Inclusion in FinTech is Everyone's Responsibility
07 August, 2025
Driving Inclusion in FinTech
On the latest episode of FinTech’s DEI Discussions, hosted by Nadia, we are rejoined by a powerful voice in inclusive leadership: Tribeni Chougule, Executive, MBA, Leadership and Career Coach. In this compelling conversation, Tribeni shares her journey from a 25-year corporate career in technology and financial services to becoming a solopreneur focused on coaching and social sustainability. Her mission is clear: build truly inclusive workplaces where all individuals, especially those who are marginalised, can reach their full potential.
This episode offers FinTech employers a clear and urgent message: diversity and inclusion must be embedded into the heart of your company culture if you want to attract and retain the best FinTech talent. At Harrington Starr, we specialise in FinTech recruitment and understand that creating a culture of belonging is critical to long-term success in London, New York, and beyond. Tribeni’s insights provide a roadmap for organisations committed to walking the talk on inclusion.
Leaving Corporate for Coaching: A Personal Commitment to DEI in FinTech
Tribeni opens the conversation by discussing her bold leap from a long-standing corporate career into entrepreneurship. Her background spans programme management, innovation, change leadership, and sustainability, all within the technology and financial services sectors. Having spent over a decade working in FinTech environments, she became increasingly aware of the disparities faced by underrepresented groups. These experiences became the catalyst for her transition into coaching.
Now working as a Leadership and Career Coach, Tribeni empowers individuals, particularly those who feel marginalised, to understand their identity, own their story, and pursue their ambitions with confidence. Her work isn’t just professional; it’s deeply personal. She’s seen firsthand the psychological and career-based impacts of exclusion, and she is determined to be a force for change. Her coaching is designed to fill the gaps left by systems that weren’t built with inclusivity in mind.
True Inclusion in FinTech Means More Than a Seat at the Table
When asked what inclusion means to her, Tribeni articulates a concept that goes far beyond surface-level gestures. For her, inclusion is about genuine belonging. It’s about people being not just invited to the table, but welcomed, heard, and valued once they get there. Too often, companies tick the diversity box by hiring individuals from marginalised groups but fail to adapt the environment to support their success.
She asks thought-provoking questions: Has the seat been designed for them? Do they have the tools they need to participate fully? Is there psychological safety in place to ensure their contributions are welcomed? Her answer is often “no”, and that needs to change.
Simply hiring diverse candidates is not enough. Businesses must also nurture and support them in ways that allow them to thrive. At Harrington Starr, we partner with firms ready to go beyond tokenism and commit to real, long-term culture change.
Understanding the Emotional Toll of Microaggressions in the FinTech Sector
One of the most impactful parts of the episode is Tribeni’s reflection on microaggressions, those subtle, often unintentional comments or behaviours that devalue or exclude others. She likens them to splinters: small and easy to overlook at first, but deeply painful when they accumulate. Microaggressions can stay under the radar of formal HR policies, yet their emotional toll is significant.
Tribeni notes that people experiencing microaggressions often suffer in silence, which leads to deteriorating mental health, reduced performance, and, ultimately, resignation. She references the McKinsey Women in the Workplace reports from 2023 and 2024, which both highlight microaggressions as a key barrier to gender parity, and even more so for women who face intersectional challenges such as being a person of colour or having a disability.
These behaviours, dismissive remarks, constant interruptions, or assumptions based on stereotypes have a compounding effect. Confidence is eroded. Self-esteem takes a hit. Talented people are silenced. And businesses lose out. The message is clear: if FinTech firms want to retain top talent, particularly diverse talent, they must take microaggressions seriously.
Allyship in Action: What Every FinTech Professional Can Do
A major takeaway from this episode is that allyship is not optional, it’s essential. Tribeni encourages all professionals, regardless of their identity, to be allies to others. Being an ally means standing up when you witness unfair treatment, using your privilege to amplify others, and constantly educating yourself on how to be more inclusive.
Importantly, allyship doesn’t have to be confrontational. Even small actions, like gently calling out a microaggression or offering support to someone who’s been marginalised, can make a big difference. Tribeni also introduces the concept of “micro-affirmations”, positive, reinforcing behaviours that affirm a person’s value and contribution. These include public praise, active listening, and inclusive decision-making.
For leaders in FinTech, this is particularly important. Creating a culture where micro-affirmations are embedded into team dynamics can help build psychological safety, increase employee engagement, and reduce turnover. As FinTech recruiters, we know that high-performing teams are built on trust, and trust is built through daily, inclusive behaviours.
The Power of Unlearning: Building Inclusion Through Reflection and Change
Tribeni introduces a powerful concept not often talked about in corporate DEI work, unlearning. While most businesses invest in learning and development, few take the time to examine what needs to be unlearned. This includes unlearning harmful language, challenging inherited biases, and letting go of outdated workplace norms.
She highlights how unlearning allows leaders to meet individuals where they are. For instance, expecting all employees to be vocal in meetings doesn’t accommodate introverts or neurodivergent individuals. Empowerment, she explains, means making space for everyone’s unique strengths and communication styles.
Creating inclusive FinTech teams isn’t about moulding people into one model of success, it’s about celebrating diversity in how people think, work, and lead. For hiring managers and team leaders, this means thinking differently about what “top talent” looks like and removing rigid definitions that exclude great candidates.
Leadership That Walks the Talk: Embedding DEI in FinTech Company Culture
As the conversation turns towards leadership, Tribeni and Nadia both stress the importance of action over intention. Many companies have values written on the walls, but it’s the behaviour of line managers and team leaders that truly shape culture. Every leader sets the tone for inclusion, or exclusion, through their daily decisions and actions.
Tribeni encourages leaders to create space for reflection. She talks about the importance of “the pause”, a moment to step back, reflect on what’s working, and ask whether your behaviours align with your values. She also introduces the concept of “feed forward” rather than “feedback,” which focuses on growth and potential rather than blame or past mistakes.
For FinTech companies navigating a rapidly changing talent landscape, this approach to leadership is key. Those who invest in inclusive leadership development will not only see stronger employee retention but will also attract a wider, more diverse candidate pool. Harrington Starr partners with firms that understand that building inclusive leadership is one of the smartest investments a business can make.
Creating a FinTech Workplace Where Everyone Thrives
Nadia ends the episode with a critical question: how can people listening to the podcast actually walk the talk? How can they take this conversation and turn it into tangible change?
Tribeni’s advice is simple but transformative. First, practice self-awareness. Everyone has biases. The key is to acknowledge them, reflect on them, and take steps to reduce their impact. Second, be an active ally. Look for opportunities to support others, speak up when something feels wrong, and lead with empathy. Third, remember that inclusion is not a “nice-to-have”, it is a necessity for strong, sustainable teams.
She closes with a reminder that we are all connected by our shared humanity. Seeing one another as complex, multifaceted human beings is the first step towards genuine inclusion. And that inclusion, in turn, drives innovation, collaboration, and business success.
At Harrington Starr, we believe this wholeheartedly. As a FinTech recruitment firm with offices in London, New York, and Belfast, we work with companies that want to create inclusive, high-performance cultures. Whether you're hiring for software engineers, sales leaders, data scientists, or marketing professionals, inclusion should be central to your recruitment and retention strategy.
Conclusion: Why Inclusion Must Be the Future of FinTech Hiring
This episode of FinTech’s DEI Discussions featuring Tribeni Chougule is a must-listen for anyone working in or hiring for the financial technology sector. From her vivid metaphors about microaggressions to her practical guidance on inclusive leadership, Tribeni brings clarity and compassion to a topic that too often gets lost in jargon.
The FinTech sector continues to grow and evolve, but without intentional efforts to build inclusive cultures, the industry risks leaving talent behind. Whether you're a CEO, a hiring manager, or just starting your career, this episode is a reminder that inclusion is everyone’s responsibility, and it’s good business, too.
Harrington Starr is a leading global FinTech recruitment company, specialising in connecting top-tier talent with the most innovative financial technology firms across the UK, Europe, and North America. Since 2010, we have built a reputation for excellence in recruiting professionals across key areas including software engineering, data and analytics, infrastructure, cloud, DevOps, cyber security, product management, sales, and marketing. With offices in London, Belfast, and New York, we partner with businesses of all sizes, from disruptive start-ups to established financial institutions, to deliver talent strategies that drive growth, innovation, and long-term success. Our consultative approach, deep market knowledge, and commitment to inclusion make us the go-to recruitment partner for FinTech companies looking to secure the very best permanent and contract talent.
