Making Wealth Management a Career for Everyone

Celebrating Inclusion and Culture in Financial Services

In this powerful episode of FinTech's DEI Discussions, host Nadia is joined by Sarah Revell, Director of Operations at Athena Wealth Planning Ltd. The episode was recorded in London at The Summit for Wealth Management 2025 and dives into how the financial services and FinTech sectors can move from performative diversity to real, sustainable inclusion. As a FinTech recruitment business committed to helping companies build inclusive and effective teams, Harrington Starr is proud to share these vital conversations with our network.

Throughout this episode, Sarah unpacks what inclusion truly looks like in a modern wealth management firm, why listening matters, and how companies can create cultures where all voices are heard and valued. From redefining recruitment strategies to investing in the next generation of talent, this episode offers a comprehensive look at how small, values-led organisations can lead meaningful change in the industry.

Female-Led Financial Planning: Athena Wealth’s Story

Sarah begins by sharing her personal journey through the financial services industry, which spans more than 20 years. Like many in the sector, she didn’t enter the industry with a concrete plan. Instead, she found herself drawn to the work and the people, developing a career in property finance before taking a leadership position at Athena Wealth Planning Ltd.

Athena is unique in that it is a female-led business—something still uncommon in the financial planning space. Sarah and her co-director, Carrie Devin Shear, lead a tight-knit team based in Sevenoaks, Kent. The business prides itself on its inclusive culture and emphasis on collaboration and mutual respect. Sarah describes the team as diverse not only in terms of age, gender and ethnicity but also in experience levels and skillsets. This range of perspectives is celebrated and recognised as one of the company’s key strengths.

The core mission of Athena is to support clients with care, while creating a workplace where each employee feels valued and supported to grow. As Sarah points out, the foundation of their success lies in a culture of kindness, open dialogue and shared purpose.

The Importance of Inclusive Culture in Financial Services

As the conversation continues, Sarah and Nadia delve deeper into the cultural challenges and opportunities that face wealth management firms today. Sarah explains that culture has become an increasingly important focus in the industry, particularly in light of the FCA’s new Consumer Duty framework. While there has not yet been specific guidance around DEI from the FCA, the shift in regulatory emphasis encourages firms to evaluate their own approaches and take proactive steps towards improvement.

This represents a significant opportunity for financial services and FinTech organisations alike to embed inclusion into their operational models. Sarah notes that at Athena, they strive to build a culture where everyone—regardless of job title or background—has the opportunity to contribute ideas, provide feedback and feel heard.

This is particularly crucial for small businesses, where every team member plays a pivotal role in delivering client value. Inclusive cultures, Sarah believes, are not just good for morale—they drive performance, innovation and resilience. And in an industry like wealth management, where trust and transparency are everything, a strong internal culture has a direct impact on client satisfaction.

Reframing Wealth Management Through Client-Centric Diversity

One of the themes Sarah spoke about during her session at The Summit for Wealth Management 2025 was how to embed both diversity and client-centricity into organisational culture. She describes how the wealth management space has traditionally been perceived as a sector dominated by middle-aged white men. While this perception has some historical truth, Sarah is optimistic about the changes she’s seeing.

There is now more awareness and visibility of women, younger professionals and people from diverse ethnic backgrounds in the industry. Yet, she’s also candid about the challenges that remain—particularly around attracting young people to the sector. Many students and early-career professionals are unaware of the broad range of roles available in financial planning, or they assume the sector is not for them.

Athena is actively working to change that perception, not just through inclusive hiring practices but also through community outreach and education. This approach aligns strongly with Harrington Starr’s mission as a FinTech recruitment company—to help our clients tap into overlooked talent pools and build stronger, more future-proof teams.

Inclusive Leadership and Open Dialogue

A standout moment in the conversation comes when Sarah describes how Athena runs its internal meetings. Every team member is invited to contribute agenda items in advance. While this might seem like a small gesture, it plays a vital role in encouraging participation, particularly among those who may be less comfortable speaking up in a live setting.

Sarah reflects on how this simple act of preparation allows people to think more deeply about what they want to say, which in turn leads to richer conversations and a more cohesive team. Regular team meetings also include presentations from different departments, so employees can gain a better understanding of each other’s work. This cross-functional learning fosters empathy, collaboration and mutual appreciation.

Furthermore, Athena builds inclusivity into its one-to-one meetings. Rather than simply tracking performance metrics, these meetings focus on open-ended questions like “Are you happy in your role?” or “Do you feel supported in your career goals?” It’s through these conversations that true leadership emerges—the kind that prioritises individual wellbeing alongside business results.

Technology and Inclusion: The Role of AI in FinTech Workplaces

Another exciting topic discussed in the episode is the integration of AI into Athena’s business processes. Rather than rolling out technology top-down, Athena has created a network of AI champions across all departments. These individuals test the tools, provide feedback and help ensure that the adoption of AI is truly beneficial across the organisation.

This inclusive approach to technology implementation is a brilliant example of how innovation and inclusion can go hand in hand. In the fast-paced FinTech landscape, it’s easy to see technology purely as a tool for efficiency. But as Sarah illustrates, technology should also be an enabler of better communication, smarter collaboration and fairer access to opportunity.

At Harrington Starr, we frequently advise our FinTech clients on how to build teams that are not only technically skilled but also equipped to lead cultural transformation. Athena’s approach is a model for how this can be done effectively in practice.

What Inclusion Really Means

Sarah shares a quote that resonated deeply with her: “Diversity is being invited to the party. Inclusion is being asked to dance.” This concept underscores the central message of the episode—that it’s not enough to have diversity metrics or representation targets. True inclusion means creating environments where everyone is encouraged to speak, contribute and lead.

Inclusion also means recognising the different life experiences that each person brings to the table. Whether someone has come through a traditional financial services pathway or has a background in community work or education, every perspective has value. This mindset is essential for modern recruitment strategies, particularly in FinTech, where innovation thrives on diversity of thought.

Sarah stresses that inclusion is not about fulfilling quotas or ticking boxes. It’s about asking questions, listening deeply and making changes based on what you hear. And that’s what transforms culture from a concept into a lived reality.

Changing the Recruitment Narrative in Financial Services

As the conversation turns to the future of the industry, Sarah is clear about where the biggest opportunities lie: recruitment and outreach. She challenges financial services firms to rethink how they identify and attract talent. Rather than focusing solely on credentials or previous employers, hiring managers should consider the whole person—their transferable skills, community involvement, leadership potential and ability to align with company values.

At Athena, Sarah and her team look beyond the CV. They are interested in people who’ve taken initiative, contributed to their communities or overcome challenges. This more holistic approach to recruitment allows Athena to bring in talented individuals who may otherwise have been overlooked.

Every year, Athena invites local Year 12 students to apply for a work experience programme. The students are interviewed, welcomed into the team, and given exposure to real client meetings, operational systems and technology platforms. This initiative is not about free labour—it’s about giving young people a meaningful look at what a career in financial planning could entail. Sarah sees this as an essential investment in the future of the profession, and it aligns closely with our work at Harrington Starr to build inclusive pipelines for the FinTech workforce of tomorrow.

How Any Business Can Be More Inclusive

Nearing the end of the episode, Nadia asks Sarah the podcast’s signature question: “What can anyone in any business do to be more inclusive?” Sarah responds with practical, reflective advice. She encourages leaders to truly consider how they work and whether they are creating spaces where people feel safe and encouraged to contribute.

It’s not just about who speaks up in meetings—it’s about who feels comfortable attending social events, who engages in informal conversations, and who has access to leadership. Inclusion, Sarah says, is about reading the room—both literally and figuratively—and adjusting how we lead so that everyone has a seat at the table.

She highlights the importance of feedback, particularly when implementing change. Businesses should always follow up to see how new initiatives are received and be willing to adapt if something isn’t working. In this way, inclusion becomes an ongoing practice, not a fixed outcome.

At Harrington Starr, we echo this sentiment daily. Whether we’re helping FinTech firms hire Chief Product Officers, DevOps Engineers, or Sales Directors, we advise our clients to embed inclusive practices throughout their hiring journey and beyond.

Walking the Talk: Lessons from Athena Wealth and Sarah Revell

This episode of FinTech's DEI Discussions is a masterclass in walking the talk when it comes to diversity, equity and inclusion. Sarah Revell’s insights offer a roadmap for how companies—large or small—can create more inclusive environments where people thrive. From preparing meeting agendas in advance to developing inclusive recruitment strategies, every example shared is both practical and powerful.

As the FinTech and financial services industries continue to evolve, businesses must embrace a more human-centred approach to culture, leadership and growth. At Harrington Starr, we are proud to be part of this movement. We don’t just recruit for roles—we partner with our clients to build inclusive, innovative teams that drive the future of FinTech forward.