Why Workplace Policies Need a Rethink

Driving Inclusion in FinTech

On this episode of FinTech’s DEI Discussions, hosted by Nadia Edwards-Dashti, the conversation shines a spotlight on what true inclusion looks like in the FinTech sector. Katie Hayes, Head of Marketing at Ozone API, joins Nadia to share a deeply insightful and personal perspective on everything from building a diverse global team to advocating for better parental policies at work. With experience across agencies, startups, scaleups, non-profits, and large organisations, Katie brings a rich understanding of the many shapes that inclusion, and exclusion, can take.

This conversation offers actionable insights for FinTech employers looking to improve their workplace culture and for professionals who want to feel empowered to drive change, no matter their job title. As a FinTech recruitment business, Harrington Starr is committed to elevating voices like Katie’s and ensuring that workplaces across financial technology are equipped to welcome, support, and retain top talent.

A Global Mission: How Open Finance Powers Inclusion

Ozone API is a business founded on the belief that open finance has the power to create real societal impact. Katie outlines the company’s mission clearly: they provide open API technology to banks and financial institutions around the world. From central bank regulators to fintech disruptors, their work helps establish infrastructure where inclusive financial services can thrive.

But it’s not just the product that reflects inclusion; it’s the people. Ozone API has teams in India, Moldova, Tanzania, Australia, Canada, Brazil, and the UK. This global footprint means inclusion isn’t just an internal value; it’s a necessary lens through which they deliver services. As Katie shares, the company’s approach is to be first to market in regions where open banking is growing, and that means navigating and respecting cultural differences while maintaining a unified, inclusive workplace culture.

For FinTech employers, especially those with distributed teams, this reinforces the importance of diversity not just as a hiring goal but as a foundational element in business strategy. In FinTech recruitment, the global mindset is becoming increasingly essential as companies expand their reach and tap into emerging markets.

Inclusion in FinTech: Creating a Safe Space to Be Yourself

When asked what inclusion means to her, Katie doesn’t hesitate: it’s about creating a safe space where people can show up authentically and feel heard with respect. She highlights the link between inclusion and innovation, teams work better and think more creatively when individuals feel they belong.

Importantly, Katie identifies belonging as a measurable success metric for inclusion. It’s a powerful reframe, particularly for hiring managers and HR leaders in the FinTech space. Rather than treating inclusion as a checkbox, organisations need to assess whether their employees genuinely feel they belong, regardless of their background, appearance, or personal identity.

For Harrington Starr, a FinTech staffing agency committed to building stronger teams across the sector, this insight underscores the value of cultural fit and psychological safety in hiring strategies. Inclusion isn’t just about who you bring into the business, but how those people are empowered to succeed once they arrive.

Speaking Your Mind Is a Privilege, And Not Everyone Has It

Katie reflects on how not every environment has allowed her to bring her full self to work. She points out something many take for granted: being able to speak your mind and feel truly heard in the workplace is a privilege.

This resonates particularly deeply in the FinTech industry, where high-performance environments can sometimes discourage vulnerability or silence less dominant voices. Katie’s reminder that unconscious bias still plays a large role in shaping workplace dynamics is a wake-up call for businesses aiming to foster innovation through diversity.

FinTech recruitment firms like Harrington Starr have a responsibility to help businesses understand that psychological safety is a cornerstone of talent retention. If professionals don’t feel safe expressing ideas, challenging norms, or speaking up, the potential of even the most diverse teams goes untapped.

Returning to Work After Twins: Lessons in Prioritisation and Perspective

One of the most personal and poignant parts of this episode is when Katie shares her journey of returning to work after having twin boys. Thirteen months into parenthood, she reflects on the realities of balancing a demanding marketing role with the unpredictability of parenting.

Her article for Women in Open Banking uses a witty yet deeply relatable analogy, comparing her inbox to laundry. With twin boys, laundry piles up fast, and she describes how prioritising the essential cottons (everyday tasks) takes precedence over the delicate woollens (longer-term projects). This analogy served as a clever way to talk about hyper-prioritisation—something she believes all returning parents sharpen as a skill.

Katie’s story is a clear reminder that flexible working and empathy-driven leadership are critical retention tools. For FinTech firms looking to hire and retain exceptional talent, especially women, understanding the nuanced needs of working parents is essential. Flexible policies, return-to-work support, and an empathetic approach to performance expectations make all the difference.

Harrington Starr, as a FinTech recruitment partner, works closely with businesses that want to better support professionals navigating these life transitions. Katie’s experience shows that when employers are thoughtful and flexible, they not only retain talent but enable that talent to thrive.

Advocacy Before Experience: Improving Parental Leave Policy from Day One

Katie’s commitment to change didn’t begin with motherhood, it started much earlier. When she joined Ozone API, she was the company’s first marketing hire and quickly volunteered to become a culture advocate within the business. This involved looking at onboarding experiences, workplace policies, and broader company culture.

One key initiative she took on was improving the company’s parental leave policy. It began during her interview process, when she noticed the leave policy was statutory. Rather than accepting it as standard, she asked whether it could be revisited in future. With support from leadership, she began a campaign to advocate for change.

Katie did her research, benchmarked other FinTech companies, gathered employee feedback, and facilitated conversations with the board and co-founders. The policy was improved, not dramatically at first, but meaningfully, with a view to evolve further as the business grows.

This example is critical for FinTech professionals and hiring leaders alike. It proves that meaningful change doesn’t always need to come from HR or the C-suite. Any employee can drive policy transformation when they have the vision, support, and tools to do so. And from a FinTech recruitment perspective, it highlights how a culture of openness and continuous improvement makes a business more attractive to top talent.

From Contracts to Culture: Rethinking the Standard in FinTech Hiring

Katie’s approach to reviewing her employment contract and asking questions about leave policies is something Nadia champions throughout the discussion. It’s a shift in mindset, one that encourages professionals to raise the bar for themselves and their peers.

As Nadia points out, many workplace policies we now see as standard were once considered progressive. Someone was the first to question the norm. Then came the first 10 companies to adopt the change. Eventually, it became expected, either through legislation or market pressure.

This progressive thinking is essential in FinTech, where competition for talent is fierce and innovation must happen not just in products, but in culture. For FinTech hiring managers working with recruiters like Harrington Starr, Katie’s story is a call to action: look at your policies. Are they still fit for purpose? Would they support someone like Katie? If not, it’s time for a rethink.

Talent Retention in FinTech: The Role of Empathy and Policy

During the policy transformation process, Katie engaged colleagues across the business in conversation. From men to women, she ensured that multiple perspectives were considered. She also noted the importance of recognising childbearing years as a major factor in workforce planning, something too often overlooked in fast-growing tech environments.

For companies in the financial technology sector, the implications are clear: talent retention is closely tied to empathy, transparency, and proactive support. Whether it’s through enhanced leave, mental health awareness, or better onboarding experiences, employees are more likely to stay and grow with companies that care.

Harrington Starr partners with FinTech businesses that want to embed these values into their recruitment and retention strategies. By aligning business goals with people-first policies, companies can build inclusive environments where everyone can thrive.

Allyship and Sponsorship: What Everyone Can Do to Drive Inclusion

To close the episode, Nadia asks a powerful question: what can everyone—regardless of seniority—do to make workplaces more inclusive? Katie’s answer is simple but impactful.

“Assume nothing. Always take the time to listen and digest. And if you are in a position to advocate for someone else, do that. Be an ally or a sponsor.”

It’s a reminder that inclusion isn’t reserved for HR teams or people in leadership roles. Every person in a FinTech organisation has the opportunity to foster inclusivity by listening more, assuming less, and using their voice to support others. Whether you’re hiring, onboarding, mentoring, or simply being present in a meeting, you have the power to make someone feel included—or excluded.

At Harrington Starr, we believe these micro-moments are the building blocks of culture. That’s why our FinTech recruitment strategy goes beyond skills and CVs, we look at people, potential, and the environments they’re stepping into.

FinTech’s DEI Discussions: Amplifying the Voices Behind the Change

This episode of FinTech’s DEI Discussions is a powerful example of how everyday stories can influence sector-wide transformation. From reimagining workplace policies to sharing personal stories of returning to work, Katie Hayes offers insights that any business or professional can learn from.

At Harrington Starr, we are proud to champion these conversations as part of our commitment to diversity, equity, and inclusion in FinTech recruitment. By sharing the stories behind the change, we aim to support businesses in creating workplaces where every voice counts and where every individual feels seen, heard, and empowered to succeed.