Male Allies Making Space in Digital

Championing Digital Inclusion Through Male Allyship

In this inspiring episode of FinTech’s DEI Discussions, part of the special 12-part #TurnToTech podcast series powered by FinTech’s DEI Discussions in partnership with the City of London Corporation and the Women Pivoting to Digital Taskforce, Nadia sits down with Sarwar Khan, Director of Government Affairs UK & Ireland at Salesforce and Strategy Steering Board Member for the Women Pivoting to Digital Taskforce. This conversation unpacks the critical role of male allies in advancing women in digital careers, debunks myths around the tech industry, and provides tangible, real-world guidance on how individuals and organisations can turn to tech and make a lasting impact.

As a leading FinTech recruitment business with offices in London, New York, and Belfast, Harrington Starr is committed to promoting inclusive hiring and future-ready talent solutions. This episode exemplifies the type of insight and leadership that FinTech firms need to succeed in today’s technology-driven world.

FinTech and the Urgency of Digital Skills Accessibility

Nadia begins by introducing the mission of #TurnToTech: to provide guidance, motivation, and real-life examples for anyone contemplating a career change into the tech space. Whether you’re making the switch or simply exploring your options, this series is designed to help listeners learn, pivot, and thrive.

The central focus of this episode, 'Male Allies Making Space in Digital', invites Sarwar Khan to share why digital skills access is more than a corporate initiative; it’s a societal necessity. Sarwar emphasises Salesforce’s core belief that access to digital skills is essential for creating a more inclusive, resilient, and competitive economy. With the rapid evolution of technology, particularly the rise of artificial intelligence, today’s workforce is undergoing fundamental changes. For Sarwar, ensuring that individuals are not left behind during this transition is not just a business goal but a moral responsibility.

He shares a striking statistic from recent research: only one in ten people surveyed believe they possess the necessary digital or AI-related skills to succeed in their current or future roles. For FinTech businesses navigating the complexities of digital transformation, this represents a pressing challenge. Without a workforce equipped for the digital era, even the most innovative companies will struggle to maintain momentum, competitiveness, or regulatory resilience.

The Shared Responsibility of Male Allyship in FinTech

Nadia steers the conversation to the theme of male allyship, asking Sarwar why it has become such a vital element of DEI strategies across tech and finance. Sarwar responds with clarity: equality is a shared responsibility. It isn’t a niche concern for specific communities; it should be embedded into every person’s professional mindset, especially those in positions of influence or privilege.

Drawing on his own experiences, Sarwar discusses his role as an ally to Salesforce’s Veterans Network, an employee-led group supporting those transitioning from military to civilian careers. Although he has no military background himself, Sarwar joined to learn, understand challenges, and champion the unique value veterans bring to the workplace. It’s this act of learning through engagement that forms the crux of allyship.

He encourages listeners, especially men in leadership or mid-level positions, to consider what barriers others may face in their workplaces. By offering guidance, mentorship, or simply advocating for inclusivity, allies can be instrumental in breaking down structural inequalities. For those working in FinTech, a sector still wrestling with gender and diversity gaps, allyship is a powerful way to shift culture and support long-term transformation.

Why FinTech Careers Are Not Just for Coders

The conversation then moves to a common misconception that continues to block many people, particularly women, from exploring careers in digital: the belief that you need a background in coding or computer science to work in tech.

Sarwar passionately disputes this idea. He does not come from a technical background, and yet he has successfully built a meaningful career at Salesforce, a global technology leader. His story proves that technical fluency can be developed, and that many non-technical roles within tech companies are critical to growth and impact. From policy and operations to stakeholder engagement and programme management, digital roles are far broader than the “developer” stereotype suggests.

Moreover, Sarwar points out that we are all digital users in our daily lives. Whether it's using smartphones, apps, or smart home gadgets, we already have transferable digital capabilities. In FinTech, where services are increasingly customer-facing, these capabilities are highly relevant. Employers are increasingly seeking professionals who are comfortable navigating digital environments, even if they aren’t coding experts.

At Harrington Starr, our recruitment team sees this firsthand. The FinTech companies we work with consistently value well-rounded candidates, those who bring communication, analytical, and leadership skills to the table, alongside a willingness to engage with evolving technologies.

Advice for Individuals Pivoting to Digital Careers in FinTech

Nadia asks a key question: what advice would Sarwar give to someone hesitant about transitioning into a digital career?

He offers two practical suggestions. Firstly, start small and build confidence gradually. One powerful tool he recommends is Salesforce’s Trailhead, an entirely free, online learning platform that enables users to engage with modules covering emerging technologies, digital concepts, and even soft skills. For those exploring FinTech job opportunities or considering an upskilling path, Trailhead provides a flexible, low barrier starting point.

Secondly, Sarwar underscores the importance of recognising your existing skillset. Skills like communication, creative thinking, teamwork, and problem-solving are just as valuable as technical knowledge in today’s digital workplace. Whether you’re moving from finance, marketing, operations, or customer service, your previous experiences are likely more relevant than you think.

This message resonates strongly within the FinTech hiring space. At Harrington Starr, we often help candidates reframe their career narratives, showing them how their transferable skills align with in-demand roles in technology, cybersecurity, data analytics, and more.

Mentorship, Community, and Learning Through Connection

Beyond individual learning, Sarwar highlights the importance of mentorship, coaching, and networking for anyone looking to grow in digital careers. He recommends that professionals actively seek mentors, or even become mentors themselves, regardless of their career stage. By participating in mentorship, individuals not only gain guidance but also build valuable connections, broaden their understanding of industry needs, and refine their career goals.

He also emphasises the power of networks like SheCanCode, TechUK, Women in Tech, and Ada’s List, organisations dedicated to improving access to digital roles for underrepresented groups. These communities offer events, advice, and collaborative learning opportunities that are especially valuable for women looking to break into FinTech or transition from adjacent industries.

For job seekers and employers alike, these communities are goldmines for talent engagement and brand building. As a FinTech recruitment business, we frequently encourage our clients to get involved with these networks, not only to source diverse talent but also to showcase their commitment to inclusion and long-term growth.

The Importance of Retention, Not Just Recruitment

One of the most critical takeaways from this episode is Sarwar’s call for organisations to look beyond just hiring diverse talent. He explains that many companies are now making progress in attracting underrepresented groups, including women, into their teams. However, many fall short when it comes to supporting these employees once they’re through the door.

He cites examples of women joining male-dominated teams and finding themselves without the infrastructure or community needed to feel safe, valued, or empowered. Without genuine inclusion, retention suffers, and companies lose out on the very innovation and diversity they sought to gain.

Sarwar encourages FinTech employers to audit their workplace cultures, invest in leadership development, establish inclusive policies, and provide ongoing career progression opportunities. These are the systems that allow people not just to survive, but to thrive.

At Harrington Starr, this mirrors the work we do with clients on cultural fit, employer branding, and talent strategy. We understand that it’s not enough to place a candidate; the environment must also be ready to nurture their success.

How Male Allies Can Get Involved and Drive Impact

Returning to the theme of allyship, Nadia asks Sarwar how we can bring more men into the conversation and empower them to act. His answer is simple and actionable: get involved with employee resource groups (ERGs). Whether your workplace calls them ERGs or business resource groups, these are employee-led initiatives that support inclusion across various communities.

Sarwar explains that joining an ERG doesn’t require subject matter expertise; it requires curiosity and commitment. These groups are excellent entry points for learning about different lived experiences, advocating for change, and demonstrating leadership. In today’s world, allyship is not an optional extra; it’s a core leadership competency.

This advice aligns closely with what we see in FinTech hiring and employer engagement. Companies that build internal inclusion structures and encourage active participation often outperform their competitors on metrics like retention, engagement, and brand loyalty.

Conclusion: Let’s Listen, Let’s Learn, Let’s Turn to Tech

As Nadia closes the episode, she encourages listeners to reflect, engage, and share their own stories using the hashtag #TurnToTech. The podcast ends with a preview of the next episode, which will focus on how women are transforming the tech landscape and creating cultures of belonging.

Sarwar’s episode is a powerful reminder that building inclusive, digitally fluent workplaces is a collective endeavour. Through individual action, strategic hiring, mentorship, and cultural investment, the FinTech industry can become a leader not just in innovation, but in equity and opportunity.

At Harrington Starr, we’re proud to support this mission. Whether you’re looking to hire top FinTech talent or transition into a digital career, our expert team is here to help you navigate the future of work.