Draft Questions: 

Everybody wants to talk about fintech - apparently it is the new normal. I recently learnt that a staggering 95% of the founders of the FinTech 50 list are male. Not difficult to do the math here - it means women founders make an abysmal 5%. 

An International Monetary Fund Report from Dec 2022 - Digital Gender Gap, says that women represent less than 13 percent of leadership - both as founders and members of executive boards of fintech firms. Women’s representation in fintech is worse than traditional banking and technology companies. 

And then there is the issue of gender inequality in fintech’s user base……… reports suggest that the needs of women customers is hugely underserved, the lost opportunity means 100s of billions of dollars in foregone revenue each year.

To discuss the above and a myriad of issues (related to gender equity) facing the fintech sector I spoke with the leadership team from Adenza, a global fintech company with presence in over 20 countries. My guests for this episode of the podcast were Karoline Raets, and Laurent Jacquemin. The timing was just right with IWD 2023 around the corner…….We spoke about 

92: Building an inclusive fintech organisation: Karoline Raets, and Laurent Jacquemin

The Elephant in the Room Podcast is a curated safe space to have uncomfortable conversations about the pervasive inequalities in society and our workplaces. 
The idea of the podcast was born from my sense of conflict about identity, self and the concept of privilege and fuelled by my own need to understand how my overlapping identities and experiences had impacted and would continue to impact my life chances. 
Two years ago I decided to ‘opt out’ to find my own purpose and focus on passion projects including learning about the systemic biases that are endemic in business and society. The Podcast is my very own listening project, a step towards being more intentional in my learning.
The Elephant in the Room Podcast is for people who want to be a part of the change, for those who want to step up & speak out, for those who want to learn more about biases, barriers and best practice, for business leaders and for individuals, anyone who is interested in a fairer, more inclusive and compassionate society and workplace.
Each week I will interview inspiring speakers from across the world on issues that are taboo and deserve to be mainstream including(but not limited to) systemic and institutionalised racism, discrimination based on further eight protected characteristics, poverty, mental health, climate change. The podcast will also talk about cognitive inclusion, culture, purpose, ethics and the importance of empathy, cultural intelligence and how conversations on identity and disadvantage would be incomplete without considering intersectionality.
With the podcast I hope to share stories of people with lived experiences, stories that may have never been told, stories that galvanise us to take action for change and keep the conversations alive by raising the decibel on issues of inequity, inequality in our search for a fairer and more inclusive world.

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ShownotesNelson Mandela famously said, “Sport has the power to change the world. It has the power to inspire. It has the power to unite people in a way that little else does”. There are examples the world over whether it is Cricket, Football, Athletics, Tennis ……. It brings together fans and inspires current and future generations. However, like the rest of our society and business racism and exclusion is rife in sports. The good news is that there has been a concerted effort by sportspersons, sports bodies, regulators address systemic issues in the past couple of years. Recently, I had a wonderful opportunity to engage with Jatin Patel, to learn more about what is being done by Rugby England to bring about change. We spoke at length about the four areas of focus including i) embedding inclusion in the life cycle of employees in the org; ii) gameplay; iii) game leadership and iv) fan, followers and partners. A huge and challenging remit by any standards. We spoke about the importance of data for building a business case in organisations; his thoughts on whether DEIB/A is really slowing down/stalling; Social mobility as one of the biggest challenges facing English Rugby; Racism at the institutional level and steps being taken to tackle the behaviour of fans and influencers; Role models; accountability and much more…….Key takeaway, much needs to be done and nothing is going to change overnight but the collaborative approach by England Rugby, the two premierships (men's and women's premiership), as well as the rugby players association, to develop an elite game, inclusion diversity plan seems like a step in the right direction (to address root and branch). Like to learn more, head to the links in the comments 

116: Diversity and Inclusion in English Rugby: Conversation with Jatin Patel, Inclusion and Diversity Director RFU England

ShownotesOn The Elephant in the Room podcast it has been my endeavour to spotlight leaders from the global majority. I recently had the privilege to speak with Taisha Nurse, Global Senior Director, Diversity Equity and Inclusion at McDermott. As a senior HR practitioner she has been responsible for building Centre’s of Excellence across multiple geographies before moving to her current role in 2020. A role she loves the most and believes that her various experiences have prepared her to navigate the web of challenges and opportunities she faces in the course of her work.The focus of the conversation was on an industry well known for its lack of diversity, and to her her views a female leader on all things DEIB/A. We covered many interesting topics including 

115:  A conversation with Taisha Nurse, Global Senior Director, Diversity Equity and Inclusion, McDermott

Shownotes: People recruit people from the industry, but also people who look like them, behave like them, are from a similar background, use a similar language... Would you agree? If this is the reality, the question is how important is inclusive recruitment for the PR industry or businesses in general? And what does 'inclusive' recruitment actually mean? What can organisations do to break the cycle of systemic exclusion and homophiliy? Move from being performative to truley transformative??Rohan Shah, Co-Founder and Managing Director, Ruben Sinclair, and I had an interesting conversation about all things inclusive recruitment and more. We also spoke about 

114: Steps to building an inclusive recruitment process, with Rohan Shah, Co-Founder and Managing Director, Ruben Sinclair

ShownotesThe Elephant in the Room podcast was in hibernation in December and January. We are back this week with our first episode of the year with the indomitable Ritika Wadhwa. Ritika Wadhwa is a strategic advisory board member for British Transport Police, is a Fellow at the Society of Leadership Fellows, Windsor Castle, a Board Director and Trustee of the 5% club. But, above all of that she is an accomplished, kind and hugely generous person - opening up her networks to all who need it (including me). There is a beautiful story behind the name of her consultancy Prabhaav Global and also her brand colours (listen to the podcast to know more).She is one of the many people I follow on LinkedIn and early last year I invited her to be a guest on my podcast. By the time we actually recorded the podcast episode it was October (I think) - the timing was perfect though. She had taken a proverbial leap of faith and launched her consultancy Prabhaav Global - on a mission to cultivate cultural intelligence amongst individuals and organisations. When we finally caught up we spoke about cultural intelligence, her journey to entrepreneurship, working with a global brand like ASOS, intent and impact, culture and identity, leadership and much much more……“When I decided to call it Prabhaav Global, a lot of people were giving me their feedback to say, why make it difficult? And I said, difficult for who? Because Prabhaav speaks to me. Prabhav means impact in Hindi. And that’s what I want to do. That’s me, that’s my identity. That’s my language. And I’m done with fitting in. I’m done with trying to be someone I’m not yet again. So I said, that’s it. I’m going to call it Prabhaav Global. The colours of the company are going to be turmeric because I love yellow. It’s my favourite spice and turmeric is the spice that transforms everything that it touches, thats I want to achieve through Prabhaav Global, transformational leadership, transformational behaviours” Ritika WadhwaLike to know more, head to the podcast 

113: The transformational power of 'Cultural Intelligence' in driving behaviour change and actions: Ritika Wadhwa, Founder Prabhaav Global

Shownotes:  I talk a lot about women, mothers/carers, mid-career professionals, and leadership. Of course, these are intersecting identities that coalesce at different points in life to create additional barriers for working women. We are not even talking about race, disability, ethnicity, ageism etc. And I talk about these issues because I was squeezed out of what I thought should have been a fulfilling career. What happened to me, does not have to happen to others, and so the aspiration is to get women to understand where the barriers may lie and be more intentional about their journey. For my part, would it have helped if there were more women in leadership at the time, women for whom their careers were as important as their personal lives? I definitely think so. I wish I had known a lot of the women, I know now - at that time. Amongst those who have been an inspiration for me in my second innings as the founder of a purpose led consultancy are Nicky Regazzoni and Georgina Blizzard 

92: Building an inclusive fintech organisation: Karoline Raets, and Laurent Jacquemin

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