Building Inclusive Fintech Teams

In a recent discussion on FinTech's DEI Discussions podcast, Nadia sat down with Oge Opara-Nadi, the Head of Developer Experience and Operational Excellence, and shared her journey and insights on building and managing diverse teams within the fintech industry. Her experience and strategies offer valuable lessons for both fintech recruiters and fintech recruitment agencies, aiming to create more inclusive and effective workplaces.

The Role of Developer Experience in Fintech Careers

Oge's role at 10x Banking is a testament to the evolving nature of fintech jobs. As the Head of Developer Experience and Operational Excellence, her primary focus is on enabling software engineers to perform at their best by removing friction and providing the necessary tools and automation. This role is crucial in fintech companies, where the efficiency and innovation of developers directly impact the success of the business.

Fintech careers, especially in technical roles like software engineering, are not just about coding but also about creating an environment where engineers can thrive. One emphasises that developer experience is about more than just tools; it's about fostering a culture where engineers feel supported and valued, which in turn leads to better outcomes for the business. This focus on operational excellence is something fintech recruiters should highlight when attracting talent, as it speaks to the company's commitment to the well-being and development of its employees.

A Journey Through the Fintech Landscape

Oge's career journey offers a unique perspective on the challenges and opportunities within fintech careers. Initially, she didn’t set out to be in fintech; in fact, she was on the path to becoming a medical doctor. However, a twist of fate led her to the field of computer science, and she eventually found her way into the fintech industry. This journey underscores the diverse backgrounds from which fintech professionals can emerge, a fact that fintech recruitment agencies should consider when scouting for talent.

Oge’s experience spans various roles, from hands-on programming to quality assurance and business analysis. However, despite her technical prowess and dedication, she encountered systemic barriers that often impede the career progression of women and underrepresented groups in tech. This reality is something that fintech recruiters and companies must actively work to dismantle if they hope to foster true inclusivity in the workplace.

The Importance of Strategic Fintech Recruitment

One of the key takeaways from Oge’s discussion is the importance of strategic recruitment in fintech. She advocates for a proactive approach to hiring, where relationships with potential candidates are built well before there is an immediate need to fill a position. This strategy is particularly important for fintech recruitment agencies that are often tasked with finding specialised talent in a short amount of time.

Oge explains that when companies rush the hiring process, they tend to fall back on familiar, often homogeneous networks, which can lead to a lack of diversity. By taking the time to build a pipeline of diverse candidates, fintech companies can ensure they are not just hiring for short-term needs but are also setting themselves up for long-term success.

Removing Subjectivity from the Hiring Process

A significant challenge in fintech recruitment is the subjectivity that can often pervade the hiring process. Oge highlights the importance of critically examining why candidates are rejected rather than just focusing on why others are accepted. This approach can help uncover biases that might otherwise go unnoticed, allowing for a more inclusive hiring process.

Fintech recruitment agencies and recruiters should take note of this and strive to develop more objective criteria for evaluating candidates. This not only helps in hiring a more diverse workforce but also ensures that all candidates are given a fair opportunity to showcase their skills and potential.

Retaining Talent: The Other Half of the Equation

Hiring diverse talent is only the first step; retaining that talent is equally important. Oge emphasises the need for fintech companies to focus on creating an environment where all employees feel valued and supported. This involves understanding and aligning the values and motivations of employees with the goals of the organisation.

For fintech recruiters, this means not only looking for candidates who fit the job description but also those who align with the company’s culture and values. However, as Oge points out, the concept of "team fit" can be problematic if it’s used to exclude those who are different. Instead, fintech companies should focus on how a candidate’s unique perspectives and experiences can complement and enhance the existing team.

Best Practices in Fintech Careers Management

Effective management is crucial for retaining diverse talent in fintech. Oge argues that there is no one-size-fits-all approach to management. Managers need to be adaptable, tailoring their style to meet the needs of their team members. This flexibility is particularly important in fintech careers, where the pace of change is rapid, and the demands on employees can be intense.

Fintech recruiters and recruitment agencies should consider the management style of potential employers when matching candidates with companies. A good match can significantly impact employee satisfaction and retention, leading to more successful and enduring fintech careers.

Walking the Talk for Inclusion in Fintech

Oge Opara-Nadi’s insights provide a blueprint for fintech recruiters, recruitment agencies, and companies looking to build more inclusive teams. Her emphasis on strategic recruitment, objective hiring processes, and adaptable management styles are all critical components of a successful FinTech career strategy.

As the fintech industry continues to grow, so too does the need for a diverse and inclusive workforce. By following the principles outlined by Oge, fintech companies can not only attract top talent but also create an environment where that talent can thrive. This, in turn, will drive innovation and success in an industry that is constantly pushing the boundaries of what is possible.

For those involved in fintech recruitment, the challenge is clear: to go beyond traditional methods and truly embrace diversity and inclusion at every level of the hiring and management process. By doing so, they can help shape the future of fintech careers in a way that benefits everyone.