Despite all the talk about diversity and inclusion, financial services still has a credibility problem when it comes to gender equality. A new study by payabl. in partnership with the European Women Payments Network (EWPN) reveals that four in 10 women believe the industry still favours men, compared to just 28% of men.
Surveying 2,000 UK adults, the research shines a light on where the sector has evolved, and where it’s still stuck. From pay to leadership to networking, women are feeling the gap.
Women Are Still Rare at the Top
The numbers tell the real story. Only 13% of companies have a female CEO, and just 21% of leadership teams are at least half women. Even in management overall, strong female representation sits at only 30%.
Role models clearly make a difference. 69% of women say seeing female leaders in STEM would encourage more women and girls to pursue those careers, and over half believe that better gender parity could lead to more innovation and stronger outcomes across science and tech.
But the problem is, visible support from senior leaders is still missing. Only 20% of respondents see their bosses actively championing mentoring, diverse hiring or programmes designed to support women. Without leadership accountability, diversity risks being all talk and no action which, unfortunately, is something we see far too often.
Pay and Progress – The Gap Is Real
Pay and recognition are another sticking point. Fewer than four in 10 people believe women are paid equally, and only 31% feel that women get the same financial recognition for their work.
Women also feel the promotion path is stacked against them, with 34% of women thinking that male colleagues get promoted faster than females. And in STEM roles, more than half of women surveryed (55%) believe they face bigger hurdles progressing in their careers.
Networking In Finance Is Still a Club You Have to Be Invited To
It’s not just formal structures that are the problem here – informal networks matter too. 53% of men believe men and women get equal networking opportunities. For women, it’s just 35%.
Out-of-office activities often favour men, too, as 38% of men feel comfortable joining sporting events outside work hours versus a mere 28% of women. Similarly, 39% of men feel confident at networking events outside work, compared to 31% of women. Childcare responsibilities also play a role in this, understandably, with 29% of women citing them as a barrier to being able to participate.
Initiatives like Money20/20 Europe’s RiseUp and networks like EWPN are starting to fill the gap. Mentorship, structured networking and visibility programmes help women build credibility and confidence – something a lot of women say makes all the difference.
So, What Needs to Happen for Real Change?
EWPN ambassadors are clear: progress won’t happen unless it’s measurable and embedded. Diversity and inclusion can’t be “flavours of the month.” Hiring should be based on talent, not background or gender, and leadership needs to be visibly accountable.
As Ruta Kairyte, EWPN Country Ambassador for Lithuania, says: “We need to refocus conversations around business outcomes to prove why diversity and equality matter and how beneficial it is to both people and businesses.”
The financial services industry has all the tools to lead the way, but if parity is the goal, it will take real commitment – not just PR. Pay, promotion, leadership and networking all need attention if women are going to feel like equals, not outsiders in a boys’ club.
