Women in Fintech: A Closer Look at the Numbers and Their Implications
Women hold only 6% of CEO positions in the global fintech landscape, a statistic that starkly highlights the gender disparity in leadership roles within this rapidly evolving sector. In the UK, female-led fintechs raised 37% less in 2025 compared to the previous year, despite an overall growth in total funding. This article marks the beginning of a series by Fintech Weekly, exploring the ongoing challenges and changes for women in fintech.
The Current Landscape
Fintech is known for its rapid pace and constant evolution. According to Crunchbase, global fintech funding surged by 27% in 2025, reaching $51.8 billion—the strongest year since 2022. This recovery positioned fintech as the leading destination for European venture capital in terms of deal value. However, female-led fintech companies in the UK raised only $76 million across 57 deals, a significant drop from the $120 million raised in 2024, when total funding was lower. This decline means that female-led ventures accounted for just 2.1% of total UK fintech funding.
These figures paint a troubling picture: a sector that, while recovering, is leaving female founders behind. The data suggests that the fintech industry is not on the verge of solving its gender issues; rather, it reveals a persistent gap that has worsened in a year of overall growth.
The System’s Underlying Logic
When confronted with such statistics, the instinct might be to label the system as "broken." However, this framing can be misleading. The structures that produce these numbers were not designed with female participation in mind; they function as intended. Understanding this reality is crucial for addressing the underlying issues.
Ana Luisa Monteiro, CFO and Partner at Cumbuca, emphasizes that many highly qualified women self-select out of opportunities because they feel they must be entirely prepared before stepping forward. This mentality leads to a cycle where women wait for the right moment to apply for promotions or negotiate salaries, while their male counterparts often take the initiative without the same level of certainty.
The Double Standard in Perception
The pay gap is a well-documented issue, but the perception gap is equally significant. Monteiro points out a familiar pattern: when a man is direct in a meeting, he is often seen as decisive, while a woman exhibiting the same behavior may be labeled as difficult. This discrepancy highlights a structural bias in how performance is evaluated, rooted in a historical context that favored male leadership styles.
The fintech industry, despite its claims of disruption, has largely inherited these biases. The criteria used to assess readiness for promotion and effective communication were not designed to be neutral; they reflect the experiences and expectations of those who created them.
Structural Change: A Path Forward
Monteiro’s experience at XP Inc. offers a concrete example of what meaningful change looks like. Through the MLHR3 initiative, a women’s leadership program focused on measurable outcomes, she helped implement policies that addressed maternity leave and variable compensation. By ensuring that women on maternity leave continued to receive variable compensation, the initiative corrected a mechanism that was inadvertently widening the pay gap.
This example illustrates the difference between merely stating a commitment to diversity and making operational changes that have tangible effects. At Cumbuca, Monteiro’s current organization, diversity is treated as a performance variable, with metrics tracked to ensure equitable outcomes. The belief is straightforward: diverse teams produce better results, making inclusion integral to the business strategy.
The Importance of Sustained Efforts
Fintech Weekly is dedicating March to the topic of women in fintech because the conversation deserves more than a single day of recognition. International Women’s Day often prompts a flurry of reports and panels, but the structural issues that contribute to gender disparities require ongoing attention and action.
Real change does not happen overnight; it requires sustained effort, policy changes, and a commitment to tracking progress. The women leading these initiatives are not waiting for the perfect moment; they are actively shaping the future of fintech.
This article serves as a starting point for a deeper exploration of the challenges and opportunities for women in fintech. As we continue this series, we invite readers to share their stories and insights, contributing to a broader dialogue about gender equity in this dynamic industry.
