Women in tech
“The Fintech Diversity Radar will identify measurable steps to improve diversity in the sector and support the growth of the digital economy.”
to launch the world’s first global platform that measures the role women play in the fintech industry. I also joined the radar’s board to help it achieve its goals. Te Fintech Diversity Radar will identify measurable steps to
improve diversity in the sector and support the growth of the digital economy. Starting with a real-time global market map and report, and culminating in the launch of a digital scorecard, the Radar aims to reduce exclusion among women team members, women entrepreneurs and women customers, raising the bar when setting best practices for bolstering gender equality.
How can the channel look to attract more females into leadership positions? It’s clear that if you want to make a difference in the world then tech and finance are two of the most important places to be. Tat’s why it was so disappointing to find from recent research, that women represent 11% of FinTech company board members, 19% of C-suite executives and only 6% of company founders. Even within that 19%, women tend to be filed into roles in HR and marketing – they are seven times more likely to be Head of People than CTO.
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Most of these figures hold across the world, but women are 2.5x more likely to be CEOs in the Middle East than in Europe, and twice as likely to be CTOs in Africa versus the rest of the world. Companies with women founders received only 2% of all Venture Capital funding in 2021. Terefore, I am passionate about the power of raising each
other up through mentoring. Our own LIFT programme matches women with founders and C-suite executives to solve a specific problem – navigating a difficult conversation like asking for a raise or transitioning to a new role. Tis solution-focused approach acknowledges that women in FinTech oſten have the skills for more advanced roles but cultural problems at their companies oſten stand in their way. By teaming up with women at higher stages of their careers,
younger women can find out how to bypass the obstacles to career progression from people who have already overcome them. Virtual meetings mean that mentors and mentees can meet from anywhere to come away with specific, actionable advice. Te major changes to the industry that we need will not happen
overnight, but there are initiatives like mentorship that are chipping away at the glass ceiling.
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