As the world marks International Women’s Day, Executive Director of Business Development at Optiva Capital Partners, Amb. Dr. Amaka Diane Okeke, reflects on leadership, gender inclusion, and the growing role of women in the wealth retention industry after being listed among 10 distinguished women in leadership. In this interview with Chioma Ewelike, she speaks on building institutions, mentoring the next generation of female leaders, and how organisations can create stronger pathways for women to thrive in finance and business.

1. Can you introduce yourself and what prepared you the most for your role at Optiva Capital Partners?

I’m Amb. Dr. Amaka Diane Okeke, Executive Director of Business Development at Optiva Capital Partners. I’m driven by a passion for creating value-driven financial solutions that empower individuals and organizations to achieve their goals.

With over 13 years of experience in strategic financial empowerment, I’ve developed unique expertise in investment immigration, international real estate, and insurance services. My career trajectory has been marked by a relentless focus on delivering exceptional results, leading high-performance teams, and contributing to the strategic direction of Optiva Capital Partners as a member of the executive committee.

My academic background in Sociology from the University of Lagos, coupled with my certification as a Business Analysis Professional, has equipped me with a deep understanding of complex market dynamics and a data-driven approach to decision-making.

My journey at Optiva Capital Partners began in 2013 as a trainee, and I’m proud to say that the organisation’s culture of continuous learning and development has been instrumental in my growth. I was privileged to be mentored by our Chairman, Mr. Franklin Nechi, who recognised my potential and nurtured my skills. This experience has instilled in me a commitment to pay it forward, ensuring that our team members receive the training and support they need to excel.

Throughout my career, I’ve been driven by a passion for understanding our clients’ needs and delivering tailored solutions that drive growth and prosperity. My experience in navigating complex markets, building strong relationships, and championing innovation has prepared me for my current role and positions me for even greater challenges ahead.

At Optiva Capital Partners, we’re dedicated to empowering our clients, employees, and communities. I’m excited to continue leading our business development efforts, driving strategic growth, and contributing to the organisation’s mission to create a more prosperous and secure future for all.

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2. International Women’s Day celebrates progress while challenging persistent inequalities. As an Executive Director at Optiva Capital Partners, what does this day represent to you?

As Executive Director at Optiva Capital Partners, International Women’s Day represents a poignant reminder of the progress we’ve made towards gender equality, while acknowledging the persistent inequalities that still hinder women’s full potential. It symbolises our commitment to empowering women, driving inclusion, and leveraging our 70% women workforce to shape a more equitable future.

To me, this day underscores the importance of intentional leadership – creating opportunities, amplifying women’s voices, and addressing systemic barriers. At Optiva, we’re proud of our inclusive culture, equal opportunities, and initiatives like our partnership with the Lagos State Government on maternal healthcare, aligning with the UN SDGs on women’s empowerment.

This day inspires me to champion women’s development, drive impactful change, and ensure our leadership reflects the diversity and talent of our people. It’s a celebration of progress, a call to action, and a reminder that empowering women empowers everyone.

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3. Has your leadership style evolved in response to navigating a traditionally male-dominated sector?

My leadership style has evolved with experience and scale. Earlier in my career, there was a natural focus on proving capacity. With time, I understood that sustainable leadership is about building institutions, not proving a point. I lead as an executive responsible for performance, profitability, and strategic direction—not as a ‘female executive’.

The Wealth Retention industry demands clarity, resilience, and decisiveness. Those qualities are not gender-based—they are professional standards. My focus has always been competence first, and that has shaped my leadership journey.

Operating in a traditionally male-dominated sector has reinforced that effective leadership is about embracing diversity and inclusivity. My approach prioritises empathy, inclusive decision-making, mentorship, and courageous advocacy for women’s empowerment. At Optiva, we’ve fostered a culture where everyone can thrive, driving business success and contributing to a more equitable industry.

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4. How can women leverage strength in sales and customer relationship management to drive growth and competitive advantage in your industry?

In wealth retention, trust is the ultimate asset. Sales is about offering value, credibility, and integrity—not pressure. Women often excel in these areas, combining emotional intelligence, empathy, and strategic thinking to build lasting client relationships.

At Optiva Capital Partners, our client-centric approach is rooted in understanding each client’s unique needs, goals, and circumstances. We tailor solutions based on family dynamics, risk appetite, personal preferences, financial situation, and time outlook—ensuring our advice is relevant and impactful.

By focusing on high-touch, high-value client engagement, women can drive growth and loyalty. Combining relationship intelligence with technical knowledge—asset classes, global markets, and risk management—makes women formidable drivers of revenue and expansion. Our approach fosters trust, and trust drives sustainable growth. That’s where women can truly dominate.

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5. What legacies are you building for the next generation of women in your industry?

Legacy, to me, is about building enduring structures that propel future generations forward. At Optiva Capital Partners, we’re crafting a robust framework that empowers young women to ascend to leadership pinnacles, with clear pathways from entry-level to executive roles.

Our intentional initiatives are designed to cultivate a pipeline of visionary female leaders, nurtured through mentorship, leadership development, and economic empowerment.

Internally, our culture of inclusion is underscored by a workforce comprising 70% women across all levels, aligning with the UN Sustainable Development Goals and the International Women’s Day agenda. Externally, we champion women-focused initiatives like SheCan Nigeria and ‘Be More’ with Chinneylove, fostering confidence, economic participation, and national productivity.

Our CSR projects prioritise women’s welfare, notably our partnership with the Lagos State Government on maternal healthcare, tackling Nigeria’s significant maternal mortality burden. These endeavours reflect our steadfast commitment to women’s empowerment, inspiring future generations to pursue limitless ambitions.

Through substantial investments in training, branch expansion, mentorship, and operational exposure, we ensure women grasp the intricacies of P&L, expansion strategy, and institutional leadership. Our goal is to bequeath platforms, not limitations, to the next generation—a legacy of empowerment, inclusion, and growth that enables women to lead, innovate, and shape the future of our industry.

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6. Beyond hiring, how do you ensure women are retained, sponsored, and positioned for profit and loss leadership roles?

Hiring is the beginning. Positioning is the strategy. Retention comes from clarity—clear targets, measurable performance metrics, and transparent growth pathways.

At Optiva, we expose high-performing women to revenue-generating roles, strategic meetings, and expansion initiatives. Sponsorship is deliberate. We advocate for women in executive conversations, ensuring they are seen, recommended, and entrusted with significant responsibility.

For example, we sponsor our senior management women to become members of WIMBIZ, a non-profit organisation that promotes and supports women in leadership roles globally. We also partner with initiatives like SheCan Nigeria and ‘Be More’ by Chinneylove, transformative movements dedicated to empowering women to recognise their potential.

We prioritise retention through inclusive work environments, mentorship, and growth opportunities. Our sponsorship initiatives build visibility and credibility. For P&L leadership roles, we provide tailored development plans, executive coaching, and strategic networking.

Leadership pipelines are intentional—they don’t happen by accident. By investing in women’s development, we build a stronger, more resilient organisation.

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7. If you could change one structural issue in your industry to accelerate gender parity, what would it be?

At Optiva Capital Partners, we pride ourselves on a performance-based culture where merit drives success. Our appraisal and scorecard systems are transparent, ensuring everyone is evaluated on their contributions. In fact, we have a strong representation of women across mid-level to senior management and executive roles.

Looking at the industry as a whole, I would focus on strengthening structured succession planning and intentional pipeline development for women in leadership. Often, leadership transitions in finance are informal and relationship-driven, creating systemic barriers and biases.

To accelerate parity, institutions must implement measurable, performance-based advancement systems with transparent, equitable pathways.

This includes structured mentorship and sponsorship programmes, bias-free promotion processes with skills-based assessments, and ensuring women access critical leadership development opportunities. When promotion frameworks are transparent and competency-driven, opportunity becomes accessible to everyone prepared for it.

Meritocracy, when properly structured, naturally improves representation. By addressing these pipeline issues, we can unlock women’s potential and drive more balanced leadership.

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8. What advice would you give to young women aspiring to build careers in your industry?

Knowledge is foundational—master your domain, including the product or service you’re working with, and develop strong selling skills. Finance rewards competence, discipline, and continuous learning. Study markets, understand global trends, and build analytical capacity. Confidence must be backed by skill.

Develop resilience—markets fluctuate, policies change, and industries evolve. Your ability to adapt quickly will set you apart. Focus is key—world leaders emphasise being focused to succeed. Combine resilience with hard and smart work and a culture of continuous learning.

At Optiva, we empower women to drive growth and lead. Own your ambition, build relationships, find mentors, take calculated risks, and speak up—your perspective is valuable. Expertise and confidence are your best assets.

Align yourself with institutions that value growth and structure. Success is built through preparation, mentorship, and strategic positioning—it’s not accidental. Failure leaves tracks, so learn from it. There is space at the top—prepare for it.