solutions team globally, working closely with senior stakeholders across the firm to optimize their market data spend, while supporting the transformation of our function.

What single project/piece of work are you most proud of during your career in the industry to date?
Brar: I would say my contributions to the firm’s neuro-inclusion efforts. My husband and I were diagnosed with ADHD and autism, respectively, in 2023, which was made possible by changes to the firm’s healthcare insurance. This diagnosis not only positively improved my life, but it spearheaded my passion for diversity and inclusion. Since then, I have become co-chair of our NeuroHarmony network, with a strategic aim to create a neuro-inclusive working environment and community.

What are you currently working on and what makes it significant in the context of your position?
Brar: Our NeuroHarmony network, co-chaired with Colin Probert and Henry Spreckley, has made significant strides, initiating regular lunch and connect forums, providing safe spaces for previously isolated colleagues to share experiences and access support. The Parents and Carers of Special Educational Needs (SEN) Children Connect demonstrates our understanding that neuro-inclusion extends beyond individual employees to their families. With growing community engagement, we’re focused on building a truly neuro-inclusive workplace, which our senior leadership recognizes as essential to our success.

Focus on building your expertise, finding allies and sponsors, and celebrate your achievements. And most importantly, remember to always support other women, no matter where you sit in the hierarchy

To what extent were you helped during your career by a mentor/role model within the business?
Brar: In my experience, a balance of champions and role models helped during my career. I would benchmark myself against individuals who I aspired to be, trying to digest what they do well, while also working to change negative traits I recognized in both others and myself. Having champions was key to my progression and to any future progression, as they are the individuals advocating for my success even when I don’t ask.

To what extent does your firm have a formalized framework that seeks to identify and promote talented women and ensure they have every opportunity to realize their ambitions and contribute to the business?   
Brar: Our approach centers on five pillars: data-driven accountability through regular talent reviews and progress tracking; transparent career pathways with clear competency frameworks and promotion criteria; targeted development programs like Shinku for mid-management women and formal mentoring; strategic networking via internal groups and external partnerships with organizations like Women in Tech; and inclusive benefits including flexible work, enhanced parental leave, and women’s health support, including menopause resources and education.

What was the greatest obstacle you had to overcome during your career in the industry to date?
Brar: My greatest obstacle was addressing my mental resilience. The cracks in my mental well-being started to show once I got promoted to vice president, caused by my extreme need for perfection and control. Through self-reflection and firm-sponsored coaching opportunities, it led to an autism diagnosis which has significantly improved my life. I was lucky to have great managers during my time at Nomura who have always supported my journey.

What is the most valuable lesson you’ve learned so far during your career?
Brar: Self-reflection is key to sustainable success. I spent my early 30s focusing on myself and the most important breakthrough was realizing that certain opinions or advice were knocking my self-confidence, and triggering my imposter syndrome, even if it came from a good place. My decision to put some of my circle on an “information diet” was a game-changer. I’m still aiming for the same goals as before, but with more confidence and speed.

What would you advise women just entering the industry?
Brar: Gender bias in the industry is real but do not let it undermine your confidence. Do not internalize it as imposter syndrome, but rather face it. This is about their limitations, not your abilities. Educate yourself on bias patterns so you can recognize it objectively. Focus on building your expertise, finding allies and sponsors, and celebrate your achievements. And most importantly, remember to always support other women, no matter where you sit in the hierarchy.

What does this award mean to you?
Brar: Receiving this recognition has been a pleasant surprise and I am grateful to have been nominated by Nomura and my management. It is a lovely feeling being recognized for your efforts. More importantly, it reaffirms that we are on the right path toward building a neuro-inclusive environment. This award provides further credibility to the work we are achieving, and I’m really looking forward to what the rest of this year holds!