# Choosing to Challenge – Thoughts on International Women’s Day 2021
Author:  Pal Sinha, Barnali 
Author URL: https://financedigest.com/author/pal-sinha-barnali
Published: 2021-03-02
Category: LIFESTYLE
Category URL: https://financedigest.com/category/lifestyle
Meta Title: Challenging the Status Quo: Achieving Gender Equality in
Meta Description: Discover why challenging the status quo and striving for gender equality and diversity in the workplace is crucial for the future success of the fintech sector.
URL: https://financedigest.com/choosing-to-challenge-thoughts-on-international-womens-day-2021html

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_By **Marieke Saeij,** CEO, Visma \| Onguard_

The theme of this year’s International Women’s Day on 8th March is Choose to Challenge, and it’s clear that challenging the status quo is still very much necessary if we are to move forward with gender equality.

The events of the past twelve months have created both new challenges and opportunities for women in the workplace, with many of us finding ourselves juggling a new balancing act of childcare, home schooling and working during a period when our physical contact with support networks has been limited. For as many friends and colleagues I have spoken to over the past year and heard positive stories of a refreshed work-life balance, I have equally heard from those struggling to [adjust and looking forward to a return](https://www.financedigest.com/uber-could-post-first-adjusted-profit-this-quarter-as-ride-demand-returns.html "Uber could post first adjusted profit this quarter as ride demand returns") to normality, however and whenever that may be.

Looking beyond the specific challenges of the pandemic and inwardly at the fintech industry, it’s clear there is still work to be done to achieve [gender equality](https://www.financedigest.com/boosting-gender-equality-in-tech-the-importance-of-mentorship-to-enhance-diversity.html "Boosting gender equality in tech: the importance of mentorship to enhance diversity") in the sector. Female representation outside of traditional job titles is still low, and the stats speak for themselves: only [17%](https://thefintechtimes.com/women-in-fintech/) of fintech companies have female founders and women account for less than 30% of the sector’s overall workforce.

**[Challenging the status](https://www.financedigest.com/global-lycopene-market-outlook-business-challenges-investment-opportunities-progression-status-revenue-expectation-and-forecast-2022-2029.html "Global Lycopene Market Outlook Business Challenges, Investment Opportunities, Progression Status, Revenue Expectation and Forecast 2022-2029") quo**

However, I strongly believe that it would be wrong to just focus on the gender imbalance when considering the work the [industry needs](https://www.financedigest.com/a-mindset-change-is-needed-in-the-financial-services-industry.html "A mindset change is needed in the financial services industry") to do. There is the much broader [issue of a lack of diversity in the sector which also demands](https://www.financedigest.com/tesla-investors-to-focus-on-demand-issues-in-earnings-report.html "Tesla investors to focus on demand issues in earnings report") attention, and the two go hand in hand. [Creating welcoming and inclusive professional environments](https://www.financedigest.com/the-benefits-of-creating-a-great-working-environment.html "The Benefits of Creating a Great Working Environment") for individuals from all ethnicities, cultures, sexual preferences and socio-economic cultures is crucial, and we should not make the mistake of ignoring these wider diversity issues.

![Marieke Saeij](https://prod.superblogcdn.com/site_cuid_cm5qst7v3003gwirgwqtxn8i8/images/marieke-saeij-ceo-450x450-1736838547630-compressed.jpeg)

Marieke Saeij

When we review the reasons for a lack of diversity, a [key part](https://www.financedigest.com/auto-parts-cleaning-machine-market-the-report-gives-immense-knowledge-on-the-competitive-nature-of-key-players.html "Auto Parts Cleaning Machine Market: The Report Gives Immense Knowledge On The Competitive Nature Of Key Players") of the problem is that our future leaders often don’t recognise themselves in today’s leaders. This extends outwards in all sectors from politics to business, although it is of course worth stating that we have achieved a noticeable milestone in the [former already this year with the appointment](https://www.financedigest.com/mg-appoints-former-head-of-axa-investment-managers-andrea-rossi-as-new-ceo.html "M&G appoints former head of AXA Investment Managers Andrea Rossi as new CEO") of Kamala Harris as Vice President of the United States.

Bringing it back to business, organisations that fail to hire leaders from a variety of different backgrounds and mindsets are leaving a role model gap for our [younger generations](https://www.financedigest.com/5-ways-lenders-can-attract-the-younger-generations.html "5 Ways Lenders Can Attract The Younger Generations"). Without someone ‘like them’ to look up to, we run the risk of brilliant minds and potential future leaders being left hesitant to pursue a career in this vibrant and [innovative industry](https://www.financedigest.com/the-industrial-hemp-market-to-sail-through-innovation-based-turbulence.html "The Industrial Hemp Market To Sail Through Innovation-Based Turbulence").

Much of this issue stems from an inability for people to look beyond their own upbringing and background when choosing their teams. Consciously or unconsciously, many leaders hire in their mirror image, choosing to [work with those that have had the same experiences](https://www.financedigest.com/remote-working-during-covid-a-successful-social-experiment.html "Remote working during COVID: a successful social experiment") as them. But in doing so, leaders are making a mistake and setting themselves up for a smaller pool from which to draw ideas and solutions. Having a diverse team often translates to generating diverse ways of thinking, with colleagues that may have a different outlook or viewpoint due to their own lived [experiences all working together](https://www.financedigest.com/impact-com-announces-partnerships-experience-event-ipx-bringing-together-all-players-in-the-partnership-economy-and-featuring-special-guest-trevor-noah.html "impact.com Announces Partnerships Experience Event, iPX, Bringing Together All Players in the Partnership Economy and Featuring Special Guest Trevor Noah"). This input could ultimately create a better [working culture](https://www.financedigest.com/smart-working-versus-presenteeism-enabling-productivity-in-a-post-pandemic-hybrid-work-culture.html "Smart Working Versus Presenteeism: Enabling Productivity in a Post-Pandemic Hybrid Work Culture") for all.

**Taking small but significant actions**

Big changes often come about as a result of small but significant improvements – this is a concept we are all very familiar with in the business world, for example, when we look at the [work we undertake to finesse a new product or service](https://www.financedigest.com/productivity-and-the-four-day-working-week-in-financial-services.html "Productivity and the four-day working week in financial services"). And so whilst broad-reaching policies can play a part in encouraging and [supporting diversity in the workplace](https://www.financedigest.com/a-sensitive-guide-to-supporting-your-female-colleagues-in-the-workplace.html "A sensitive guide to supporting your female colleagues in the workplace"), small but significant improvements are required too, and we’re starting to see this action.

I was particularly inspired recently by seeing that a major supermarket in the Netherlands has introduced a non-binary gender option in their job application form. Whilst a small addition to the hiring process, this [sets the tone](https://www.financedigest.com/markets-slammed-with-noise-investors-trust-tone-to-set-the-record-straight.html "Markets Slammed With Noise, Investors Trust Tone to Set the Record Straight") at the start for a welcoming environment. As a direct result, I’m therefore looking for an ‘X’ to be included in our HR systems so people of all identifications can feel recognised and included in our organisation. It is [small changes like this which add up to embedding an inclusive culture throughout a business](https://www.financedigest.com/foolproof-local-marketing-strategies-for-small-businesses.html "Foolproof Local Marketing Strategies for Small Businesses").

However, company-wide [changes and policies](https://www.financedigest.com/exclusive-hsbc-fund-arm-toughens-thermal-coal-policy-to-curb-climate-change.html "Exclusive-HSBC fund arm toughens thermal coal policy to curb climate change") are not enough. Individuals have a part to play too. This includes listening to those [around them from different backgrounds with different lived experiences](https://www.financedigest.com/cherry-picker-crane-market-is-expected-to-experience-substantial-gains-with-projections-around-6-to-8-cagr-from-2021-to-2031.html "Cherry Picker Crane Market is expected to experience substantial gains, with projections around 6% to 8% CAGR from 2021 to 2031"), and then applying these learnings in the decisions they make in their personal and professional. It is also accepting our unconscious bias, as it is appreciating this fact that will allow space for difficult conversations to be had, and [positive change](https://www.financedigest.com/the-meta-trends-driving-positive-change-for-financial-services.html "The meta trends driving positive change for Financial Services") to happen.

In short, there is work still to be done, but the impetus does not rest with any one person within an organisation alone. True diversity can only be achieved by all working together and choosing to challenge the status quo where we [see it being harmful to create an inclusive and welcoming](https://www.financedigest.com/portugal-pm-welcomes-lufthansas-interest-in-tap-scholz-sees-good-fit.html "Portugal PM welcomes Lufthansa’s interest in TAP, Scholz sees good fit") environment for all.


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