DIVERSITY OR DIE: CHAMPIONING DIVERSITY

While many companies tout their commitment to diversity and inclusion, are they truly making their workplaces accessible for those who face challenges due to disability or neurodiversity? Polly Jean Harrison , features editor at The Fintech Times, explores whether diversity really is at the heart of fintech

Diversity, inclusion and accommodation are crucial aspects of any industry, not just fintech. However, when we look at fintech through a diversity lens, it becomes apparent that there is no better industry to champion accessibility. Fintech has always been at the forefront of improving access to finance and providing services where traditional industries have fallen short.

Unfortunately, fintech has not always been as diverse as other industries, says Nina Fleming, VP of diversity, equity, and inclusion (DE&I) at Sovos, a provider of tax compliance software, while emphasising the importance of inclusivity in attracting diversity to fintech organisations. She said: “As fintech organisations seek to attract diversity, it’s critical that organisations are inclusive. We know employees who have neurodiverse aspects can be stellar and innovative in inclusive organisations – this is a win/win. Employees are given the environment they need to flourish, and employers receive the benefits of their creativity, dedication and engagement.”

Practice What You Preach

It's important to recognise that diversity isn't just about achieving gender parity in the workplace. While promoting gender equality is crucial, it's only part of the picture. There are numerous other factors to consider if an organisation truly wants to foster diversity.

DE&I should extend beyond consumer offerings, products or services. It's not enough to offer inclusive products; organisations must also apply an ‘outside-in’ approach. After all, if a company isn't practicing what it preaches, then its efforts to promote diversity are ultimately meaningless.

Getting It Right

An example of a company that has successfully provided accessibility in the workplace is payments processing company Global Processing Services (GPS).

Kris Foster (right), junior office and engagement assistant at GPS, recently celebrated his one-year anniversary in the role. An advocate for mental health and an ambassador for those with disabilities, Foster describes his career journey as a ‘rollercoaster’, making deliveries with his father as his first job before moving to work in a factory full-time. Unfortunately, while working there Kris became very ill and, after undergoing treatment, was eventually made redundant.

Foster shared: “The whole experience completely shattered my confidence. But none more so than my manager using derogatory language and slurs about my disabilities towards me. I was obviously devastated, and he did apologise, but it had a severe effect on my mental health. It took a year off and counselling for trauma before I was able to return to work.

“The anger I felt as a result is what motivated me to become an advocate for those with disabilities, through Open Book [the disability advocacy platform Kris co-founded] and other projects. I don’t want any other young adult or child to go through that experience.”

Only after Foster took some time off to recover did he feel ready to return to work. "A year later, here I am, working at GPS, one of the fastest growing next-gen issuer processors in the payments industry. The company and everyone there has been so supportive."

Providing Support

Foster has faced additional challenges in his role at GPS due to his neurodiversity and physical disabilities, but the support he has received from the company has been crucial to his success.

“Entering the corporate world was intimidating,” he said, “but the GPS team has worked to better understand how they can support me.”

Foster's experience with the company demonstrates how companies can create a welcoming environment for diverse employees.

“At the beginning of the hiring process, I met with the person who would be my manager on a Team's call to have a conversation about my role and what I would be doing for the company. It was clear that neurodiversity was important to her. A week later she asked me to come and have a look around the building, everyone was very friendly.

“After I was hired came my induction, which I found intimidating and had a horrible feeling that they would let me go after two weeks. But I now know that was my past experiences talking, as they in fact did not let me go – I’ve since worked here for more than a year. To say that in that time there has been a turnaround in