Women in Banking

The megabank has paused its annual review of racial and gender pay gaps.

Nikkee Rhody, chief of strategy at Central Payments, and Shannon Huether, vice president of project management and implementations, explain how the company tailored every aspect of its hiring practice to make sure it reaches the talented women that other fintechs overlook.

Recruiting from competitors can be hard to pull off, and it won't create more equity in the industry. Some of the Best Banks to Work For are finding ways to develop, support and promote women who are already on the payroll.

The Pennsylvania community bank lacked the resources to go all-in on developing a diversity, equity and inclusion policy, so it turned to grad students at Georgetown University for help.

The new standards give some 300 listed banks up to five years to meet targets for including women and minorities on their boards, or explain why they aren't doing so. State officials and investors had already pushed banks about the need to rethink their approaches to recruiting directors.

Mastercard disclosed its gender pay gap for the first time, saying female employees worldwide make almost 8% less than male workers.

In emerging markets, women on boards were more likely than men to have financial expertise.

The bank and card program provider is starting to use AI in many areas, but it's also trying to build paths forward for employees whose jobs will be affected.

Ismat Aziz is the Minneapolis bank's new chief human resources officer, the same position she held for the telecommunications company.