A massive economic moment is coming

WHAT’S ON DECK

• Tell Me More: The “Great Wealth Transfer” ahead for women

• Troublemaker Spotlight: Uzma Rawn Dowler, CMO & SVP, Global Corporate Partnerships at Major League Baseball (MLB)

• Dear FQ: What does visibility mean at work?

• Poll the Pack: Why employee development isn’t optional

TELL ME MORE

Women are about to receive over $50 trillion in what economists are calling the “Great Wealth Transfer”

Analysts are beginning to discuss a massive shift in wealth that will move tens of trillions of dollars across generations, and women are poised to inherit a significant share through spousal inheritance and generational transfers. Considered one of the largest wealth transfers in history, as much as $105 trillion could change hands over the next 20 years. 

• Between today and 2048, a staggering $54 trillion will be passed from one spouse to another. And here’s the headline: over 95% of that wealth is going to women.

• $84 trillion will be passed on to heirs in the next 20 years, making millennials the richest generation in history.

The wealth in question is not just cash—it’s real estate, bonds, equities, and more. But this isn’t just about wealth changing hands; it’s about power shifting, confidence rising, and capital being used with greater purpose. When women hold wealth, everyone benefits.

“Women are more likely to donate to causes that support the climate, to nonprofits that support women and girls, and that support education,” says Sallie Krawcheck. “What is a world when wealth is feminized? It is a better world for everybody.”

Building on that vision, Ida Liu shared in the FQ Lounge at the World Economic Forum: “We’re in the midst of the largest wealth transfer in history. Today, women control one-third of global wealth. By 2030, that number will rise to over 50%. The result? A surge in purpose-driven investing. Women are, on average, twice as likely as men to invest with impact in mind.” This isn’t just a financial shift. It will reshape the future for all of us.

But with wealth transfer also comes wealth challenges. For decades, traditional gender roles have left many women out of key financial conversations. In countless marriages, men have handled the investment portfolios, managed the estate planning, and maintained relationships with financial advisors. In a recent study, only 33% of women viewed themselves as investors, compared to 67% of men. 

The result? When a spouse dies, women are thrust into managing significant assets they've never been involved with before, staring down a massive knowledge gap. 

The solution isn't complicated, but it requires dismantling long-standing patterns around money and gender. It’s time to focus on building financial literacy for everyone. Seek out financial education and get involved in current financial decisions. Don't wait for inheritance. Start participating in investment choices and financial planning now. 

Candace Dellacona, an estates and trusts attorney in New York, puts it simply: “If the financial adviser is only talking to the husband, get a new financial adviser. I’m hopeful that women will take more ownership over being involved in that wealth transfer. Because, you know, we are responsible for a lot of it. We earn it.” 

Financial power starts with knowledge. Financial education and literacy are the foundation for owning your worth and shaping a future on your terms. We’re entering the single largest opportunity for women's financial empowerment in history. Now it's up to all of us to meet the moment. 

TROUBLEMAKER SPOTLIGHT

Uzma Rawn Dowler, CMO & SVP, Global Corporate Partnerships at Major League Baseball (MLB)

Uzma Rawn Dowler turned baseball's biggest stage into prime real estate. Before joining Major League Baseball (MLB), Uzma made headlines at Premier Partnerships by securing the 10-year, multi-million dollar deal that transformed Portland's iconic Rose Garden Arena into the Moda Center. Not one to pause, Uzma’s energy and pace are unmatched and her game-changing approach has earned her numerous accolades over 10+ years at MLB. From Sports Business Journal's Forty Under 40 (2024 and 2020), Forbes' 30 Under 30 in Sports, and SportsPro's 10 NEXT Class, her accomplishments stack up as fast as she moves.

FQ: What’s the worst career advice you’ve gotten?

URD: When I was trying to get my first job, someone told me, “You have to follow the process—you can't skip any steps.” 

At the time, I didn't realize that was horrible advice. You can be aware of the process and aware of how many steps there might be, but no one should be telling you that you can't skip any steps. How quickly you want to go about doing something is your decision, and how long your legs are for how many steps you want to skip.

What’s the best piece of non-obvious career advice you’ve gotten?

"Pressure is a privilege. It means things are expected of you.” 

I think it speaks to the notion of reframing something that might feel negative in the moment, and turning it into a positive. Getting out of that headspace and turning negativity into positivity is how you continue to forge forward.

What was a “heartbeat moment” for you in your career?

I say this, prefacing that he was a wonderful human and we shared the same divorce lawyer, so it was very amicable, but my heartbeat moment was my divorce. 

I don't think he fully saw my potential and where and how I wanted my career to grow. Deciding to end your marriage is something that's pretty heavy, but it was honestly the right decision. I truly believe that the best career decision you can make is the person you choose as your partner, because every dream needs a team.

Who is one person you’d love to give flowers to from your career that influenced your journey?

When I first started at Premier Partnerships, the most senior female sales executive at the time was Allison Howard. I had to get my sea legs, and I was cold-calling for the first time. She realized how green I was, and would have me practice leaving cold call voicemails on her voicemail at work. We would review them at the end of the day, and she would give me feedback. 

I will forever credit her for giving me the time I needed, and I will forever thank her.

Where have you caused trouble?

Daily. Because, to me, causing trouble means pushing respectful boundaries, and pushing boundaries is kind of how you get shit done. I am all about getting shit done, so I think causing good trouble on a regular basis just keeps you going. 

When I first started at MLB, I think I was the only female corporate partnership sales person, and now we're arguably 60% female, 40% male. There are definitely times when I'm the only woman in the room, and that's sometimes a positive because I bring a different perspective to the table than my male counterparts.

I've been lucky enough to be surrounded by male counterparts who want to hear my voice.

Want to nominate a “Troublemaker” you admire? You can do so here.

DEAR FQ

Your burning career questions answered

Jason Schulweis of The Female Quotient weighs in:

Visibility, both internally and externally, is important. Find a way to be your own best advocate. Hard work can often speak for itself, but finding ways to stand above and apart is crucial to your career acceleration. 

Here are a few tried and true suggestions: 

• Proactively create a weekly roundup for your manager, including your wins and achievements, things you're working on, thinking about, and/or need help with. It’s a simple but powerful way to keep your work visible and show that you’re thinking strategically and driving things forward.

• Share what you can, legally and with the right permissions, on LinkedIn. Tag your company, your colleagues, and any partners involved. It’s a free, powerful way to build your personal brand and get in front of decision-makers.

• Talk to your manager about setting up coffees or 1:1s with leadership. 

• Look for opportunities to take on work that puts you on leadership’s radar. 

• Don’t underestimate the power of showing up. Attend industry and company events, and make a point to connect with leaders in the room. 

Yes, it’s extra effort, but it’s also a strategic investment in your growth. Visibility leads to opportunity, and the payoff will come.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Why employee development isn’t optional

Growth isn't just about job titles. Real development comes from visibility, mentorship, sponsorship, and giving employees an actual seat at the table. Yet fewer than 1 in 4 employees feel confident their company is investing in their advancement. That's a missed opportunity.

The majority of employees sit in the “gray zone” of uncertainty. If people don't know where they stand, they can't grow, and the pipeline to leadership gets stuck. Nearly 1 in 5 employees feels invisible when it comes to development opportunities.

When companies take the time and resources to invest in their employees, business booms. Ongoing training leads to more productive and innovative teams. Companies like Google, Walmart, Verizon, McDonald’s, and Marriott have invested billions in developing their teams, setting a precedent for other companies to follow suit. 

Employees don't just want jobs, they want futures. That means access to development opportunities, transparent promotion paths, and leaders who actively champion talent. 

To skipping steps and setting your own pace.

Xo,

The FQ

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