The Reality of Inclusion in FinTech
The latest episode of FinTech's DEI Discussions: Buy Side Series features Christine Meredith, Head of Fixed Income Technology at Janus Henderson Investors and winner of the Investment Woman of the Year award. Hosted by Nadia, this conversation delves deep into the realities of diversity, equity, and inclusion within the financial technology sector. Christine shares her experiences navigating a traditionally male-dominated industry, the power of representation, and the steps needed to create lasting change in workplace inclusion. The conversation provides invaluable insights into the impact of leadership, the barriers women and underrepresented groups face, and the urgent need for a shift from passive support to active implementation of DEI strategies. The discussion sheds light on the nuances of workplace inclusion, exploring the institutional barriers that hinder progress and the strategic interventions necessary to foster meaningful change. Christine’s unique perspective, drawn from years of experience and personal challenges, offers a roadmap for businesses to adopt meaningful DEI practices and create lasting impact.
Breaking Barriers in Fixed Income Technology
Christine’s journey into technology and investment management is a testament to the power of resilience and self-belief. She started her career at Legal & General Investment Management (LGIM), where she worked as a manager in the investment performance team. She later transitioned into a more technology-focused role as a product owner, a move that aligned with her growing interest in financial technology. She recognised that technology had the power to streamline and optimise financial processes, and she was eager to play a role in its advancement. This transition signified her commitment to innovation and her ability to navigate uncharted professional territory. She highlights the importance of continuous learning and adapting to evolving industry standards to maintain a competitive edge.
When an opportunity arose to become the Head of Fixed Income Technology at Janus Henderson Investors, Christine faced a significant decision. She recognised the challenge ahead, knowing she would be competing in an industry that remains predominantly male, particularly in leadership roles within technology. Despite the daunting prospect of an eight-round interview process, she decided to step forward, refusing to let self-doubt dictate her career progression. Her determination paid off when she secured the role, an achievement that not only validated her skills but also demonstrated that success should not be defined by gender or background. Her appointment marked a shift in the industry's perception of leadership and paved the way for others aspiring to break similar barriers. She continues to advocate for a future where diversity in leadership is no longer an anomaly but a standard, and she encourages companies to prioritise inclusivity in their hiring and promotion strategies.
The Role of Technology in Investment Management
In her role, Christine leads multiple teams within Janus Henderson’s investment division, specifically focusing on fixed income and multi-asset management. The objective is to ensure that investment professionals have access to the best technology solutions to enhance portfolio management, analytics, and risk assessment. By providing the right technological tools, Christine’s team enables investors to focus on strategic decision-making rather than being hindered by outdated or inefficient systems. She is a firm believer in technology’s ability to enhance operational efficiency and increase accessibility to investment insights. Her work ensures that FinTech innovations are implemented effectively, allowing firms to stay ahead of industry trends.
Her leadership extends across several core areas, including attribution, analytics, investment risk, research, and quantitative analysis. As FinTech continues to evolve, staying ahead of competitors is a constant challenge. Christine highlights the importance of keeping up with technological advancements while maintaining a people-first approach. Technology should not be an obstacle for investment teams; rather, it should be a tool that enhances efficiency and optimises decision-making. She discusses how automation and AI are increasingly becoming part of investment technology and how firms that fail to embrace these changes risk falling behind in an ever-competitive industry. The integration of AI and machine learning within portfolio management is changing the investment landscape, and Christine is determined to ensure her teams leverage these technologies effectively. She also explores the ethical considerations surrounding AI implementation in finance and how firms can ensure these innovations are used responsibly.
Why Middle Management is Crucial for DEI Progress
The discussion moves into the broader challenges surrounding diversity, equity, and inclusion in FinTech. Christine reflects on how, despite years of DEI initiatives, the industry still faces significant gaps. While senior leadership teams may advocate for inclusion, and employees often engage in grassroots DEI efforts through employee resource groups (ERGs), the real challenge lies in middle management. This layer of leadership often serves as the bridge between corporate policy and daily workplace culture, making their buy-in critical for sustained DEI progress.
Christine argues that middle management plays a critical role in enabling or stalling progress. While C-suite executives may champion DEI initiatives, it is often middle managers who determine whether these initiatives are supported or dismissed. Employees who actively contribute to diversity efforts may find themselves criticised for spending time on work that is not seen as directly related to their roles. Without buy-in from middle management, DEI efforts risk remaining performative rather than impactful. She emphasises the importance of making inclusion a key performance indicator (KPI) for managers to ensure accountability. Additionally, she suggests that training programs must be expanded to educate middle managers on the value of inclusion, ensuring that diversity efforts do not stall at the executive level. She further explains how corporate culture must evolve to ensure that inclusion efforts are not seen as an add-on but as an integral part of business success.
The Power of Representation and the Influence of Titles
Representation matters in every industry, and FinTech is no exception. Christine discusses the reality that not everyone engages with DEI for the right reasons, but that does not negate the value of diverse leadership. She acknowledges that when senior leaders support an initiative, others in the organisation are more likely to follow. Titles hold power and leveraging that influence to drive change is essential. She explores how representation at the leadership level directly influences company policies and employee engagement.
Her own journey exemplifies the importance of breaking stereotypes. As a woman of colour in a leadership position within technology, she has not only opened doors for herself but also paved the way for others. By proving her capabilities in a highly competitive industry, she challenges the notion that leadership in FinTech must conform to a particular profile. She highlights that companies must ensure that diverse hires are supported beyond the hiring stage and are provided opportunities for career advancement. Christine stresses that while hiring diverse candidates is a necessary step, it must be accompanied by an inclusive environment that fosters career longevity and success. She calls for organisations to move beyond tokenism and genuinely invest in diverse leadership pipelines to create lasting change.
The Future of DEI in FinTech
As the conversation draws to a close, Christine expresses her hopes for the future of DEI in FinTech. While progress has been slow, she remains optimistic that continued advocacy and action can drive meaningful change. She emphasises the importance of collaboration, knowledge-sharing, and sustained commitment to inclusion. She encourages industry leaders to take measurable steps toward diversity, rather than relying on surface-level policies that do not result in real change.
This episode of FinTech’s DEI Discussions: Buy Side Series offers a powerful reminder that inclusion is not just about representation—it is about removing barriers, holding institutions accountable, and creating environments where everyone can succeed. Christine’s journey exemplifies what is possible when talent is recognised based on ability rather than background, and her insights provide invaluable lessons for professionals at all levels. As Harrington Starr continues to champion inclusive hiring practices in FinTech, firms must prioritise action over rhetoric, embedding inclusion into every aspect of their business strategy to drive genuine change. The commitment to diversity must go beyond surface-level gestures and become a central pillar in the fabric of FinTech's evolving workforce, ensuring a more equitable and dynamic industry for the future.
This episode of FinTech’s DEI Discussions aligns closely with Harrington Starr’s mission as a FinTech recruitment business by highlighting the critical role of diversity, equity, and inclusion in shaping the future of the industry. Christine Meredith’s insights into breaking barriers, leveraging technology, and fostering inclusive leadership reflect the challenges and opportunities that FinTech firms must address to attract and retain top talent. At Harrington Starr, we understand that diverse workplaces drive innovation and long-term success, and our commitment to inclusive hiring practices ensures that businesses build high-performing teams reflective of the industry's evolving needs. By amplifying discussions around DEI, we continue to support firms in creating workplaces where talent is recognised based on skills and impact, fostering a more dynamic and forward-thinking FinTech sector.
