Helen Owen, Vice President of Marketing at BR-DGE:               

“This year’s International Women’s Day theme is particularly apt. Progress in DE&I is happening, but it's too slow and not far-reaching enough. Rather than just sharing inspirational stories and coming together to discuss the importance of empowerment, real change will require everyone taking positive and continuous action so that inclusion becomes part of our individual, company, industry, and societal DNA.

I believe there are many people who want to make a difference, but are unsure where to start or how. As an industry, we need to come together to provide them with practical steps and tangible actions that give guidance on how to contribute to things like closing the gender pay gap, raising awareness of women's health issues in the workplace, creating psychologically safe environments and building fintech solutions that are inclusive by design.

This starts with including actionable steps in every discussion we have on DE&I. The call to action could be as simple as asking people to share case studies on initiatives that have had a positive impact for their company or community, or sharing the details of how to join a relevant initiative or membership organisation like EWPN, of which I am UK Country Ambassador. The bigger and broader the action, the better, but it's often the accumulation of smaller, more sustained commitments, that move the dial.

Lastly, we mustn't forget that to create inclusion and equity, we need to involve as many diverse people and groups as possible. For instance, we shouldn't ever just talk to women about inclusion for women – we need allies and advocates of all genders to take an interest and be an active agent of change.”

Ryta Zasiekina, founder of CONCRYT:

“I believe in a world where gender should not determine one’s opportunities, especially in business. Equality should be the default, and every individual should be treated based on their professionalism, skills and contributions, not their gender. However, I recognise that the reality is often different and discussions about women’s rights and equality highlight the barriers that still exist.

Competing for resources, recognition and advancement is a challenge for everyone, regardless of gender. But for women, these challenges are often compounded by systemic biases and historical inequalities. Confidence and competence are crucial, but they are not the sole determinants of success. A professional, capable woman should be able to thrive without having to fight extra battles for equal footing. However, structural changes and cultural shifts are still necessary for to remove these persistent barriers.

For women navigating the workplace, self-advocacy is essential. Too often, women accept salaries below market value or hesitate to negotiate for what they deserve. Being informed, networking within the industry and confidently negotiating compensation are all important steps toward financial and professional equity. If you feel undervalued, address it, just as any professional should. However, it is also critical for companies to foster an environment where fair pay and opportunities are standard, rather than leaving the burden of change solely on individuals.

Equal pay and career advancement should never be granted based on gender alone, but neither should they be denied due to outdated biases. Progress requires both individual action and systemic reform. Women should not have to “play political games” to get ahead, nor should they have to work harder than men to receive the same recognition. Companies must actively dismantle barriers and create truly inclusive workplaces where talent and effort determine success.

Real change happens when both individuals and institutions commit to it. Women should feel empowered to demand fairness, but organisations must also take responsibility for ensuring equitable policies and practices. A system that naturally “self-balances” will only do so when the right structures are in place to support true equality. By fostering a culture where women’s voices are heard, respected, and valued, we can drive meaningful and lasting change.”

Lynda Clarke, Chief Operating Officer at Tribe Payments:

“International Women’s Day isn’t just about celebrating women – it’s about building a fairer, stronger world that includes everyone. When women have equal opportunities, businesses perform better, economies grow, and innovation thrives. The day serves as a reminder that equality isn’t just a ‘women’s issue’ – research consistently shows that diverse organisations outperform their competitors. So, a workplace that values diverse perspectives fosters innovation, improves problem-solving, and boosts employee morale is just smart.  

True inclusion means ensuring everyone has a voice and the opportunity to use it. When people from different backgrounds come together, we eliminate blind spots and drive smarter decision-making. How many times have we asked ourselves, ‘Why didn’t I think of that?’ More often than not, it’s because we’ve never experienced that perspective firsthand.

Even in challenging times, investing in inclusion must be a long-term business strategy, not a passing trend. The debate around DEI continues, but the data speaks for itself: inclusion isn’t just something we do on the side when we can afford it – it’s a core driver of success. After all, we all have friends, colleagues, daughters, sisters – people we care about – who deserve a fair shot at success.”

Dani Palmer, Chief Marketing Officer at Loqbox, the UK’s leading credit-building business:

“Progress isn’t passive—it’s a choice we make every day. If we want gender equality, we must accelerate action by challenging bias, championing inclusion, and pushing for systemic change. The cost of waiting is lost potential, lost voices, and lost opportunities. Urgency isn’t about rushing—it’s about refusing to let another generation inherit the same battles. Change happens when we stop accepting ‘later’ and demand ‘now.’”

Teresa Cameron, Finance Director at Clear Junction:

“International Women’s Day is our yearly reminder to reflect on the progress that we, as women, have made in the journey toward gender parity – and to ask ourselves, what’s changed?

Over the past two decades, we’ve witnessed a dramatic shift in gender stereotypes, driven by evolving family dynamics, societal norms, and economic pressures. Twenty years ago, it was common to see two-parent families where fathers worked while mothers stayed home with the children. Today, families come in many forms – single-parent households, same-sex parents, and blended families – and the traditional roles have been redefined. In many cases, both parents now share caregiving and financial responsibilities, creating an environment where women can actively pursue their career aspirations.

The workplace has also evolved. Advances in technology and the changes brought by COVID-19 have transformed the traditional 9-to-5 model, allowing greater flexibility. This progress enables women to find a work-life balance that works for them, aim higher in their careers, and take up leadership roles without compromising their personal lives.

That said, we’re not there yet. There’s still much to be done to achieve true equality. We must continue to champion one another, challenge outdated norms, and inspire younger generations. My daughter, for instance, is currently studying at university and pursuing a career in STEM. I encourage her every step of the way, knowing that the progress we’ve made so far has opened doors that were once closed to women. With continued effort and support, I’m confident that the opportunities available to her will only grow.”

Nina Papazyan, Head of Product & Banking Integration at Clear Junction: 

“Accelerating gender parity requires bold action and systemic change. From my own experience, returning to work after an extended maternity leave felt like starting from scratch, with assumptions about my capabilities creating an invisible barrier to my progress and shadowing my work. Entering the payments industry with minimal knowledge was equally challenging, but I was fortunate enough to have male mentors who not only guided me but also championed my potential. Their allyship reinforced the important role that advocacy and support play in driving equality.

Yet, allyship alone isn’t enough. True progress demands concrete action – equal pay, flexible policies, and leadership pipelines tailored to empower women at every stage of their careers. Motherhood, and other key life stages, should never be seen as obstacles but as opportunities to rethink and redesign workplaces into truly inclusive environments where everyone can thrive.”