The European Women Payments Network is a pan-European forum for women in payments, cards and fintech. This year’s annual conference, held the third week of October, consisted of simultaneous gatherings in Dublin, Frankfurt, Amsterdam and London.
Cognito supported the event in Amsterdam. Here, we draw on conversations and discussions from the day to highlight four issues in payments that are particularly important to women.
Ask for more funding
Women-led businesses receive significantly less venture capital funding – just 2%. This gap isn’t only due to the action from investors but is related to how many women approach fundraising..
Women founders often ask for less capital than male founders. Perhaps this is done in the spirit of practicality – women seek to raise the money they actually need. But it needs to change. Female founders could easily ask for double the funding.
Be bold. Whether it’s a funding round, salary negotiation or project proposal – focus on the value and potential of your ideas. Don’t be afraid to ask for more, whether it’s resources, funding, or opportunities. Asking for what is deserved helps close the gap for everyone.
Be prepared and bring energy
Preparation and energy play a big role in securing funding. Too many women pitch in a shy or reserved manner – and this impacts their success.
Men may have greater access to resources, networks, and mentorship, but that doesn’t fully explain the different approach.
Invest in preparation. Whether you’re delivering a presentation, pitching for funding, or negotiating a deal, do the groundwork. Be as informed as possible. Know the market, understand the financials, and practice delivery until it sounds confident and energetic.
Involve early-career professionals
While the event brought together a diverse group of experienced fintech experts, there was one gap: a lack of early-career individuals. This perspective is crucial. Younger people have a unique perspective on funding and mentorship and their voices are vital to understanding how to increase inclusivity.
Mentor younger colleagues. Include junior team members in strategic discussions. Their fresh perspectives can offer insights that might otherwise be missed. Helping to elevate others strengthens leadership skills and contributes to a more inclusive work environment.
Drive change
How are you doing it in your daily practice? Self-reflect by taking a few moments each day to assess how your actions contribute to the larger goals of inclusivity. Are you being supportive? Are you actively seeking out diverse perspectives? Are you prepared to take risks – and ask for what you deserve?
By incorporating these reflections into your routine, you can create a daily practice that aligns with the EWPN’s values and promotes positive change.
Conclusion
These learnings aren’t just for those in leadership positions – they apply to anyone who wants to create a more diverse and thriving industry. And they shouldn’t only be for female gatherings. Everyone needs to be included in these conversations, turning non-women into allies and make sure our voices are heard, everywhere.
Caroline Martin is an account manager in Cognito’s Amsterdam office
