Trisha Agarwal: Championing Diversity in FinTech
The Rise of Women in FinTech
In recent years, India has witnessed a remarkable transformation in its financial landscape, particularly in the FinTech sector. From digital lending to the ubiquitous Unified Payments Interface (UPI), the industry has evolved significantly. Despite facing numerous social barriers, women are increasingly making their mark in this space. Currently, women represent about 14% of entrepreneurs in India, translating to approximately 8 million individuals. This statistic is not just a number; it’s a testament to the potential for growth when diverse perspectives are included in the conversation.
The Role of HR in Fostering Inclusivity
As an HR Manager at Freo, Trisha Agarwal is deeply invested in creating an equitable environment for all candidates. She emphasizes the importance of understanding and addressing biases that exist within organizations. Often, HR professionals find themselves in situations where they must advocate for female candidates, particularly for roles that are traditionally viewed as high-pressure or metrics-driven. Trisha believes that it’s crucial to arm oneself with data and real-world examples to challenge these biases effectively.
Educating Stakeholders
One of the primary challenges in recruitment is the ingrained biases that can influence hiring decisions. Trisha notes that HR professionals often need to convince stakeholders that women can excel in roles typically dominated by men. By presenting compelling evidence and highlighting the strengths women bring to the table—such as multitasking and emotional intelligence—HR can help shift perceptions. This approach not only benefits individual candidates but also enriches the organization as a whole.
Crafting Inclusive Job Descriptions
Job descriptions (JDs) play a pivotal role in attracting diverse talent. Trisha points out that many JDs use language that may inadvertently alienate women. Creative titles like "Guru" or "Ninja" can deter female applicants, who often feel the need to meet 100% of the criteria before applying. In contrast, men may apply if they meet just 60%. By using neutral language and focusing on essential skills, organizations can create a more inclusive atmosphere right from the start.
The Importance of Positive Branding
In today’s job market, it’s not just about filling positions; it’s about building a brand that resonates with potential employees. Trisha emphasizes that job seekers, particularly women, are less likely to join companies with negative reputations. Positive feedback on platforms like Glassdoor and social media is no longer optional; it’s essential for attracting top talent. Companies must actively work on their branding to create a lasting impression that appeals to diverse candidates.
Supporting Women Returning to Work
A significant challenge in the Indian workforce is the underemployment of married women. According to a 2022 NFHS survey, only 32% of married women were employed, highlighting the gender disparities that persist. Trisha advocates for flexible working hours and supportive office infrastructure to tap into this untapped potential. By creating an environment that accommodates women returning to work or those on career breaks, organizations can benefit from a wealth of talent and experience.
The Future of Women in FinTech
Trisha Agarwal is optimistic about the future of women in the FinTech sector. She believes that the concept of the "Girl Boss" is not just a trend but a movement that is here to stay. As a People Manager, her commitment to identifying talent and bridging gaps is unwavering. She envisions a future where women are not only participants but leaders in the FinTech space, driving innovation and change.
Through her insights and experiences, Trisha Agarwal exemplifies the role of HR in fostering a diverse and inclusive workplace. By addressing biases, crafting inclusive job descriptions, and supporting women in their career journeys, she is paving the way for a more equitable future in the FinTech industry.