
Male Allyship, Inclusive Innovation, and the Future of FinTech
On this episode of FinTech’s DEI Discussions, hosted by Nadia, we hear from Alex Jonas, Financial Services Senior Manager, Banking at Accenture. In a wide-ranging conversation rooted in lived experience and industry expertise, Alex explores the importance of male allyship in financial services, the power of inclusive innovation, and the urgent need to invest in future talent across the FinTech industry.
This episode offers practical, people-focused strategies for building a more inclusive FinTech sector. It’s a discussion rich in honesty, insight, and action, essential listening for anyone committed to making meaningful change within financial services and technology.
A Career Built on Transformation and Purpose
Alex Jonas begins by reflecting on his journey into the industry. He started as a retail graduate at the Royal Bank of Scotland in 2009, during the aftermath of the financial crisis. With the bank’s share price at just six pence, it was a difficult and uncertain time to be entering the sector. Yet over the next five years, Alex built his skills through a range of retail and transformation roles across the UK.
His next chapter began when he was approached via LinkedIn and invited to join Accenture. Now, ten and a half years later, he works as a Senior Manager in the financial services industry, focused specifically on banking. Alex has worked on complex programme delivery and client technology transformation, always with an eye towards speed, security, and inclusive impact.
What sets Alex apart is his sense of purpose. For him, success is not just about personal achievement but about helping others thrive, be it clients, colleagues, or communities. He finds deep fulfilment in using the power of technology to bring about real change, especially when diverse teams come together to solve challenges that matter.
Having grown up with dyslexia, Alex also understands firsthand the barriers that can prevent people from reaching their potential. He notes that if the assistive technologies available today had existed when he was in education, his journey would have looked very different. That understanding drives his advocacy for accessible innovation and inclusive design.
Investing in Future Talent Across the FinTech Landscape
Throughout the discussion, one of the recurring themes is the importance of investing in the next generation of talent, especially in underrepresented communities. Alex speaks passionately about the need to open doors and create visible, supported pathways into the industry.
He describes being “overcome every day” by the strength and potential of emerging talent, whether found within client teams, partner organisations, or community outreach programmes. Having seen the creative and technical breakthroughs that diverse groups can bring to the table, he is adamant that organisations must look beyond traditional hiring pipelines and begin collaborating directly with schools, colleges, and communities.
At Accenture, Alex has dedicated significant time to working with charity partners such as Tech She Can. Together, they’ve launched numerous initiatives designed to provide young people with technical training, mentoring, and job-readiness skills. These have included bootcamps, school outreach programmes, and even collaborations with job centres to reach those in regions impacted by social and economic inequality.
One of the standout moments for Alex came in March 2025, when he supported the Girls in AI Summit in Manchester. Held just before International Women’s Day and during Careers Week, the summit brought together over 220 students aged 11 to 13 from underrepresented schools across the region. It was a hands-on, collaborative day where students explored what AI is, what it can do, and the potential risks and opportunities it presents. By the end of the event, 80% of attendees saw AI as a force for good, and crucially, understood it. For Alex, it was a career highlight and a testament to the power of early intervention.
Breaking the Stereotypes in Financial Services
When asked what advice he would give to those looking to attract upcoming talent into financial services, Alex’s response is both strategic and passionate. First, he says, the industry must break the stereotypes. Organisations must actively challenge outdated perceptions and make visible the flexibility, creativity, and positive impact that financial services and FinTech can offer.
He notes that while progress is being made, such as the increase in women in C-suite roles from 12% in 2012 to 18% today, more must be done. Cultural change takes time, but it also requires sustained pressure and visible leadership. Stereotypes won’t shift on their own.
Alex encourages companies to work proactively with local educational institutions, particularly schools and colleges. He believes it is the responsibility of industry leaders to show up, speak to students, and highlight the breadth of career options available. These partnerships can demystify the sector and make it more accessible to those who might never have otherwise considered a career in FinTech or financial services.
He also reflects on generational shifts in workplace expectations. Gen Z and millennial professionals value autonomy and work-life balance far more than previous generations. Organisations that want to attract and retain young, diverse talent must be willing to adapt, offering flexibility, hybrid working options, and inclusive environments where people feel safe and supported.
Making Male Allyship Count in the FinTech Sector
Perhaps the most impactful part of the episode comes when Nadia asks Alex to reflect on the subject of male allyship. It’s a topic he speaks about with clarity, humility, and purpose.
Alex begins by stating something often left unsaid: men are part of the problem, and therefore must be part of the solution. In a world where men continue to hold disproportionate power in business, media, and politics, they have a responsibility to use that power to create space for others. Allyship, he insists, is not just about supporting inclusion from the sidelines. It’s about being part of the change in tangible, everyday ways.
Allyship, according to Alex, is a practice. It’s not something you label yourself as. It’s a commitment to listening, reflecting, showing up, and amplifying the voices of those who are less heard. Reverse mentoring, for example, has helped him understand the lived realities and barriers faced by future talent and shaped the way he leads.
He also references peer influence and the importance of being available for honest conversations. Whether it’s within work, family, or friendship groups, men must be willing to challenge themselves and others. Simply asking, “Am I doing enough?” and inviting feedback can make a difference.
Alex cites a powerful statistic from a report by the City of London and the latest Lovelace Institute publication: every year, 40,000 to 60,000 women leave tech roles, costing the UK tech sector up to £3.5 billion annually. With women making up less than 20% of the UK’s tech workforce, and leaving at more than double the rate of men, the industry cannot afford to ignore the issue. Moreover, there’s a tech skills shortage of over 100,000 professionals, with demand expected to double or triple by 2030. If inclusion isn’t prioritised, growth will be limited, and innovation will stagnate.
To encourage more male colleagues to engage with allyship, Alex recommends attending women’s conferences, participating in sponsorship and mentoring programmes, and creating spaces for learning and discussion. He reminds us that supporting women or non-binary individuals in the workplace is not about speaking over them, but about standing beside them, and stepping back when needed.
Practical Steps Towards Inclusive Leadership in FinTech
One of the standout elements of Alex’s approach is the practicality of his insights. Inclusion, he says, is not about grand statements. It’s about daily decisions.
He describes a recognition model called the 30-2-1 framework that he adopted from one of his clients and now uses regularly. It involves spending 30 minutes a week in a one-to-one meeting to praise and coach a future leader, sending two recognition messages or notes to acknowledge good work, and making one formal recommendation to a senior stakeholder highlighting someone’s contributions. The structure is especially helpful for elevating female talent and ensuring that their efforts are acknowledged at the right levels.
These kinds of frameworks are simple to implement but can have a lasting impact, particularly in environments where underrepresented team members often feel overlooked.
Inclusive Innovation Must Be the Default, Not the Afterthought
As the conversation draws to a close, Alex shares a critical message for the future of the FinTech industry: inclusion and accessibility must be built into every aspect of innovation from the very beginning.
With AI now influencing product design, customer service, compliance, and workforce planning, we must consider not just what we’re building, but who is building it, and for whom. Alex calls for a mindset of inclusive innovation, where discovery, design, and delivery all take place with diverse voices at the table.
He stresses that this isn’t just about internal culture. Regulatory bodies, too, have a responsibility to push for higher standards. But ultimately, change will come from leadership accountability. Inclusion must be measured, discussed, and embedded into business strategy. Successes should be shared, and shortcomings acknowledged.
Empathy, Accountability, and the Road Ahead
In his final reflection, Alex speaks to the importance of empathy. In the fast-changing world of financial services and FinTech, nobody gets everything right. But progress doesn’t come from perfection; it comes from being willing to learn, correct, and improve together.
The conversation ends on a hopeful, action-oriented note. With voices like Alex’s in the room, amplified by platforms like FinTech’s DEI Discussions, there’s every reason to believe that inclusion in the industry can become more than a promise. It can become a practice.
At Harrington Starr, we believe that true innovation in FinTech starts with people. As a FinTech recruitment business, we’re committed to supporting our clients in building diverse, inclusive teams that lead with purpose, empathy, and skill. If you’re hiring in FinTech or looking to create a workplace where everyone can thrive, get in touch with our team today.