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Anasuya Iyer

Chief Commercial Officer at Octopus Money | Making money advice accessible to all

Anasuya Iyer is the Chief Commercial Officer at Octopus Money, a company focused on making financial advice accessible to everyone.1 She has a strong background in finance, commercial leadership, and people management, with over 15 years of experience in the industry.23

Anasuya's educational background includes:

  • MBA from London Business School
  • B.A. (Hons) in Mathematics from St. Stephen's College, Delhi University
  • Specialization in Actuarial Science from the Institute and Faculty of Actuaries

Her career progression at Octopus Money includes:

  • Chief Commercial Officer (May 2024 - Present)
  • VP Commercial and People (May 2023 - May 2024)
  • VP Growth and Finance (April 2021 - May 2023)4

Prior to Octopus Money, Anasuya held positions at:

  • Octopus Investments (Chief of Staff)
  • Jefferies (Vice President Equity Research)
  • Deloitte (Manager and Senior Consultant)
  • Willis Towers Watson (Consultant)5

Anasuya is passionate about optimizing employer investments in pay, rewards, and benefits for employees, aligning financial plans with individual aspirations. She leads the go-to-market team at Octopus Money, helping workplaces and financial institutions deliver financial wellbeing solutions.5

Highlights

Jul 24 · linkedin

Women would need to work for an extra 19 years to retire with the same amount of money in their pensions as men. So by the time a girl is 3, she is already behind.

A big factor of course is the gender pay gap and in particular the motherhood penalty.   But there’s also an investing gap that contributes to the problem.  For example, 29% of women say they trade vs 47% of men. 

There’s a lot of hypotheses on what causes this - lower risk tolerance, lower confidence, lack of diverse networks, preference for long-term security over short-term gain.

But there’s also data that shows women can be better investors than men. Probably for the exact same reasons flipped on their head :   ☂ Lower risk tolerance = more diversification 👩‍🏫 Lower confidence = more likely to seek out valuable advice 📈 Preference for value = more buy-and-hold strategies

A study at Warwick Business School showed that men’s investments outperformed the FTSE 100 by 0.14% vs 1.94% for women.  If this performance was replicated over 30 years, women would end up with a 25% bigger portfolio.

Solving the gap would not only deliver greater financial freedom for women but also deliver more investment into the economy.  A 2021 study by BNY Mellon showed that if women invested at the same rate as men, there would be an extra $3.22 trillion of assets under management from private individuals.

So we’re starting a new series of events to address this called “Mind The Gap”

It’ll focus on helping women build up their network with like-minded investors, bring in experts and panels on various investing topics and get a lot more women investing!

The first one is going to be on Angel Investing (women make up just 14% of angel investors in the UK).  More details to come but DM me or comment if you want to join it and I’ll add you to the list.

Jun 26 · linkedin

When I first started working, I really misunderstood what HR’s job was. I thought it was 3 things - hiring, firing and disciplining if someone had been naughty. Thankfully my naive perceptions evolved. But some of our recent research shows the “HR brand” is still suffering.

We surveyed and interviewed 3 groups - C-suite, HR leaders and employees. To understand what divides and unites them.

65% of C-suite say that HR are critical in shaping the employee value proposition but 63% of the employee group say that they don’t believe that HR adds anything to their experience as an employee. 

That is depressing.

Is it because the C-suite still uses HR as the face of bad news? Similar to what shaped my perception all those years ago?

I don’t know for sure but it’s definitely hurting organisations. 

I’ve found the HR community’s recommendations on what businesses should focus on are often prescient.  👩 They were shouting about diversity and inclusion before it became a critical part of board agendas  🧠 They were trying to get leaders to talk about mental health before events like Covid forced the trend  🏢 They’re also currently asking leaders to think more about retention - our research showed more than 50% of employees are looking for a new job this year, but HR leaders say C-suite are focused on other things.

I see this most clearly when we talk to HR and Reward leaders about financial wellbeing initiatives for their teams. 

They want to make it a priority but get push back from leaders who are focused on cost.  Even though we know great financial wellbeing is one of the biggest drivers of retention - people will job hop for pay. So the best thing you can do for retention is make sure they are making the most of the pay and rewards they already have.

So if you’re a C-suite leader - please listen to your HR team. If you’re an HR or Reward leader - don’t give up hope, you will be proven right eventually!

If you want to see the research in detail, DM me and I can share!

Related Questions

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Anasuya Iyer
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Location

London, England, United Kingdom