Fintech Companies Embracing Inclusion as a Regular Routine in Their Daily Operations
In the rapidly evolving world of fintech, inclusion is no longer just a buzzword, but a fundamental principle that leading figures in the industry are championing. Amanda Mocellin, COO of Traderoot International, encapsulates this idea by stating, "Inclusion means access with dignity, including infrastructure and economics, and ensuring financial services are a tool everyone can use."
According to both Gemma Ros and Amanda Mocellin, inclusion is not merely a statement, but an action. It involves creating environments where everyone feels valued and heard, and where their perspectives are considered in decision-making processes.
For Allison, inclusivity goes beyond mere tolerance; it involves actively seeking out and valuing diverse perspectives. This, she believes, is essential for fostering innovation and creativity within a company.
Jenny Hadlow, COO and DEIB sponsor at Checkout.com, focuses on creating a sense of belonging for employees. She defines this as how employees feel every day at work, emphasizing the importance of fostering a culture where everyone feels included and valued.
Amanda Mocellin underscores the need for leaders to build trust with different users and partners to achieve inclusion. This trust, she believes, is crucial for engagement and performance, as it allows people to feel included and be their most creative and productive selves.
Rebekah Fox, Chief People Officer of Upvest, stresses that inclusion begins with acknowledging that everyone's experience is different and that's OK. She encourages people to find mentors, sponsors, and peers who will advocate for them and help them progress.
Practical strategies for implementing inclusion in the workplace within the fintech sector include:
Practical Strategies for Inclusion in the Workplace
1. Inclusive Hiring Practices
- Customisable Work Models: Offer flexible work arrangements like four-day weeks or flexitime to attract a diverse workforce.
- Skills-Based Hiring: Implement hiring processes that focus on skills rather than traditional qualifications.
2. Employee Resource Groups (ERGs) and Mentorship Programs
- ERGs: Support employee resource groups with resources and executive sponsorship to empower marginalized or underrepresented groups.
- Mentorship Programs: Establish formal mentorship programs with defined goals and outcomes to foster career growth and inclusion.
3. Inclusive Leadership and Product Design
- Inclusive Leadership: Encourage leadership behaviors that prioritize inclusion, such as recognizing and promoting diverse talent.
- Accessible Product Design: Embed accessibility into product design to ensure that all customers can use fintech services.
4. Inclusive Benefits and Policies
- Inclusive Benefits: Offer benefits that support diverse family structures and needs, such as flexible work arrangements and parental support.
- Clear Career Paths: Create transparent career progression pathways to ensure equal opportunities for advancement.
5. Equity Action Plans
- Develop plans that address equity gaps within the organization, focusing on pay equity and equal opportunities.
These strategies reflect broader themes emphasized in the fintech sector, such as the importance of embedding inclusion into all aspects of business operations. Leaders like Allison Theunissen, Jenny Hadlow, Rebekah Fox, Gemma Ros, and Amanda Mocellin are at the forefront of this movement, working tirelessly to create inclusive, equitable, and productive workplaces.
For Amanda Mocellin, awareness is the first step to embedding inclusion properly. She encourages leaders to ask themselves how they can remove barriers to access for all, including jargon, compliance, capital, or scale.
Allison Theunissen emphasizes that inclusion means creating environments where people feel safe enough to speak up and be heard. She believes that this is crucial for fostering innovation and creativity within a company.
Gemma Ros frames difference as a strength and believes that inclusion means creating environments where no one has to hide parts of themselves to progress. She uses her immigrant background to create such environments, ensuring that everyone feels valued and heard.
Jenny shapes her company's culture around merit and potential, and warns that businesses still operate in systems, countries, and with people who hold unconscious bias. She encourages leaders to address these biases and create a culture where everyone is valued for their unique contributions.
The most inclusive businesses, according to both Gemma Ros and Amanda Mocellin, are in tune with their mission and why they invest in the productivity and safety of their people. They are listening deeply and acting consistently. They are making sure everyone has the space, and the dignity, to belong, contribute, and thrive.
- In the realm of fintech, leaders like Allison Theunissen, Jenny Hadlow, Rebekah Fox, Gemma Ros, and Amanda Mocellin are advocating for the importance of embedding inclusion into all aspects of business operations, from hiring practices to leadership, product design, and benefits.
- Amanda Mocellin suggests that awareness is the first step in properly embedding inclusion, encouraging leaders to Question their processes and remove barriers to access, such as jargon, compliance, capital, or scale.
- Gemma Ros and Amanda Mocellin believe that the most inclusive businesses are those that are in tune with their mission and invest in the productivity and safety of their people, creating environments where everyone has the space, dignity, and opportunity to belong, contribute, and thrive.
