Financial Futures Rewritten

In a powerful and insightful episode of FinTech’s DEI Discussions, hosted by Nadia, the spotlight shines on Atlyn Forde, Head of Engagement and Inclusion at Pepper Money and Founder of Communicate Inclusively. This episode dives deep into the intersection of diversity, equity, and inclusion (DEI) and the financial technology sector, uncovering strategies for building inclusive workplaces and celebrating authentic leadership. With Harrington Starr’s commitment to shaping the future of the FinTech industry, this conversation provides invaluable insights into how organisations can create meaningful change.

Atlyn Forde’s Journey: From Marketing to Inclusion Leadership

Atlyn’s career trajectory is a testament to the power of transferable skills and self-belief. Having started her career in travel and tourism, she later transitioned to FinTech, leveraging her background in marketing, communications, and insights. She reflected on her journey from being an employee to becoming a changemaker and founder, illustrating how confidence and adaptability can lead to significant professional and personal growth.

Her time as Marketing Director for the St. Lucia Tourist Board was particularly transformative. Combining her professional skills with her heritage, Atlyn took pride in promoting the culture and beauty of her ancestral home. However, the extensive travel required by the role eventually prompted her to pivot to a sector that aligned with her evolving priorities. This led her to Pepper Money, where she has been instrumental in shaping its culture of inclusion and belonging. Her story highlights the intersection of personal growth and professional impact, serving as an inspiration for others seeking to redefine their career paths.

The Evolution of DEI at Pepper Money

Atlyn’s work at Pepper Money began during a pivotal moment in history: the global reckoning on racial inequality following the murder of George Floyd. Atlyn recognised a gap in the organisation’s approach to DEI and, with courage and determination, emailed her CEO, Lawrence Murray, to propose meaningful change. This act of bravery marked the beginning of her journey as a changemaker within the company.

With the support of senior leadership, Atlyn spearheaded the creation of a DEI committee that has become the cornerstone of Pepper Money’s inclusion initiatives. The committee, composed of passionate employees and executive sponsors, has driven projects like the development of an inclusive language guide, employee resource groups (ERGs), and initiatives to amplify the voices of underrepresented colleagues. Atlyn’s efforts reflect the critical role leadership plays in fostering inclusive workplaces. Her example demonstrates that meaningful change requires both bottom-up passion and top-down support.

Driving Inclusion Through Actionable Strategies

One of Atlyn’s standout achievements at Pepper Money is the creation of an inclusive language guide. This printed resource has been instrumental in empowering employees to engage in sensitive conversations with confidence. Whether discussing living circumstances, relationships, or financial difficulties, the guide ensures respectful and non-judgmental communication with customers and colleagues alike. Atlyn emphasised the importance of making such resources accessible and practical, transforming abstract DEI concepts into everyday practices.

In addition to the language guide, Pepper Money has launched ERGs focused on neurodiversity and LGBTQ+ inclusion. These groups provide safe spaces for employees to share experiences, advocate for necessary workplace adjustments, and foster a sense of belonging. Atlyn highlighted the significance of lived experiences in driving empathy and understanding, underscoring how personal stories can inspire broader cultural shifts within organisations.

Pepper Money’s initiatives reflect a commitment to integrating DEI into all aspects of the business. From fostering trust with customers who face financial exclusion to creating workplace environments where employees feel valued, the organisation exemplifies how inclusion drives both personal and organisational success.

The Power of Vulnerability and Resilience

Throughout the conversation, Atlyn spoke candidly about the challenges and rewards of working in DEI. She shared how vulnerability, both her own and that of her colleagues, has been a catalyst for progress. Initiatives like internal webinars on neurodiversity have encouraged employees to disclose conditions such as dyslexia and ADHD, leading to workplace adjustments and greater acceptance.

Atlyn also addressed the importance of resilience, particularly for those driving change in historically resistant environments. Her advice for maintaining well-being includes pausing to reflect, seeking support from mentors and coaches, and balancing professional commitments with personal passions. These strategies resonate deeply with the FinTech community, where rapid innovation often intersects with the need for inclusive and supportive workplace cultures.

Resilience, Atlyn explained, is not just about persistence but also about learning to navigate setbacks constructively. By maintaining focus on long-term goals and fostering collaboration, changemakers can overcome resistance and create lasting impact. Her insights serve as a valuable guide for anyone striving to lead inclusively in a fast-paced industry like FinTech.

Launching Communicate Inclusively: A Personal Passion Realised

Beyond her role at Pepper Money, Atlyn has channelled her passion for inclusion into her consultancy, Communicate Inclusively. This venture enables her to share her expertise with other organisations, guiding them on their DEI journeys. Atlyn’s consultancy focuses on practical solutions, from creating DEI strategies to managing pushback and fostering inclusive leadership.

One of the flagship offerings of Communicate Inclusively is the Diversity and Inclusion Changemaker Programme, a 12-week initiative designed for individuals passionate about fostering equity within their organisations. By providing tools and frameworks to navigate challenges and develop impactful strategies, this programme empowers participants to become effective advocates for change.

Atlyn’s first eBook, “Navigating Crossroads,” further amplifies her mission. Aimed at women navigating career transitions, the publication combines personal stories with actionable advice, showcasing how resilience and adaptability can lead to fulfilling professional paths. Plans to expand this project into a webinar series and live events highlight Atlyn’s commitment to creating dynamic platforms for learning and growth. Her work with Communicate Inclusively reflects a belief that inclusion is not just a goal but an ongoing journey that requires continuous learning and adaptation.

Inclusion as a Collective Effort

A recurring theme in the podcast was the idea that inclusion requires collective effort. Atlyn stressed the importance of building support networks, both within organisations and externally. At Pepper Money, collaboration between employees and executives has been key to sustaining momentum and embedding inclusion into the company’s culture.

She also acknowledged the role of external consultants and mentors in advancing DEI efforts. By learning from experts and drawing on diverse perspectives, organisations can create robust and sustainable strategies. Atlyn’s own experience with consultancy work underscores the value of seeking guidance and leveraging external expertise to drive meaningful change.

The conversation highlighted that inclusion is not a one-time initiative but an evolving practice that thrives on collaboration. By involving employees at all levels and aligning efforts with organisational values, companies can create cultures where everyone feels empowered to contribute.

Advice for Organisations Embarking on DEI Journeys

For companies at the beginning of their inclusion journeys, Atlyn offered practical advice: start by identifying passionate individuals within the organisation who can champion the cause. She recommended creating a clear governance structure and strategy to guide efforts, ensuring alignment with both employee needs and organisational goals.

Atlyn also cautioned against trying to tackle too many initiatives simultaneously. Instead, she advocated for prioritising projects based on employee engagement and feedback. By focusing on a few impactful areas, organisations can build momentum and achieve measurable results.

She emphasised the importance of authenticity in DEI efforts. Genuine commitment from leadership, coupled with transparent communication, sets the foundation for trust and engagement. Atlyn’s insights provide a roadmap for organisations looking to create lasting change through thoughtful and intentional inclusion strategies.

Lessons for FinTech Leaders

The FinTech industry, characterised by its innovation and agility, has a unique opportunity to lead on inclusion. Atlyn’s insights highlight how companies in this sector can harness their entrepreneurial spirit to drive DEI initiatives. From fostering inclusive leadership to creating safe spaces for dialogue, FinTech leaders can set a powerful example for other industries.

The conversation also underscored the importance of aligning DEI efforts with business objectives. At Pepper Money, inclusion initiatives have not only enhanced employee satisfaction but also strengthened customer relationships. By prioritising respect, empathy, and authenticity, organisations can build trust and loyalty among diverse stakeholders.

FinTech’s dynamic nature positions it as a trailblazer for inclusive innovation. By embedding DEI into core operations and leadership practices, companies can not only meet the demands of a diverse workforce but also drive competitive advantage in a global marketplace.

Walking the Talk: FinTech’s Role in Driving Change

As a FinTech recruitment business, Harrington Starr is deeply committed to advancing diversity and inclusion within the industry. This episode of FinTech’s DEI Discussions serves as both an inspiration and a call to action for companies to prioritise inclusivity. By sharing stories like Atlyn’s, we aim to amplify the voices of changemakers and encourage others to join the movement for equitable workplaces.

Atlyn’s journey, from championing DEI at Pepper Money to launching her own consultancy, demonstrates the transformative impact of inclusive leadership. Her story is a reminder that meaningful change begins with courage, collaboration, and a commitment to listening and learning.

Harrington Starr

This episode of FinTech’s DEI Discussions exemplifies Harrington Starr's commitment to advancing diversity, equity, and inclusion within the financial technology industry. As a leading FinTech recruitment business, Harrington Starr values conversations like the one between Nadia and Atlyn Forde, which highlight actionable strategies for creating inclusive workplaces. By sharing stories of changemakers and their innovative DEI initiatives, Harrington Starr reinforces its role not only as a recruitment partner but also as a thought leader advocating for equitable and transformative practices across the FinTech sector. This alignment underscores Harrington Starr’s dedication to fostering workplaces that champion inclusivity and drive meaningful change.