Voices of Change in the Tech World

In the latest episode of FinTech's DEI Discussions, hosted by Nadia Edwards-Dashti, Chief Customer Officer at Harrington Starr, listeners are invited into an inspiring and thought-provoking conversation with two leaders from PayU, a global FinTech company renowned for its innovative approach to digital payments and technology. The guests, Shiri Schneider, Chief Technology Officer, and Keren Ben Zvi, Chief Data Officer, share their career journeys, insights into effective leadership, and the initiatives that have helped shape an inclusive culture at PayU. 

The Career Journeys That Led to Leadership

The podcast begins with Shiri and Keren introducing themselves and outlining the paths that led them to their current positions at PayU. Shiri, who has been in the technology industry for over 20 years, describes her rise from a junior software engineer to her current role as CTO. She shares how her early career was marked by dedication and the desire to lead and make a meaningful impact on people. Shiri recounts her first experience stepping into a leadership role while pregnant—a significant and challenging time that tested her confidence and resilience. This experience laid the foundation for her understanding of what it takes to lead and motivated her to push boundaries while maintaining empathy.

Keren, equally accomplished in her field, provides insight into her extensive background in business analytics, machine learning, and data architecture, which eventually led her to become PayU’s Chief Data Officer. Keren describes how her passion for data has been a driving force throughout her career. She recalls starting her professional journey with internships in information systems engineering, which sparked her interest in the potential of data to transform decision-making and business value. Over time, Keren worked in various roles across industries, including social media and finance, which expanded her perspective and honed her expertise. Her career is characterised by a continuous pursuit of learning and the belief that sharing knowledge is essential for building strong, competent teams that contribute to organisational success.

Investing in People as the Foundation of Success

The conversation soon turns to PayU’s core strategy, which focuses on three main pillars: investing in people, fostering innovation, and driving sustainable growth. Keren speaks passionately about how PayU places significant importance on its employees as its greatest asset. One of the ways the company ensures this is through comprehensive mentorship programmes designed to promote impactful and supportive relationships that foster both personal and professional development. These programmes are not about simply pairing mentors and mentees; they are designed to cultivate environments where constructive feedback is valued and used to help individuals maximise their potential.

Keren shares her experience with PayU’s mentorship initiative, known as the “You Race” programme, which is tailored for new leaders and aims to equip them with the necessary skills for personal, strategic, and team leadership. The programme includes simulations and training that focus on empowering leaders to guide their teams with empathy and confidence. This approach, Keren explains, is critical in nurturing leadership qualities that resonate across the company.

Shiri adds to this by highlighting the importance of innovation at PayU. She recalls how an internal hackathon focused on generative AI led to the creation of “Gepetto,” a tool named in homage to generative AI technologies that significantly enhances the efficiency of PayU’s internal operations. This tool exemplifies PayU’s commitment to fostering a culture where employees are encouraged to think creatively and take ownership of projects that can drive long-term productivity.

Breaking Down Barriers and Championing Fair Opportunities

Nadia steers the conversation towards the distribution of opportunities within the tech industry and the persistent gender disparities that many professionals face. Shiri acknowledges that while the industry has made strides, true equality remains a work in progress. She stresses the need for the industry to remain vigilant and committed to creating environments where women at all levels have equal opportunities to excel. However, she also underlines that this change must start from within. Women need to challenge societal norms and self-imposed barriers by believing more in their own capabilities.

Drawing from her own journey, Shiri shares a personal story about her first promotion to a leadership position while expecting her first child. The experience was fraught with anxiety and doubts over how she would manage both her new role and impending motherhood. Yet, the unwavering belief her managers showed in her abilities became a powerful motivator that pushed her to succeed. Over time, Shiri realised that striving for perfection was not only unattainable but counterproductive. This realisation helped her develop compassion for herself and led her to embrace the idea that imperfection is not only acceptable but can be empowering. She shares this lesson as a reminder to women in tech to pursue leadership roles without fear of not being “enough.”

Keren supports this view and discusses the role of mentorship in breaking down barriers for women in technology. She believes that companies should not only provide opportunities but actively encourage and mentor women to build their confidence and see themselves as leaders. The importance of creating a supportive network where women are reminded of their potential cannot be understated. Keren’s approach to leadership is deeply rooted in enabling individuals to bring their authentic selves to work, which she believes is essential for fostering a sense of belonging and respect within the workplace.

The Power of Empathy and Cultural Understanding

A key theme that emerges from the discussion is the value of empathy and cultural awareness in leadership. Shiri emphasises that building an inclusive workplace where employees feel heard and respected requires leaders who are willing to invest time in understanding different perspectives and backgrounds. This, she notes, is particularly important in global companies like PayU, where teams come from diverse cultural backgrounds. Shiri recalls her early experiences managing international teams and realising that her way of communication and leadership needed adjustment. To improve her effectiveness as a leader, she took courses on cultural differences, which profoundly changed her understanding of team dynamics and communication.

Keren agrees and expands on the idea that empathy should be a fundamental part of leadership. She shares that as a mother to three boys, she works to instil the values of respect and openness at home, aiming to raise a generation that embraces inclusivity naturally. This personal commitment, she believes, reflects the broader goal of normalising inclusion so that it becomes second nature not just within organisations but across society as a whole. Keren’s insights underscore that inclusion must be embedded in daily practices and not just left as an abstract concept.

Building Cultures That Embrace Diversity

The conversation then shifts to what companies can actively do to promote diversity and inclusion. Shiri is clear on her stance that while well-meaning, affirmative action should not replace merit-based hiring practices. She believes in hiring the right talent for the job while ensuring that recruitment processes include a diverse pool of candidates. By doing this, companies can encourage greater representation without compromising on quality or creating environments where employees feel hired to fill a quota rather than for their skills and potential. Shiri also emphasises the role of mentorship in promoting diversity. When leaders mentor individuals from varied backgrounds, they help instil the confidence needed for those employees to step forward and seize opportunities that come their way.

Keren adds that building a culture of belonging should go beyond policies and recruitment strategies. It requires creating spaces where individuals feel safe and valued for their unique perspectives. She shares her practice of organising smaller, more intimate group meetings within her teams to help employees feel more comfortable sharing their thoughts. This approach, she notes, helps people who might feel intimidated speaking in larger forums to be heard and respected. Keren believes that this type of proactive, inclusive approach is vital in shaping a culture where everyone feels that they can contribute authentically.

Practical Advice for Leaders Looking to Walk the Talk

As the episode draws to a close, Nadia reminds listeners of the podcast’s core mission: to move beyond talking about inclusion and actively working towards it. Shiri offers practical advice, encouraging leaders to reflect on their unconscious biases and take steps to address them. She suggests investing time in learning about colleagues’ cultural backgrounds and understanding different working styles to build better, more effective teams. This awareness, she notes, can significantly improve team cohesion and productivity.

Keren’s final piece of advice is a call for accountability and small, consistent actions. She believes that change starts within one’s immediate environment, whether that means fostering inclusion at work or setting an example for the next generation. Drawing from her life as a mother surrounded by male family members, she stresses the importance of demonstrating respect and inclusivity at home. By modelling inclusive behaviour, leaders and parents alike can influence others and create a ripple effect that makes inclusivity a natural part of daily life. Keren firmly believes that culture and inclusion can become second nature if everyone commits to starting small and building upon it.

Conclusion: Lessons for Today’s FinTech Leaders

This episode of FinTech's DEI Discussions offers valuable insights into how leaders can foster a culture of inclusion, empathy, and growth within their organisations. Through their experiences, Shiri Schneider and Keren Ben Zvi demonstrate that leadership in FinTech and technology sectors extends beyond technical expertise—it involves compassion, resilience, and the ability to inspire and empower others. Their stories provide practical takeaways for companies looking to build stronger, more inclusive teams and highlight the importance of mentorship, empathy, and cultural understanding.

At Harrington Starr, we believe that promoting diversity, equity, and inclusion is key to advancing the FinTech industry and creating sustainable growth. By featuring conversations with leaders like Shiri and Keren, we hope to inspire actionable change and encourage our clients and candidates to build workplaces that support and celebrate diversity.