8 May 2025 marks International Women’s Day, IWD 2025, and the private banking sector is celebrating how far it has come, as well as recognising the work still to be done with regards to equality and inclusion.

Is the industry on the right track? PBI asks the experts on IWD 2025 and its theme this year: Accelerate Action

Helen Owen, Vice President of Marketing, BR-DGE

This year’s International Women’s Day theme is particularly apt. Progress in DE&I is happening, but it’s too slow and not far-reaching enough. Rather than just sharing inspirational stories and coming together to discuss the importance of empowerment, real change will require everyone taking positive and continuous action so that inclusion becomes part of our individual, company, industry, and societal DNA.

I believe there are many people who want to make a difference, but are unsure where to start or how. As an industry, we need to come together to provide them with practical steps and tangible actions that give guidance on how to contribute to things like closing the gender pay gap, raising awareness of women’s health issues in the workplace, creating psychologically safe environments and building fintech solutions that are inclusive by design.

This starts with including actionable steps in every discussion we have on DE&I. The call to action could be as simple as asking people to share case studies on initiatives that have had a positive impact for their company or community, or sharing the details of how to join a relevant initiative or membership organisation like EWPN, of which I am UK Country Ambassador. The bigger and broader the action, the better, but it’s often the accumulation of smaller, more sustained commitments, that move the dial.

Lastly, we mustn’t forget that to create inclusion and equity, we need to involve as many diverse people and groups as possible. For instance, we shouldn’t ever just talk to women about inclusion for women – we need allies and advocates of all genders to take an interest and be an active agent of change.

Monica Eaton, CEO, Chargebacks911

The reality is that men and women do not start from the same place in the workforce. In industries like fintech, the playing field has never been level—women have historically had to fight harder for the same opportunities, the same recognition, and the same leadership roles. This has to change, and it starts with deliberate action, not just words.

That’s why initiatives like our LIFT: Elevating Women in Fintech micro-mentorship programme are so important—to break down the barriers that keep women from advancing. Too often, men naturally benefit from informal networks, mentorship, and sponsorship that accelerate their careers, while women are left to navigate these challenges alone. Initiatives like LIFT provide women with the guidance, support, and connections that have historically given men an advantage. If we want a truly equal workplace, we need to actively create opportunities that ensure women have the same access to career growth and leadership.

But mentorship alone isn’t enough. Businesses must actively create environments where women are given the same chances to lead, innovate, and succeed. That means transparent promotion policies, equal pay, and a commitment to recognising talent—regardless of gender. The financial technology sector thrives on innovation, and we can’t afford to shut out half the talent pool.

Jenny Hadlow, CCO, Checkout.com

This International Women’s Day theme “Accelerate Action” is incredibly relevant given the backdrop of DEI rollbacks in the US. It requires intentional and constant effort for us to drive equality for underrepresented or marginalised groups. As women in technology, we are that – unrepresented. With women making up half of the global population, we all need to accelerate action at this moment, not slow down or be satisfied with our progress, to ensure we build inclusive hiring practices, company cultures, and career paths.

At Checkout.com, we set a hiring goal in 2023 for all new hires to the company to be at least 40% female or non-binary. I’m really pleased that we crushed that goal in 2024. I’m also proud to say that we have reached gender parity in my own department, Operations. There is work left to be done – as with senior roles in many businesses – female representation still remains skewed, so I turn my focus in 2025 to how we assess career development and promotional opportunities for junior female members of staff to become the next generation of leaders, as well as ensuring we source internal candidates and diverse external candidates for all our senior openings.

There is no silver bullet to improving gender representation – there’s so many factors in the employee life cycle and small, incremental improvements we can make. There is a big element to talent acquisition and ensuring we have diverse slates with hiring and interviewing. We also need to protect the retention of more junior, diverse employees and develop them in the company. It’s culture, it’s policy, it’s benefits. It doesn’t have to be any big bang programme, but it’s small intentional decisions that add up to a company that attracts top, female talent.

One thing I’ve found really powerful as a working mother, is how often my senior male counterparts speak about their children and parenting demands. They bring being a parent to work and to their management style, which gives me a lot of comfort and a sense of belonging in balancing being a mother. There is a lot our allies can do in how they behave to build that inclusive culture.

Ryta Zasiekina, founder, CONCRYT

I believe in a world where gender should not determine one’s opportunities, especially in business. Equality should be the default, and every individual should be treated based on their professionalism, skills and contributions, not their gender. However, I recognise that the reality is often different and discussions about women’s rights and equality highlight the barriers that still exist.

Competing for resources, recognition and advancement is a challenge for everyone, regardless of gender. But for women, these challenges are often compounded by systemic biases and historical inequalities. Confidence and competence are crucial, but they are not the sole determinants of success. A professional, capable woman should be able to thrive without having to fight extra battles for equal footing. However, structural changes and cultural shifts are still necessary for to remove these persistent barriers.

For women navigating the workplace, self-advocacy is essential. Too often, women accept salaries below market value or hesitate to negotiate for what they deserve. Being informed, networking within the industry and confidently negotiating compensation are all important steps toward financial and professional equity. If you feel undervalued, address it, just as any professional should. However, it is also critical for companies to foster an environment where fair pay and opportunities are standard, rather than leaving the burden of change solely on individuals.

Equal pay and career advancement should never be granted based on gender alone, but neither should they be denied due to outdated biases. Progress requires both individual action and systemic reform. Women should not have to “play political games” to get ahead, nor should they have to work harder than men to receive the same recognition. Companies must actively dismantle barriers and create truly inclusive workplaces where talent and effort determine success.

Real change happens when both individuals and institutions commit to it. Women should feel empowered to demand fairness, but organisations must also take responsibility for ensuring equitable policies and practices. A system that naturally “self-balances” will only do so when the right structures are in place to support true equality. By fostering a culture where women’s voices are heard, respected, and valued, we can drive meaningful and lasting change.

Jennifer Springett, Head of Wealth Planning UK, Lombard Odier

Female representation in the wealth management industry is extremely important. The role of women in finance has evolved over the past decade as their global share of wealth has increased. In short, the great wealth transfer has resulted in more female clients seeking wealth management services.

There is industry consensus that each client has a different set of needs and circumstances. The ability of advisors to bring different perspectives is important to facilitate more rounded conversations, and ultimately better outcomes for both clients and businesses.

Whilst it is true that female representation has increased across the industry, most senior leadership roles continue to be dominated by men. This has been the result of various factors, such as barriers (or perceived barriers) to entry into the industry or for promotion, fewer female mentors and role models, as well as practical considerations such as balancing family life and work.

However, the industry is actively engaging and taking steps to improve diversity within the sector at a holistic level. This includes helping women progress into senior roles, whilst supporting young talent to join the profession.

Lombard Odier has been EDGE certified since 2014. This is the leading global certification standard for gender equality, and we have since been recertified several times at a higher level (most recently in 2024), recognising our progress in offering equal opportunities in the workplace. We also launched our Women’s Leadership Programme in 2017, which offers groups of female employees the opportunity to attend a unique programme designed to help them become great leaders, and to grow self-management and self-development.

Ugne Buraciene, CEO, payabl.

This year’s International Women’s Day is focusing on “accelerate action” – and at the moment there is a real lack of action when it comes to representation at the top – especially in fintech. Companies should focus on getting more women into leadership roles not just solely through hiring but also by creating real pathways for career growth. Diversity is a business strength, not a box-ticking exercise and tackling systematic barriers including biased promotion structures, lack of mentorship, and the preconception that women should prove themselves more than men, can help create diverse work environments where talent wants to stay and succeed.

I have always found that one of the biggest challenges for women in leadership is the unwritten expectation that we should fit a specific mold – strong, but not ‘too’ strong; confident, but not ‘too’ confident. I’ve learned to navigate that by being unapologetically myself.

Over the past decade the fintech industry has seen some progress as more female founders and leaders emerge, yet women receive a fraction of the funding that men do. Investing in women-led businesses and providing networking systems for women in the industry will be key to accelerating the action this year’s International Women’s Day is all about.

Roxanna Bashir, Chief People and Culture Officer, PayFuture

In 1909, New York witnessed the birth of the first-ever Women’s Day. Over a century later, and we’ve made huge strides in addressing the challenges that women face worldwide. But progress remains far too slow. Putting this into perspective, the World Economic Forum predicts that, at our current pace, gender equality won’t be achieved until 2158 – that’s five generations from now. And this assumes that we don’t lose ground, even as hard-won progress faces threats across the globe.

That’s why this year’s International Women’s Day theme of ‘Accelerating Action’ is particularly urgent. Because change in gender equality doesn’t just happen by chance. It happens when we actively break down barriers, champion women in leadership, and ensure equal access to opportunities at every level. In payments and fintech – industries built on disruption – we must lead by example, creating workplaces where gender is never a barrier to success.

At PayFuture, diversity isn’t just something we talk about, it’s how we operate. Our 100-strong team comprises nearly 50% women, speaking over 20 languages and representing more than 20 nationalities. More than a statistic, diversity is our competitive edge, our lifeblood – and we’re growing fast as a result.

Kardelen Hatun, VP of Engineering, Silverflow

International Women’s Day is more than just a moment in the calendar—it’s a reminder of the work we still need to do to make​​ our industry truly inclusive. As a VP of Engineering, I’ve seen firsthand the impact that true diversity can have on innovation and outcomes. The more perspectives we bring to the table, the stronger our solutions become.

My journey into engineering was shaped early on by my parents, both of whom worked in STEM. Having role models in my own household made it feel natural to pursue my passion for science and problem-solving. I had a strong aptitude for mathematics, and when I discovered computer science, I was drawn to its creative and logical aspects.​​

A common stereotype about software engineers is that they work in isolation, but in reality, the field is highly collaborative and creative, requiring continuous teamwork, problem-solving, and communication. From studying computer science to leading a team of 40 engineers, I’ve found that out-of-the-box thinking, and teamwork are at the heart of building great technology, making a diverse workforce absolutely paramount.

However, despite progress, there is still an underrepresentation in STEM – only 41% of women are in STEM in Europe. The reality is that people are more likely to pursue careers where they see others like them succeeding. That’s why representation matters—it’s not about tokenism but about breaking down barriers so that more feel encouraged to enter and thrive in the field, regardless of sex or race.

At Silverflow, we’re committed to fostering a culture where diversity is more than just a talking point. We actively work to level the playing field by addressing unconscious bias and ensuring that opportunities for growth and leadership are accessible to all. To truly support diversity in engineering, companies need to go beyond celebrating IWD and take a more holistic approach to cultural change in the workplace. We need to invest in mentorship, equitable hiring practices, and workplace environments where all engineers—regardless of gender, ethnicity, or socio-economic background—can flourish.

By championing diversity, we don’t just create better workplaces; we drive better business outcomes, more innovative solutions, and a stronger industry as a whole.

Lynda Clarke, Chief Operating Officer, Tribe Payments

International Women’s Day isn’t just about celebrating women – it’s about building a fairer, stronger world that includes everyone. When women have equal opportunities, businesses perform better, economies grow, and innovation thrives. The day serves as a reminder that equality isn’t just a ‘women’s issue’ – research consistently shows that diverse organisations outperform their competitors. So, a workplace that values diverse perspectives fosters innovation, improves problem-solving, and boosts employee morale is just smart.

True inclusion means ensuring everyone has a voice and the opportunity to use it. When people from different backgrounds come together, we eliminate blind spots and drive smarter decision-making. How many times have we asked ourselves, ‘Why didn’t I think of that?’ More often than not, it’s because we’ve never experienced that perspective firsthand.

Even in challenging times, investing in inclusion must be a long-term business strategy, not a passing trend. The debate around DEI continues, but the data speaks for itself: inclusion isn’t just something we do on the side when we can afford it – it’s a core driver of success. After all, we all have friends, colleagues, daughters, sisters – people we care about – who deserve a fair shot at success.

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