FinTech Beyond the Rainbow

FinTech Recruitment and Inclusion

A key focus in this episode is how traditional business cultures can unintentionally exclude those from underrepresented backgrounds. The idea of social capital—networking, visibility, informal relationship-building—is explored in depth by each guest.

Julie shares a deeply personal reflection from her earlier career. As she moved into business development responsibilities, she encountered a barrier that was both subtle and significant. Much of the client engagement in the accountancy world happened in traditional settings: dinners, drinks, private networking events. For her, as a lesbian woman, these environments didn’t always feel accessible or comfortable. The connotations of asking a male client out for dinner were vastly different, and these unspoken rules affected her ability to build the same kind of rapport as her peers. She admits that this may have played a role in her not reaching partnership at her former firm—highlighting how outdated norms can quietly impact career progression.

Warren empathises with her story and shares his own ongoing experiences with heteronormative assumptions. “There’s not a week that goes by without someone asking what my wife does,” he says, despite being openly gay. His message is that inclusion must start with language and behaviour. Simply changing how we ask about someone’s personal life—from “what does your wife do?” to “tell me about your family”—can dramatically improve psychological safety.

Julie also reflects fondly on her first interaction with Warren during the Sumer hiring process. When Warren casually mentioned his husband mowing the lawn during a video call, it was a turning point. That moment of visible inclusion convinced her that Sumer was a place where she could thrive. It’s a powerful example of how leadership transparency can set the tone for workplace culture.

Creating Safe Spaces in FinTech Workplaces

Alexander echoes this with his own story. He deliberately references his husband early in professional conversations—not just as a means of self-expression, but as a safety mechanism. By asserting his identity upfront, he’s able to gauge how inclusive the environment really is. While this approach has given him control, it also comes with pressure: the responsibility to constantly lead the way in representation.

Greg reinforces the emotional weight that can come with being a visible minority at the top. As an openly queer board member, he describes the pressure of being a “model” representative. He recalls a moment when someone praised him for being an inspiration, only for him to feel the sudden burden of having to live up to that image. It’s a nuanced reality that many underrepresented leaders face—wanting to show up authentically without always being the poster person for an entire community.

The group explores how traditional ways of working—such as evening networking events or long hours away from home—can clash with the values and needs of modern professionals. Greg makes a critical point about how “family” is often narrowly defined. Personal time should be respected whether someone has children, a partner, or chooses to spend time alone. Inclusion means acknowledging the diverse ways people live their lives—not assuming a single model of what matters outside of work.

This conversation makes clear that safe spaces don’t just happen—they are created intentionally. And they require constant reinforcement from leadership, peers, and policies.

From Performative to Purposeful: FinTech Culture and DEI Accountability

Nadia then shifts the conversation to a theme many organisations struggle with: performative action. Greg voices a strong concern about the “theatre of DEI”—a trend where companies make public statements or post performative content on social media without following through internally. He questions whether brands that celebrate diversity during calendar events are making any meaningful changes to internal policies or workplace experience.

He urges companies to challenge themselves: If you’re not driving actual improvements in people’s daily work lives, should you be sharing those campaigns online? DEI, he argues, is about redesigning workplaces, not marketing strategies.

Julie adds that visibility does play a positive role. At a recent Sumer conference, colleagues approached her with affirming feedback about her openness and visibility. Representation matters—and when people see someone like them in leadership, it validates their place in the organisation.

Alexander reflects on his role as a conference host and podcast speaker, which gives him visibility within and outside the business. He shares a touching story about a colleague whose son listened to one of his podcast appearances and felt empowered by the representation. These ripple effects show the potential of storytelling—not just as an internal tool, but as a community-wide influence.

Redefining FinTech Hiring: Values, Potential and Shared Responsibility

One of the most actionable takeaways from this episode comes from Warren. As a CEO, he encourages FinTech hiring managers to shift their mindset. Instead of focusing purely on experience, look at values and potential. Skills can be developed, but attitude and alignment with company purpose often determine long-term success. He points out that when you recruit for potential, you’re more likely to build diverse, high-performing teams.

Nadia drives this point home. “Hiring for experience is hiring backwards,” she says. In a sector that’s racing towards the future, employers must focus on what candidates can contribute in the long-term—not just what they’ve already done.

Julie calls for accountancy to rethink its image entirely. Too many people still have outdated views of what it means to work in the industry. The profession is vibrant, varied, and full of opportunity—but if organisations don’t market it that way, they’ll continue to miss out on incredible talent.

Measuring Progress in FinTech and DEI

To close, the panel discuss how businesses can effectively measure DEI without reducing it to a box-ticking exercise.

Alexander introduces the idea of “measuring the shine”. Inclusion isn’t always about numbers; it’s about atmosphere, emotion, and connection. When teams feel energised, supported, and inspired, that’s a sign you’re doing something right.

Greg agrees, but also believes in the power of data. By disaggregating engagement surveys, exit interviews, and performance reviews, companies can uncover patterns and close gaps. Are employees from different demographics having different experiences? Are promotions and pay aligned fairly? With the right data, you can answer these questions and drive targeted change.

Julie and Greg stress that leadership must not rely on diverse individuals to lead all inclusion efforts. It’s the shared responsibility of the entire executive team. Real inclusion happens when everyone is held accountable—not just those with lived experience of exclusion.

FinTech Recruitment Is Changing—and Inclusion Is Key

As a leading FinTech recruitment agency, Harrington Starr has always championed the power of inclusive hiring to fuel innovation, productivity, and engagement. This episode of FinTech’s DEI Discussions offers an authentic and invaluable roadmap for FinTech firms looking to future-proof their business and build truly diverse teams.

The message from this roundtable is loud and clear: inclusion is not a side project. It is the foundation of strong leadership, successful digital transformation, and long-term business resilience. From micro-actions to executive accountability, from empathy to innovation, the path forward is collaborative—and it starts with listening and learning.

This episode of FinTech’s DEI Discussions perfectly aligns with Harrington Starr’s mission as a leading FinTech recruitment company. At our core, we believe that recruitment is more than just filling roles—it’s about shaping the future of the financial technology industry through people. The conversation between Warren Mead, Greg McCaw, Alexander Mark Deakin-Mckay, and Julie McKittrick underscores the importance of inclusive hiring, diverse leadership, and purpose-driven culture—principles that Harrington Starr champions across every client partnership.

As the accountancy sector undergoes a significant technology transformation, this roundtable highlights a critical truth: the future of FinTech will be defined by the people building it. From Greg’s emphasis on persona mapping and inclusive strategy, to Warren’s reminder that human connection and trust remain vital, the episode reveals how diversity of thought drives innovation. These are the same values we look for when matching candidates with opportunities in FinTech.

Julie’s insight into how social capital is built—and the barriers that still exist—echoes what we see across the recruitment landscape. Inclusive leadership isn’t just about policy; it’s about everyday actions that make candidates feel seen and supported. Alexander’s reflections on visibility, representation, and safe spaces further affirm the importance of placing diverse voices in influential roles.

At Harrington Starr, we don’t just talk about inclusion—we actively seek out employers who are building cultures where diverse professionals can thrive. We advocate for hiring practices that look beyond experience and towards values, potential, and long-term contribution.

This podcast is more than a discussion. It’s a call to action for FinTech companies to lead with empathy, hire with intention, and build for the future. And as a FinTech recruitment business, we are proud to be part of that movement—connecting brilliant people with businesses that value and empower them.

 This episode of FinTech’s DEI Discussions explores how inclusion must be embedded at every level of the accountancy and FinTech industries. Host Nadia Edwards-Dashti is joined by Warren Mead, Julie McKittrick, Greg McCaw, and Alexander Mark Deakin-Mckay to discuss tech transformation, inclusive leadership, and the importance of creating truly safe spaces at work. Through personal stories and practical insights, the panel highlights how businesses can move beyond performative DEI to make lasting cultural change. The message is clear: real innovation and talent growth happen when people feel seen, supported, and empowered to thrive as their authentic selves.