By Amber Omar, Senior People Partner, Volt

As an HR professional, I recognise that diversity is a business strength — creating a culture of allyship and support is imperative to success.

I’m incredibly proud to work for a company that’s serious about giving opportunities to women and celebrating their achievements, with two female C-suite positions and over a third of senior leadership positions held by women. It shows me that progress has been made.

In light of this year’s International Women’s Day theme, ‘Inspire Inclusion’, it’s important to continue working towards ensuring the fintech space makes everyone feel welcomed, appreciated and recognised. Here are some areas companies should keep at the forefront of their priorities to achieve this:

Encourage career progression

In today’s competitive job market, retaining and building talent is essential for the success of fintech companies. Encouraging training and skill development across all areas, from finance to technology, is a fantastic way to show an employer’s commitment to both career and personal advancement.

Furthermore, providing clear career paths and growth opportunities within the company is essential for maintaining a diverse, driven workforce. Fintech companies should offer clear, regular opportunities for promotion and leadership development, in addition to transparent performance evaluation processes to give everyone an equal chance to progress.

A culture of transparency builds greater trust and confidence among employees. When employees have clear visibility into their path and understand how their compensation is determined, they are more likely to feel valued, motivated, and engaged in their work.

A recruitment approach with diversity at its core

Whether a company works with recruitment agencies, handles hiring in-house or a combination of both, prioritising diversity in recruitment is non-negotiable. There are two things that, when combined, mean candidates are not overlooked; developing a diverse candidate pool and mitigating bias in the hiring process.

Collaborating with recruiters who prioritise DE&I ensures that the candidate pool is representative of different backgrounds, experiences, and perspectives. This diversity enriches the organisation’s culture, encourages innovation and promotes a sense of belonging among employees.

For companies building their own candidate pool, expanding recruitment channels, using inclusive language, and even communicating benefits like flexible working arrangements, will increase the number of candidates potentially interested in working for you.

Companies must also actively attempt to reduce the levels of bias in their recruitment, as a study found that nearly a third of women (29%) feel they have experienced bias in the hiring process due to their gender.

Recruiters and HR professionals who prioritise DE&I are trained to recognise and mitigate bias in the hiring process. They use inclusive language, diverse sourcing strategies, and structured interview processes to ensure that all candidates are evaluated fairly based on their skills, qualifications, and potential contributions. Opening the door to all candidates, and once through the door, ensuring no barriers to employment exist, is the recipe for baking diversity into recruitment.

Inspire discussion and community

Creating a culture of discussion, openness and sharing is invaluable to building an inclusive workplace. Simple, effective actions to achieve this include establishing diversity and inclusion committees, hosting speaking sessions, and acknowledging significant calendar dates – such as International Women’s Day – to make all backgrounds and minority groups feel represented.

Additionally, establishing smaller sub-communities can bring employees together for discussion on more specific areas. Take our ‘Women at Volt’ group, for example; it serves as a space to share, support and empower one another amid the wider efforts of the company.

I’ve seen first-hand the amazing work that women can do in fintech. They’re leading the charge at Volt, so it’s paramount that this industry attracts and retains the brightest female talent.

I hope that International Women’s Day serves as a reminder to celebrate the unique contributions of women, as I encourage my wider team to work together to create a workplace where everyone has the opportunity to feel seen, heard, and valued — and to make fintech just as viable a career prospect for women as it is to men.

About the author

Amber Omar, Senior People Partner at

Having previously held positions at WeWork and Excell Group, now Wavenet Connected, Amber joined Volt in 2022, quickly moving up the ranks to become Senior People Partner within a year. On a day-to-day basis, Amber works closely with managers, function heads and leaders to make sure their teams are working efficiently and getting the support they need. She is a founding member of Volt’s DE&I committee, supporting key initiatives to continue building a diverse, welcoming workplace.