Returning to work after having a child can be daunting and perceived as a barrier. It is therefore imperative that fintech employers work towards creating an environment where women feel secure and not as something that will delay their professional ambition. Employers must demonstrate their changing attitudes to offer reassurances to women that they will work with them to make pregnancy manageable, policies that offer maternity leave that will help mothers bond with their babies without worry, and a general compassionate feel to the time that a new mother is away from the company to look after their new-born. There are many positive strides being made in this area and fintech must continue to focus on compassion in their employee offerings to help encourage more female representation across their companies – and indeed the boardroom.
This should also include mothers who are sole carers – women make up 90% of single parents in the UK, meaning that the burden of childcare disproportionately falls on them. Support for mothers in the form of childcare subsidies, as well as office nurseries and breastfeeding rooms would allow more women to take a modern, dynamic approach to caring for their children and empower them as they balance motherhood with their careers.