How Women Of Color Are Redefining Executive Presence On Wall Street

Wall Street has long had a narrow view of what executive presence looks like: crisp suits, firm handshakes, and polished diction wrapped in a white, male persona. But today, women of color executive presence is shifting the tone and showing that presence is about far more than performance polish. It is about values, authenticity, and results.

Women like Suzanne Shank, Anu Aiyengar, Carla Harris, and Divya Nettimi are reshaping finance culture from the inside out. They are navigating a world that still grapples with bias around tone, hair, accents, and leadership style while leading billion-dollar firms and mentoring future talent. Here is how they are redefining what it means to “show up” at the top.

When it comes to women of color executive presence, Suzanne Shank sets the standard. As the CEO of Siebert Williams Shank, one of the largest minority- and women-owned investment banks in the U.S., she has spent nearly 30 years breaking ceilings.

A civil engineer by training and a MBA from Wharton, Suzanne launched the firm in 1996. Under her leadership, it became a top 10 municipal bond underwriter, then merged with Williams Capital in 2019 to form a powerful Wall Street force.

Suzanne’s presence is anchored in values, performance, and visibility. She is a board member at Spellman College, a mentor to emerging Black leaders, and a firm believer in representation. For her, executive presence means showing up with results and refusing to shrink.

At JPMorgan, Anu Aiyengar serves as Global Co‑Head of M&A, overseeing major transactions daily. Anu consistently reminds us why authenticity matters. Born and raised in India, she was used to people saying “wrong gender, wrong color and wrong country.” But that only sharpened her resolve.

Anu negotiates billion-dollar deals without sidelining her accent, her identity, or who she is. She not only raises her own profile, she sponsors emerging women bankers, making sponsorship more visible and equitable

Carla Harris, Senior Client Advisor at Morgan Stanley, former Vice Chairman of Wealth Management from 2013 through 2021 and author of Strategize to Win, has spent decades championing authenticity. She grew her career by staying true to herself, even becoming a gospel singer and organizing performances that broke through corporate ice.

“It is a competitive disadvantage if you are not authentic. Your authenticity is at the heart of your power,” she says. Carla balances her stellar performance with relationship currency remaining decisive, authentic, diverse, engaged, and willing to take risks. Her very story and presence redefines what excellence looks like in finance.

A rising star, Divya Nettimi launched her $1 billion hedge fund, Avala Global, in 2022. She was the first woman to do so. At just 39, she already serves as a powerful example of strategic excellence anchored in identity.

She champions “where the company will be in 100 years,” combining legacy thinking with bold strategy. Divya commands teams and investors with poise and clarity. She has built when mistakes were public and stakes high, prioritizing culture, recruitment, and resilient leadership. Her brand of quiet confidence shows that presence doesn’t need volume but impact.

1. Own Your Entire Self: All four leaders demonstrate that executive presence flourishes when identity is embraced not erased.
2. Build Sponsorship Network: From Shank’s firm to Aiyengar’s mentorship to Harris’s relationship-first approach, access comes when allies step forward.
3. Lead with Values AND Results: Performance matters, but so does how you show up. That duality amplifies impact.
4. Be Strategic and Long Game–Oriented: Nettimi’s 100-year perspective reframes challenges as opportunities and growth as purpose-driven.

It is not enough to showcase individual success. Research shows women of color experience higher levels of “othering” as well as a greater range of both disrespectful behaviors — from being interrupted or spoken over more than others, to feeling as if they are expected to speak on behalf of all people who share their identity.

Harvard Business Review reveals sponsorship disparities remain a key barrier despite these leaders showing it’s possible. To truly redefine executive presence, Wall Street must invest in inclusive policies, fair evaluation processes, and sponsorship networks.