International Women's Day 2025: Thoughts From Female Leaders in Fintech

Infrastructure
07.03.2025 11:41 am

Laura Lancaster, Vice President of EV Networks & Partnerships, Corpay

Cultivating a career path with no glass ceilings is the only way to accelerate change

“My career has been inspired by great people that earn their colleagues’ respect and cultivate a culture in which you are driven to go the extra mile. It has been built up on the premise of celebrating what you bring to the table as an individual with your unique set of experiences and viewpoints.”

“I’ve been very lucky in that I haven’t had any barriers that I’ve experienced because I am a woman. At the same time, however, I have found that, because my industry is typically male dominated, there aren’t always examples of female mentors or leaders for me to look up to.”

“That’s why it’s so important that we make sure our workforce is made up of a diverse group of people who are able to share a wide range of perspectives. I’m delighted to be working alongside a team that is 50/50 gender split but is also made up of a range of nationalities and ages. Together we’re able to consult and bring many different qualities to the table that make us extremely well rounded as we approach our work.”

“This includes different personality types; I’ve always been inspired by powerful women that aren’t drawn to the limelight but lead with grace, like Michelle Obama. I admire those that are the driving force in the background while contributing to the greater machine that is driving change and progress. It is my long-held belief therefore that creating a work environment where we are not judged on our gender but welcomed because of all the things we bring to the table is the only true way to accelerate change.”

Monica Eaton, CEO of Chargebacks911:

Evening the Playing Field for Women in Business

“The reality is that men and women do not start from the same place in the workforce. In industries like fintech, the playing field has never been level—women have historically had to fight harder for the same opportunities, the same recognition, and the same leadership roles. This has to change, and it starts with deliberate action, not just words.”

“In many cases, men naturally benefit from informal networks, mentorship, and sponsorship that accelerate their careers, while women are often left to navigate these challenges alone. That’s why initiatives like our LIFT: Elevating Women in Fintech micro-mentorship programme are so important—to break down the barriers that keep women from advancing. Dozens of mentees have completed the programme over the last five years, across North America, Europe, and APAC, gaining the guidance, support, and connections that can help them take their career to the next level. If we want a truly equal workplace, we need to actively create opportunities that ensure women have open access to career growth and leadership.”

“But mentorship alone isn’t enough. Businesses must actively create environments where women are given ample opportunity to lead, innovate, and succeed. That means transparent promotion policies, equal pay for equal work, and a commitment to recognising talent—regardless of gender. The financial technology sector thrives on innovation, and we can’t afford to shut out half the talent pool.”

“When women win, businesses win. Several studies show a positive correlation between gender diversity in executive roles and higher profitability and improved decision-making. It’s time to level the playing field so that all can benefit.”

Hannah Fitzsimons, CEO of Cashflows:

Breaking Barriers and Lifting Women Up at Cashflows

“Empowering women isn’t just about opening doors—it’s about giving them the confidence to walk through them. Too often, the biggest barriers are the ones we place on ourselves, questioning if we’re ready or capable. That’s why one of the most important messages we share with women in our workplace is to embrace discomfort, say yes to opportunities, and not let self-doubt hold them back.”

“We bring this mindset to life through initiatives like our International Women’s Day panels, where women openly share their experiences, challenges and lessons learned. These discussions create a culture of mentorship and support, encouraging women to step into new challenges with confidence.”

“Beyond conversation, we take action. Our mentorship programs, leadership development opportunities, and flexible working policies are all designed to help women advance in their careers. Last year, 55% of our new hires were women, reflecting our commitment to driving real change in representation. We also hold ourselves accountable by setting company-wide diversity KPIs to ensure progress isn’t just aspirational—it’s measurable.”

“When women support each other, challenge self-imposed limits, and push forward despite fear, incredible things happen. We should be fostering an environment where women are not just included but empowered to thrive.”