In Focus Consumer Credit
Payments community calls for action on gender balance
Results show that the payments sector has further to go in reducing the amount of discrimination faced by female professionals
Tony Craddock Director general, The Emerging Payments Association
Last month, we published our original research on the social and structural barriers that hinder progress in the fight for gender equality in the payments industry – and the direct impact that they have on individual employees.
State of equity We investigated the current state of equity in the payments sector, focusing on successful examples of progressions in the movement, in order to detail plans for workforces to balance the playing field between genders. Surveying hundreds of industry executives,
we found that roughly three-quarters of the female participants (77.5%) and 38% of the men, feel that gender discrimination is still unacceptably high. More concerning is that 57% of those
surveyed reported having personally experienced gender discrimination, and that discrimination has had serious negative effects on their duties, pay, or advancement in the workplace. The direct cost is evidently high and
borne by the individual – but the indirect cost is also problematic. Those who feel that they have been
discriminated against have a significantly more negative attitude about both the current situation and the prospects for improving conditions in the future.
Not bad, but not good I would say that that the current situation is not bad, but it is not good. I take the results of this study personally – as should everyone in the payments industry.
October 2019 Along with launching the results of this
Surveying hundreds of industry executives, we found that roughly three-quarters of the female participants (77.5%) and 38% of the men, feel that gender discrimination is still unacceptably high
It is time for a step change. We all have
a duty to use this research to understand where we really are with diversity and then to help implement the recommendations as individuals.
www.CCRMagazine.com
recent study, we have announced that we will be creating a Diversity Charter as a way to encourage members to commit to creating diverse senior leadership teams. By signing up, members will be able to
publish key metrics and inform external and internal stakeholders of their commitment towards equality. As detailed in the white paper, we
recommend collaboration with other industry initiatives and trade associations too, such as the European Women in Payments Network. The overall goal is to drive a diverse
payments industry through cross-promotion of the resources, tools, and networks available that are able to support individual development. CCR
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