Women's History Month 2025: Spotlight on Christina Tolias

For Women's History Month, we've profiled two colleagues. In March, Christina Tolias, Director, Commercial FX Risk Solutions, talks about how this month resonates for her, and her leadership role in the Women at TD Business Resource Group. In April, we will hear from Carolyn Schlapp, Director, Corporate Banking, and co-chair of Women at TD's mentoring subcommittee. We encourage you to hear their points of view on this important subject.

In your opinion, how can the finance industry continue to improve its representation of women in leadership roles?

I'd like to see the industry provide more opportunities for growth and development. I believe this can be achieved by providing internal learning and development programs, speaker events and teleconferences with women executives. These programs should be designed to allow women in the workplace to identify career goals, acquire the necessary skills and develop leadership abilities. Fostering executive mentorships allows for networking and allows women to rise to higher positions, as well as effectively negotiating salary raises.

I think it's important to end discrimination against working mothers. This discrimination, known as "maternal wall", refers to the prejudices faced by working moms and women seeking jobs. It's the belief that pregnant women and mothers are less motivated in professional advancement than women without children or their male counterparts. Offering access to childcare centers or a discount with a provider would help overcome these challenges. Offering more work flexibility through work from home settings is also an invaluable solution.

How do you advocate for policies that promote gender equity and social responsibility in your firm or in the industry at large?

Let's focus on strategies for hiring to proactively recruit diverse candidates and improve accountability, such as tracking the number of accepted resumes and new hires. Be aware of unconscious bias that could impact candidate selection and provide diversity training that could counter these biases. Inspire peer-support and allyship by establishing support groups and safe spaces for employees to speak about workplace concerns. Have decision-makers set the tone by modeling work-life balance.

What initiatives or programs have you been involved with that aim to support women in finance or promote diversity in the workplace?

I chair the Women at TD Early Talent Committee and have been involved with the group for the past five years. We offer university mentorship programs to female and female-identifying candidates interested in the opportunities within banking. We also host case competitions allowing candidates to showcase their skillsets.

We offer the Bridging the Gap Scholarship to encourage undergraduate students who identify as female, Indigenous, 2SLGBTQ+, Black, a person with a disability, and/or a visible minority to apply for a four-month paid internship position with TD Securities in Global Markets, Investment Banking, Operations, Delivery and Technology, and a monetary scholarship of $10,000 that can be applied to their tuition and school-related expenses.

We host university events and events in partnership with VersaFi giving students the chance to learn about different banking roles and by participating in trading floor tours. The Committee oversees the TD Talent Lab program which is designed for high school students to gain hands-on experience in capital markets and explore finance careers.

I also participate in the Women at TD Development Committee and have been involved in it for the past five years. Many times, I have facilitated the Achieve your Potential Program, which targeted participants L7-L9 in covering topics such as accountability, resiliency, building your brand and relationships.

I actively participate in the mentorship program, and I have paneled information sessions on development programs.

What are your thoughts on the importance of creating inclusive workspaces, and how can finance firms do better in this regard?

An inclusive work environment helps employees to become more engaged in their work by fostering good communication, trust and empowerment. It also enables top talent to apply for positions offered by the Bank.

Who were your role models or mentors throughout your career, and what impact did they have on your journey?

Outside of my mother and sisters, I have been fortunate in benefiting from friendships with strong women who I can turn to for advice and support in times that I needed it the most. Being in capital markets for over 20 years, I have sought input on areas including career development as well as being a good parent to my daughters while meeting the demands of challenging roles within capital markets.

What has been one of the most valuable lessons you’ve learned as a woman in finance?

Always be professional, accountable and operate with the highest level of integrity.

What advice would you give to women who are just starting in their careers or looking to take on leadership roles?

Stay determined and never lose confidence.