The role of women leaders in shaping the next generation

Leadership is not just about achieving results; it's about inspiring and empowering others to reach their fullest potential.

In fintech, where innovation drives progress, the absence of women in leadership roles is a challenge that can no longer be ignored. Representation matters, not just as a concept, but as a strategic imperative. The more women we see in leadership, the more we unlock diverse perspectives that fuel business growth, industry innovation, and a more inclusive financial landscape.

Yet, stepping into the spotlight is not always easy. For many women, including myself, visibility requires conscious effort. One of my biggest speaking engagements last year demanded hours of rehearsal, fine-tuning my message, and pushing past discomfort. 

Delivering keynotes or leading discussions in a second language only adds to that challenge. But visibility is not about personal comfort, it is about progress. It is about ensuring that future generations do not face the same barriers that we once did.

The business case for visibility in fintech

Fintech is at the forefront of disruption, yet its leadership structures often lag behind. According to research from Manchester University in 2024, women account for just 4% of CEOs, only 18% of executive committee members, and a mere 7.7% of entrepreneurs within fintech.

This is not a pipeline issue, it is a systemic issue. Highly capable women exist at every level of the industry, yet they are still underrepresented in the rooms where key decisions are made. 

The absence of visible female leaders also has tangible consequences. Studies consistently show that diversity at the top leads to better decision-making, stronger financial performance, and a greater ability to attract top talent. When leadership teams fail to reflect the diversity of their customers, they risk losing relevance in an increasingly competitive market.

Why visibility translates to business success

Visibility is more than personal brand-building; it is a strategic tool that strengthens organisations. Here's why:

• It attracts talent: Young professionals entering the industry are looking for workplaces where they see themselves reflected in leadership. If fintechs want to recruit and retain top female talent, they must show that pathways to leadership are not just possible, but actively encouraged.
   
• It drives innovation: Diverse teams are more likely to generate creative solutions and innovative ideas. Different perspectives can lead to better problem-solving and more effective decision-making.
   
• It improves financial performance: According to McKinsey's most recent research from 2023, companies in the top quartile for gender and ethnic diversity in executive teams are, on average, 9 percent more likely to outperform their peers. These improvements can significantly impact a company's bottom line in both the long and short term.

One of my earliest roles was in consulting, and I vividly remember two contrasting interview experiences. In one, not a single interviewer was a woman. In the other, a sharp and talented woman was a partner at the firm. Seeing her succeed made me think, "if she can thrive here, then I can too". That realisation played a significant role in my decision to take the job.

A blueprint for change

It is not enough to acknowledge the problem; we must take actionable steps to solve it. Here's how companies can drive meaningful progress:

Invest in leadership development: Provide executive coaching, sponsorship programs, and speaking opportunities to prepare and elevate the next wave of female leaders.

Encourage women to take up space: Women can be hesitant to step forward unless they meet every qualification. Organisations must actively encourage and support them in claiming leadership roles.

Prioritise representation at industry events: If a panel or conference lineup lacks diversity, challenge it. Ensure that women leaders are not just included, but centered in discussions on fintech's future.

Visibility is not about optics. It is about shaping the future of fintech. If we want to drive real change, we cannot afford to wait. We must ensure that women are not just present, but leading conversations, influencing strategy, and setting the agenda for what comes next.

At Edenred, we recognise the importance of diversity and are taking steps to improve it. We offer a range of mentoring programs and strongly encourage women across the business to take part. As signatories of the diversity charter, we've committed to increasing female representation in executive roles, with a goal of 40% by 2030 - and we're already close, currently at 38%.

We know there's more work to do, and we encourage the rest of the industry to join us in driving meaningful change.

This International Women's Day, let's move beyond discussion. Let's commit to action, to amplification, and to ensuring that women's voices are heard not just today, but every day. Because when women lead, businesses thrive, industries evolve, and the entire fintech ecosystem benefits.