Why Inclusion Should Be Everyone’s Responsibility

Creating Truly Inclusive Workplaces

In this episode of FinTech’s DEI Discussions, Nadia speaks with Allison Theunissen, People and Culture Manager at Aveni, about the importance of inclusion in the workplace. Their conversation explores the challenges and opportunities within diversity, equity, and inclusion (DEI) in financial technology, offering valuable insights for businesses striving to create truly inclusive cultures.

Allison shares her experiences working in fast-growing companies, the role of leadership in fostering diversity, and why inclusion should never be a tick-box exercise. She also highlights the impact of artificial intelligence (AI) on financial services and the importance of balancing automation with human oversight.

How AI is Shaping the Future of Financial Services

Aveni is a natural language processing (NLP) specialist, using AI-powered solutions to enhance efficiency and improve compliance in financial services. While AI has become a hot topic in recent years, Allison explains that Aveni has been developing its AI-driven technology since 2018, well before it became a widely discussed trend.

Despite concerns that AI will replace jobs, Allison emphasises that technology should support rather than replace people. AI is about improving efficiency, reducing manual workloads, and ensuring better decision-making processes, but human expertise is still essential. The financial services industry, in particular, relies on human oversight to maintain compliance, ethical decision-making, and effective risk management.

As AI becomes more integrated into financial services, businesses must consider inclusion in both their technology and their workplace culture. This includes ensuring AI models are built without bias, providing equal opportunities for employees in AI-driven roles, and maintaining a culture where employees feel valued rather than displaced by automation.

The Role of Workplace Culture in FinTech’s Growth

Aveni has a strong company culture, with a talented team based across the UK, primarily in Scotland. Allison stresses that building an inclusive workplace is not just about hiring diverse talent but about creating an environment where employees feel truly supported.

Having worked in various industries, including gaming, advertising, and now AI, Allison understands the fast-paced nature of high-growth businesses. She explains that smaller companies offer greater autonomy, creativity, and hands-on involvement, but they must also prioritise employee well-being and inclusion to sustain their growth.

An inclusive workplace is one where employees feel they belong, can be themselves, and have opportunities for career development. Companies that invest in diverse hiring strategies but fail to build a supportive culture risk high turnover, ultimately limiting their success. Retention is just as important as recruitment in shaping a truly diverse workforce.

Inclusion is Everyone’s Responsibility

One of the key takeaways from this episode is that inclusion should not be left solely to HR teams or senior leadership. Allison argues that companies often see diversity initiatives as a box to tick, focusing on quotas and representation metrics rather than the day-to-day experiences of employees.

She explains that it is easy to highlight the diversity a company already has, but the real challenge is identifying who is missing. Aveni, for example, has three women in senior leadership, which is significant, as research suggests that a minimum of three women in leadership positions helps create an environment where they feel comfortable speaking up. However, Allison urges companies to look beyond visible diversity and consider less obvious aspects, such as neurodiversity, socio-economic background, and unseen disabilities.

Creating an inclusive workplace is about more than just hiring from underrepresented groups—it’s about ensuring that everyone feels valued, heard, and supported. This requires ongoing effort, continuous learning, and a willingness to listen to employees.

The Importance of Retention Before Recruitment

Many companies focus on diversity hiring without ensuring their workplace is ready to retain diverse talent. Allison stresses that employee retention should come first—before launching recruitment initiatives, businesses need to examine their existing culture, policies, and leadership practices.

If a company does not provide the right support systems, diverse hires will leave, resulting in high turnover costs and little real progress. Allison recalls an example from a previous role where they worked with the training provider Pregnant Then Screwed to conduct workplace training for managers. The training covered sensitive topics such as fertility challenges and pregnancy loss, equipping leaders with the tools to support employees through difficult experiences.

Many companies shy away from discussing difficult topics, but avoiding them does not eliminate the challenges. Instead, providing open spaces for discussion helps create a culture where employees feel safe, respected, and understood. Businesses that invest in inclusive leadership training will see higher engagement, better retention, and a more supportive workplace culture.

Leadership That Encourages Inclusion

Allison discusses the qualities of an inclusive leader, emphasising that leadership is not about being the loudest in the room—it’s about creating opportunities for others to contribute. She shares a quote from Nelson Mandela’s biography that resonates deeply with her approach to leadership:

"A leader… stays behind the flock, letting the most nimble go on ahead, whereupon the others follow, not realising that all along they were being directed from behind."

This, she explains, is what true leadership looks like—empowering employees, elevating diverse voices, and creating space for different perspectives. Inclusive leaders focus on collaboration, mentorship, and developing the next generation of talent.

Turning Intentions into Action

A common challenge in workplace diversity efforts is that many companies start with good intentions but fail to implement real change. Allison warns that asking for employee feedback without acting on it can be more damaging than not asking at all. If employees see that their concerns are ignored, they become disengaged, leading to diversity fatigue and reduced trust in leadership.

To drive meaningful change, companies must:

• Listen actively to employees and implement changes based on real experiences
• Ensure inclusion efforts are embedded into daily operations, not just HR policies
• Hold leadership accountable for fostering an inclusive culture

When businesses treat inclusion as a continuous journey rather than a one-off initiative, they create workplaces where employees feel genuinely valued.

The Future of Inclusion in FinTech

As the conversation draws to a close, Nadia and Allison reflect on the future of inclusion in financial technology. They agree that creating inclusive workplaces is a collective responsibility—every employee has a role to play in shaping a positive company culture.

For companies in FinTech, AI, and financial services, building an inclusive culture is not just about hiring—it’s about how employees experience the workplace. Businesses that prioritise psychological safety, equal opportunities, and transparent leadership will attract and retain the best talent in the industry.

The Future of Inclusion in FinTech

This episode of FinTech’s DEI Discussions is a must-listen for leaders, HR professionals, and employees looking to drive meaningful workplace change. Allison Theunissen provides valuable insights into how businesses can move beyond surface-level diversity efforts and create workplaces where inclusion is a daily practice, not just a policy.

For FinTech recruitment businesses like Harrington Starr, understanding these challenges is crucial. As companies continue to innovate and grow, building inclusive cultures will be key to attracting top talent and ensuring long-term success.

This episode of FinTech’s DEI Discussions with Allison Theunissen, People and Culture Manager at Aveni, is deeply relevant to Harrington Starr as a FinTech recruitment firm. As specialists in connecting top talent with financial technology businesses, the insights shared in this discussion highlight critical themes that impact recruitment, workplace culture, and talent retention in FinTech.

One of the biggest takeaways from the episode is the importance of retention before recruitment. Allison stresses that companies need to focus on building inclusive, engaging workplaces before they prioritise hiring. This is directly relevant to Harrington Starr’s role in advising FinTech firms on talent acquisition strategies. A company may want to attract diverse talent, but if their culture is not set up to support, nurture, and retain employees, new hires will leave quickly, leading to higher turnover rates and a failure to create real change.

Another key theme that aligns with Harrington Starr’s expertise is the role of leadership in shaping inclusive cultures. Allison discusses how strong leadership is essential for fostering belonging and engagement, ensuring that employees feel valued. As a FinTech recruitment firm, Harrington Starr does more than just place candidates—it partners with businesses to help them find leaders who understand the value of inclusivity and diverse perspectives. This conversation highlights why leadership hires should not just focus on skills and experience but also on a leader’s ability to build and sustain a culture that attracts top talent.

The discussion around AI and human oversight in financial services also reflects broader industry trends that impact hiring needs in FinTech. As AI adoption increases, the demand for professionals who can navigate AI-driven environments while ensuring ethical oversight is rising. Harrington Starr helps businesses find the right balance between technology and human expertise, ensuring companies can build teams that are adaptable, skilled, and ready to innovate.

Ultimately, this episode reinforces the idea that FinTech recruitment is about more than filling roles—it’s about shaping workplaces where people can thrive. Harrington Starr plays a crucial role in guiding FinTech firms on hiring strategies that drive long-term success, ensuring they attract, retain, and develop diverse talent in a rapidly evolving sector.