Menopause, Parenting and the Digital Skills Gap in FinTech

In the latest episode of FinTech's DEI Discussions, hosted by Nadia Edwards-Dashti, listeners are invited into an in-depth conversation about the power of inclusion, culture, and allyship in shaping the workplace of the future. Emma Martindale, Business Analyst, and Chris Garbutt, Operational Effectiveness Manager, both at Atom Bank, join the discussion to share how their organisation is redefining workplace culture by putting people first. Through groundbreaking initiatives and an unwavering commitment to inclusion, Atom Bank has become a beacon for what the FinTech industry can achieve when diversity and empowerment are at the core of its mission.

This blog explores the key themes discussed in the episode, providing insights and actionable takeaways for organisations aiming to create inclusive workplaces. As a FinTech recruitment business, Harrington Starr is inspired by Atom Bank’s work, which exemplifies the values we strive to champion across the industry.

Atom Bank: A Culture Built on Empowerment and Trust

Atom Bank, the UK’s first app-only bank, has been on a mission to make banking simpler, faster, and more accessible since its launch in 2016. However, its innovation extends beyond its products to the way it treats its people. At the heart of Atom Bank’s success is a culture that values empowerment, trust, and inclusivity.

Chris Garbutt perfectly encapsulates this ethos when he says, “Atom Bank isn’t just a structure or a building; it’s a growing group of people. We value everyone’s unique skills, experiences, and personalities.” This focus on individuality and collaboration creates an environment where employees feel seen, heard, and supported. A prime example of this commitment is Atom Bank’s adoption of a four-day working week with no reduction in salary—an initiative that promotes work-life balance and reflects the company’s dedication to employee well-being.

This culture of trust and empowerment doesn’t just happen by chance; it’s carefully cultivated. Employees are encouraged to contribute ideas, challenge the status quo, and drive meaningful change within the organisation. This proactive approach to culture-building has made Atom Bank a standout employer in the FinTech industry.

Tackling Taboo FinTech Topics: Menopause Support at Atom Bank

One of the most compelling stories shared in the podcast is Atom Bank’s menopause support initiative, a programme that highlights the company’s commitment to inclusion and allyship. This initiative began with the experiences of a colleague, Louise, who faced challenges linked to menopause without initially recognising the cause. With the support of empathetic male colleagues, she initiated a movement to ensure no one else would face similar struggles in isolation.

Today, Atom Bank’s menopause support programme is a cornerstone of its inclusive culture. The organisation has trained 28 menopause champions who provide guidance and support to employees navigating this often-overlooked stage of life. Additionally, resources such as educational videos, symptom checkers, and a dedicated inbox for questions and concerns have been created to foster a more understanding workplace.

As Emma Martindale explains, the initiative’s impact extends beyond the workplace. Employees have shared these resources with their families, helping loved ones navigate conversations about menopause with confidence and clarity. “We’ve had colleagues take home materials to support their mums, grandmas, or friends. It’s about creating a ripple effect of understanding and support,” she says.

Financial Tech Allyship in Action: A Male Perspective on Inclusion

Chris Garbutt’s involvement in the menopause initiative offers a powerful example of allyship in action. His journey began at home, where he supported his wife through the challenges of menopause. This personal experience opened his eyes to the need for greater understanding and support, both in the workplace and beyond.

Chris shares that his role as an ally involves visibility and advocacy. By stepping forward to champion the menopause initiative, he sends a clear message to other men in the organisation: inclusion is a shared responsibility. “If I can do it, anyone can,” he says. His participation also highlights the importance of breaking down stereotypes and fostering a culture of trust and solidarity.

This emphasis on allyship is a recurring theme throughout the podcast. By showing up as an advocate and role model, Chris has helped to normalise conversations about menopause and inspire other colleagues—regardless of gender—to get involved in creating a more inclusive workplace.

Empowering the Next Tech Generation: Bridging the Digital Skills Gap

Atom Bank’s commitment to inclusion extends beyond its internal workforce to the broader community. Recognising the importance of addressing the digital skills gap, the organisation has launched initiatives designed to empower the next generation of FinTech talent. This is particularly significant in the North East of England, a region with one of the highest levels of youth unemployment in the UK.

Two standout programmes exemplify Atom Bank’s dedication to social responsibility. The Atom Futures Fund provides financial support to sixth-form students from low-income backgrounds or those in the care system, enabling them to access higher education opportunities that might otherwise be out of reach. Similarly, the Women in Tech Scholarship funds university education for women from disadvantaged backgrounds, helping to bridge the gender gap in technology and inspire a more diverse talent pipeline.

These initiatives not only benefit the recipients but also contribute to the growth and diversification of the FinTech industry. By investing in the future, Atom Bank is ensuring that its commitment to inclusion has a lasting impact.

Breaking FinTech Stereotypes: Open Conversations and Cultural Change

One of the key themes explored in the podcast is the importance of breaking down stereotypes and fostering open conversations. Atom Bank’s menopause support programme is a perfect example of this. By normalising discussions around menopause, the organisation has created a culture where employees feel comfortable addressing topics that might traditionally be considered taboo.

Emma shares how these conversations have resonated across generations, with younger employees learning about menopause and its impact on their mothers, grandmothers, or other family members. “We’ve had feedback from younger colleagues who have taken resources home to support their loved ones,” she says. This intergenerational exchange of knowledge and empathy is a testament to the far-reaching impact of Atom Bank’s efforts.

Chris adds that creating a culture of openness requires intentional effort. “It’s about creating a space where people feel comfortable enough to raise their hand and talk about something, even if it’s completely alien to the audience,” he explains. This philosophy underscores the importance of listening, understanding, and valuing diverse perspectives.

Sustaining Inclusion: A Long-Term Commitment

Atom Bank’s approach to inclusion is not a one-off initiative but a long-term commitment. Chris emphasises this point, saying, “It’s not just about the next six months; it’s about the next six years and beyond.” This perspective ensures that inclusion remains a core part of the organisation’s culture, rather than a box-ticking exercise.

To sustain these efforts, Atom Bank integrates inclusion into its daily operations through regular training, open communication, and leadership support. The organisation also empowers passionate individuals to drive change, ensuring that inclusion initiatives are authentic and impactful.

Emma highlights the importance of collaboration in sustaining these efforts. “We’re by no means experts, but we’ve got passionate people who are driving this forward,” she says. By working together and sharing best practices, Atom Bank is creating a model for inclusion that other organisations can learn from.

Lessons for the FinTech Industry

Atom Bank’s story offers valuable lessons for the broader FinTech community. In an industry known for its rapid innovation and competition, the organisation demonstrates that prioritising people and culture can lead to long-term success. Their initiatives show that inclusion is not just a moral imperative but also a business one, driving collaboration, innovation, and employee satisfaction.

For organisations looking to follow in Atom Bank’s footsteps, the podcast provides a wealth of actionable insights. From addressing specific challenges like menopause support to fostering allyship and investing in future talent, there are countless ways to create a more inclusive workplace.

How This Relates to Harrington Starr

As a FinTech recruitment business, Harrington Starr is deeply inspired by the work Atom Bank is doing to drive inclusion and empowerment. Our mission is to help organisations build diverse and innovative teams that can thrive in an increasingly competitive industry. Atom Bank’s initiatives align with the values we promote in our partnerships with clients and candidates.

Through our work, we aim to champion inclusion as a cornerstone of success in FinTech. By sharing stories like this, we hope to encourage more organisations to prioritise inclusion and create environments where every individual feels valued and supported.

Conclusion: Walking the Talk on Inclusion

This episode of FinTech’s DEI Discussions is a powerful reminder that inclusion is not just a buzzword—it’s a practice that requires commitment, collaboration, and empathy. Emma Martindale and Chris Garbutt’s experiences at Atom Bank illustrate how even small actions can lead to significant change, both within organisations and in the wider community.

Atom Bank’s initiatives, from menopause support to bridging the digital skills gap, serve as a blueprint for other organisations in the FinTech industry. By prioritising inclusion and investing in their people, they have created a sustainable model for success that extends far beyond the workplace.

This episode of FinTech's DEI Discussions aligns closely with Harrington Starr’s mission as a leading FinTech recruitment business. At Harrington Starr, we are committed to supporting businesses in creating inclusive and empowering workplace cultures that attract and retain top talent. Atom Bank’s initiatives, from championing menopause support to bridging the digital skills gap, echo the values we uphold in helping organisations build diverse teams that drive innovation. By sharing these real-world examples, we aim to inspire the FinTech community to prioritise inclusion and foster environments where employees can thrive—principles that are foundational to the success of our clients and candidates. As a recruitment partner, we strive to champion these conversations, ensuring our industry leads the way in diversity, equity, and inclusion.