Championing Women in Insolvency: Nerina’s Story of Courage and Change

As we celebrate International Women’s Day, Nerina Jahja’s journey—from immigrating without speaking English to becoming a leader in Canada’s insolvency and restructuring industry—stands as a powerful testament to resilience and progress. Now a Senior Manager at B. Riley Farber and Chair of the International Women's Restructuring and Insolvency Confederation (IWIRC) in Canada, Nerina has dedicated her career to driving change in a traditionally male-dominated field. In this conversation, she reflects on overcoming adversity, championing diversity, and reshaping leadership, offering an inspiring call to action: real progress happens when we break barriers, uplift others, and create opportunities for the next generation.

Nerina, your journey from immigrating from Albania to the U.S. without speaking English to becoming a leader in the insolvency and restructuring industry in Canada is truly inspiring. What were some of the biggest challenges you faced along the way, and how did you overcome them?

Reflecting on my journey, leaving my hometown and family behind at 18 was both a monumental and courageous decision. At the time, Albania was emerging from decades of dictatorship, and I recognized that I could not remain in a society where women were undervalued and their roles so limited. Deep within, I understood that I deserved more—not only for myself but also for future generations.

The emotional weight of leaving my parents, especially not being there as they grew older, remains one of my most profound challenges. However, facing such hardship early on provided me with resilience and strength. The language barrier, being far from everything and everyone I knew, and having to rely solely on myself were undeniably difficult. Yet, I focused on the bigger picture, knowing that when our intentions are driven by purpose, we will eventually achieve something meaningful. I live by the belief that we stop only when we die—until then, we keep moving forward. And I take immense pride in how far this mindset has carried me.

The insolvency and restructuring profession is evolving when it comes to diversity and inclusion. From your perspective, what changes have you seen, and what more needs to be done to ensure a truly inclusive industry?

Growing up in a male-dominated society, I was often conditioned to believe that men were naturally smarter, more suited for leadership, and more capable. This mindset was ingrained early on, and challenging it has been a lifelong journey. Today, I’m deeply committed to ensuring that younger generations, especially women, don’t internalize these limiting beliefs, but instead recognize their own potential and strength.

Over the past decade, I’ve seen some encouraging changes in our profession, particularly around diversity and inclusion. One of the most exciting developments is the increasing support from men for women’s initiatives. More men are no longer just supporting from the sidelines but actively engaging in conversations, showing genuine curiosity, and becoming true allies. This shift is a sign of lasting change.

However, while progress has been made, there’s still much to be done. I’m optimistic that with continued effort, we can create an environment where everyone—regardless of gender, race, or background—feels empowered and supported to reach their full potential.

Despite progress, women in professional services still encounter barriers in advancing to leadership roles. What do you see as the biggest obstacles, and how can organizations and individuals work together to accelerate gender diversity in leadership?

Unconscious bias remains one of the biggest obstacles. We need to rethink what leadership looks like. Leadership isn’t a one-size-fits-all model. There’s room for diverse styles, and we must allow women to lead authentically, without the need to conform to outdated molds.

Another significant challenge for women is the work-life balance. Although many organizations are becoming more flexible, women still bear a disproportionate share of caregiving responsibilities, which can make it harder to take on leadership roles that demand time and travel. But the truth is, these challenges don't diminish a woman’s leadership abilities; they often strengthen them. Women bring resilience, emotional intelligence, and empathy—qualities that make for great leaders.

Organizations need to create environments where women can thrive, offering equal pay, recognizing their contributions, and ensuring clear, bias-free policies for promotions. When women are supported, it benefits everyone.

Many women face unique challenges when re-entering the workforce after a career break. What practical steps can firms and professional organizations take to create a more welcoming and supportive environment for these professionals?

Re-entering the workforce after a career break can feel like diving into the deep end, especially as a single mom of two teenagers (trust me, it’s a full-time job on its own!). Looking back at my own struggles, I was fortunate to have employers who understood, but not everyone receives that same support.

Organizations can make a significant difference by offering flexible work options—remote work, flexible hours, or part-time roles—so people can ease back in without feeling like they’re losing their balance.

Let’s be honest, we all need time off—whether it's for family, health, or mental breaks. Career breaks are part of life, not setbacks, and they shouldn’t be viewed as barriers. When companies support that, everyone benefits—especially when we return to the workforce as our best selves.

Mentorship plays a critical role in career development, particularly for women in male-dominated fields. What impact has mentorship had on your career, and what advice would you give to women looking to uplift and support the next generation of insolvency and restructuring professionals?

Mentorship doesn’t always come with a formal “you’re my mentor” label, and that’s what makes it so impactful. Sometimes, the best mentors are those who don’t even realize they’re doing it. It could be a colleague offering a fresh perspective, a friend sharing their experience, or even your own children. The point is that we all have unique strengths and experiences, and there’s always something to learn from each other.

What truly matters in mentorship isn’t the title, but the willingness to share knowledge, offer guidance, and uplift each other. I’ve been incredibly fortunate to be surrounded by individuals who’ve supported me, sometimes without realizing just how much their support meant. This network has been pivotal to my success.

And here’s a little unsolicited advice (because who doesn’t love a good opinion?): it’s essential to remember where we came from. We’ve all faced, and continue to face hurdles, doubts, and obstacles—and we’ve all had someone who helped us along the way. Take a moment to look around and find someone to support, whether they’re just starting out or are taking their next step. Your guidance could be the one thing that empowers them to break through their own barriers. Let’s lend a hand to those still finding their way!