Name: Women in Payments at FinovateSpring 2024 – The obstacles women encounter when pursuing careers in fintech
Uploaded: 2024-06-17T09:49:10.195Z
Duration: 338.71

FF.INT.01_Kristy Duncan_1.mp4

FF.INT.01_Kristy Duncan.vtt

ENGLISH

{{00:00:05}}
Hi, I'm Cameron Emanuel Burns, reporting
for FinTech Futures here at Finovate

{{00:00:09}}
Spring in San Francisco, and I'm delighted
to say that I'm joined by Kristy Duncan,

{{00:00:13}}
the CEO and founder of Women's in Payment.

{{00:00:17}}
How are you?

{{00:00:17}}
How are you enjoying
the conference so far?

{{00:00:19}}
Awesome, Cameron.

{{00:00:20}}
Thanks so much for having me.

{{00:00:21}}
It's going to be a great conversation.

{{00:00:22}}
I'm really looking forward to it.

{{00:00:23}}
But for those who may have not
come across the company, Can you

{{00:00:26}}
give us a brief overview about it?

{{00:00:28}}
Sure.

{{00:00:29}}
Women in Payments started in 2012
on the side of my desk in Toronto.

{{00:00:34}}
We have grown now to six global
markets around the world.

{{00:00:38}}
US, Canada, Australia, EMEA, LATAM.

{{00:00:42}}
We have a community of about
50, 000 people around the world.

{{00:00:46}}
And our mission is to offer career
growth opportunities for women

{{00:00:52}}
around the world of payments.

{{00:00:53}}
So what are some of those key
challenges facing women in payments?

{{00:00:56}}
Trying to break into the payments
industry at the moment, and

{{00:00:58}}
how does your organization try
and address these challenges?

{{00:01:02}}
That's a really big question.

{{00:01:04}}
So what we as women face in this and
many other industries is things like

{{00:01:09}}
unequal career advancement opportunities,
the gender pay gap, the sticky floor,

{{00:01:15}}
the glass ceiling, The glass cliff.

{{00:01:19}}
We've got gender gaps
all over the industry.

{{00:01:22}}
You've got pay gaps, we've got authority
gaps, we've got funding gaps, all

{{00:01:26}}
these things that women struggle with.

{{00:01:28}}
So what we, as an organization, do
is we try to bring awareness, of

{{00:01:33}}
course, We try to engage our male
allies to help us advance this agenda.

{{00:01:39}}
We try to overcome these gaps through
education, through policy making,

{{00:01:46}}
and we offer programs for our women,
such as mentorship, leadership and

{{00:01:51}}
just trying to help women get to
that next level in their careers.

{{00:01:55}}
So there's a panel happening
tomorrow discussing women in FinTech.

{{00:01:59}}
And one of the topics they're planning
to discuss is how factors such as

{{00:02:02}}
technology, the pandemic, and new ways
of working have changed how enterprises

{{00:02:06}}
of all sizes are looking to attract
and retain their female talent.

{{00:02:10}}
So a couple of questions to you.

{{00:02:13}}
What is the most significant
factor in your opinion?

{{00:02:16}}
And do you agree with that
sentiment for these changes?

{{00:02:19}}
And what could be done to help Fintech
retain their female talent going forward?

{{00:02:24}}
Great question, Cameron.

{{00:02:25}}
Yeah, for sure, the world of work
has changed, certainly since the

{{00:02:30}}
pandemic, and we're seeing this
new normal kind of evolve around

{{00:02:34}}
the world and across the industry.

{{00:02:37}}
One of the things that we're seeing
is this hybrid work model that some

{{00:02:41}}
companies are taking to one extreme
saying work from home all day, every day.

{{00:02:46}}
We don't even want to have an office.

{{00:02:48}}
We don't really want to see you.

{{00:02:49}}
Happy to have you go work
on a beach somewhere.

{{00:02:51}}
That's great.

{{00:02:52}}
And the other extreme is the companies
who want people in the office all

{{00:02:57}}
day, every day, five days a week.

{{00:02:59}}
I think we're going to settle
into something in between.

{{00:03:02}}
And for women, what that means is We
need to make choices to give us the

{{00:03:09}}
opportunity to build relationships with
our key clients, our key colleagues,

{{00:03:14}}
and also to have opportunities
for that peripheral learning.

{{00:03:19}}
That, it's really hard to
do that on a Zoom call.

{{00:03:21}}
So to retain that, Female talent.

{{00:03:24}}
I think we need to build culture that
really allows women to feel welcome

{{00:03:29}}
and supported in our workplaces.

{{00:03:31}}
Not just the afterthought oh,
maybe we should have a women's

{{00:03:34}}
washroom, whatever that is.

{{00:03:37}}
But also to have women at the forefront.

{{00:03:39}}
All levels of the organization because
you can't be what you can't see and

{{00:03:43}}
it's proven that if you have more women
at leadership levels it increases your

{{00:03:47}}
employee engagement, your retention,
and the ability to attract talent.

{{00:03:51}}
Oh, super.

{{00:03:53}}
And can you discuss some of the
initiatives that Women in Payments

{{00:03:55}}
has implemented so far to support
women's career development and

{{00:03:58}}
advancement in the industry please?

{{00:04:00}}
So this is something I had no idea what
I was creating way back in 2012, but

{{00:04:04}}
what we created is a platform for women.

{{00:04:08}}
to gain recognition across the industry,
to build their industry profile,

{{00:04:13}}
to build their networks, to build
their knowledge about payments, but

{{00:04:18}}
also to get coaching and mentorship.

{{00:04:20}}
We've got mentorship programs, we've
got leadership training programs, we've

{{00:04:24}}
got awards and recognition programs.

{{00:04:27}}
So all these things to help women build
their careers across the industry.

{{00:04:32}}
Super.

{{00:04:32}}
And looking ahead, what are your goals
for women in payments going forward?

{{00:04:36}}
Oh my gosh.

{{00:04:37}}
I'd like to take over the world.

{{00:04:38}}
I'd love to really see more gender
parity at leadership levels of our

{{00:04:45}}
payments organizations, of our fintechs,
of our banks, of our payment networks,

{{00:04:50}}
because that's going to be beneficial
for all of us, for our customers, for

{{00:04:54}}
our employees, for our shareholders.

{{00:04:58}}
Can you tell me any new
developments coming up for

{{00:05:00}}
women in payments at the moment?

{{00:05:01}}
Oh, wow!

{{00:05:02}}
We're so excited!

{{00:05:03}}
In Australia this year, in November, we've
got our 10 year anniversary in Australia.

{{00:05:08}}
It's going to be absolutely awesome,
so it's a great excuse for all of us

{{00:05:12}}
to go down under and join the Aussies.

{{00:05:14}}
We've got our 50th conference
since we started in 2012.

{{00:05:18}}
It will take place in Singapore
in October, and stay tuned for my

{{00:05:22}}
first book about career development.

{{00:05:25}}
That's very exciting.

{{00:05:27}}
Thank you so much for taking the time
to speak to me today, and I hope that

{{00:05:29}}
you enjoy the rest of Finovate Spring.

{{00:05:31}}
Looking forward to it.

{{00:05:32}}
Thanks so much.

Hi, I'm Cameron Emanuel Burns, reporting
for FinTech Futures here at Finovate

Spring in San Francisco, and I'm delighted
to say that I'm joined by Kristy Duncan,

the CEO and founder of Women's in Payment.

How are you enjoying
the conference so far?

But for those who may have not
come across the company, Can you

Women in Payments started in 2012
on the side of my desk in Toronto.

We have grown now to six global
markets around the world.

We have a community of about
50, 000 people around the world.

And our mission is to offer career
growth opportunities for women

So what are some of those key
challenges facing women in payments?

Trying to break into the payments
industry at the moment, and

how does your organization try
and address these challenges?

So what we as women face in this and
many other industries is things like

unequal career advancement opportunities,
the gender pay gap, the sticky floor,

We've got gender gaps
all over the industry.

You've got pay gaps, we've got authority
gaps, we've got funding gaps, all

So what we, as an organization, do
is we try to bring awareness, of

course, We try to engage our male
allies to help us advance this agenda.

We try to overcome these gaps through
education, through policy making,

and we offer programs for our women,
such as mentorship, leadership and

just trying to help women get to
that next level in their careers.

So there's a panel happening
tomorrow discussing women in FinTech.

And one of the topics they're planning
to discuss is how factors such as

technology, the pandemic, and new ways
of working have changed how enterprises

of all sizes are looking to attract
and retain their female talent.

What is the most significant
factor in your opinion?

And do you agree with that
sentiment for these changes?

And what could be done to help Fintech
retain their female talent going forward?

Yeah, for sure, the world of work
has changed, certainly since the

pandemic, and we're seeing this
new normal kind of evolve around

One of the things that we're seeing
is this hybrid work model that some

companies are taking to one extreme
saying work from home all day, every day.

Happy to have you go work
on a beach somewhere.

And the other extreme is the companies
who want people in the office all

I think we're going to settle
into something in between.

And for women, what that means is We
need to make choices to give us the

opportunity to build relationships with
our key clients, our key colleagues,

and also to have opportunities
for that peripheral learning.

That, it's really hard to
do that on a Zoom call.

I think we need to build culture that
really allows women to feel welcome

Not just the afterthought oh,
maybe we should have a women's

All levels of the organization because
you can't be what you can't see and

it's proven that if you have more women
at leadership levels it increases your

employee engagement, your retention,
and the ability to attract talent.

And can you discuss some of the
initiatives that Women in Payments

has implemented so far to support
women's career development and

So this is something I had no idea what
I was creating way back in 2012, but

to gain recognition across the industry,
to build their industry profile,

to build their networks, to build
their knowledge about payments, but

We've got mentorship programs, we've
got leadership training programs, we've

So all these things to help women build
their careers across the industry.

And looking ahead, what are your goals
for women in payments going forward?

I'd love to really see more gender
parity at leadership levels of our

payments organizations, of our fintechs,
of our banks, of our payment networks,

because that's going to be beneficial
for all of us, for our customers, for

Can you tell me any new
developments coming up for

In Australia this year, in November, we've
got our 10 year anniversary in Australia.

It's going to be absolutely awesome,
so it's a great excuse for all of us

We've got our 50th conference
since we started in 2012.

It will take place in Singapore
in October, and stay tuned for my

Thank you so much for taking the time
to speak to me today, and I hope that

FinTech Futures

Expert Insight

At the FinovateSpring 2024 conference in San Francisco, FinTech Futures sat down with Kristy Duncan, CEO and founder of Women in Payments, to discuss the key challenges for women when looking to enter the fintech industry and how enterprises can look to retain their female talent.
 
Watch the video to discover:
• The barriers facing women trying to work in fintech.
• The initiatives that Women in Payments have implemented to support women’s career development.
• Duncan’s goals for Women in Payments going forward.
• The significant factors that have changed the way women can work in the industry.