The Enablers, The Champions & The Pink Chip Amplifiers!

The Enablers, The Champions & The Pink Chip Amplifiers!

Numerous case studies have been carried out and multiple articles and papers published on gender diversity and gap and the sad fact is that, even though women account for over half of the world’s population; and women are the key role players when it comes to household income, in many cases the decision makers on the spending budget of the household; when it comes to leadership and decision making tables on corporate level, women are visibly missing.

According to World Economic Forum Report published in 2016, there are only five countries that have closed 80% of the gap or more, with the Nordic countries and Rwanda being the top five countries. According to the same report, the average female representation on boards is 14%, and only in five countries have women broken the 30% participation threshold: Iceland, Norway, France, Latvia and Finland.

Diversity in financial industry or lack of…

When it comes to financial services, the story is no different. Even though there are thousands of women on entry and mid level, many very well capable women are missing on executive and board level where decisions are being made. The lack of diversity on decision making tables is something that the industry is well aware of. There is a positive push from within the financial community towards diversity and inclusion.

 

Is it lack of inspiration? Motivation? Opportunity?

It’s not that women are not inspired enough to join the industry. On the contrary, women enter the industry with same motivation, if not more, as their male peers and this can be seen and supported by the fact that when you compare the numbers of male and female employees on entry to mid- level, the % is pretty much very well balanced. The gap starts opening and getting wider from mid career level, where majority of women are faced with mid-career conflict of taking a break to start families. Lack of flexible work hours, nursing rooms, longer maternity leaves, shared parental leave etc, are some of the limiting factors facing women in the industry.

So what is currently being done?

While the sad truth remains that there is a lot of work that still needs to be done, a lot of companies and financial institutions are putting in significant effort, resources and investments to attract, recruit and retain female employees into the financial industry.

Many are establishing policies and programs to help and encourage female employees to develop their leadership skills.

This is the reason why African Women in FinTech & Payments (AWFP) wants to recognise and appreciate such organisations that are leading the way and are on the forefront pushing for more diversity and inclusion. AWFP wants to recognise such organisations that are rolling up their sleeves and are actually doing more than just talk and write policies by implementing and measuring results.

AWFP AWARDS

Two different awards will be awarded to organisations that continue to strive for more diversity and inclusion and can demonstrate their commitment and actions to promote, encourage and implement more diversity and inclusion within their organisations.

1.The Diversity Award (TDA)

The TDA Award will be awarded to one organisation that can successfully demonstrate its support, promotion and embracing of diversity and inclusion by meeting the following criteria:

  • Have more than 30% female on executive level
  • Have more than 30% female on senior management level
  • Have clear policies of promoting diversity and inclusion
  • High integrity, ethical and professional standards
  • Demonstrates a positive environment that promotes nurturing of talent and mentorship

2.The Pink Chip Employer Award (PCEA)

The PCEA Award will be awarded to one organisation that can successfully demonstrate that it is the best place to work for female employees based on policies and environment of the organisation meeting the following criteria:

  • Demonstrate flexibility with work policies especially for working mothers
  • Is rated the best place to work for by more than 70% of employees
  • Have clear policies of promoting diversity and inclusion
  • High integrity, ethical and professional standards
  • Demonstrates a positive environment that promotes nurturing of female talent
  • Have internal female mentorship programme
  • Encourages female leadership development

NOMINATE! NOMINATE! NOMINATE!

Organisations can be nominated by other people or can nominate themselves. Award committee and the public will award organisations and individuals that have been voted by receiving the highest number of votes.

Submissions can be done via email: awards@africanwomeninfintechandpayments.com or via online voting through the website.

NB: These Awards include organisation in: FinTech, RegTech, Payments, Banking, Processors, Card Schemes, Security, Blockchain, Investors, Governmental organisations, Regulators

See more information here

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