What’s also starting to change is who is ushering in the
future of fintech: increasingly, women, people who identify as BIPOC and others
with underrepresented identities.
Our industry still does not fully reflect the diversity of
the world we serve, and more work must be done to create a culture that
welcomes everyone’s voice to the table. But change is happening, and as a
fintech leader who got her start in what used to be a heavily male-dominated
industry, I’m proud to be part of this progress and to share what I’ve learned
over the years.
My journey in fintech
When I began my career 25 years ago, I was one of relatively
few women in a male-dominated industry, and I think that experience shaped a
lot of what I learned about being a leader.
In general, I do my best to make sure I have representation
in my organisation – voices from diverse backgrounds, cultures and experiences.
But it’s important to remember that it’s not about checking a box; it’s about
valuing employees, listening to them and respecting them.
I have always wanted to be a part of something bigger than
myself and my job, which is why I jumped at the chance to help create my
company’s employee-run diversity, equity and inclusion (DE&I) council,
BRIDGE (which stands for Bringing Resources of Inclusion and Diversity to
Garner Equity). This team created a new foundation for our working culture by
revamping our benefits and people policy to promote a culture of celebrating
our differences and feeling comfortable enough to bring our whole selves to
work. In addition to BRIDGE, I was also a part of our first ever women’s forum,
which promoted an open dialogue around inclusivity and diversity – discussing
challenging topics and taking action to hold our organisation accountable.
It has always been important to me to recognise the progress
we’ve made as a culture so we can act on a plan to continue moving that growth
forward. The culture in the fintech industry when I started was very much
“in-office culture” – you worked in the office around the clock. Everything was
go, go, go; you were firing on all cylinders at all times. So, it was harder to
juggle work with other priorities, like family and volunteering in the community.
Today, the industry is more “people-centric”. People
understand that there’s more at stake than just work – including our mental
health and personal commitments. And this new, people-centric culture has
embraced the conversation around diversity. When I started my career in the
industry, diversity was not a topic we touched on often. If you were at the
table, you were lucky to be there; it was heads down, let’s go. Thankfully,
it’s evolved a lot for the better.
The benefits of diversity
Digitisation has accelerated this type of people-focused
business environment, which has made way for an increased emphasis on
diversity. Having a remote culture allows companies to hire those who might not
have been physically able to come into the office or who might not live nearby,
inviting so much diversity into the talent pool.
Diversity in fintech allows organisations to consider
everyone’s perspective because more cultures are included in the conversation
and different types of people are at the table. It also drives product
innovation forward and allows companies to quickly meet the demands of each
market. I truly believe that by having DE&I at the table, the result is a
more creative mindset and accelerated innovation.
By fostering a more diverse and inclusive culture, you not
only gain a holistic workforce, but you gain so much innovation and creativity.
If everyone in the organisation has a similar background, you’ll get similar
ideas, a similar business plan and similar outcomes. When you invite diversity
into your organisation, you’re inviting innovation and creativity.
Everyone has a unique voice, and it took me a long time to
realise how valuable this is. When I began my career, there was a sense of
wanting to fit in. But I’ve realised that I do my best work when I’m my
authentic self. What you see as your shortcoming might actually be a unique
advantage, and for me, that trait is my soft skills. Traditionally, soft skills
were undervalued, but we now see the importance of showing empathy, compassion
and understanding when you’re engaging with your team, your clients, your
partners and your vendors. Establishing trust is imperative to building
meaningful relationships. I used to put my soft skills on the back burner, but
once I saw how important they were, I recognised the worth of my contribution
and fell in line with my true self.
It’s important to me to help people embrace their
authenticity. Don’t shy away from who you are. Instead, inspire others by
leading with what makes you unique.
Creating a psychologically safe work environment
Of course, to help people be themselves at work, we need to
provide a psychologically safe environment where that can happen. Creating a
workplace where everyone feels included, respected and celebrated takes
commitment, and not just from those in leadership positions but from employees
at every level.
To foster that commitment, leaders need to involve everyone
in conversations about work-life balance, career development and other
important topics. Create the forum for conversation and ask questions about how
people can do their most meaningful work. What work brings you joy? What work
environment makes you the most productive? These types of questions will create
the trust and understanding that employees need to be their true selves. Once
you understand how your employees are really feeling, what motivates them and
where they may need more support, you can help each person strike the right
balance between work and life.
Career development initiatives are also important to hear
from employees about what they’re looking for in a career and how they want to
develop. The result is that team members feel empowered to interview for
leadership roles, and they either get the job or they get really great feedback
and support to help them achieve their next role. Lastly, it’s essential to
create an environment where feedback from inclusive voices is celebrated and
not feared. Every person’s voice matters, and if you value DE&I, you need
to value the thoughts and perspectives of everyone at your company.
Meaningful change takes time. We continually evolve and
learn how to be better humans. But it starts with listening and respecting each
other’s point of view. Take out the guesswork and ask your team to contribute
their ideas. Bring out those soft skills, show empathy and understanding.
Diversity is about valuing contributions that may differ from yours, not about
checking off a box. So, start by giving everyone their turn to speak.
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