How Leaders Can Elevate Others in Tech

Driving Inclusive Leadership in FinTech

In the latest episode of FinTech’s DEI Discussions, Nadia Edwards-Dashti hosts Joanne Wensley, Engineering VP at Smarsh, for an engaging conversation on the crucial topics of leadership and inclusion within the FinTech industry. This episode dives into the personal career journey of Joanne, explores her thoughts on inclusive leadership, and sheds light on how FinTech companies can create an environment where all individuals, regardless of background, can thrive. As a leading FinTech recruitment business, Harrington Starr is deeply invested in fostering inclusive workplaces, and this episode provides actionable insights that both companies and individuals can adopt to drive change in the sector.

Joanne Wensley’s experiences and knowledge offer listeners invaluable guidance on how leadership in FinTech can go beyond traditional norms to embrace inclusion in a meaningful and effective way. Throughout the discussion, Joanne shares her perspective on the four pillars of leadership that she believes are essential for success: vision, communication, integrity and accountability, and empathy. By the end of the episode, listeners will gain a clearer understanding of how to implement these principles in their own leadership practices and contribute to an inclusive culture that fosters growth, innovation, and success.

From Physics to Engineering Leadership in FinTech

Joanne Wensley’s career trajectory is an inspiring example of the power of continuous learning, adaptability, and resilience. Initially drawn to the world of physics, Joanne’s fascination with magnetism led her to pursue a degree in the subject. Her passion for the science behind magnetism grew deeper during her academic career, culminating in a PhD where she researched the behaviour of unusual metals under extreme conditions, such as high pressures and very low temperatures. At the time, Joanne was committed to the idea of a long-term career in academia. However, as she continued her work, she realised that her interests were shifting. She found herself more intrigued by the problem-solving aspects of her work, including designing equipment and processing data, rather than the pure theoretical and experimental science.

After completing her PhD and a brief stint in a scientific startup, Joanne made the bold decision to leave academia and enter the technology sector. She took on a role in pre-sales at Autonomy, a company that allowed her to work directly with customers and experience the world of FinTech for the first time. The exposure to compliance and regulatory challenges sparked her interest, leading her to transition back into research and development (R&D) roles. Her career evolved over the years, with Joanne gaining experience in managed services and delivery engineering. She worked for various companies, including major organisations like HP and Micro Focus, before settling into her current role as Engineering VP at Smarsh.

Joanne’s journey is a prime example of how diverse experiences and the willingness to pivot can shape a successful career. She has worked in various industries, gained leadership experience through multiple acquisitions, and held senior engineering roles in both large corporations and smaller, more agile companies. Today, as Engineering VP at Smarsh, Joanne brings with her a wealth of knowledge that blends the technical, strategic, and leadership skills needed to succeed in today’s fast-paced FinTech environment.

The Role of Leadership in Creating Inclusive Cultures within FinTech

In the conversation, Joanne shares her thoughts on what it means to be a great leader and how leadership can contribute to creating inclusive cultures within FinTech companies. For Joanne, effective leadership goes beyond managing day-to-day operations; it is about setting a clear vision, fostering open communication, holding oneself and others accountable, and showing empathy toward team members.

The first of the four pillars of leadership that Joanne outlines is vision. A great leader must have a clear strategic vision for the future of the business and the team. This vision needs to align with broader business goals and team objectives, ensuring that everyone understands their role in helping to achieve those goals. A leader must not only create a compelling vision but also be able to communicate it effectively to the team, ensuring that every individual knows what they are working towards and why it matters.

The second pillar of great leadership is communication. Joanne explains that communication is not just about conveying ideas, but about creating a space where team members feel comfortable sharing their thoughts, opinions, and concerns. A good leader listens actively and communicates transparently, setting clear expectations and ensuring that everyone feels included in the decision-making process. Strong communication skills enable leaders to inspire and motivate their teams, fostering a collaborative atmosphere where everyone can contribute their best work.

The third pillar, integrity and accountability, is closely tied to trust. A good leader takes responsibility for both their successes and failures. It is important to own up to mistakes and take accountability for the outcomes of decisions. This not only sets a positive example for others but also builds trust within the team. Accountability is key to creating an environment where everyone is responsible for delivering results, and leaders must hold themselves and their teams accountable for their performance.

The fourth pillar that Joanne discusses is empathy. Empathy is essential for understanding the perspectives, values, and emotions of others. By showing empathy, leaders can foster a culture of psychological safety, where team members feel comfortable taking risks, sharing ideas, and expressing themselves without fear of judgement. Empathy also leads to innovation, as it encourages diverse viewpoints and creative solutions that benefit the entire organisation.

Joanne highlights that these four pillars—vision, communication, integrity and accountability, and empathy—are the foundation of great leadership. As FinTech continues to grow and evolve, these principles will be crucial for creating inclusive environments that attract and retain diverse talent, ultimately driving innovation and success in the sector.

Inclusive Leadership: More Than Just Hiring Quotas in Financial Services

Throughout the podcast, Joanne stresses that inclusion in FinTech is about much more than simply meeting hiring quotas or achieving a set percentage of diverse hires. While inclusive hiring practices are vital, they are just one piece of the puzzle. To create truly inclusive cultures, organisations need to go beyond numbers and focus on changing the way they work and interact with their employees.

Joanne explains that inclusion requires a fundamental shift in the culture of a company. It is not enough to simply hire a diverse workforce; organisations must create an environment where every employee, regardless of their background, feels respected, valued, and empowered to contribute. This means addressing microaggressions, biases, and other subtle forms of exclusion that can have a significant impact on employees’ well-being and career progression.

Many people, particularly those from underrepresented backgrounds, experience the toll of being “the other” in the workplace. They may face daily challenges such as microaggressions or the pressure of constantly having to prove themselves. These everyday struggles can lead to burnout and disengagement, causing talented individuals to leave the industry. Joanne argues that to retain diverse talent and ensure that everyone can thrive, FinTech companies must focus on creating a culture of inclusion where people feel they belong.

This cultural shift requires support from top leadership. Senior leaders must take an active role in driving inclusion and be willing to invest in initiatives that will promote long-term change. While these changes may not always be easy to measure, their impact on employee satisfaction, retention, and performance is undeniable. As Joanne notes, when companies make this commitment to inclusion, they create a more engaged, innovative, and successful workforce.

The Importance of Mentorship and Coaching for Inclusive Leadership in Tech

One of the most important aspects of inclusive leadership that Joanne discusses is the role of mentorship and coaching in helping individuals develop their leadership potential. Joanne shares her own experience with mentorship, reflecting on how a fantastic female leader mentored her early in her career at Smarsh. Although her mentor was not in a technical role, she was able to provide valuable guidance on how to navigate the company, take on more responsibility, and grow as a leader.

Mentorship plays a crucial role in helping individuals from underrepresented backgrounds overcome the challenges they face in advancing to leadership positions. Joanne highlights the importance of having mentors who can provide guidance, support, and encouragement, particularly for women in tech who may struggle with imposter syndrome or other barriers to leadership. By having access to a mentor who understands their challenges and can offer practical advice, individuals can gain the confidence and skills they need to succeed.

Coaching is also an essential part of developing inclusive leaders. While mentorship typically involves guidance from a more senior individual, coaching can be a more formalised process that focuses on specific leadership skills. Coaching can help individuals work through challenges, build their confidence, and develop the tools they need to navigate complex situations. For organisations that may not have mentors available for all employees, coaching provides an effective alternative for supporting leadership development.

Joanne’s personal experience with mentorship serves as a powerful reminder of how important these relationships can be in shaping the careers of emerging leaders. By investing in mentorship and coaching, FinTech companies can help create a more diverse and inclusive leadership pipeline that reflects the values of the organisation.

Actionable Steps for Driving Inclusion in FinTech

As the conversation draws to a close, Nadia asks Joanne what individuals can do to help drive more inclusion in FinTech. Joanne offers practical advice that anyone can implement, starting with small, everyday actions. She encourages people to reach out to colleagues they might not normally interact with, whether that’s someone from a different department or someone who may not share the same background. By making an effort to engage with people who are different from ourselves, we can help break down the barriers that often divide us and create a more inclusive workplace culture.

Joanne also stresses that senior leaders must take the first step in fostering inclusion. It is up to those in leadership positions to lead by example and actively engage with individuals from diverse backgrounds. When senior leaders make an effort to reach out and connect with others, they set the tone for the entire organisation. This kind of leadership sends a clear message that inclusion is not just a corporate initiative but a core value that everyone should embrace.

Conclusion: Walking the Talk for Inclusion

This episode of FinTech’s DEI Discussions with Joanne Wensley provides valuable insights into how FinTech companies can build more inclusive cultures. By adopting the four pillars of leadership—vision, communication, integrity and accountability, and empathy—organisations can create environments where diverse talent feels supported and empowered to contribute. In addition, mentorship and coaching play a critical role in helping individuals from underrepresented backgrounds overcome challenges and reach their leadership potential.

At Harrington Starr, we understand that inclusion is not a one-time initiative but an ongoing journey. The lessons shared by Joanne Wensley are a reminder that meaningful change takes time, effort, and commitment. By implementing these strategies, FinTech companies can drive the cultural shift necessary to attract, retain, and nurture diverse talent, ultimately fostering an environment where everyone can thrive.

To hear more about Joanne’s journey and her thoughts on inclusive leadership in FinTech, listen to the full episode. Let’s continue to walk the talk for inclusion and create a more equitable future for the FinTech industry.